Microsoft Project Basics & Professional -

Outlines Combined

Course Description: Microsoft Project Basics

This course will provide basic skills for Microsoft Project for the purpose of collaborating with other Project users, project managers and administrators, and with the project team. Participants will learn the main components of this scheduling software to help better manage their projects.

Course Description: Microsoft Project Professional

This course will provide basic and/or advanced skills for Microsoft Project for the purpose of collaborating with other Project users, project managers, and administrators, and with the project team. Participants will learn the main components of this scheduling software to help better manage their projects. The MS Project Professional software is the online version of the software and has unique options in comparison to the desktop version. Those unique options will be explored in this training.

Course Duration: 2 Day (8 Hour Days)

Course Objectives: Microsoft Project Basics

Participants will be able to do the following upon completion:

  1. Basic skills in MS Project, including:

  • Opening a new/existing project

  • Adding activities, leads, and lags

  • Updating the project

  • Reviewing project reports

  • Entering/Assigning resources

 

Course Objectives: Microsoft Project Professional

Participants will be able to do the following upon completion:

  1. Additional Basic skills in MS Project, including:

  • Managing the project schedule

  • Printing reports

2. Advanced skills in MS Project, including:

  • Customization of Project environment

  • Working with tasks/activities

  • Working with multiple baselines

  • Resource budget cost items

  • Project shortcuts

  • Multiple projects and project integrations

  • Project data and closing out a project

NCTS courses can be customized by content, length of the course, and format delivery.

v22

Key Performance Indicators, Budgets and Financial Reports -

Outline

Course Description:

As organizations focus on their internal operations and look to extend their business through product leadership, customer insight, and operations efficiency, it becomes imperative for everyone, from the very customer-facing to the very mechanical and technical among us, to be financially “numerate and literate” as well. In other words, our 21st-century responsibility is not only to do our work but to improve it, especially using Key Performance Indicators as lead assessments of performance success.  A primary means of getting the workforce on board with metrics is creating the fiduciary employee who commands a basic understanding of financial management, terminology, and application.  That is the core focus of this event!

An understanding of revenue, cost, cash flow, debt, asset utilization, shareholder value, inflow, outflow, float, margin, and valuation is critical to any industry, but particularly so in Capital Markets.  Being able to hone a keen sense of organizational, process, and departmental finance is key for operations, lending, as well as good performance and forecasting.  While there tends to be a certain amount of “mystique” around finance, its principles and standard practices are straightforward. This training takes an operational approach to finance and develops in participants a richer and fuller sense of the Total Cost of Ownership as it relates to products, services, and core assets.

Course Duration: 2 Day (8 Hour Days)

Course Objectives:

Participants will be able to do the following upon completion:

·        Apply leading tools and models of finance

·        Create and apply Strategy Map, Balanced Scorecard, Strategic Hypothesis, Key Performance Indicators, and Critical Success Factors

·        Assess Current State and Current Value

·        Conduct more accurate forecasting and financial decision making

·        Better operate the business and financial processes from a metrics and control perspective

 

Course Modules:

I.                   Why Shareholder Value is the Gold Standard

II.                 The Balanced Scorecard Considerations

III.              Bootcamp Basics

a.     Inflow and Outflow

b.     Currency and Exposure

c.      Lending

d.     Costs of Goods, Services, Sales, General and Administrative

e.     Project and Process Valuation

f.       Cost of Capital and Depreciation Considerations

g.     Financial Reporting

h.     Financial and Strategic Elements        

IV.              Applications of Finance in Capital Markets

V.                Funding and Revenue Generation

VI.              Organic and Acquisitional Growth

VII.           Finance and Metrics

VIII. Report Outs: Team Assignment and Debriefs

 

Wrap up

 NCTS courses can be customized by content, length of the course, and format delivery.

v22

Leadership for First Time Supervisors -

Outline

Course Description:

This workshop focuses on how to better lead your employees to higher performance. Leadership for first-time supervisors is a process of relationship building and setting goals. How well you lead, teach, develop and coach relates directly to how well you are able to foster a great working relationship with your employees through understanding them and strategic goal setting.

An easy-to-understand leadership coaching model taught in this workshop will guide you through the process. Prepare yourself to change a few things about yourself in order to lead your employees to better performance.

This training also will help participants navigate and transition from a former peer into a supervisor position.

Course Duration: 4 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:   

●        Define leadership, coaching, mentoring, and the GROW model.

●        Identify and set appropriate goals using the SMART technique of goal setting.

●        Identify the steps necessary in defining the current state or reality of your employee’s situation.

●        Identify the steps needed in defining options for your employee and turn them into a preliminary plan.

●        Identify the steps in developing a finalized plan or wrapping it up and getting your employee motivated to accomplish those plans.

●        Identify the benefits of building and fostering trust with your employee.

●        Identify the steps in giving effective feedback while maintaining trust.

●        Identify and overcome common obstacles to the growth and development of your employee.

●        Identify when the coaching is at an end and transition your employee to other growth opportunities.

●        Identify the difference between mentoring and coaching, using both to enable long-term development through a positive relationship with your employee.

 

Course Content:

 Defining Coaching and Mentoring         

●       What is Coaching?

●       What is Mentoring?             

●       Introducing the G.R.O.W. Model     

 

 Setting Goals   

●       Goals in the Context of GROW        

●       Identifying Appropriate Goal Areas

●       Setting SMART Goals          

 

Understanding the Realities

●       Getting a Picture of Where You Are               

●       Identifying Obstacles          

●       Exploring the Past

 

 Developing Options     

●       Identifying Paths  

●       Choosing Your Final Approach        

●       Structuring a Plan

 

 Wrapping it All Up        

●       Creating the Final Plan       

●       Identifying the First Step    

●       Getting Motivated

    

 The Importance of Trust  

●       What is Trust?       

