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 Engage Staff & Support Great Outcomes (for Nonprofits, Tribes, & Counties) – Supervision & Performance Appraisal – To Engage Staff & Support Great Outcomes

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

*Grant Writing Readiness:  Building Organizational Capacity – 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.  

To download webinar description, click here:  WEBINAR Improving the Quality of Remote Supervision April 2-2020 Noon Central Time

Webinar Description: 

Concerns about COVID-19 are intensifying the need to effectively utilize a remote workforce.  Some organizations and businesses have successfully utilized remote employees for many years, while others are very new to this practice. Remote workers can include those who are officed at separate sites, those who work different shifts, employees who work from home, and those who travel for the majority of their work and do not have a consistent, physical office.  How do you effectively supervise a remote workforce?  What are appropriate responsibilities for staff newly working from home due to Covid-19?  How do you create trust, provide consistent communication, ensure accountability, and help meet the team, interpersonal, and social needs of remote employees?  This workshop discusses the chain of both command and support, supervision strategies, the need for effective technology and tools, keeping remote employees engaged as team members, and communication, communication, communication!  Grab your lunch and join your colleagues and Becky Schueller of Rebecca Schueller Training & Consulting for this Zoom Meeting.  An attendance certificate will be provided upon request.

About Your Trainer:

Becky Schueller has three decades of experience working with national, urban and rural nonprofits, community groups, tribal organizations and small businesses.  In addition to 30+ years of management, leadership, & supervisory experience with nonprofits, Becky served multiple community agencies in Chicago and Minnesota in Board, staff, committee, volunteer, and consultant roles. She worked for the Chicago Foundation for Women, supervised an all-Cambodian refugee staff, and served at the YMCA of the USA.  Becky’s most recent long-term staff role was serving as Executive Director for Evergreen Youth & Family Services in Bemidji from 2001-2017.  She supervised three facility sites during this time.  Evergreen’s $1 Million budget more than doubled during Becky’s tenure and the staff grew from 20+ to 40+ members.  In 2018-19, Becky coordinated a 12-county rural Continuum of Care.  After relocating to Minnesota in 1998, Becky developed the first Catalog of Philanthropy for the Northwest Minnesota Foundation, was a Business Development Specialist for the Native American Business Development Center and worked for the Midwest Alliance of Sovereign Tribes. 

 To Register, scroll down.  

To download webinar description, click here:  WEBINAR Managing Former Peers (March 26, 2020 Noon-130 pm Central)

Webinar Description: 

Being a supervisor is a tough job and it can get even more stressful when you’re supervising former coworkers who are your friends.  The saying “It’s lonely at the top” takes on new meaning in these situations!  Is there a way to manage these relationship with professionalism, dignity, and respect?  What are the strategies that help supervisors navigate these unchartered waters just as they are learning to supervise and manage programs?  What are the supervisor’s sources of support during these trying times?  Grab your lunch and join your colleagues and Becky Schueller of Rebecca Schueller Training & Consulting for this Zoom Meeting.  An attendance certificate will be provided upon request.

Intended Audience:  This workshop is appropriate for all employees who supervise and those who support supervisors, including program managers and coordinators, HR & operations directors, and executive directors/presidents/CEOs. Health and human services directors and managers, nonprofit supervisors and program managers, maintenance and transportation supervisors, financial services managers, county auditors and engineers, school principals, community college deans, and business professionals have valued this training. 

About Your Trainer:

Becky Schueller has three decades of experience working with national, urban and rural nonprofits, community groups, tribal organizations and small businesses.  In addition to 30+ years of management, leadership, & supervisory experience with nonprofits, Becky served multiple community agencies in Chicago and Minnesota in Board, staff, committee, volunteer, and consultant roles. She worked for the Chicago Foundation for Women, supervised an all-Cambodian refugee staff, and served at the YMCA of the USA.  Becky’s most recent long-term staff role was serving as Executive Director for Evergreen Youth & Family Services in Bemidji from 2001-2017.   Evergreen’s $1 Million budget more than doubled during Becky’s tenure and the staff grew from 20+ to 40+ members.  In 2018-19, Becky coordinated a 12-county rural Continuum of Care.  After relocating to Minnesota in 1998, Becky developed the first Catalog of Philanthropy for the Northwest Minnesota Foundation, was a Business Development Specialist for the Native American Business Development Center and worked for the Midwest Alliance of Sovereign Tribes. 

