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Does Your Training Achieve the Right Blend?

Find out how a blended learning approach to training can enhance your training ROI.

Blended Learning

Ninety-two percent (92%) of stand-alone training programs deliver less than a 1:1 return on investment. Blended learning – done effectively – significantly enhances your training ROI. intRAtrain™ Blended Learning Solutions uses a blended approach to learning that incorporates pre- and post-assessment to ensure participants learned the critical and need-to-know information, performance contracting that sets desired behavior change, eLearning that maximizes knowledge transfer, live or virtual learning that optimizes skill development, and reinforcement/virtual coaching that ensures ongoing focus and extends the behavior and performance change process

The proven six-phase performance system that brings novice or experienced learners to performance mastery faster and with greater motivation than traditional “training programs.” The system incorporates the Performance Breakthrough Model that integrates Poly Modal Learning to deliver unprecedented learning results.

This has proven to be extremely effective in increasing retention and is particularly effective with Generation Y and Millennial learners.

intRAtrain™ Blended learning is here to ensure your training investment achieves maximum, measurable results! Participants will learn more, faster, and have the greatest likelihood discarding undesired behaviors and embracing success behaviors. If training does not result in more desirable participant behaviors, how is it helping your organization?

You may ask yourself, why should I choose intRAtrain BLS? There are many reasons that our blended learning approach is preferable including:


Training Process

intRAtrain Blended Learning Solutions combines:
  1. Pre-Knowledge Assessment- to establish the current level of knowledge and understanding of the learner
  2. Performance Contracting- to set the desired behavior change; raise accountability
  3. eLearning- that maximizes knowledge transfer
  4. Live Workshop or Live Virtual Training Sessions- to increase interaction/involvement and optimizes skill development
    ***Workshop component can be delivered as a live workshop or using web technology as a series of virtual classes
  5. Post-Knowledge Assessment- to ensure all participants learned the critical and need-to-know information and to establish the current level of knowledge and understanding of the learner
  6. Virtual Coaching/Reinforcement- that ensure ongoing focus and extend the behavior and performance change process

Use of a blended learning approach can reduce total workshop training time is reduced by 20 to 40% by using eLearning to teach the learning models/concepts. Workshop time is focused on essential actions and application to work situations.

Ultimately, training should enhance knowledge and change behaviors. Every learner deserves a method that suits his/her innate learning preference. In training, we recognize the diversity or our workforce and address appropriate need and learning preferences. This system, tailored to the specific needs of your company, adheres to the principles and traditions of hard work, integrity and commitment.



Live Session Features:
  • Comprehensive curriculum in 1 session, with weekly follow-up
  • In Person Instructor and Facilitator
  • Real time, face-to-face group interaction
  • Peer in-person networking
  • Weekly Post-Session Communication
  • Lunch and break service included


Virtual Workshop Features:
  • Continuous learning, via small learning segments
  • Live Instructor delivers course virtually
  • Group Interaction during weekly class sessions
  • Virtual Networking
  • Weekly activities and reinforcement tasks
  • Learn from your desk without need for travel


Courses

Course Description
Why Should I Attend This Workshop? A fundamental competency for individuals in any capacity is the ability to make sound, meaningful decisions based on limited information and data. Despite this importance, we tend to take our decision-making ability, and the decision-making process, for granted. During this intense, highly experiential workshop, participants will learn 3 cutting-edge learning models (LMs), 21 applicable skills, 7 job aids, and over 30 techniques. With assessments, exercises, case studies, and mastery application activities, participants will learn how to make effective decisions based on limited information.

Target Audience
Who would benefit from this workshop? Executives, managers, supervisors, HR generalists, trainers, project leaders, purchasing staff, or anyone who must practice effective decision-making techniques.

Course Outline
What is the framework? After the workshop, what will I be able to do?
1. Why are we here?
  • Explain the importance of this workshop in meeting your personal and professional goals
2. Level 2 Pre (Option)
  • Explain the importance and impact of a level 2 assessment
3. What are my behaviors?
  • Evaluate your current level of ability and comfort with this competency
4. LM 1: What is decision-making?
  • Compare and contrast decision-making and problem solving
  • List the 12 key elements of decision-making
  • Explain the six (6) decision event types
  • Compare and contrast rational versus intuitive decision-making
  • Compare and contrast the six (6) actions of decision-making
5. LM 2: How does the decision-maker affect decision-making?
  • List the 11 characteristics of a good decision – maker
  • Explain the four (4) typical decisions making styles
  • Modify your style based on the needs of the situation
  • Define fight-flight response as it relates to decision-making
  • Create a short action plan to overcome your barriers
6. LM 3: What is an ethical framework?
  • Compare and contrast the terms morals, core beliefs, and integrity
  • List the four (4) categories of unethical behavior
  • Explain the six (6) guidelines for making ethical decisions
7. How do I... Make Effective Decisions?
  • Follow the four (4) actions to Develop a Decision-Making Attitude (EA 1)
  • Use the four (4) techniques to Evaluate the Decision Opportunity (EA 2)
  • Apply the six (6) actions to Envision Your Desired Outcomes (EA 3)
  • Follow the four (4) actions to Document the Decision Criteria (EA 4)
  • Apply the five (5) steps to Generate Viable Decision Choices (EA 5)
  • Use the four (4) actions to Filter the Decision Choices to Make the Decision (EA 7)
  • Follow the four (4) actions to Support the Decision (EA 7)
8. Ex: Remember This?
  • Recall the major concepts and terms presented during this workshop
9. Ex: Mastery Application Two
  • Make effective decisions with limited information
10. Ex: What is Next? - Choose Your Adventure
  • Identify opportunities to continue your personal competency development over the next 30, 60, and 90 days
11. Level 2 Post (Option)
  • Identify significant changes in knowledge and skills from the workshop
Course Description
Why Should I Attend This Workshop?
In today’s dynamic business environment with ever-changing priorities and customer needs, the ability to negotiate a positive, win-win outcome for both parties has become a foundational skill for all management and professional staff. But it doesn’t stop there! Whether it is to deal with suppliers, and vendors, run a household, ask for a raise, or buy anything, negotiation has also become a foundational skill for everyone!

Target Audience
Who would benefit from this workshop? Executives, project managers, managers, supervisors, salespersons, purchasing staff, or anyone who has a professional or personal need for effective negotiating skills.

