Save Money and Time 

Bring Training to Your Community – Becky Travels!

Are your staff busy?  Somewhat stressed?  Balancing multiple commitments?

Recharge your staff with good food and great training locally…and don’t require that they leave their homes for opportunities that can be made available in your area. When training budgets are limited, it makes sense to target spending on quality content instead of mileage, hotel, and per diem costs for staff.   Save your out-of-town travel & professional development  budget for the major annual conference for your field.

Contact Becky at Becky@bemidjiconsulting.com or (218) 333-3832 to discuss    on-site training for your community.

Workshops & Training Available:  

*Supervision & Performance Appraisal Skills to Support Trauma-Informed Work – Supervision & Performance Appraisal – To Support Trauma-Informed Organizations

*Supervision & Performance Appraisal Skills to Help You Keep “the Right People” – Supervision & Performance Appraisal

*Grant Writing Readiness – Grant Writing Readiness+Grant Review Panels-Workshop

*The Executive Director’s Tool-Kit – Executive Director’s Tool Kit

*Developing the Fully Effective Nonprofit Board – The Fully Effective Nonprofit Board-Workshop

*Preparing the Board for the Annual Executive Director Evaluation – Preparing the Board for the Annual ED Evaluation

*Creating Organizational Cultures to Support Staff & Client Well-Being – Creating Organizational Cultures that Support Staff & Client Well-Being

*Developing Exceptional Customer Service Skills (for human services professionals and those in government, education, and business) – Developing Exceptional Customer Service Skills-Workshop Announcement

*Custom Training Available – Have a training need you don’t see here?  Call Becky to discuss your needs.  If she can’t meet them, she’ll tell you and suggest other resources.

To Register, scroll down.  Note:  You may register online but pay by check.  Simply skip the Pay Pal button.

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal -March 24 & 25-2020 – St. Cloud-MN

Workshop Description:  

High quality supervision contributes to the structure needed to be a trauma-informed workplace and service provider.  Yet, many supervisors never receive structured training to teach them the skills needed for this critical role.  Organizational practices and culture impact the ability of staff to bring their best to their work.  Do you have a designed alliance with your staff?  Do you view supervision meetings with staff and performance appraisals as opportunities for partnership and a time for staff to tell you their goals and hopes for their clients and their ideas for new ways to provide services or new programs that respond to unmet needs?  Is it an opportunity for them to tell you the resources and tools they need to do their jobs?  When high quality supervision and timely appraisals are provided, it improves communication between supervisors and employees, decreases employee stress and reactivity, and provides employees with the insight and tools needed to maximize performance.

Supervisory skills include the ability to:

* Effectively lead, communicate with and advocate for employees

* Ensure there is adequate staff training and that staff have the tools, resources, and equipment to do their jobs

* Conduct probationary period appraisals and annual evaluations

* Document performance

* Assess whether employees are satisfied in their jobs and on track to meet performance expectations for their positions

Supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  And many employees are frustrated that they don’t get more meeting time and specific feedback from their supervisors.

Supervision is often perceived as a daunting task. Many supervisors are promoted from within and receive little formal training. Once supervisors get busy, meetings with staff get put on the back burner.  While hiring “the right people” is the first step, effective supervision is essential because there is no perfect hiring process.  Workforce development is also critical to nonprofits, tribal organizations, and schools. Yet, turnover is often high.  Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose both staff and important feedback from the people who work most closely with their consumers and clients. This represents a loss of time, money, and input that could be invested to improve service delivery, organizational impact, and revenue.

Both probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations sometimes get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and ultimately an employee exit.

Participant feedback from businesses, county, tribal, and nonprofit staff who attended Becky’s prior Supervision & Performance Appraisal Workshops:

“I am very excited to implement the Team Designed Alliance.  You are a great presenter.  We gained a lot from this, and I love your passion and energy.”

“Literally everything was valuable.  I have tools that I can use immediately to help make supervision more structured and purposeful.  I can’t wait to share this information with our administration.”

“I appreciated your role modeling of difficult feedback.  I enjoyed this very much.”

“I really like the way you encouraged self-care and self-compassion.”

“All our Tribal Directors should attend this, especially Human Resources.”

“I really hope my organization will have all the supervisors get this training.”

“I gained confidence in having conversations and evaluations with staff.”

“I learned to be much more deliberate in my interactions with staff.”

“I loved the style in which you led the discussion.”

“Everything was covered – thank you for the time you spent focusing on our organization.”

WHO SHOULD ATTEND:   This workshop is appropriate for all employees charged with supervisory responsibilities, including supervisors, program managers, coordinators, clinical directors, HR directors, and executive directors/presidents/CEOs, and volunteer coordinators who want to provide high quality staff support while ensuring high quality service delivery.  Nonprofit human services managers, maintenance supervisors, transportation directors, financial services managers, county auditors, school principals, community college deans, and business professionals have found this workshop valuable.  Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff.  The workshop will teach supervision, communication, and evaluation tools that can be adapted to work environments in nonprofits, counties and cities, schools, and businesses.

