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EOD wants to ensure every employee has access to the specific knowledge or skills they need to stay safe, improve performance, and advance their career paths. Take a look through the listing below to find the course you are interested in and then register through Learning Central- all are available for free as part of your UNM Benefits.
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Register for any of our courses through Learning Central.
This course introduces Trust Builders, actions leaders can take to build and sustain trusting relationships, as well as common Trust Breakers that can erode or quickly break trust. Applying these skills to build trusting relationships enables leaders to take risks, identify and solve problems, and collaborate to achieve business results.
*Prerequisite course: Communicating for Leadership Success EOD 297W
Effective coaching is one of the most important drivers of team member performance. By understanding three coaching techniques and how to handle both proactive and reactive coaching discussions, leaders can have more effective and efficient interactions. Participants will discover how to enhance the confidence and competence of their staff on an ongoing basis.
*Prerequisite course: Communicating for Leadership Success EOD 297W
Participants will discover interpersonal skills needed to mobilize and engage their staff members. Learning to effectively communicate will spark action in others. The interaction skills in this session will teach leaders to handle the variety of challenges and opportunities encountered every day in the workplace.
Many organizations focus on technical skills as all-important to success in the workplace. Yet strong interpersonal skills are equally essential in transforming individual contributors into exceptional performers who have a greater impact in their roles.
This foundational course provides individuals with a powerful set of interaction skills that enables them to communicate more effectively with colleagues and customers and, in the process, build trust, strengthen partnerships, and achieve desired results.
Note: This course is the same as Communicating for Leadership Success, but for a general audience.Note: This course is the same as Communicating for Leadership Success, but for a general audience.
From Stereotypes and Biases to Diversity and Inclusion. Learners explore the effect of assumptions and unconscious bias, then pinpoint stereotypes about their own work group and what they might do to mitigate those stereotypes. They also explore what inclusion and diversity mean, the differences in who we are and how we think, and research-based benefits of having a diverse workplace. After completing this course, learners will be able to:
Recognize biases and stereotypes that can affect workplace decisions.
Identify those who’ve been excluded and invite them to the table.
Engage everyone and encourage their voices and contributions.
Advocate for those with different perspectives and ignite their personal success.
Development is critical to attracting and retaining talent, driving employee engagement, preparing future leaders, and ultimately ensuring the success of the organization. Clearly, development is just as important to leaders as it is to their direct reports.
In this course leaders are introduced to a practical process to guide their own and their direct reports’ development-planning efforts. The outcome is a meaningful development plan that supports the organization’s current and future business needs.
Prior to class participants will be required to complete an online Disc profile. During this workshop you will discover how Disc styles affect workplace relationships. Explore the priorities that drive styles at work, learn what’s effective and recognize the potential challenges when working with each Disc style. Create strategies to overcome challenges when working with people of different Disc profiles.
Approximately 70 percent of workplace change initiatives fail to produce desired results. In most cases these initiatives fail not because leaders don’t know what to do to implement workplace change, but rather because they aren’t skilled in how to implement change. Driving Change shows learners how to avoid being included in this statistic by providing skills and resources to accelerate the process of implementing change with their team members, and to create an agile work environment where people are more open to change.
*Prerequisite course: Communicating for Leadership Success EOD 297W
In the workplace of today, emotional intelligence is often more important than intellectual intelligence. Your Emotional Intelligence Quotient (or EQ) is a major indicator of success in your work and personal lives. You can’t do much to raise our IQ. But your EQ can and does increase with age, especially if you work at it. This course will introduce the 5 skills involved in Emotional Intelligence and help you to: understand your feelings; manage your emotional response; and use the power of your emotions in productive ways. This course is taught by Dr. Steven Rugala, Director of the Counseling and Referral Services department.
The Employee Life Cycle is the process that identifies stages in an employee’s career, and as managers/leaders you have the ability to impact their professional growth. This workshop offers current and newly hired/promoted leaders the opportunity to increase skills to achieve results and enhance employee growth. Topics include primary elements of separation, compensation practices, hiring, performance management, progressive discipline, retention, and the role of a supervisor in fact finding incidences.
The 5 Choices of Extraordinary Productivity inspires participants to dramatically increase their ability to achieve their most important outcomes. Participants learn to make more selective, high impact choices about where to invest their valuable time, attention, and energy. The solution produces a measurable increase in productivity and a renewed sense of engagement and accomplishment.
What does trust have to do with business success? Everything. Trust is directly linked to employee engagement, retention, productivity, and innovation. Leaders who demonstrate trust and trustworthiness inspire higher levels of performance and commitment to team and organizational success.
A survey by Korn/Ferry International found that more than 2 million people leave their jobs each year because of unfairness in the workplace. The hiring costs that result from high turnover are a huge stumbling block to company success, but the greatest hindrance to progression is when employees are devalued and excluded.
From fundamental attribution errors to micro-inequities, this course explores the subtle ways that limitations occur and how to combat them by fostering an environment that focuses on building respectful interactions. Professionals at every level will learn how to take proactive steps to find and capitalize on unique skills as well as exercise flexible thinking and seek personal growth.