●       Trust and Coaching             

●       Building Trust         

 

 Providing Feedback      

●       The Feedback Sandwich    

●       Providing Constructive Criticism     

●       Encouraging Growth and Development      

 

 Overcoming Roadblocks             

●       Common Obstacles             

●       Re-evaluating Goals            

●       Focusing on Progress          

 

 Reaching the End           

●       How to Know When You’ve Achieved Success           

●       Transitioning the Coachee

●       Wrapping it All Up

 

How Mentoring Differs from Coaching  

●       The Basic Differences          

●       Blending the Two Models  

●       Adapting the GROW Model for Mentoring 

●       Focusing on the Relationship           

 

 Wrap Up


 NCTS courses can be customized by content, length of course and format delivery.

Project Management -

Outline

Course Description:

Through the use of multiple media formats and real-world project team collaboration and presentations, participants in this course will learn project management. This two-day course provides a hands-on approach to project management, allowing participants to absorb and retain the information and practices provided. In addition, this course will provide an emphasis on internal and external communication challenges and solutions and prioritizing activities for maximum efficiency.

This course is taught by a certified Project Management Professional (PMP) with more than a decade of project management experience.

Course Duration: 2 Day (8 Hour Days)

Course Content:

Module 1: Program Management

  • The role and responsibilities of a project manager

  • How to write a scope statement and the main components of a project plan

  • How to develop and use a work breakdown structure (WBS)

  • How to develop and track a Gantt Chart

  • How to performed Earned Value Analysis to determine project status

  • How to conduct risk assessment and implement risk mitigation plans

  • How to inspire cooperation from your project team and their functional leaders

 

 Wrap up

 NCTS courses can be customized by content, length of the course, and format delivery.

v22

Program Management -

Outline

Course Description:

This course is designed to help project professionals build on their existing knowledge and experience to learn Program Management strategies, the management of multiple concurrent projects, and how Program Management benefits the organization financially and in other ways.  The course is based on PMI’s The Standard for Program Management, A Guide to the Project Management Body of Knowledge (PMBOK® Guide) and PMI’s The Standard for Program Management.

This course is taught by a certified Project Management Professional (PMP) with more than a decade of project management experience.

Course Duration: 2 Day (8 Hour Days)

Course Objectives:

Upon completion of this course, the participant will know and understand how to:

·         Organize a large scope of work into an efficient program with all required elements integrated in a manner that increases the probability of good results.

·         Ensure that the critical success factors are in place for a program.

·         Follow a systematic approach for establishing and managing a program that is consistent with both the standard and best practices.

·         Effectively manage risk in a program.

·         Deal with the wide range of stakeholders associated with a program.

·         Handle issues, escalation, risk, and governance of a program.

·         Expertly identify and deliver program and project benefits.

Course Outline:

1)      Strategic Program Management

a)      Initial program assessment

b)      high-level road mapping

c)      program mission statement

d)      program objectives aligned to organization’s strategic plan

e)      organizational benefits

i)        financial

ii)      nonfinancial

iii)    maximization

f)       program approval

g)      integration opportunities and needs

2)      Program Life Cycle

a)      Initiating

i)        program charter

ii)      high-level program scope statements

iii)    high-level milestone plan

iv)    accountability matrix

v)      standard measurement criteria

vi)    program kick-off

b)      Planning

i)        detailed program scope statement

ii)      program WBS

iii)    optimized program management plan and schedule

iv)    PMIS

v)      project-level issues (monitoring and escalating)

vi)    transition/integration/closure plan

vii)   KPIs and BCS

viii) key human resources

c)      Executing

i)        constituent projects

ii)      standards, resources, infrastructure, tools and processes

iii)    communication feedback process

iv)    training, coaching, mentoring and recognition

v)      performance evaluation

vi)    execute plans as needed

vii)   project and program data

viii) evaluate status

ix)     closure of constituent projects

d)      Controlling

i)        variances and trends

ii)      corrective actions and updates

iii)    program-level issues

iv)    change management

v)      impact assessments

vi)    risk management

e)      Closing

i)        program performance analysis report

ii)      stakeholder approval

iii)    transition or close

iv)    post-review meeting

v)      lessons-learned and best practices

3)      Benefits Management

a)      Benefits realization plan

b)      Synergies and efficiencies

c)      Sustainment plan

d)      Metrics

e)      Close/transition/integration of constituent projects

f)       Benefit register

g)      Transition plan

4)      Stakeholder Management

a)      Stakeholder matrix

b)      Stakeholder analysis

c)      Stakeholder support

d)      Program Manager visibility

e)      Stakeholder communications

f)       Stakeholder risk

g)      Relationship building

5)      Governance

a)      Program and project management standards and structure

b)      Governance model structure

c)      Authorizations and approvals

d)      KPIs

e)      PMIS

f)       Risk management

g)      Escalation policies and procedures

h)      Information repository

i)        Lessons learned

j)        Strategic objective alignment

k)      Program integration management plan

 Wrap up

 NCTS courses can be customized by content, length of the course, and format delivery.

v22

Globe alone white BG -small.JPG

Comprehensive Leadership Development , Analysis and Metrics

Outline

Course Description:

The needs of today’s workforce require our leaders update their skills in a variety of areas. This multi-day course takes potential, existing and new leaders on a journey toward transition. This journey includes identifying the needs of the current workforce, identifying their own leadership weaknesses, recognizing the value of humility and authenticity and practicing new engagement methods.