Course Outline
What is the framework? After the workshop, what will I be able to do?
1. Why are we here?
  • Explain the importance of this competency and workshop in meeting my personal and professional goals
2. What are my Current Behaviors?
  • Describe the behaviors associated with win-win negotiations
  • Evaluate my current level of competence and comfort in successfully applying this critical competency
3. Learning Model 1: What is Win-Win negotiation?
  • Describe the five (5) styles of negotiation
  • Describe the implications of the levels of negotiation
  • Explain your preferred style and its impact on your success
4. Learning Model 2: What is negotiation anxiety?
  • Identify the eight (8) causes of flight / fight response that contribute to fear
  • Apply 19 before, during and after techniques to overcome any negotiation fear
5. Learning Model 3: What are the five negotiation styles?
  • Describe your primary and secondary negotiation styles
  • Recognize the negotiation style of others
  • Apply multiple techniques to appropriately modify your style for the situation
6. Learning Model 4: What are the 3V’s of communication?
  • Describe the three components of a perfect communication situation
  • Explain the concept of noise in a negotiation situation
  • Describe the four (4) essential actions for using Visual communication
  • Follow the four (4) essential actions for using Vocal communication
  • Apply the 12 rules for using Verbal communication
7. EA 1 – Prepare for Success
  • Clarify my needs and desires
  • Clarify the needs and desires of the other party
  • Assess the negotiation situation
  • Identify and gather essential information
  • Develop an effective strategy
  • Develop a tactical plan
  • Begin the mini-mastery demonstration The Raise
8. EA 2 – Position for Advantage
  • Develop initial positioning tactics
  • Use the three (3) techniques for starting a successful win-win negotiation
Course Description
Why Should I Attend This Workshop?
Each time a current or potential customer has contact – in any form – with your organization, a “moment-of-truth” occurs. In this moment-of-truth, the customer has an impression, good or bad, about your organization. The impression may not be accurate; it may merely be the customer’s perception of your organization’s product, service, or information. However, this perception – even if based on a very brief encounter – determines whether the customer maintains contact with your organization. In this highly experiential, Poly Modal based workshop, participants will complete two self-assessments, over 20 exercises, 4 case studies, 3 mini and 4 mastery application activities and complete 5 job aids to master the critical skills of Delivering Great Customer Service to internal and external customers.

Target Audience
Who would benefit from this workshop? Executives, managers, supervisors, HR generalists, trainers, project leaders, processing staff, customer service reps, or anyone who needs to develop customer service skills for greater success.

Course Outline
What is the framework? After the workshop, what will I be able to do?
1. Why are we here?
  • Explain the importance of this competency and workshop in meeting my personal and professional goals
  • Explain the importance of a positive moment-of-truth
  • List four (4) myths of great customer service
  • Explain the impact of poor customer service on my organization
  • Explain five (5) direct benefits to my organization of delivering great service
2. What are my Current Behaviors?
  • Describe the behaviors associated with Customer Service
  • Assess your current customer service delivery skill level
3. Learning Model 1: What is Great Customer Service?
  • Define great customer service
  • Compare and contrast a customers needs, wants, and desires
  • Describe three (3) actions to overcome local barriers to great customer service
  • Describe and classify my major customer groups
  • List eight (8) expectations my customers have of me
  • Compare and contrast transactional, situational and relationship customers
4. Learning Model 2: What are the 3 V’s of Communication?
  • Describe the three (3) components of a perfect communication situation
  • Compare and contrast the 3Vs of great communication
  • List five (5) causes of “communication noise” in customer service
5. How do I... Deliver Great Customer Service?
  • Apply EA 1 – Use the 20 techniques to Manage Your Attitude
  • Mastery Application: Change That Attitude
  • Apply EA 2 – Follow the 19 techniques to Craft a Comfortable Environment
  • Apply EA 3 – Use 6 techniques to Learn Customers Needs
  • Mastery Application: Convey Empathy with Reflective Questions
  • Apply EA 4 – Follow 9 actions to Take Action to Delight the Customer
  • Mastery Application: Know Your Stuff
  • Apply EA 5 – Apply the two-stage process to Solve Customer Problems and Concerns
6. Remember This?
  • Recall the major terms and concepts learned during this workshop
7. Mastery Application
  • Deal effectively with customer concerns and behaviors
8. Performance Planning
  • Identify three specific behaviors to practice over the next week
  • Commit to specific behavior changes at 30, 60, and 90 days
9. Workshop Evaluation
  • Identify three strengths and one or more areas for improvement
Course Description
Why Should I Attend This Workshop?
Today, business is driven by one simple truth: a positive long-term client/ customer relationship will lead directly to consistent revenue and earnings growth. But, this only works if there is mutual trust, a natural fit for the products and services to fill a client need, and a system to maintain the trust. This course develops the behaviors and skills to successfully work through a relationship-based sales process by building positive and sustainable buyer relationships over time. Participants will master sales communication, the sales process, determining customer needs, and interpreting the customer’s verbal, vocal, and visual cues. The participant’s improved sales and relationship skills will result in a far more effective sales process, increased sales, better long-term customer/client relationships, and increased job satisfaction for the sales professional.

Target Audience
Who would benefit from this workshop? This workshop is ideal for anyone in a sales role, new or experienced.

Course Outline
What is the framework? After the workshop, what will I be able to do?
1. What are my Current Behaviors?
  • Describe the behaviors associated with applying this competency
  • Evaluate my current level of competence and comfort in successfully applying this critical competency
2. LM 1: How do buyers make buying decisions?
  • Compare and contrast the five (5) buying styles
  • List the six (6) steps in the influence “moment-of-truth” process
  • Explain your preferred style and its impact on your success
3. LM 2: What is Sales?
  • Compare and contrast the three (3) major sales philosophies
  • Apply the sales triangle to any sales or influence situation
  • List the nine (9) ways that buyers know their needs
  • Apply the four (4) intrinsic needs to a buying/sales situation
  • Describe how to use the sales bubble to breakthrough the buyer’s zones of fear
  • What are the 21 critical behaviors of successful sales professionals?
4. LM 3: How do I Overcome Sales Call Reluctance?
  • Describe the fight-flight response as it relates to the sales process
  • Identify the eight (8) causes of flight / fight response that contribute to sales reluctance
  • Apply 19 before, during and after techniques to overcome any sales fear
5. LM 4: What are the 3V’s of Communication?
  • Describe the three (3) components of a perfect communication situation
  • Explain the concept of noise in a sales situation
  • Describe the four (4) essential actions for using Visual communication
  • Follow the four (4) essential actions for using Vocal communication
  • Apply the 12 rules for using Verbal communication
  • Apply the 10 techniques of active listening to improve any communication situation
6. LM 5: What are the Four Buyer Styles?
  • Compare and contrast the four common buying styles
  • Recognize the buyer’s style based upon common visual, vocal and verbal cues
  • Describe the four (4) essential actions for using Visual communication
7. EA 1 – Know what you are Selling
  • List the eight (8) ways to create completive advantage
  • Explain how to position your products or services to fill a need
  • Explain the basics of your product, service, and support systems
  • Use your competitor’s strengths and weaknesses to your advantage
8. EA 2 – Approach Qualified Buyers
  • Identify likely buyer characteristics
  • Prepare a list of potential prospects
  • Select a contact method the develop a short-term contact method
  • Develop a prospect targeting worksheet
  • Establish a sales appointment
9. EA 3 – Meet to Clarify Needs and Desires
  • How do I use effective questioning techniques to discover true needs
  • Propose needs and interest based solutions
  • Build rapport with the prospect and clarify the prospects general needs and wants
  • Develop a “sales tree” to identify specific needs and wants
  • Confirm what you know
  • Build momentum
Course Description
Why Should I Attend This Workshop?
Great leadership is often called an “art” because it appears effortless and natural. Great leaders who “inspire and create passion in others to accomplish critical objectives” simply tap into the emotional side of the people equation to bring out the best in their constituents. The great leader can enable others when appropriate; make tough decisions when appropriate, and create a compelling direction that brings clarity, sparks innovation and creativity, and sees solutions when others see problems. The good news is that these skills can be learned and applied immediately to enhance results. This highly interactive, applied workshop uses a valid Jung-based “style preference” assessment and the “great leadership” model to develop 18 skills and present over 40 techniques to develop effective leadership. Participants will use their natural and developed leadership skills to inspire others, create better results, and to create a positive, productive, and satisfying work life.