Visit www.bemidjiconsulting.com for training opportunities, nonprofit resources, Becky’s blog, and information on consulting services.  Visit Becky’s business Facebook page for grant and job announcements and community event notices.  Connect with Becky on Linked In to access articles and posts on nonprofit management, supervision, governance, and strategic planning.

Questions:  Please contact Becky at Becky@Bemidjiconsulting.com.

Cancellation Policy:  Please note that all registrations are final upon submission.  A substitute may be assigned at any time.  While there are no refunds for cancellations, you are welcome to participate in a future Zoom training for no additional fee.

 A Note About Electronic Meeting Best Practices:  Please plan to participate in this electronic meeting from a private room at your workplace or home and not your vehicle.  Participants who call in from a vehicle will be muted to protect sound quality for other registrants.  Headphones are recommended to minimize external noise and movement that may affect sound quality.  No camera required!

 To Register, scroll down.  

To download webinar description, click here:  WEBINAR Improving the Quality of Remote Supervision (March 24, 2020 Noon-130 pm Central)

Webinar Description: 

Use of remote workers is already common in rural areas and has been increasing nationally and globally.  Concerns about COVID-19 are intensifying the need to effectively utilize a remote workforce.  Remote workers can include those who are officed at separate sites, those who work different shifts, employees who work from home, and those who travel for the majority of their work and do not have a consistent, physical office.  How do you effectively supervise a remote workforce?  How do you create trust, provide consistent communication, ensure accountability, and help meet the team, interpersonal, and social needs of remote employees?  This workshop discusses the chain of both command and support, supervision strategies, the need for effective technology and tools, keeping remote employees engaged as team members, and communication, communication, communication!  Grab your lunch and join your colleagues and Becky Schueller of Rebecca Schueller Training & Consulting for this Zoom Meeting.  An attendance certificate will be provided upon request.

About Your Trainer:

Becky Schueller has three decades of experience working with national, urban and rural nonprofits, community groups, tribal organizations and small businesses.  In addition to 30+ years of management, leadership, & supervisory experience with nonprofits, Becky served multiple community agencies in Chicago and Minnesota in Board, staff, committee, volunteer, and consultant roles. She worked for the Chicago Foundation for Women, supervised an all-Cambodian refugee staff, and served at the YMCA of the USA.  Becky’s most recent long-term staff role was serving as Executive Director for Evergreen Youth & Family Services in Bemidji from 2001-2017.  She supervised three facility sites during this time.  Evergreen’s $1 Million budget more than doubled during Becky’s tenure and the staff grew from 20+ to 40+ members.  In 2018-19, Becky coordinated a 12-county rural Continuum of Care.  After relocating to Minnesota in 1998, Becky developed the first Catalog of Philanthropy for the Northwest Minnesota Foundation, was a Business Development Specialist for the Native American Business Development Center and worked for the Midwest Alliance of Sovereign Tribes. 

Note:  You may register online but pay by check.  Simply skip the Pay Pal button.

Download Brochure & Registration Form:   Grantwriting Readiness Workshop-April 22 & 23-2020 Bagley MN

Workshop Description: 

Day 1 – Grant Writing Readiness:  Effective grants build on an agency’s strengths, accomplishments and capacity and convince funders that a strong return on investment is likely. This workshop teaches core concepts of effective grants that can be used for both private and public funders.  Many grant writers work incredibly hard but are so busy with increasing compliance, financial and legal requirements, that grants are often not planned well. While last minute grants are sometimes funded, they often do not provide present your agency at its best.  Poorly planned grants are more obvious in today’s online environment because there is less space to make a strong case.  A little planning goes a long way in developing your readiness to submit competitive, successful grants.  While strong writing skills are important to present your case effectively, even individuals with “just average” skills can submit effective grants with some basic pre-planning, a process for review & editing, and a thoughtful analysis of organizational capacity.

Learn the 5 questions your organization should ask before submitting proposals and the components of a competitive grant *Discover how to analyze funder priorities and make “the right ask”   *Develop budgets that make sense for your agency’s bottom line * Make a strong case for operating funding  *Learn the ranking, scoring, & review process for grants  *Build your agency’s grant submission team  *Develop your plan to impress funders during site visits  *Increase your available time for larger, more complex (and lucrative!) grants by training others in your organization who wish to develop the capacity to write some of your smaller renewal grants *Discuss simple strategies to build and maintain an ongoing relationship with your funder(s)  * Review the basic steps necessary to ensure that your agency will be remembered with respect (not dread!) when you re-apply for funding.