Participants in this course will achieve the learning objectives below through role playing, case studies, data analytics, self-exploration and analysis, developing transition plans and more. They will learn practical skills including influencing without the need to wield authority, understand change management from the changer perspective, as well as that of the change recipient, and they will understand how to conduct unbiased performance appraisals using metrics.

Course Duration: 10 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:   

Module 1: Effective Leadership for a Contemporary Workplace

●       Understand their own leadership weaknesses to identify where improvements are needed.

●       Understand the needs of the current workforce.

●       Identify generational needs.

●       Recognize the transitions each person needs to make in order to properly lead the modern workforce.

●       Develop a plan to make that transition.

●       Understanding the characteristics and benefits of transformational and authentic leadership.

●       Developing goals and growth plans for employees to clearly outline expectations.

●       Understand the Pygmalion Effect.

●       Recognize the impact of word choice.

 

Module 2: Influencing Without Authority 

●       Define “leadership”.

●       Understand Transformational Leadership.

●       Understand the people you lead and how to adapt your leadership styles.

●       Conduct a personal inventory.

●       Create an action plan.

●       Establish personal goals.

 

Module 3: Change Management

●       List the steps necessary for preparing a change strategy and building support for the change.

●       Describe the WIFM – the individual motivators for change.

●       Use needed components to develop a change management and communications plans, and to list implementation strategies.

●       Employ strategies for gathering data, addressing concerns and issues, evaluating options and adapting a change direction.

●       Utilize methods for leading change project status meetings, celebrating a successful change implementation, and sharing the results and benefits.

●       Describe the four states of Appreciative Inquiry, its purposes, and sample uses in case studies.

●       Use strategies for aligning people with a change, appealing to emotions and facts.

●       Describe the importance of resiliency and flexibility in the context of change.

 

Module 4: Performance Metrics

 ●       Understand the utility of measurement in assessing the adequacy of operations and program performance.

●       Prepare metrics using quantitative and qualitative data and use those metrics to systematically identify performance problems.

●       Develop findings that consider the nuances that arise in reporting findings for cost saving and performance improvement.

●       Apply an analysis and logic approach to identify changes in a process that will improve performance.

 

Module 5: Employee Performance Appraisals 

●       Have motivating conversations about performance with subordinates.

●       Set collaborative goals with subordinates as part of individual development planning.

●       Understand how to give proper feedback.

●       Understand the utility of measurement in assessing the adequacy of operations and program performance.

●       Prepare metrics using quantitative and qualitative data and use those metrics to systematically identify performance problems.

●       Develop findings that consider the nuances that arise in reporting findings for cost saving and performance improvement.

●       Apply an analysis and logic approach to identify changes in a process that will improve performance.

 NCTS courses can be customized by content, length of course and format delivery.

Creative Problem Solving Outline

Course Description:

In the past few decades, psychologists and business people alike have discovered that successful problem solvers tend to use the same type of process to identify and implement the solutions to their problems. This process works for any kind of problem, large or small. The Creative Problem Solving and Decision Making workshop will give participants an overview of the entire creative problem-solving process, as well as key problem-solving tools that they can use every day. Skills such as brainstorming, information gathering, analyzing data, and identifying resources will be covered throughout the workshop. Additionally, different decision-making techniques will be explored, including a decision-tree analysis.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module, the trainee will be able to understand:        

 ·         Understand problems and the creative problem-solving process

·         Identify types of information to gather and key questions to ask in problem-solving

·         Identify the importance of defining a problem correctly

·         Identify and use four different problem definition tools

·         Write concrete problem statements

·         Use basic brainstorming tools to generate ideas for solutions

·         Evaluate potential solutions against criteria, including cost/benefit analysis and group voting

·         Perform a final analysis to select a solution

·         Understand the roles that fact and intuition play in selecting a solution

·         Understand the need to refine the shortlist and redefine it

·         Understand how to identify the tasks and resources necessary to implement solutions

·         Evaluate and adapt solutions to reality

 

Course Outline:

 1.      Module One: Getting Started

a.      Workshop Objectives

2.      Module Two: The Problem Solving Method

a.      What is a Problem?

b.      What is Creative Problem Solving?

c.       What are the Steps in the Creative Solving Process?

d.      Case Study

e.      Module Two: Review Questions

3.      Module Three: Information Gathering

a.      Understanding Types of Information

b.      Identifying Key Questions

c.       Methods of Gathering Information

d.      Case Study

e.      Module Three: Review Questions

4.      Module Four: Problem Definition

a.      Defining the Problem

b.      Determining Where the Problem Originated

c.       Defining the Present State and the Desired State

d.      Stating and Restating the Problem

e.      Analyzing the Problem

f.        Writing the Problem Statement

g.      Case Study

h.      Module Four: Review Questions

5.      Module Five: Preparing for Brainstorming

a.      Identifying Mental Blocks

b.      Removing Mental Blocks

c.       Stimulating Creativity

d.      Case Study

e.      Module Five: Review Questions

6.      Module Six: Generating Solutions (I)

a.      Brainstorming Basics

b.      Brainwriting and Mind Mapping

c.       Duncker Diagrams

d.      Case Study

e.      Module Six: Review Questions

7.      Module Seven: Generating Solutions (II)

a.      The Morphological Matrix

b.      The Six Thinking Hats

c.       The Blink Method

d.      Case Study

e.      Module Seven: Review Questions

8.      Module Eight: Analyzing Solutions

a.      Developing Criteria

b.      Analyzing Wants and Needs

c.       Using Cost/Benefit Analysis

d.      Decision-Tree Analysis

e.      Case Study

f.        Module Eight: Review Questions

9.      Module Nine: Making a Decision

a.      Doing a Final Analysis

b.      Paired Comparison Analysis

c.       Analyzing Potential Problems

d.      Case Study

e.      Module Nine: Review Questions

10.  Module Ten: Planning Your Next Steps

a.      Identifying Tasks

b.      Identifying Resources

c.       Implementing, Evaluating, and Adapting

d.      Case Study

e.      Module Ten: Review Questions

11.  Module Eleven: Recording Lessons Learned

a.      Planning the Follow-Up Meeting

b.      Celebrating Successes

c.       Identifying Improvements

d.      Case Study

e.      Module Eleven: Review Questions

12.  Module Twelve: Wrapping Up

a.      Words from the Wise

  NCTS courses can be customized by content, length of course and format delivery.