Target Audience
Who would benefit from this workshop? This workshop is essential for all leaders, managers, and supervisors who are accountable to maximize the efficiency and productivity of their performers.

Course Outline
What is the framework? After the workshop, what will I be able to do?
1. Why are we here?
  • Explain the importance of this competency and workshop in meeting your personal and professional goals
  • List six (6) myths of leadership
2. What are my behaviors?
  • Identify the gaps in your current leadership skills
  • Define the 21 competencies of a great leader
3. Learning Model 1: Management versus Leadership
  • Describe the six (6) main roles of a manager
  • Compare and contrast management and leadership
  • Identify the six (6) unique characteristics of great leaders
4. Learning Model 2: What is Leadership?
  • Compare and contrast the four (4) historical approaches to leadership
  • Describe the six (6) elements of leadership
  • Explain the six (6) actions of great leaders
  • Explain the four (4) people styles as it applies to leadership
5. Learning Model 3: How do Leaders Influence Results?
  • Compare and contrast intrinsic and extrinsic motivation
  • Apply the motivation cube to select the best motivators for an individual
  • Use the principles of “desire and consequences” to create energy in others
  • Compare and contrast the eight (8) Ps of Persuasion and influence
6. How do I... Achieve Results Through Leadership?
  • Apply EA 1 – Apply the four (4) actions to Understand Yourself
  • Compare and contrast the four (4) major leadership style preferences
  • Apply EA 2 – Use eight (8) actions to Evaluate the Leadership Situation
  • Compare and contrast the four (4) leadership approaches
  • Select the best leadership approach based on the situation
  • Compare and contrast trusting and trustworthy behaviors
  • Apply EA 3 – Apply 12 best practices to Build Positive Relationship Bonds
  • Apply EA 4 – Use 16 techniques to Influence the Situation and inspire others
  • Apply EA 5 – Follow 7 actions to Have a Clear Leadership Plan to Achieve Results
7. Remember This!
  • Recall the major concepts and terms presented during this workshop
8. Master This Competency
  • Build a personal leadership plan to achieve greater results
9. Plan for Success? – Choose Your Adventure
  • Identify opportunities to continue your personal competency development over the next 30, 60, and 90 days
Course Description
Why Should I Attend This Workshop?
In today’s fast-paced organization, the role of manager is evolving dramatically: Organizations use more temporary workers; employ more diverse staff; face ever accelerating change; have higher staff turnover; and, most pertinent to this workshop, expect that managers do more with less. The mantra of “better, faster, cheaper” is resounding in boardrooms, manager and supervisor meetings, and down to the front lines of performers. Today, higher performance translates into an effective and efficient workforce, able to meet and sustain the demand of today’s competitive marketplace. This is best achieved through the application of Collaborative Coaching.

Target Audience
Who would benefit from this workshop? Everyone who is responsible for the performance of others!

Course Outline
What is the framework? After the workshop, what will I be able to do?
1. Why are we here?
  • Explain the importance of this competency and workshop in meeting my personal and professional goals
2. What are my current behaviors?
  • Evaluate my current level of competence and comfort in successfully applying this critical competency
  • Describe the benefits of using a collaborative approach to coaching
3. Learning Model 1: What is collaborative coaching?
  • Describe the foundational concepts of Collaborative Coaching
  • Follow the five phase GROOM coaching strategy to enhance performance
  • Practice the eight (8) characteristics of an effective coach
  • Describe the seven (7) learning steps
4. Learning Model 2: What is Desire?
  • Recognize the need for effective motivation strategies
  • Explain the ten (10) rules of creating desire through coaching
  • Assess the motivation needs of each performer through use of the Motivators Identification Worksheet
5. Learning Model 3: What are the four coaching styles?
  • Describe the four (4) coaching styles
  • Modify your approach based on the other’s style
  • Build effective coaching relationships with your performers
6. Learning Model 4: What are the 3V’s of communication?
  • Describe the importance of the 3V concept related to coaching
  • Compare and contrast the ten (10) root causes of noise
  • Use Active Listening skills to improve communication
7. How do I... Coach for Enhanced Performance?
  • Apply EA 1 – Use the 12 actions to Get Ready
  • Set up and use a Performance Tracking Sheet to track performance
  • Apply EA 2 – Use the six (6) actions to Establish Rapport
  • Apply EA 3 – Use the eight (8) actions to Create Shared Performance Objectives
  • Use a Performance Map to document performance objectives
  • Apply EA 4 – Follow the six (6) actions to Identify Development Options
  • Apply EA 5 – Follow the four (4) actions to Practice the Changes
8. Remember This?
  • Recall the 13 major concepts & 17 specialty terms presented during this workshop
9. Mastery Application
  • Coach a performer
10. What is Next?
  • Identify opportunities to continue my personal competency development over the next 30, 60, and 90 days




E-Learning



intRAtrain Library modules are a great stand-alone training product. They can also be bundled together with our blended learning products to create a complete learning curriculum.

intRAtrain Library offers 300 employee soft skill and management development e-learning courses that is “changing the face of learning” with course design that includes chunked learning, video and optimization for mobile learning. Course bundles, learning tracks and sequencing help guarantee employees get the most from their learning experience.

Course modules are available for all employee types and learning needs. The management courses are designed for those with responsibilities of leading and inspiring employee performance. The courses help build the skills needed to manage individual and team performance, engage and retain employees, as well as contribute to organizational success.