There are four roles leaders play that are highly predictive of success. We call them essential, because as leaders consciously lead themselves and their teams in alignment with these roles, they lay the foundation for effective leadership. These are: Inspire trust, create vision, Execute Strategy, and Coach Potential
For the first time, there are 5 generations working together in the professional environment, which brings unique opportunities as well as challenges in communication, collaboration, and more. In this workshop, you’ll learn the differences among the 5 generations, from Gen Z to the Silent/Traditionalist generations, and identify leadership and communication strategies to become more effective working across generations for professional and personal success.
Sound decision making in today’s tough business environment demands much more than just coming up with or picking the best alternative or option. It requires analyzing potential problems or opportunities and making sound judgments based on analysis.
Using an engaging simulation, this course teaches leaders a logical decision-making process that addresses the critical elements that result in high-quality business decisions. Participants will develop the skills and confidence to generate options and compare them to important decision criteria, and to select the best course of action. Utilizing this process will also help leaders avoid the pitfalls that often undermine high-quality decision making.
We are going through a myriad of changes at UNM and this course looks at the stages of change, characteristics of each stage and helpful behaviors to move yourself and others through them. We also look at the brain’s reaction to change and useful strategies to counter the brains tendency to go to fight or flight. The course concludes with the importance of engagement and communication during change as well as specific tools to use when we are operating remotely.
Currently we are operating in an environment where we can’t necessarily hire, but need to get the work done and grow. People might be feeling burnt out and not as engaged. In these types of circumstances, we can’t afford to waste talent. We need people to be excited and engaged.
The objectives of this course are:
Many staff and supervisors have taken on the role of unofficial project manager within their department or division. The lack of time management, scope creep and no formal project training all impact the possibility of project failure. This Franklin Covey class will provide participants with tools and resources to manage projects successfully. Who Should Take This Course: Supervisors and staff who coordinate department or division wide projects that involve multiple objectives that impact individuals and systems.
Today’s business environment challenges organizations to increase productivity, improve quality, shorten cycle time, and reduce costs. An unfortunate but natural byproduct of these challenges is conflict. While conflict can lead to discoveries such as new ideas and innovative breakthroughs, it can, if allowed to escalate, result in damage to critical working relationships.
This course teaches leaders how to recognize the signs of escalating conflict and take appropriate action to minimize damage. Leaders are introduced to two resolution tactics—coach and mediate—and practice using the Interaction Essentials as they coach then mediate to resolve a conflict.
*Prerequisite course: Communicating for Leadership Success EOD297W
People are more engaged and strive for better results when they feel ownership of their work process and outcomes. Unfortunately, leaders fail to engage and reinforce this sense of ownership during performance management discussions.
This course will show the positive effect of shifting the traditional role of planner and evaluator from the leader, to a shared responsibility between leader and employee. This shift builds employee ownership, and allows the leader to focus on coaching and developing throughout the performance cycle. Leaders will experience how to use effective (SMART) goals to help them and their employees track progress and fairly evaluate outcomes. A well-written performance plan is also a powerful tool for leaders to use when determining where to focus their development and coaching discussions with their employees.
*Prerequisite course: Communicating for Leadership Success EOD 297W
The role of the first-level leader has always seem tough and today’s realities make the role even tougher. People skills typically account for 80 percent of success in this role. Yet many people are promoted because of their technical capabilities.
The Six Critical Practices for Leading a Team is a special collection of carefully curated content from Franklin Covey offerings. The repurposed mindsets, skillsets, and toolsets provide first level leaders with relevant and practical resources to help them excel in this tough and demanding role. This course is great for current and aspiring leaders.
The objective of the 4DX (four disciplines of execution) process is to teach leaders how to help their teams execute on their highest priorities in the midst of the whirlwind of the day-to-day. We find that by not just teaching 4DX to leaders, but teaching them to teach and implement the process with their teams, they “own the process” at a deeper level and the results are often groundbreaking. Through thousands of implementations, we have identified four critical milestones that must be achieved for optimal results and engagement.
People in every organization have promising ideas they would like to implement to improve results, including those that will improve operations, enhance customer satisfaction, or expand use of their products or services.
Participants are encouraged to look at the entire picture of their influencing opportunity, including who they need to influence, why they need their commitment, what level of commitment they need, and how they will gain that commitment.
Unconscious biases are social stereotypes about particular groups of people we form outside of our own conscious awareness. All of us have unconscious beliefs about various social and identity groups, and these biases can impact our behavior in our relation to others. This training is an introduction to unconscious bias and its potential impact on our work in various fields, including health care, admissions, hiring, education, mentoring, and in legal realms.
This training is relevant for people providing services to diverse populations, those involved in hiring and admissions, those involved in teaching and mentoring, and for anyone interested in the topic.
Learn tools and tricks to use zoom for productive and engaging meetings. With a lot of our interactions taking place virtually, Virtual Engagement will give hands on experience and best practices to get the most out of your zoom meetings.
This course looks at how change affects us physically and emotionally. There are scientific reasons we respond to change the way we do. We will examine the science behind this as well as tips and strategies to respond more effectively to change. We will also look at ways to guide others who may be having a difficult time with a change.
This course is intended for individuals in their first leader/manager role. Learn how to create a strategy to accelerate your transition into your new role as a leader. Get answers to the questions: “What do I need to know as a new leader?” and “How do I manage former peers?” Apply three leadership differentiators to quickly build a positive reputation and contribute to the organization’s success.