Delivering Constructive Criticism Outline

Course Description:

Delivering Constructive Criticism is one of the most challenging things for anyone. Through this

workshop your participants will gain valuable knowledge and skills that will assist them with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way. Constructive Criticism if done correctly will provide great benefits to your organization. It provides the ability for management to nullify problematic behaviors and develop well-rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module, the trainee will be able to understand:        

·         Understand when feedback should take place

·         Learn how to prepare and plan to deliver constructive criticism

·         Determine the appropriate atmosphere in which it should take place

·         Identify the proper steps to be taken during the session

·         Know how emotions and certain actions can negatively impact the effects of the session

·         Recognize the importance of setting goals and the method used to set them

·         Uncover the best techniques for following up with the employee after the session

 

Course Outline:

1.      Module One: Getting Started

a.      Workshop Objectives

2.      Module Two: When Should Feedback Occur?

a.      Repeated Events or Behavior

b.      Breaches in Company Policy

c.       When Informal Feedback Has Not Worked

d.      Immediately After the Occurrence

e.      Case Study

f.        Module Two: Review Questions

3.      Module Three: Preparing and Planning

a.      Gather Facts on the Issue

b.      Practice Your Tone

c.       Create an Action Plan

d.      Keep Written Records

e.      Case Study

f.        Module Three: Review Questions

4.      Module Four: Choosing a Time and Place

a.      Check the Ego at the Door

b.      Criticize in Private, Praise in Public

c.       It Has to Be Face to Face

d.      Create a Safe Atmosphere

e.      Case Study

f.        Module Four: Review Questions

5.      Module Five: During the Session (I)

a.      The Feedback Sandwich

b.      Monitor Body Language

c.       Check for Understanding

d.      Practice Active Listening

e.      Case Study

f.        Module Five: Review Questions

6.      Module Six: During the Session (II)

a.      Set Goals

b.      Be Collaborative

c.       Ask for a Self-Assessment

d.      Always Keep Emotions in Check

e.      Case Study

f.        Module Six: Review Questions

7.      Module Seven: Setting Goals

a.      SMART Goals

b.      The Three P’s

c.       Ask for Their Input

d.      Be as Specific as Possible

e.      Case Study

f.        Module Seven: Review Questions

8.      Module Eight: Diffusing Anger or Negative Emotions

a.      Choose the Correct Words

b.      Stay on Topic

c.       Empathize

d.      Try to Avoid “You Messages”

e.      Case Study

f.        Module Eight: Review Questions

9.      Module Nine: What Not to Do

a.      Attacking or Blaming

b.      Not Giving Them a Chance to Speak

c.       Talking Down

d.      Becoming Emotional

e.      Case Study

f.        Module Nine: Review Questions

10.  Module Ten: After the Session (I)

a.      Set a Follow-Up Meeting

b.      Make Yourself Available

c.       Be Very Specific with the Instructions

d.      Provide Support and Resources

e.      Case Study

f.        Module Ten: Review Questions

11.  Module Eleven: After the Session (II)

a.      Focus on the Future

b.      Measuring Results

c.       Was the Action Plan Followed?

d.      If Improvement is Not Seen, Then What?

e.      Case Study

f.        Module Eleven: Review Questions

12.  Module Twelve: Wrapping Up

a.      Words from the Wise

 

 

  NCTS courses can be customized by content, length of course and format delivery.

Health and Wellness at Work Outline

Course Description:

A healthy employee is a happy and productive employee, and that is a goal for every organization. Through our Health and Wellness at Work program, your participants will experience the benefits of a healthier lifestyle and workplace. Our Health and Wellness at Work course will be instrumental in creating a “Culture of Wellness” within your organization. Your participants will touch on common issues such as smoking cessation, nutrition & weight loss, and preventative care. Health and Wellness is the responsibility of everyone in an organization so take the positive step and create a program at your organization.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:

·         Access Health and Wellness Program Needs

·         Plan a Health and Wellness Program

·         Implement a Health and Wellness Program

·         Maintain a Health and Wellness Program

Course Outline:

1.      Module One: Getting Started

a.      Workshop Objectives

2.      Module Two: Definition of a Health and Wellness Program

a.      What is a Health and Wellness Program?