The individual courses are designed for all employees. Topics include communication and team skills, improving personal performance, as well as skills to help the individual become a contributing member of the organization, now and into the future.

intRAtrain Library modules cover a wide range of topics bundled by learning track.
Learning track includes these bundles: Writing to Get Things Done® Toolkit, Creating Great Work, Increasing Your Contribution at Work

Creating Great Work:Individuals take the initiative to create work that is inspiring, challenging and focused on what they love to do.
What Excites You at Work?Identify what excites you the most about the company and its future
Increase the Level of Challenge at WorkIdentify the actions you can take to increase the level of challenge in your own work
Analyze Key Experiences for Lessons LearnedAnalyze key experiences from the last two years to discover what you’ve learned
Work-Life Balance for YouDefine what great work balance looks like for you
The Right Level of ChallengeTalk to your boss about the right level of challenge for you


Increasing Your Contribution at Work: Individuals develop the skills required to deliver high performing results.
Increase Your Personal Success Identify one action that if done more will increase your personal success
Struggling to Meet Commitments Solve for the reasons you struggle to meet commitments
Increase Your Personal Engagement Outline the actions that will increase your personal engagement and performance
Increase the Quantity of Work Select specific actions you will take to increase the quantity of work produced
Stay Productive While Waiting for Answers Maintain personal productivity while waiting for answers to critical questions
When Are You Most Creative? Identify the time you are most creative and innovative
Organizing Information for Productivity Organize information to increase your effectiveness and productivity
Creating Accountability for Business Results Work with your boss to create accountabilities for how you are responsible to achieve business results
Learning track includes these bundles: Communicating with Others, Building Your Leadership Skills

Communicating with Others: Individuals build the skills required to effectively communicate their thoughts, ideas and opinions to others.
Nonverbal Communication Monitor and improve your nonverbal communication actions
Understanding Body Language Strengthen your ability to read other people's body language
Talk About and Promote the Company Vision Determine how you will talk about, promote and share the organization’s vision with others
Create a Vision Branding Statement Create a concise branding statement to connect others to the organization's vision
Handling Customer Complaints Positively handle queries or complaints from your customers


Building Your Leadership Skills: Individuals build leadership skills that can help in any role, whether the person is an individual contributor, new supervisor or experienced manager.
Keeping Customers Informed Keep your customers informed of key information, progress and status updates
Seek Out the Ideas and Opinions of Others Actively seek the thoughts and opinions of others in key situations
Show Good Judgment Regarding Creative Ideas Demonstrate good judgment for how creative ideas and suggestions will work
Integrity Review Perform an integrity review on your actions and behaviors
Contributing to the Organization Strategy Identify what you need to do differently to effectively contribute to the organization strategy
Support the Organization’s Vision and Strategy Select the actions you will take to lead the organization’s vision and strategy
Manage Conflict with Others Use a process for managing conflict with others
Learn From a Conflict Management Expert Identify someone who is good at conflict management who you can learn from
How Inspiring Are You? Evaluate how inspiring your words and actions are to others
Be a Powerful and Inspirational Role Model Become a powerful and inspirational role model to others
Learning track includes these bundles: Basic Business Skills, Personal Behaviors and Conduct, You and Your Boss

Basic Business Skills: Individuals build the basic business skills required to be successful in any job, at any company.
Strengthen Job Required Skills Increase your ability to perform the processes and procedures required for your job
Know and Meet Customer Needs Understand the changing needs of your customers and work to anticipate and meet those needs
Identify All Outcomes of a Potential Decision Identify all possible outcomes before implementing a decision
Ensure Strategy Alignment Ensure alignment to the organization’s strategy before committing to a project or initiative
Seeking Out Cutting Edge Ideas Seek out new or cutting edge programs or processes that positively impact the organization’s strategy
Organizing Your Workspace Organize your workspace and maintain a clutter free and productive work environment
Resources for Success Identify the resources you need to be successful in your role
Learn Workplace Technology Learn a new workplace technology to enhance your individual work performance
Work Place Rules and Policies Evaluate how well you adhere to critical work place rules and policies
Understanding Financial Management Take your knowledge and understanding of financial management to the next level


Personal Behaviors and Conduct: Individuals strengthen their personal conduct and behaviors to become individuals with character and integrity in the workplace.
Manners and Courtesy at Work Evaluate your level of manners and courtesy at work
Developing an Attitude to Learn Determine if you display an attitude to learn
Increase Your Objectivity Increase objectivity by identifying various perspectives of the same situation
Do You Overreact? Determine if you tend to overreact to stressful and difficult situations
Persevere During Setbacks Persevere in the face of setbacks
Being Consistent with Company Values Increase the consistency between your actions and the company values
Don’t Jump to Solutions Spend time asking questions before immediately jumping to solutions


You and Your Boss: Individuals build their relationship with their boss to receive the right level of feedback and coaching for success.
Feedback for Great Results Identify the areas you need feedback on to deliver great results
Ask Your Boss for Feedback Ask your boss for feedback on your performance
Support the Company Mission and Vision Talk with your boss regarding how your actions & behaviors support the company mission and values
Discuss Your Work-Life Balance Needs Meet with your boss to discuss your work/life balance needs
Recognizing Your Boss for Personal Achievements Recognize your boss for his or her contribution to the team’s achievements & your individual success
Learning track includes these bundles: Coaching Career Development, Developing for Success, Building Your Career

Coaching Career Development: Managers learn how to guide and coach employees in developing their career within the organization.
Employee Career Aspirations Get to know your employee’s career desires and aspirations
The Company Career System Employees learn about the company career system
Career Plans for Your Employees Create a career plan with your employee
Finding Employee Development Opportunities Identify skill development opportunities for your employee
Building an Employee’s Professional Network Help build your employee’s professional network
Career Plans and Employee Expectations If needed, set appropriate expectations with employees regarding their career plans


Developing for Success: Individuals focus on building their knowledge and skills to be successful in their current role, as well as future company positions.
Exploring Company Job Opportunities Explore the jobs and opportunities within the company
Brand and Promote What You Do Learn how to brand and promote what you love to do
Identify Potential Career Opportunities Identify potential career opportunities
Know Your Skills and Gaps Identify your current skills and capabilities and determine what gaps exist
Building Skills and Capabilities Identify the top actions you can do to strengthen your skills, capabilities, and overall performance
Skill Development Opportunities Identify skill development opportunities for yourself and/or your employees
Personal Skill Development Plan Create a personal skill development plan
Increase Your Personal Performance Build the skills required to increase personal performance
Best Professional Organizations for You Identify the best professional organizations you should join for your job or career
Personal Expectations and Your Workload Check your personal expectations regarding your workload and job requirements


Building Your Career: Individuals take action to identify career opportunities, build the required skills and brand themselves to others.
Potential Career Opportunities Identify potential career opportunities
Company Jobs and Opportunities Explore the jobs and opportunities within the company
Identify Your Skill Gaps Identify your current skills and capabilities and determine what gaps exist
Create a Career Plan Create a solid career plan
Building Skills for Your Career Create a skill development plan
Building a Personal Network Strengthen your personal network
Branding Yourself Brand yourself to others 
Reconcile Insufficient Career Opportunities Reconcile a situation with little to no career opportunities
Learning track includes these bundles: Customer Service Basics, Customer Service Management

