New Orleans Leadership Development Training Seminars2018-12-03T13:45:35+00:00

Leadership Development Training & Seminars

Improve work performance & productivity with leadership training seminars that teach the skills, processes & techniques to effectively manage employees.

Performance Management Seminars

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Julie’s seminars are custom designed to match your company culture to get the results you need. She creates courses for all stages of leadership, from the management trainee to the change management leader.

Build On-Going Feedback into Your Performance Management

Leaders Learn: You must be constantly giving performance feedback, telling your employees specifically how they are doing from the big projects to the small tasks. Employees do not want to only get a pat on the back, just as they do not only want to be addressed with they did something wrong. It’s not a choice between recognition and constructive criticism, employees want feedback.

How to Deliver Feedback Without Micro-Managing

Leaders Learn: Key to performance management, leaders learn how to coach on the day-to-day small items, without appearing to micro-manage. Consistently giving feedback helps to build trust because they employee always knows where they stand with you. Introduction to expectations memos, what are they and how can they be used.

How to Coach Important Performance Issues

Leaders Learn: How to deliver serious feedback that needs to be taken as such. Ensure you have appropriate documentation and have been utilizing the performance management system in place. What to do if there is none in place, yet still need to address the behavior. Consider and be prepared to discuss what will happen if the issue is not rectified. Anticipate the individual employee’s reaction, and more.

Introduction to Conducting One-on-Ones

Leaders Learn: There is a huge difference between an open door policy and conducting consistent check-ins designed to build trust, catch problems early on, and capitalize on opportunities. One-on-Ones are the essential foundation to performance management and serve as the on-going pulse check of the employee’s progress.

Coaching the Vague. When the actions are not outright infractions.

Leaders Learn: An employee’s behaviors and actions are seemingly impossible to coach. They may seem to have a “personality issue” or “attitude” or little distracting actions here and there, but collectively are getting in the way of their effectiveness. Learn how to address clearly and tactfully these behaviors and still build trust.

Conducting Your Yearly Performance Appraisal

Leaders Learn: Based on your organizations’ performance management system, learn how to prepare for an effective evaluation that provides the framework for the next year’s goals and expectations. Take the yearly evaluation as an opportunity to review and update job descriptions as needed. Learn to evaluate a new employee, whether new to you or new to the role.

Management Trainee Introduction to Leadership

Leaders Learn: What does it mean to be a leader? How do to build trust with your team? How do you begin coaching an employee when you are the new leader? When you are promoted from within, how to approach managing former peers.

Management’s Role to Prevent and Address Workplace Harassment

Leaders Learn: Many mistakenly believe there are clear, bright lines governing what type of conduct is acceptable. Unfortunately, that is simply not the case. Managers need to understand what their responsibilities are and what steps must be taken – at a minimum – to address potential workplace harassment and discrimination before, during, and after it occurs. There is too much at stake to learn these lessons “on the fly.”

A Business Case for Diversity

Leaders Learn: Leaders must take certain actions and be aware to ensure all races, nationalities, genders, sexual orientation, ages, etc. are accepted and included and all treated equally. It is management’s responsibility that diversity be cultivated, supported and reinforced at all levels. All employees should be able to communicate, work with, and a enjoy the differences within an organization.

Bottom line, Julie makes a difference. Julie does more than get people thinking, she helps them grow and feel good about themselves in the process. Equally importantly, she teaches people to understand that they are part of team and to take pride in understanding and performing their roles in a professional and effective manner. She really shows up, in the most empathetic and authentic way, to help her clients overcome whatever situation they are facing in that moment.

Jim Pate, Executive Director Habitat for Humanity