b.      Productivity

c.       Cost of Health Care

d.      Costs of Absenteeism

e.      Case Study

f.        Module Two: Review Questions

3.      Module Three: Types of Health and Wellness Programs

a.      Health Behaviors

b.      Health Screenings and Maintenance

c.       Mental Health

d.      Physical Injuries

e.      Case Study

f.        Module Three: Review Questions

4.      Module Four: Health Behavior Programs

a.      Increasing Physical Activity

b.      Nutrition & Weight Loss

c.       Tobacco Cessation

d.      Substance Abuse Treatment

e.      Case Study

f.        Module Four: Review Questions

5.      Module Five: Health Screenings and Maintenance Programs

a.      Preventative Care Screenings

b.      Cancer Screenings

c.       Annual Examinations

d.      Maintenance Programs

e.      Case Study

f.        Module Five: Review Questions

6.      Module Six: Mental Health Programs

a.      Stress Management

b.      Support Groups

c.       Counseling

d.      Awareness & Education

e.      Case Study

f.        Module Six: Review Questions

7.      Module Seven: Evaluate the Need

a.      Review Current and Previous Programs

b.      Environmental Factors

c.       Identify Common Health Conditions and Procedures

d.      Review Company Information Pertaining to Employee Health

e.      Case Study

f.        Module Seven: Review Questions

8.      Module Eight: Planning Process

a.      Form a Health and Wellness Team or Committee

b.      Define Goals

c.       Budget

d.      Programs and Policies

e.      Case Study

f.        Module Eight: Review Questions

9.      Module Nine: Implementation

a.      Get Management Support

b.      Test It Out

c.       Get the Word Out

d.      Incentives

e.      Case Study

f.        Module Nine: Review Questions

10.  Module Ten: Create a “Culture of Wellness”

a.      Accessible Healthy Eating Options

b.      Give Them a Break

c.       Alcohol, Drug, and Smoke-Free Work Environment

d.      Eliminate Hazards

e.      Case Study

f.        Module Ten: Review Questions

11.  Module Eleven: Evaluate Results

a.      Check the Results

b.      Employee Satisfaction

c.       Revise Plans as Necessary

d.      Share Achievements

e.      Case Study

f.        Module Eleven: Review Questions

12.  Module Twelve: Wrapping Up

a.      Words from the Wise

 

 

 

  NCTS courses can be customized by content, length of course and format delivery.

Using Positive Influencing Skills in the Workplace Outline

Course Description:

Too often, as employees, we are given responsibility with little authority. Instead, we are required to use our interpersonal and influencing skills in order to get others to buy-in to our projects. In other words, to obtain cooperation from others over which we have no authority, we must use other means to motivate them. This course discusses the nuances of enacting influence by growing professional and personal relationships, including trust and respect.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:

·         Apply influence strategies to gain commitment and foster collaboration

·         Gain buy-in by dynamically adjusting your approach to others

·         Achieve goals by enhancing trust and cooperation

·         Deal effectively with challenging behaviors to overcome resistance and inertia in others

·         Use knowledge and competence to influence others

 

 

  NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

Customer Relations Development and Growth

Outline

Course Description:

We’ve all met that dynamic, charismatic person that just has a way with others, and has a way of being remembered. Your participants will identify ways of creating a powerful customer introduction, remembering names, and managing situations when you’ve forgotten someone’s name. This workshop will help participants work towards being that unforgettable person by providing communication skills, negotiation techniques, tips on making an impact, and advice on networking and starting conversations. They will also identify the skills needed in starting a conversation, moving a conversation along, and progressing to higher levels of conversation.

In almost anything you do in business, a positive interaction and/or presentation, stemming from a tactful, diplomatic and professional exchange of communication is always more successful than the alternative. Unfortunately, these skills don’t come naturally to everyone. The good news is that they can be learned through training and practice. This training also will take participants through a series of exercises to show them the value of this style of communicating and the positive outcomes that can be expected. All methods of workplace communication will be addressed and participants will walk away with techniques to use in most any situation.

Course Duration: 7 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:   

Module 1: Interpersonal Growth Leads to Customer Growth

  • Understand the difference between hearing and listening.

  • Know some ways to improve the verbal skills of asking questions and communicating with power.

  • Understand what is ‘non-verbal communication’ and how it can enhance interpersonal relationships.

  • Identify the skills needed in starting a conversation.

  • Identify ways of creating a powerful introduction, remembering names, and managing situations when you’ve forgotten someone’s name.

  • Understand how seeing the other side can improve skills in influencing other people.

  • Understand how the use of facts and emotions can help bring people to your side.

  • Identify ways of sharing one’s opinions constructively.

  • Learn tips in preparing for a negotiation, opening a negotiation, bargaining, and closing a negotiation.

  • Learn tips in making an impact through powerful first impressions.

 

Module 2: Communicating with Tact, Diplomacy and Professionalism

  • Learn techniques for exerting influence on the actions and attitudes of others

  • Learn how to communicating diplomatically in a variety of tough situations

  • Learn strategies for opening the lines of communication to end energy-draining feuding and infighting in your department

  • Learn presentation skills that will make you a standout in meetings

  • Learn how to make sure e-mails and reports get better results

 

Module 3: Powerful Presentations

·         Understand how to analyze audience needs

·         Learn to control the symptoms of anxiety

·         Learn how to develop effective presentations

·         Learn the best practices of presentational speaking

·         Become confident in managing the interaction

·         Learn methods for making content engaging

·         Know how to test for understanding

·         Prepare and deliver a short presentation(s)

 NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

Customer Project and Program Management

Outline

Course Description:

This course is designed to help project professionals build on their existing knowledge and experience to learn Program Management strategies, the management of multiple concurrent projects, and how Program Management benefits the organization financially and in other ways.  The course is based on PMI’s The Standard for Program Management, A Guide to the Project Management Body of Knowledge (PMBOK® Guide) and PMI’s The Standard for Program Management.

One of the leading causes of project failure is improper scheduling and time management. Once this becomes an issue, the only way to get things back on schedule is to spend more money, which is not what an organization wants to do and it’s not always possible. Proper project planning will allow project managers to obtain more realistic time estimates for project activities and will allow them to schedule those activities into the existing capacity of the company’s operations. This course will teach project managers how to interact with functional and/or department managers to complete tasks more efficiently and stay within time constraints.