Customer Service Basics: Individuals build the skills required to deliver excellent customer service and build customer loyalty.
Building Customer Rapport Build your skills to perform essential customer rapport building actions 
Listening to Your Customers Learn how to effectively listen to your customers to meet their individual needs
Developing Your Customer Focus Identify the actions you will take to strengthen customer loyalty
Customer Service Over the Phone Implement the requirements to delivering great customer service over the phone
Internal Customer Service Create a plan for how you will deliver great customer service
Serving Customers in the Field Discover what is required to positively serve your customers in the field
Customer Service Confrontation and Conflict Learn how to effectively manage difficult customer situations


Customer Service Management: Managers learn how manage, coach and inspire their customer service team to deliver high performing results.
Shaping the Direction of Customer Service Determine what you will do to help direct the company’s customer service strategy
Inspiring and Motivating Customer Service Agents Learn how to inspire and motivate your customer service team
Giving Feedback to Your Customer Service Agents Customer Service agents receive feedback on their performance
Customer Service Coaching Provide the right level of coaching to your customer service agents
Customer Service Quality Implement the key elements of quality service with your team
Customer Feedback and Insight Find out from your customers what you and your team can do differently
Onboarding New Customer Service Agents Help new hires be successful in the first few weeks of their new role
Managing Remote Customer Service Teams Determine what is required to successfully manage a remote customer service team
Learning track includes these bundles: Developing and Coaching Employees, Giving Great Feedback, Discussing Total Compensation

Developing and Coaching Employees: Managers develop their skills to coach and develop their employees to become more capable and high performing individuals.
Support Your Team for Performance Determine how to support your team so they can perform at their best
Giving Employee Feedback Employees receive feedback on their job performance
Building Employee Skills Top two actions your employees can do to improve their capabilities and contribute to organization
Skill Development Plan Create a skill development plan with your employee
Coaching After Mistakes Use a coaching process after employees make mistakes or miss their performance goals
Energizing Work Identify what work is energizing to your employees
Support Employee Development Identify actions you can take to support each person’s development
Improve the Feedback You Give Others Improve the feedback employees receive on their performance


Giving Great Feedback: Managers discover how to provide the feedback each person needs to perform at a high level.
Improve the Quality of Feedback You Give Improve the quality of the feedback you give your employees
Employees Monitor Personal Performance Employees monitor and measure their own performance
Acting with Appropriate Speed to Problems Evaluate whether you acted with appropriate speed to problems and issues
Employee Reactions to Performance Evaluations Quickly understand how employees feel about their performance evaluation and rating
Teams Monitor Performance Team members learn how to monitor and measure their own performance


Discussing Total Compensation: Managers learn how to discuss compensation issues, rewards, as well as company benefits with individual employees.
Market Range Compensation Help employees know what the compensation market range is for their role
Performance and Rewards Discuss with your employees how individual performance impacts rewards and compensation
Linking Performance and Rewards Create a clear link between performance delivered and rewards received
Going Above and Beyond Identify who needs to be rewarded for working hard and going above and beyond what’s required
Benefits Discussion Conduct a benefits discussion with your team
Learning track includes these bundles: Increasing Employee Engagement, Retaining Your Employees, Recognizing Employees, Providing Resources for Success

Increasing Employee Engagement: Managers build the skills required to engage employees to perform at their 
Supporting Employees Determine how you support your employees
Connecting Work to the Organization Connect the work employees do to the organization and to future opportunities
Requirements for Success Assess whether employees have what they need to be successful in their role
Using an Employee’s Best Skills and Abilities Perform a job evaluation to determine if a particular role uses an employee's best skills and abilities
Team Satisfaction The team evaluates how well the company meets their individual needs
Inform and Inspire Your Team Inform and inspire your employees regarding the team’s vision
Work-Life Balance for Each Person Understand what work/life balance looks like for each person
Appreciating Contribution and Results Ask a leader to thank an individual employee or team for their contribution and results


Retaining Your Employees: Managers perform the skills needed to retain each individual employee
Overall Satisfaction at Work Talk with your employees about their overall satisfaction with the company and their work situation
Keeping Your Employees Find out what factors will cause your employees to stay
Decreasing Employee Turnover Identify what is required to create a work situation that will cause each employee to stay
Who Needs Better Work-Life Balance? Identify who needs help getting a better balance between work and their personal life
Maximizing Employee Talents Determine how an employee’s top talents are used in his or her job
Creating Work Autonomy Create the right level of work autonomy for your team
Compensation Rule of Thumb Determine if each employee’s compensation package is within market range
Your Own Requirements to Stay Identify what will create a work situation that will cause you to stay


Recognizing Employees: Managers build their capabilities to recognize their employees for their work and accomplishments
Recognize Employees Each and Every Day Provide recognition to your employees each and every day
Recognize Accomplishments and Contribution Employees are recognized for their accomplishments and contribution
Improving How Things Get Done Recognize employees who seek out ways to improve the way things get done
Balance Public and Private Recognition Create the right balance between public and private recognition
Find Others to Provide Team Recognition Find others within the organization who can give praise and recognition to your team


Providing Resources for Success: Managers learn how to provide the resources employees need to successfully deliver their objectives and achieve team goals.
Managing Team Resources Evaluate how well you manage the team or department resources
Required Employee Resources Determine if employees have the resources they need to be successful
One Resource for Success Employees identify one resource they need to be successful in the next 60 days
Use a Resource Management Agenda Item Create a resource management agenda item to ensure team needs are met
Resources and Customer Needs Consider the customers’ needs when allocating resources
Providing the Right Resources Take action to provide the resources employees need for success
Team Resource Needs Team members prioritize resources needs
Teams Improve Efficiency of Resources The team determines how they can improve the efficiency of existing resources
Learning track includes these bundles: Leadership Essentials, Leading the Organization Strategy

Leadership Essentials: Managers build the leadership skills required to lead the organization strategy, retain top talent and communicate the organization vision.
Become a Reliable Leader with Integrity Increase the actions and behaviors that demonstrate you are a reliable leader with integrity
Balance Your Leadership and Employee Roles Determine your work priorities as a leader and as an individual contributor
Connecting Goals to Vision Connect every employee’s individual goals to the organization’s vision and strategy
Connecting Team Work to the Strategy Discuss how the team’s goals and core work is directly connected to the company’s strategy
Align Resources to Strategic Priorities Define the strategic priorities for the department and align the required resources
Speaking Your Mind Assess if people are truly able to speak freely within the team
Innovation Norms and Expectations Create team innovation norms and expectations
Are Your Actions Consistent with Your Values? Determine if your actions are consistent with your values
Keep Your Top Talent Perform a top talent review to determine what you need to do to keep your top talent
Increase Employee Innovation Increase the level of innovative actions of your employees
Responding to Issues and Concerns Evaluate how you respond to concerns or issues presented by your employees
Analyze the Pros and Cons of Key Decisions Analyze essential information and the pros and cons of key decisions