Day 2 – The Grant Scoring/Ranking/Review Process:  Experiential learning is required!  Participate in a live internal grant review panel. This requires a brave soul who will share a grant, budget, workplan and attachments, which will be reviewed by other participants. Special Offer:  This brave individual attends at a 50% discount on the Early Bird Registration Fee. Note:  You may submit an existing proposal or a grant for a program that has since ended (but nothing prior to 2017). Participants will read, score, and write review comments in advance of the workshop.  During the workshop, we will convene the grant review panel to give feedback to the grant writer on how to make the grant more competitive.  We will review the budget, workplan, and attachments.

Experience a strategic grant review rather than a “wordsmithing” exercise  *Learn to convene and internal grant review panel to increase competitive submissions  *Understand how to use Word Tables, develop budgets and narratives in Excel, develop multi-year budgets and show matching costs  *Develop data that makes your community need clear  *Frame your organization’s impact in compelling terms  *Discuss concepts like “supplant” and supplement  *Ask all your questions!

Intended Audience: Beginners and experienced grant writers in nonprofits, tribal organizations, schools and public agencies can benefit from revisiting grant writing best practices and learning new strategies to make your grants more powerful and effective.  Advocates, case managers, administrative assistants, office managers, and Executive Directors, Board Members, Program Directors, and other interested individuals are welcome to attend.

Note:  You may register online but pay by check.  Simply skip the Pay Pal button.

Download Brochure & Registration Form:  Grant Writing Readiness Workshop-April 14 & 15-2020 Thief River Falls

Workshop Description:  

Day 1 – Grant Writing Readiness:  Effective grants build on an agency’s strengths, accomplishments and capacity and convince funders that a strong return on investment is likely. This workshop teaches core concepts of effective grants that can be used for both private and public funders.  Many grant writers work incredibly hard but are so busy with increasing compliance, financial and legal requirements, that grants are often not planned well. While last minute grants are sometimes funded, they often do not provide present your agency at its best.  Poorly planned grants are more obvious in today’s online environment because there is less space to make a strong case.  A little planning goes a long way in developing your readiness to submit competitive, successful grants.  While strong writing skills are important to present your case effectively, even individuals with “just average” skills can submit effective grants with some basic pre-planning, a process for review & editing, and a thoughtful analysis of organizational capacity.

Learn the 5 questions your organization should ask before submitting proposals and the components of a competitive grant *Discover how to analyze funder priorities and make “the right ask”   *Develop budgets that make sense for your agency’s bottom line * Make a strong case for operating funding  <*Learn the ranking, scoring, & review process for grants  *Build your agency’s grant submission team  *Develop your plan to impress funders during site visits  *Increase your available time for larger, more complex (and lucrative!) grants by training others in your organization who wish to develop the capacity to write some of your smaller renewal grants *Discuss simple strategies to build and maintain an ongoing relationship with your funder(s)  * Review the basic steps necessary to ensure that your agency will be remembered with respect (not dread!) when you re-apply for funding.

Day 2 – The Grant Scoring/Ranking/Review Process:  Experiential learning is required!  Participate in a live internal grant review panel. This requires a brave soul who will share a grant, budget, workplan and attachments, which will be reviewed by other participants. Special Offer:  This brave individual attends at a 50% discount on the Early Bird Registration Fee. Note:  You may submit an existing proposal or a grant for a program that has since ended (but nothing prior to 2017). Participants will read, score, and write review comments in advance of the workshop.  During the workshop, we will convene the grant review panel to give feedback to the grant writer on how to make the grant more competitive.  We will review the budget, workplan, and attachments.

Experience a strategic grant review rather than a “wordsmithing” exercise  *Learn to convene and internal grant review panel to increase competitive submissions  *Understand how to use Word Tables, develop budgets and narratives in Excel, develop multi-year budgets and show matching costs  *Develop data that makes your community need clear  *Frame your organization’s impact in compelling terms  *Discuss concepts like “supplant” and supplement  *Ask all your questions!

Intended Audience: Beginners and experienced grant writers in nonprofits, tribal organizations, schools and public agencies can benefit from revisiting grant writing best practices and learning new strategies to make your grants more powerful and effective.  Advocates, case managers, administrative assistants, office managers, and Executive Directors, Board Members, Program Directors, and other interested individuals are welcome to attend.

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