Course Duration: 4 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:   

Module 1: Program Management

  • Organize a large scope of work into an efficient program with all required elements integrated in a manner that increases the probability of good results.

  • Ensure that the critical success factors are in place for a program.

  • Follow a systematic approach for establishing and managing a program that is consistent with both the standard and best practices.

  • Effectively manage risk in a program.

  • Deal with the wide range of stakeholders associated with a program.

  • Handle issues, escalation, risk and governance of a program.

  • Expertly identify and deliver program and project benefits.

 

Module 2: Project Time Management and Scheduling

·         Use beta distribution to better estimate activity durations.

·         Use Gantt charting to initially map out project then adjust for capacity or material conflicts.

·         Understand benefits of mastering critical path methodology.

·         Develop a work breakdown structure to identify even the smallest action items for appropriate planning.

·         Schedule human and material resources using a lean (JIT) model.

 NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

Embracing Change within an Emerging and Continuous Improvement Environment

Outline

Course Description:

In an increasingly complex and fast-paced work environment, employees often fail to recognize the impact their interactions with others have on their own success, on others’ job satisfaction, and on the success of the business. Effective communication can be challenging in a fast-paced and ever-changing environment. Changes bring about the need to be adept at problem-solving and decision making, so mastering these skills are critical. Participants will learn the importance of all these areas, as well as time management and its role in organizational success.

Through this interactive training, employees will understand their role and the roles of others in organizational change and development. They also will learn the importance of owning their role in processes and how to be heard to affect continuous improvement.

Course Duration: 2 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:   

  • Describe why change is necessary

  • Provide context for the modern increased need for change and change strategies

  • Understand the tenets of continuous improvement

  • Humanize the change process by focusing on effective communication as the central driver of change

  • Embrace the chaotic as a vital component of change, and an opportunity to simplify

  • Identify and execute one’s own role in continuous improvement

Course Outline:

1.    Module One: Preparing for change

a.    Defining a strategy to deal with change

b.    Building your resiliency and flexibility

2.    Module Two: Understanding change

a.    Influences on change

b.    Common reactions to change

c.    Tools to help the change process

d.    Case study

3.    Module Three: Learning to thrive in continuous change

a.    Preparing and planning

b.    Keeping the lines of communication open

c.    Giving feedback and making your voice heard

d.    Case study

4.    Module Four: Owning your responsibilities in change/improvement

a.    Identifying roles

b.    Understanding the impact of your role

c.    Fulfilling your role and influencing others

5.    Module Five: Feedback and problem solving

a.    Tactics for collaborative feedback

b.    Tactics for collaborative problem solving

c.    Sharing the results and benefits

6.    Module Six: Using appreciative inquiry

a.    The four stages

b.    The purposes of appreciative inquiry

c.    Examples and case studies

d.    Case study

7.    Module Seven: Building resiliency

a.    What is resiliency?

b.    Why Is it important?

c.    Five easy steps for the leader and the individual

d.    Case study

8.    Module Eight: Building flexibility

a.    What is flexibility?

b.    Why is it important?

c.    Five easy steps for the leader and the individual

d.    Case study

 

 NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

Embracing Organizational Change – Level I

Outline

Course Description:

Taught by a certified Change Management Specialist, this course helps individuals to deal with change in a healthier, more positive way. In an increasingly complex world where markets, best methods, and client needs change at a rapid-fire pace, organizational change is not only an inevitability, but also a skill. Leadership is tasked with guiding the course of organizational change, and an effective change strategy can make or break an organization in flux. Every person in an organization can benefit themselves and their work by preparing for organizational change effectively.

Level I of this workshop is intended for on-the-ground leadership, and therefore deals with the practical aspects of daily operations in organizational change. Supervisors should provide additional strategic planning to account for unique organizational needs.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:   

●       Describe why change is necessary, including examples

●       Provide context for the modern increased need for change & change strategies

●       Show the change process as a “socially constructed reality” with phases of order and chaos

o   Define order as planning: vision, design, method and implementation

o   Define chaos as identity: roles, values, relationships and competencies

o   Explain how complexity creates uncertainty, making order become “chaotic”

●       Consider the common drives of those in a change environment, including fear of the unknown, aversion to loss, and a desire to come out in an advantageous position

●       Humanize the change process by focusing on communication as the central driver of change

●       Embrace the chaotic as a vital component of change, and an opportunity to simplify

●       Apply knowledge to a pre-determined scenario

Management Follow Up:

The Embracing Organizational Change workshop addresses the need for modern businesses to embrace changing, and how that also means embracing a balance between order and chaos. Continued success should see trainees take on the role of instructor by providing exercises which further develop a balance between chaos and order, with an emphasis on people. One such example may include:

Communal Storytelling: As a single group or several small groups, begin with a single word. Clockwise, have each person add another word to the story, developing it as far as it will go. Try to get creative, and make it humorous!

 

 NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

Essential Skills for Emerging Leaders Outline

Course Description:

In an increasingly complex and fast-paced work environment, leaders often fail to recognize the impact their interactions with others have on their success as leaders, other’s job satisfaction, and the success of the business. Meeting ambitious deadlines and maintaining operational metrics can overshadow the importance of meeting people’s “personal” needs. In Essential Skills for Emerging Leaders, frontline leaders will explore a variety of topics in order to provide a foundation on which to build their own leadership practice. Through research, case study, and engaging activities, participants will discover their own strengths and weaknesses and how to apply soft skills best practices on the job. Topics covered include the basics of leadership, teamwork, communication, problem solving, work ethic, flexibility and adaptability, interpersonal skills, and time management.