Leading the Organization Strategy: Managers develop their ability to lead others towards achieving the organization strategy.
Integrity Expectations Identify and share what you expect from your employees
How Employees Support Organization Goals Show employees how they support the organization’s goals and strategy
A Leader’s Thoughts on Strategy Ask a leader to discuss the company’s upcoming strategy and changes with your team
Connecting Work to Company Objectives Create the connection between company objectives and employees’ core work
Meeting Goals and Achieving the Strategy Determine what the team can do to help meet the team’s goals and achieve the organization strategy
Connecting Work Projects to the Vision Evaluate the success of projects based on how well it moved the company towards its vision & strategy
Capture and Share Best Practices Encourage the capturing and sharing of best practices and lessons learned
Trust Others to Drive the Strategy Show employees you trust them to support the organization’s goals and strategy
Learning track includes these bundles: Leadership Essentials, Leading the Organization Strategy

Developing Work Relationships: Individuals build their relationships with colleagues and peers to increase personal success and team 
Working with a Diverse Team Evaluate how well you work with individuals with different perspectives and expertise
Build your Network Build relationships with colleagues to learn about their role, skills and expertise
Empathy for Others Assess the level of empathy you show others
Share Your Knowledge and Expertise Increase your willingness to share your knowledge and expertise with others
Recognize Your Peers Recognize your peers for their contributions and accomplishments
Building Trust with Others Build trust with others by building relationships with your colleagues
Balance Conflicting Customer Priorities Balance the conflicting priorities of different customers


Creating Great Teamwork: Managers strengthen their skills to build great teamwork among their employees and team.
Team Norms and Expectations Create behavior norms and expectations for working together as a team
Creating a Strong Team Culture Create a team culture that capitalizes on team member strengths
Working with Others Within the Company Identify actions the team can take to strengthen how they work with others within the company
Project Teams Rely on Each Other Encourage project teams and work teams to rely on each other’s skills, knowledge, and abilities
Involving Others for Great Decisions Involve the right people and gather the right information to make great decisions


Conflict Management Skills: Managers build their own conflict management skills, as well as learn how to coach employees to manage conflict with others.
Helping Employees Manage Conflict Learn how to recognize when team members need help managing conflict
Help Groups Resolve Conflict Use a mediation process to help groups resolve existing conflict
Conflict Management Expectations Create expectations for managing conflict 
Create a Conflict Management Culture Create a conflict management agenda item to create a conflict management culture
Coaching Employees to Manage Conflict Provide employees a process for managing conflict with others
Learning track includes these bundles: Communication Skills for Managers, Building Trust and Respect, Delegating Work

Communication Skills for Managers: Managers build and strengthen their communication skills to work more effectively with their employees, peers and organization leaders.
Team Communication Expectations Establish team communication norms and expectations
Managerial Listening Skills Evaluate your communication with others to see how well you listen
Communicate Clear and Concise Messages Use three communication elements to strengthen your ability to deliver clear and concise messages
Team Listening Evaluate your communication with co-workers and peers to see how well you listen
Right Information at the Right Time Ensure your team gets the right information at the right time
Communicating with Different Audiences Create communication reminders for the most frequent audiences you interact with
Team Communication Feedback Team members let you know when you perform selected communication actions
Communicating Key Messages Receive feedback from your team on how well you are communicating key messages


Building Trust and Respect: Managers build the level of trust and respect they receive from their employees, peers and customers.
Supporting Company Values Understand how your actions support the company values
Fairness with Others Evaluate how fair you are with others
Building Trust with Employees Build trust by learning what will create a great work situation for each employee
Trusting Others to Innovate Increase trust and respect by supporting and encouraging innovation
Respect through Resources Build respect by creating a network of resources for employees


Delegating Work: Managers develop their skills to effectively and successfully delegate work to others.
Delegating to Others Determine what you can delegate to others to be more effective in your role
Delegating with Clear Expectations Establish clear agreements regarding what will be done when delegating to employees
Getting Buy-In When Delegating Increase buy-in for your requests when delegating to others
When Agreements are Broken Effectively confront others when agreements are broken
Leadership through Delegation Strengthen your leadership capabilities through delegation
Learning track includes these bundles: Bud to Boss Toolkit, Supervision Basics, Management Essentials, Managing for Success

Supervision Basics: Managers learn the supervision skills needed when they are responsible for guiding the performance of others.
Three Month Work Objectives Employees gain a clear understanding of what they must deliver in the next three months
Assist Employees Facing Challenges Provide help and assistance to your employees facing challenges and obstacles
Team and Company Policies Discuss the importance of team and company policies with your team
Know Your Employees Identify what you know about your employees' family, hobbies, personal challenges and interests
Know Who’s Really Contributing Identify individuals who are really contributing to the team or company goals
Involving Others in Problem Solving Involve others in solving important problems and issues
Know Your Team’s Experience and Background Get clear on the various experiences, backgrounds, skills and perspectives of your team
Work-Life Balance for the Team Ensure everyone is clear on what work/life balance looks like with the team or department


Management Essentials: Managers build the basic management skills required to coach employees, deliver feedback and recognize the achievements of others.
Giving Clear Work Priorities Employees get clear on their work priorities for the next 30 days
What Employees Need Find out what your employees need from you, their manager
Reinforce Great Teamwork Create a team meeting agenda item to reinforce great teamwork
Valuing Employees Discuss with your employees why you value them, why they’re important to the team and company
Listening to Others’ Ideas and Opinions Evaluate how well you listen to others’ ideas and opinions
Problem Solving Expectations Create problem-solving expectations for your employees
The Right Workload for Employees Determine if the workload is right for your employees and for the company
The Great Things Employees Do Share with your employees the great things they do and how they make a difference
An Ethics and Integrity Discussion Ask a leader to come talk to the team about ethics, integrity, and the company values
Perform a Performance Review Perform a performance review with your employees
Creating Challenging Work Increase the level of challenge an employee experiences at work
Receive Feedback From Your Employees Receive feedback from your team on how you’re doing as a manager
Creating a Great Work Situation Determine what factors would create a great job and work situation for your employees
Evaluating Performance in the Right Way Determine if you're doing the right things when evaluating an employee's performance
Perform a Departure Review Perform a departure review for your team members


Managing for Success: Building off of the Management Essentials, managers continue developing their ability to manage, inspire and lead employees towards success.
What the Team Loves About the Company Facilitate a team discussion regarding what employees love about the company
Building Relationships with Colleagues Build relationships with colleagues to learn about their role, skills, and expertise
Team Work-Life Balance The team determines what they can do together to create balance for everyone on the team
More Than One Solution Identify a number of potential solutions for the same problem
Solving Problems in the Right Way Determine what is required to ensure issues are solved in the right way at the right time
Team Integrity Teams discuss what integrity looks like and identifies expectations for the team
Speaking Freely with Others Share with your team how people react to you when you speak freely with others
Soliciting Ideas and Opinions Create an agenda item to discuss how the ideas and opinions of others are being solicited and used
Differences Make a Stronger Team Employees learn how each person is diverse and how these differences help make a strong team
Understand Customer Needs Strengthen your understanding of your customers’ needs and what you can do to meet them
The Importance of Safety Discuss and reinforce the importance of safety with your team
Create a Safety Culture Create a team culture focused on safety and accident prevention
Learning track includes these bundles: Onboarding New Employees, Starting a New Job