Apologies!  Registration is now closed.  This workshop filled by the Early Bird Deadline.  Check out the St. Cloud version of this workshop on March 24 & 25 or stay tuned.  I will probably come back to Minneapolis.  

To Register, scroll down.  Note:  You may register online but pay by check.  Simply skip the Pay Pal button.

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – Feb. 2020 – Minneapolis

Workshop Description:  

High quality supervision contributes to the structure needed to be a trauma-informed workplace and service provider.  Yet, many supervisors never receive structured training to teach them the skills needed for this critical role.  Organizational practices and culture impact the ability of staff to bring their best to their work.  Do you have a designed alliance with your staff?  Do you view supervision meetings with staff and performance appraisals as opportunities for partnership and a time for staff to tell you their goals and hopes for their clients and their ideas for new ways to provide services or new programs that respond to unmet needs?  Is it an opportunity for them to tell you the resources and tools they need to do their jobs?  When high quality supervision and timely appraisals are provided, it improves communication between supervisors and employees, decreases employee stress and reactivity, and provides employees with the insight and tools needed to maximize performance.

Supervisory skills include the ability to:

* Effectively lead, communicate with and advocate for employees

* Ensure there is adequate staff training and that staff have the tools, resources, and equipment to do their jobs

* Conduct probationary period appraisals and annual evaluations

* Document performance

* Assess whether employees are satisfied in their jobs and on track to meet performance expectations for their positions

Supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  And many employees are frustrated that they don’t get more meeting time and specific feedback from their supervisors.

Supervision is often perceived as a daunting task. Many supervisors are promoted from within and receive little formal training. Once supervisors get busy, meetings with staff get put on the back burner.  While hiring “the right people” is the first step, effective supervision is essential because there is no perfect hiring process.  Workforce development is also critical to nonprofits, tribal organizations, and schools. Yet, turnover is often high.  Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose both staff and important feedback from the people who work most closely with their consumers and clients. This represents a loss of time, money, and input that could be invested to improve service delivery, organizational impact, and revenue.

Both probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations sometimes get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and ultimately an employee exit.

Participant feedback from businesses, county, tribal, and nonprofit staff who attended Becky’s prior Supervision & Performance Appraisal Workshops:

“I am very excited to implement the Team Designed Alliance.  You are a great presenter.  We gained a lot from this, and I love your passion and energy.”

“Literally everything was valuable.  I have tools that I can use immediately to help make supervision more structured and purposeful.  I can’t wait to share this information with our administration.”

“I appreciated your role modeling of difficult feedback.  I enjoyed this very much.”

“I really like the way you encouraged self-care and self-compassion.”

“All our Tribal Directors should attend this, especially Human Resources.”

“I really hope my organization will have all the supervisors get this training.”

“I gained confidence in having conversations and evaluations with staff.”

“I learned to be much more deliberate in my interactions with staff.”

“I loved the style in which you led the discussion.”

“Everything was covered – thank you for the time you spent focusing on our organization.”

WHO SHOULD ATTEND:   This workshop is appropriate for all employees charged with supervisory responsibilities, including supervisors, program managers, coordinators, clinical directors, HR directors, and executive directors/presidents/CEOs, and volunteer coordinators who want to provide high quality staff support while ensuring high quality service delivery.  Nonprofit human services managers, maintenance supervisors, transportation directors, financial services managers, county auditors, school principals, community college deans, and business professionals have found this workshop valuable.  Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff.  The workshop will teach supervision, communication, and evaluation tools that can be adapted to work environments in nonprofits, counties and cities, schools, and businesses.

This workshop will be rescheduled for March or April.  As all LLBO staff know, the Tribe is experiencing technical difficulties.  Stay tuned for an update!

To Register, scroll down.  

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – Feb. 12+13-2020 – Leech Lake Human Services

Workshop Description:  

High quality supervision contributes to the structure needed to be a trauma-informed workplace and service provider.  Yet, many supervisors never receive structured training to teach them the skills needed for this critical role.  Organizational practices and culture impact the ability of staff to bring their best to their work.  Do you have a designed alliance with your staff?  Do you view supervision meetings with staff and performance appraisals as opportunities for partnership and a time for staff to tell you their goals and hopes for their clients and their ideas for new ways to provide services or new programs that respond to unmet needs?  Is it an opportunity for them to tell you the resources and tools they need to do their jobs?  When high quality supervision and timely appraisals are provided, it improves communication between supervisors and employees, decreases employee stress and reactivity, and provides employees with the insight and tools needed to maximize performance.