Each topic is explored in a series of 2-hour modules.

Course Duration: 2 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:

·         Define “leadership” and identify the key qualities of an impactful leader.

·         Recognize the five stages of the Tuckman-Jensen Model of Team Development and each stages’ hallmarks.

·         Identify and/or model best practices for each of the 3 types of communication: verbal, paraverbal, and nonverbal. Recognize the barriers to effective communication and take steps to avoid them.

·         Apply the two-fold process of analysis and judgement to creative problem-solving while recognizing potential pitfalls to avoid.

·         Explore the complimentary relationship between ownership and accountability and identify ways to alter our work ethic for the better.

·         Recognize and apply best practices to the 3 Phases of Change in order to ride through unforeseen change with confidence, flexibility, and adaptability.

·         Identify the 5 Key Words of Interpersonal Leadership and their best practices.

·         Learn and apply basic time management techniques through prioritizing to increase productivity and achieve goals. 

Course Outline:

1.    An Introduction to Leadership

a.    Group discussion: The impact of a leader

b.    Supervision vs. leadership

c.    Meeting employee needs

                                          i.    Personal

                                        ii.    Practical

                                       iii.    Developmental

d.    Shifting your mindset

2.    You and Your Team

a.    The impact of teams

b.    The Tuckman-Jensen Model of Team Development

                                          i.    Forming

                                        ii.    Storming

                                       iii.    Norming

                                       iv.    Performing

                                        v.    Adjourning

c.    Video: “Better by Design”

                                          i.    Group discussion: Identifying the stages

                                        ii.    How to move forward?

d.    People are your greatest asset: The importance of soft skills for teams

3.    Effective Communication

a.    The Encoding-Decoding Model of Communication

b.    The Barriers to Effective Communication

                                          i.    Introduction: 3 types of barriers

                                        ii.    Partner game: “Do You See What I See?”

                                       iii.    Discussion: Game barriers

c.    Communication Types and Best Practices

                                          i.    Verbal

                                        ii.    Paraverbal

                                       iii.    Nonverbal

d.    Culturally Sensitive Communication

                                          i.    Group activity: “Fix this statement”

e.    Communication in a Digital Era

4.    Problem Solving

a.    Business Simulation Introduction: The Corner Café

b.    The Two Pillars of Problem Solving

                                          i.    Analysis

                                        ii.    Judgement

c.    Analysis

                                          i.    Identify the Problem

                                        ii.    Gather Information

                                       iii.    Interpret Information

d.    Judgement

                                          i.    Generate Solutions

                                        ii.    Compare and Contrast

                                       iii.    Make a Decision

e.    Business Simulation Group Practice: The Corner Café

f.     Simulation Debrief

5.    Work Ethic:

a.    Ownership & Accountability: Definitions and Relationship

b.    The Leader as a Role Model

c.    Inspiring an Ownership Mindset

6.    Flexibility and Adaptability

a.    Analysis: What’s Your Change IQ?

                                          i.    Independent activity

                                        ii.    Group discussion

b.    The 3 Phases of Change

                                          i.    Disorientation

                                        ii.    Reorientation

                                       iii.    Integration

c.    Creating a Flexible Team

                                          i.    The leader’s role

                                        ii.    Dealing with our team’s reactions to change:

1.    The Pessimist

2.    The “In Denial”

3.    The People Pleaser

4.    The Optimist

7.    The Heart of Leadership: Interpersonal Skills

a.    Why Interpersonal Skills Matter

b.    The 5 Key Words of Interpersonal Leadership

                                          i.    Empathy

                                        ii.    Esteem

                                       iii.    Encouragement

                                       iv.    Support

                                        v.    Trust

                                       vi.    Group Activity: “Key Words in Action”

c.    The 5 Key Words: Choose the Best Response

                                          i.    Scenario #1: “You’re the Expert”

                                        ii.    Scenario #2: “Did You Read the Announcement?”

                                       iii.    Scenario #3: “I’ve Let the Team Down”

8.    Time Management Techniques

a.    Work Smarter, Not Harder: An Introduction to Time Management

b.    Prioritizing for Success

                                          i.    The Multitasking Myth

                                        ii.    The Covey Matrix

                                       iii.    The “One Thing”

1.    Activity: What’s Your “One Thing?”

a.    My Covey Matrix

b.    Finding my “One”

c.    Beating Procrastination

                                          i.    The science of self-sabotage

                                        ii.    Procrastination triggers

                                       iii.    How to stay on target

 

 NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

Strategic Account Management Outline

Course Description:

Although the definition of a sale is simple, the process of turning someone into a buyer can be very complex. An individual has to convince someone with a potential interest that there is something for them in making their interest concrete –something that merits spending some of their hard-earned money on as an investment. The Sales and Customer Relationship Training course will provide participants the background on the basic sales process, tools in which to seal the deal and ways to enhance their customer relationships once that deal is complete. Your participants will become more confident, learn additional information about effective sales as well as enhancing their trust and relationship with the existing client to enhance further business.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:

-Understanding the language of sales

-Making an effective pitch

-Sealing the deal

-Follow up with clients

-Set personal sales goals along with Client goals

-Build effective relationship with client

-Build trust and team atmosphere with clients

-How to get the most out of your client relationship

 

 Course Outline:

Module One: Sales Review

1)     What is Sales

2)     Sale Approaches

3)     Sale Fundamentals

Module Two: Preparing for a Sale

1)     Identifying the contact person

2)     Analysis of client and need

3)     Making the Contact

4)     Creating Potential Relationship

Module Three: Making your Pitch

1)     Outlining your unique Selling Position

2)     Features and Benefits

3)     Tools to Build Trust

4)     Strategies to Seal the Deal

Module Four: Seal the Deal

1)     Knowing when to Close

2)     Closing Techniques

3)     Things to Remember

Module Five: Follow Up

1)     Thank you

2)     Establish Trusting Connection

3)     Establish Working Together as a Team

4)     Resolving Customer Issues

 Module Six: Setting Goals

1)     Importance of Setting Goals

2)     SMART Goals

3)     Working with Client to Set Goals

4)     Team Building

5)     Managing Data

6)     Work Together on Prospects

7)     Prospect Board, Computer Systems

 Module Seven: Wrap Up

1)     Review of Main Concepts

2)     Final Team Building Discussion

3)     Words from the Wise

  NCTS courses can be customized by content, length of course and format delivery.

Globe alone white BG -small.JPG

MS Project Professional Outline

Course Description:

This course will provide basic and/or advanced skills for Microsoft Project for the purpose of collaborating with other Project users, project managers and administrators, and with the project team. Participants will learn the main components of this scheduling software to help better manage their projects. The MS Project Professional software is the online version of the software and has unique options in comparison to the desktop version. Those unique options will be explored in this training.

Course Duration: 1 to 2 Days (8 Hour Days) customized to skill level

Course Objectives:

Upon completion of this module the trainee will be able to understand:

Basic skills in MS Project, including:

  • Opening a new/existing project

  • Adding activities, leads and lags

  • Updating the project

  • Reviewing project reports

  • Entering/Assigning resources

  • Managing the project schedule

  • Printing reports

Advanced skills in MS Project, including:

  • Customization of Project environment

  • Working with tasks/activities

  • Working with multiple baselines

  • Resource budget cost items

  • Project shortcuts

  • Multiple projects and project integrations

  • Project data and closing out a project

  NCTS courses can be customized by content, length of course and format delivery.

Employee Performance Appraisals Outline

Course Description:

Apply a measurement-based approach to assess organizational performance, including that of individual contributors. Learn how to prepare metrics of timeliness, quality, economy and efficiency, and how to apply those metrics in determining the adequacy of agency performance in producing and delivering program goods and services. Understand how to apply analytic methods in determining the cause of performance shortcomings and the potential for cost savings. This training also gives participants the tools to have those “tough talks” with employees about their performance. Today’s supervisors have to learn to tie company strategies to individual and team contributions and then convey that connection. This training will prepare managers for conducting effective performance appraisals, as well as offering more frequent feedback to employees, which many of them need and want.

Course Duration: 1 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:

•      Understand the utility of measurement in assessing the adequacy of operations and program performance

•      Prepare metrics using quantitative and qualitative data and use those metrics to systematically identify performance problems

•      Develop findings that consider the nuances that arise in reporting findings for cost-saving and performance improvement

•      Apply an analysis and logic approach to identify changes in a process that will improve performance

•      Have motivating conversations about performance with subordinates

•      Set collaborative goals with subordinates as part of individual development planning

•      Understand how to give proper feedback

 

 Course Outline:

1) How to Measure What Matters Key Objectives:

a) How to choose the metrics that align with your organization’s goals, objectives and strategy.

b) Review the key principles that guide the appropriate use of metrics.

2) The Five Categories of Metrics Key Objectives:

a) Identify the primary and supporting metrics within the categories of:

i) Accessibility

ii) Quality

iii) Efficiency

iv) Cost Performance

v) Strategic Impact

b) Reveal the appropriate use for each type metric

3) Providing Clarity and Defining Success Key Objectives:

a) Determine appropriate measures of accountability for different job roles

b) Explore best practices in developing scorecards, dashboards and reports

c) Implement processes and procedures to ensure effective and relevant communication of metric performance

d) Discover how to translate data into actionable behaviors and coaching opportunities

4) Maximizing Your Tools Key Objectives:

a) Discuss tools and technologies to enhance the value of metrics and how to utilize them

b) Assess pros and cons during decision-making processes

c) Assess best practices for successful implementation of new technologies

5) The Future of Metrics Key Objectives:

a) Evaluate impact of social media and the mobile revolution on metrics

b) Investigate trends, technology and best practices to establish metrics

6) Planning for Performance

a) Setting expectations

b) Setting goals

7) Managing, Coaching and Continuous Feedback

a) Observation

b) Documentation

8) Appraising Performance

a) Performance appraisal process

b) Writing the appraisal

9) Creating Development Plans

a) Creating individual development plans

b) Purpose and development of the individual development plan

c) Developmental activities

10) Conducting the Meeting

a) Setting the tone

b) Structure of the meeting

  NCTS courses can be customized by content, length of course and format delivery.

Performance Appraisal Course Outline

Course Description:

Apply a measurement-based approach to assess organizational performance, including that of individual contributors. Learn how to prepare metrics of timeliness, quality, economy and efficiency, and how to apply those metrics in determining the adequacy of agency performance in producing and delivering program goods and services. Understand how to apply analytic methods in determining the cause of performance shortcomings and the potential for cost savings. This training also gives participants the tools to have those “tough talks” with employees about their performance. Today’s supervisors have to learn to tie company strategies to individual and team contributions, and then convey that connections. This training will prepare managers for conducting effective performance appraisals, as well as offering more frequent feedback to employees, which many of them need and want.

Course Duration: 2 Day (8 Hour Days)

Course Objectives:

Upon completion of this module the trainee will be able to understand:

•     

 

 Course Outline:

  NCTS courses can be customized by content, length of course and format delivery.