Onboarding New Employees: Managers work with new hires to help them quickly get up to speed by understanding what they must do and achieve to become fully integrated employees.
New Hire Expectations of a Manager New employees know exactly what they can expect from you as a manager
First Weeks’ Deliverables New hires learn what work they must do & what they must achieve in the first few weeks on-the-job
Team Members Introduce Themselves Team members introduce themselves to the new hire
Great Work Situations for New Hires Managers learn what will create a great work situation for each new employee
Learning a New Role New employees learn how they fit in with the team and how they can contribute to the organization
We Wish We Had Known New hires learn what their peers wished they had known when starting their own job
Learning from Co-Workers New hires learn from co-workers why it’s great to work for the team and the company
Teams Share with New Hires Team members discuss the team’s overall purpose and deliverables with the new hire
New Hires Build New Skills Know what skills and knowledge the new hire must build to be successful in the new role
Coaching New Hires New employees receive coaching & information to ensure the right work is done at the right time
New Hires Get Coaching From Others New hires have a network of resources for coaching, feedback and skill building
Reconnect Employees to Individual Work New employees are reconnected to the work they must do and achieve
Feedback for New Hires New employees receive feedback on what they’ve done so far & learn what they must do in the future
Exploring Professional Development New hires explore how they can grow and develop within the company
New Hires Build a Professional Network Team members help new hires build a network of people within the company
Feedback from New Hires Managers receive feedback from their new hires
New Hire Performance Review New hires receive a review of their performance since starting their new job
Work and Challenges in the Future New hires get clear on the work and challenges that lie ahead


Starting a New Job: Individuals new to a job, role or the company, take action to accelerate the time it takes to become a productive employee and integrated team member.
Clear Work Expectations Know exactly what you must do over the next six months to be a high performing employee
Learn about the Company and Customers New hires learn more about the company and its customers
Information for Success Find out who can provide the information you need to be successful in your job
Making an Impact Determine how you make a positive impact on the team and within the company
Getting to Know Your Peers Get to know your co-workers’ role, skills, and expertise
Six Month Work Priorities Get clear on your work priorities for the next six months
Current Performance Review Review your current level of performance and determine what you should do going forward
Learning track includes these bundles: Project Management for Managers, Meeting Management, Become a Contributing Project Team Member

Project Management for Managers: Project Managers focus on the skills required to lead and manage effective and successful projects.
Team Involvement in Planning Identify how you will involve the team in planning the project
Brand and Promote Your Project Create a compelling and concise branding statement for your project
Project Plan Updates Identify the individuals who must be informed and updated on the project plan
Planning Tools and Resources Determine the tools and resources you will use to effectively plan your project
Articulate the Attributes of Your Ideas Learn how to confidently articulate the positive attributes and benefits of your ideas
Essential Project Plan Components Ensure your project plan has the key components required for success
Status Reporting Expectations Set team expectations for reporting and sharing project and task status
Sharing Essential Project Information Determine how quick and informative project information will be delivered from the team
Sharing Problems Right Away Discuss with the team why problems and difficult information must be shared right away
Monitor Project Status Actively monitor the current status of your project
Objectively Evaluate Proposals Use objective criteria to evaluate proposed agreements
Advocate for Interests Strengthen your ability to advocate for interests rather than positions
Be Open to Different Solutions Stay open to various and creative solutions
Focus on the Issues vs. Individuals Avoid getting personal by keeping the focus on issues, not individuals
Negotiating with Difficult People Implement negotiation strategies to cope with difficult or unethical individuals
The Likelihood of Project Risk Consider both the impact and likelihood project risks will materialize
Responding to Project Risk Know how to respond to project risks appropriately 
Minimize the Consequences Minimize the consequences of adverse situations on the project


Meeting Management: Managers learn how to lead and facilitate effective meetings.
Prepare for Any Meeting Prepare thoroughly for any meeting
Conduct Effective Meetings Conduct effective and efficient meetings
Be a Significant Meeting Member Become a significant and contributing meeting member
Stay Focused in Meetings Learn how to stay focused in meetings
Meeting Behavior Expectations Create meeting behavior expectations with your team


Become a Contributing Project Team Member: Individuals learn what is required to be a successful member of any project team. 
Performance Measures for Performance Identify the performance measures you will use to determine project performance
Effective Decision Making Evaluate the effectiveness of your decision making capabilities
Understand Past Project Issues Understand past problems and plan for their potential impact on the project
Meeting Customer Needs Know what your customers need and what you can do to meet these needs
Share What You Think is Best Share with others what idea or course of action you think is best
Potential Project Risks Identify potential risks for any project
Navigate within the Organization Structure Know how to navigate people relationships and within the organization’s structure
Know the Competition Know the competition and how it compares to your company's products and services
Clear and Concise Emails Learn how to compose clear and concise emails for any audience


Additionally, there are many critical skills toolkits designed with industry leaders to develop employee skills quickly and effectively.

The toolkits are:
Designed for anyone who is new to supervising and managing others, the Bud to Boss Toolkit will provide the foundation needed to take on a new leadership position. New Managers will learn how to communicate with former peers who are now subordinates, as well as develop their skills to coach others, give feedback and handle performance reviews. In addition, they will learn how to conduct difficult conversations, all in a way that is comfortable and productive for everyone.

Discussing Your New Leadership Role Plan and conduct productive conversations with those you will work with in your new role
Understand the Expectations of a New Role Create clear expectations with your boss in your changing role
Creating the Mindset for Your New Role Know what you need to do to transition your personal mindset to be effective in your new role
Control vs. Influence Determine what you can control and influence to increase your personal and professional effectiveness
Communicating Positive Expectations Know how to have positive expectations of others
Motivation for Change Understand the factors that influence the desire and motivation to make a change
Accelerate the Acceptance of Organization Change Implement the right actions to accelerate the acceptance and success of any organization change
Diagnose Resistance to Change Diagnose resistance to change to effectively lead and champion organization change
Dominant Communication Style Know how to communicate and connect with employees who like to move fast and are task oriented
Inspiring Communication Style Know how to communicate and connect with employees who are high energy and relationship oriented
Supportive Communication Style Communicate and connect with employees who care about others and like to evaluate before acting
Cautious Communication Style Communicate and connect with employees who are great with data and like to evaluate before acting
Seven Components of Great Presentations Apply the seven key components required to give a great presentation
Sources of Feedback Understand where you can tap into your feedback power and put it to use
Four Types of Feedback Use the four types of feedback to create the right balance in your coaching 
Six Step Coaching Model Use the six step coaching model to lead others to higher levels of performance
Remove Yourself as a Source of Threat Remove yourself as a source of threat during conflict to develop a mutual resolution plan
Creating a Conflict Resolution Mindset Create a conflict resolution mindset to increase your ability to facilitate effective conflict management
Accelerate Goal Achievement Articulate a compelling reason why a goal matters to accelerate progress towards achieving the goal
Goal Setting at Three Levels Know the three types of goals to motivate & inspire your team to achieve higher levels of performance
Individuals improve productivity by learning how to use writing as a powerful tool for getting things done. Individuals will improve their on-the-job writing skills, including creating clear, easy-to-read emails, letters, memorandums, meeting minutes, procedures and technical reports.