Supervisory skills include the ability to:

* Effectively lead, communicate with and advocate for employees

* Ensure there is adequate staff training and that staff have the tools, resources, and equipment to do their jobs

* Conduct probationary period appraisals and annual evaluations

* Document performance

* Assess whether employees are satisfied in their jobs and on track to meet performance expectations for their positions

Supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  And many employees are frustrated that they don’t get more meeting time and specific feedback from their supervisors.

Supervision is often perceived as a daunting task. Many supervisors are promoted from within and receive little formal training. Once supervisors get busy, meetings with staff get put on the back burner.  While hiring “the right people” is the first step, effective supervision is essential because there is no perfect hiring process.  Workforce development is also critical to nonprofits, tribal organizations, and schools. Yet, turnover is often high.  Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose both staff and important feedback from the people who work most closely with their consumers and clients. This represents a loss of time, money, and input that could be invested to improve service delivery, organizational impact, and revenue.

Both probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations sometimes get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and ultimately an employee exit.

Participant feedback from businesses, county, tribal, and nonprofit staff who attended Becky’s prior Supervision & Performance Appraisal Workshops:

“I am very excited to implement the Team Designed Alliance.  You are a great presenter.  We gained a lot from this, and I love your passion and energy.”

“Literally everything was valuable.  I have tools that I can use immediately to help make supervision more structured and purposeful.  I can’t wait to share this information with our administration.”

“I appreciated your role modeling of difficult feedback.  I enjoyed this very much.”

“I really like the way you encouraged self-care and self-compassion.”

“All our Tribal Directors should attend this, especially Human Resources.”

“I really hope my organization will have all the supervisors get this training.”

“I gained confidence in having conversations and evaluations with staff.”

“I learned to be much more deliberate in my interactions with staff.”

“I loved the style in which you led the discussion.”

“Everything was covered – thank you for the time you spent focusing on our organization.”

WHO SHOULD ATTEND:   This workshop is appropriate for all employees charged with supervisory responsibilities, including supervisors, program managers, coordinators, clinical directors, HR directors, and executive directors/presidents/CEOs, and volunteer coordinators who want to provide high quality staff support while ensuring high quality service delivery.  Nonprofit human services managers, maintenance supervisors, transportation directors, financial services managers, county auditors, school principals, community college deans, and business professionals have found this workshop valuable.  Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff.  The workshop will teach supervision, communication, and evaluation tools that can be adapted to work environments in nonprofits, counties and cities, schools, and businesses.

This workshop is now full and has a waiting list!  So sorry, check back in Mid-August for Sept-Dec.  Community Education classes.

Download the Flyer:  Grant Writing 101

For online registration, visit:
https://bemidji.cr3.rschooltoday.com/…/cl…/5696/public/1/sp/

For other Community Education adult enrichment opportunities, visit:
https://bemidji.cr3.rschooltoday.com/…/cl…/5696/public/1/sp/

Workshop Description:  

Participants will review the Minnesota Common Grant application to understand the basic components and structure of a grant, and gain a better understanding of how to plan a project and develop a budget. This class is two sessions of two hours each (Tuesdays, Feb. 18th & Feb. 25th from 6:30-8:30 p.m. at the Paul Bunyan Center by the Bemidji Airport).  The instructor is a professional grant writer and brings a perspective to this training informed by her experience as a nonprofit board member, Executive Director, trainer and consultant.  Becky has three decades of experience working with national, urban, and rural nonprofits, community groups, tribal organizations and small businesses.  2 sessions – $60 total.  Note:  Use the registration link above to register through Bemidji ISD 31 Community Education.

WHO SHOULD ATTEND:   This is an introduction to Grant Writing to help new and prospective grant writers understand the basic components and structure of a grant, including the budget!  This is appropriate for staff interested in learning how to write grants, nonprofit board members, local township board members, and others who may be taking on grant writing responsibilities for a nonprofit or community effort or a public entity.

To Register, scroll down.  

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal -Jan. 30 & 31-2020 – Bemidji

Workshop Description:  

High quality supervision contributes to the structure needed to support trauma-informed work.  Yet many supervisors never receive formal training.  Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Maintenance supervisors, transportationd directors, county auditors, and financial services managers have also found this workshop valuable. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

To Register, scroll down.  

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – Jan. 6 & 7,-2020-CAPLP-Moorhead

Workshop Description:  

High quality supervision contributes to the structure needed to be a trauma-informed workplace and service provider.  Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

To Register, scroll down.  

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal -Dec 11+12 – Fergus Falls

Workshop Description:  

High quality supervision contributes to the structure needed to support trauma-informed work.  Yet many supervisors never receive formal training.  Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

To Register, scroll down.  

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – Nov. 14 & 15 – Cloquet MN

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, clinical supervisors, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

Bji-Preparing the Board for the Annual ED Evaluation

Scroll down to Register

Workshop Description: Some nonprofit boards love their executive directors and feel very lucky…others do not. But the majority of boards share a common aversion to the required annual Executive Director evaluation. Some boards have NEVER conducted an executive director evaluation. Other boards are so uncomfortable that they procrastinate and skip several years before conducting an evaluation. This leaves many committed, hardworking executive directors feeling under-supported…and allows executive directors who are not a fit for the role to rule unchecked. Join your board and staff colleagues to discuss these challenges and gain resources, ideas, and strategies to support a healthy process for the annual Executive Director evaluation…and free up energy to support your organization’s essential community work!

Discuss and learn a highly functional process that helps executive directors feel supported and allows board members to complete this duty with integrity. Review the primary purpose of the annual evaluation, beyond simply the legal obligation. Discuss common questions:  Does every board member have to participate or can a small group conduct the evaluation?  Our Executive Director is doing a great job, do we have to do an evaluation this year?  I think our Executive Director does a solid job, but there are some changes I think will really move our organization forward…how do I say that?  Our board procrastinates every year because we don’t enjoy this role! How do we get past this?  How should we include staff feedback in the executive director’s evaluation?  When do we discuss a compensation increase?

Intended Audience: This workshop is designed for new board members, longtime board members, executive directors, and HR professionals. The goal is to develop a healthy and functional process for your organization that will support a strong board-executive director partnership that can maximize community impact. This workshop is most effective when attended by a team of individuals from your organization. Please send a 3-person team composed of a) 3 board members b) 2 board members and your executive director or c) one board member, your HR director, and your executive director. Other groupings accepted so long as they are not all staff. Your board chair’s participation is ideal.

To Register, scroll down.  Note:  Early Bird Deadline Extended until Sept. 13th. (The date hasn’t been changed in the form below (pre-set feature), but I will accept all registrations received by 8:00 p.m. on Sept. 13th at the Early Bird Rate)

Download Brochure & Registration Form (click link below)

Supervision & Performance Appraisal – White Earth Tribal and Community College

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

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To Register, scroll down.

Download Brochure & Registration Form (click red link immediately below)

Supervision & Performance Appraisal – Red Lake Schools – August 5 & 6-2019

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, HR managers/directors, and executive directors who want to provide high quality staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.

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Download Brochure & Registration Form (click red link immediately below)

Supervision & Performance Appraisal – Northland Comm. & Tech. College (Room 515) – July 15 & 16-2019

Workshop Description:  

Is your organization’s culture intentional?  Do you have a team designed alliance and communication agreements with your staff?  Do you view supervision time with staff and performance appraisals as opportunities to partner and learn your staff’s goals and hopes for their clients/consumers/students and their ideas for new ways to provide services or new programs that respond to unmet needs?  Are these meetings an opportunity for your staff to tell you the resources and tools they need to do their jobs?  High quality supervision + timely appraisals = strong supervisor/employee communication + reduced employee stress + insight and tools your employees need to maximize performance.  This formula also improves workplace culture because unhappy employees often spend lots of time helping their coworkers remember their own complaints and frustrations!  No workplace is perfect, but almost every workplace can be improved with conscious intent and time.

Effective supervision is also essential because there is no perfect hiring process. Too often, supervisors are promoted from within (which is good!) but receive little formal training (not so good!). Supervision can thus become a daunting task!  Workforce development is critical to nonprofits, tribal organizations, and schools. Most HR professionals are appalled when they add up the true costs of employee turnover. When supervisory relationships are neglected, organizations can lose important staff positions and important feedback from the employees who work most closely with their students, consumers, and clients.  The results are losses of time, money, and input that could be invested to improve service delivery and organizational impact, as well as the negative morale that often accompanies turnover.

Probationary evaluations and annual performance appraisals vary widely in how they are implemented within nonprofits, schools, tribal organizations, and local government. The common element is that these evaluations may get delayed for months or just dropped… sometimes for two or three years. The rationale given is “there’s no time,” while the reality is that “supervisors often dread them” and haven’t been trained to do them well. This can result in miscommunication, unnecessary conflict, loss of productivity, and, employee exits.

Supervisory skills include the ability to effectively communicate with and advocate for employees, coordinate appropriate training, conduct evaluations, document performance, and assess whether employees are satisfied in their jobs and on track with performance expectations. The majority of supervisors want what’s best for their organizations and staff, but often lack experience or are uncomfortable with direct communication and performance improvement feedback.  Employees get frustrated when they don’t receive enough of their supervisor’s time and feedback.

Intended Audience:  This workshop is appropriate for all staff charged with supervisory responsibilities, including supervisors, program managers, department heads, HR managers/directors, and administrators who want to provide strong staff support while ensuring high quality service delivery. Participants will learn to conduct effective performance appraisals and increase the level of direct communication with staff. The workshop will teach supervision, communication, and evaluation tools that can be adapted for different work environments.