Effective Business Communication Know and use the three components of effective business communication
Separating Readers' and Writers' Needs Be able to separate the readers’ needs from the writer’s needs
Identifying Ineffective Writing Styles Identify ineffective writing styles
Using the Reporting Process Use the reporting process when creating written communications
Selecting the Best Writing Model Know how to select and use the best writing model for presenting your thoughts and ideas
Write Effective Opening Paragraphs Be able to write an effective opening paragraph
Effective Middle and Closing Paragraphs Write an effective middle and closing paragraph
Forecasting Subject Lines Be able to write a concise and effective forecasting subject line
Most Common Business Writing Model Know how to use the writing model required for about 80% of your writing
Writing Model for Reports and Documents Use the writing model required for long documents, such as reports and manuals
Writing Style and Tone Know how to use an effective writing style and tone
Effective Emails Assess the quality of your emails
Designed for anyone who manages and leads others remotely, the Remote Leadership Toolkit provides remote leaders the tools they need to be successful leaders, no matter where their employees work in the world.

Introduction to the Remote Leader
The Unique Aspects of the Virtual Work Environment Find out what’s unique about leading within the virtual environment
Classic Leadership with a Virtual Twist Know what additional leadership actions are a must when leading others remotely
Building Trust in the Virtual Environment Shift your mindset to successfully build trust and lead others in the virtual environment


Create and Manage Remote Teams
Managing Remote Teams Understand the challenges and obstacles managers face when leading remote teams
Building Trust with Remote Teams Identify what’s required to build trust and communication with your team
Maximizing Virtual Tools Increase your ability to use the tools available to manage others remotely


Leading Effective Virtual Meetings
The Pitfalls of Web-Based Meetings Find out why web-based meetings are sometimes painful and ineffective
Planning a Virtual Meeting Know what is required to plan an effective virtual meeting
Leading a Virtual Meeting Build the skills required to lead successful virtual meetings


Delivering Great Web Presentations
Getting Ready for Your Virtual Presentation Understand the challenges of presenting remotely and what’s required for success
Web-based Presentation Basics Integrate proven practices to ensure great web-based presentations each and every time 
Communication Techniques for Web-based Presentations Deliver successful web-based presentations with three essential communication techniques 


Remote Goal Setting and Accountability
Keys to Remote Accountability Build the capabilities to overcome the challenges of holding people accountable remotely
Collaborative Goal Setting at a Distance Learn the keys to setting goals with people who aren’t located with you
Helping Others Achieve Goals Learn ways to support people in reaching their short and long term goals


Remote Coaching and Feedback
Coaching Others—The Basics Learn how to apply the coaching model to your interactions with others
Applying Coaching Remotely Discover what’s required to coach others remotely
Giving Remote Feedback Build the skills required to provide feedback remotely
This set of e-learning courseware will solve some of the most common performance management, performance review and development headaches. Turn the one time per year discussions into on-going discussions. Create valuable annual reviews driving development resulting in more motivated employees.

An Introduction to Performance Development Know the mindset required for successful performance development discussions
The Performance Development Mindset  Understand the role you play as a leader in the performance development process
Getting Ready for Performance Development Discussions Know what you must do to prepare for a performance development conversation
Conducting Performance Development Discussions Know what you must do to conduct effective and successful performance development conversations
Performance Development for Star Performers Know what you must do to conduct performance development discussions with your star performers
Performance Development for Struggling Performers Know what you must do to conduct performance development discussions with your struggling performers
Performance Development for Remote Employees Know what you must do to conduct performance development discussions with your remote employees
A New Supervisor’s First Performance Development Discussion Know what you must do to conduct your very first performance development conversation
Research shows that voluntary quits are approaching historic highs, while Gallup reports employee engagement has flat-lined over the past 15 years. Low employee engagement and high employee turnover is COSTLY. We have the solution: Stay Interviews. Stay Interviews are one-on-one meetings between leaders and their newly-hired and continuing employees to improve engagement and retention.

Introduction to the Stay Interview Know what is a Stay Interview and why you should perform them with employees you want to keep
Preparing to Conduct Stay Interviews Discover how to effectively prepare for your stay interviews
Essential Stay Interview Skill #1: Listening Be able to strengthen your ability to listen to your employees
Essential Stay Interview Skill #2: Take Notes Know what note-taking methods are best for you
Essential Stay Interview Skill #3: Probing Find out how to use probing in your Stay Interviews
Essential Stay Interview Skill #4: Taking Responsibility Learn how to take responsibility for company decisions
Managing the Stay Interview Build your skills to manage the stay interview with different types of employees
Developing a Stay Plan Learn how to create a successful stay plan with your employees
Closing and Forecasting Know how to close your Stay Interview and forecast retention risk.
Avoiding Stay Interview Preparation Traps Find out how to avoid the Stay Interview Preparation Traps
Avoiding Stay Interview Meeting Traps Learn how to avoid the Stay Interview Meeting Traps
Avoiding Stay Interview Post Interview Traps Understand what you must do to avoid the Stay Interview Post Interview Traps
The totalView™ Toolkit teaches the OMNIview patented “Behavior Based Interviewing” approach, which is the most complete interviewing process in the world. Behavior Based Interviewing allows individuals to structure both behavioral interview questions AND the many other critical non-behavioral questions you need to have answered to truly assess a candidate’s “fit”.

Interviewing Basics Discover what interviewers must do to make a good hiring decision
Recognizing Behavior Responses Learn how to interview for a behavioral response
Evaluating Candidate Responses Find out how to evaluate candidate responses
Conducting Professional Interviews Build your skills to conduct effective behavioral based interviews
The Blended Interview Process Learn how to truly assess a candidate’s fit for the position
The Legal Aspects of Interviewing Understand what you need to know from a legal perspective when interviewing candidates
With territories getting larger and travel budgets tighter, conducting virtual sales calls and product demos is becoming more important, yet many people are uncomfortable selling in this environment. However, due to these changing business circumstances, it is critical sales professionals learn how to use technology to achieve the same goals as their face-to-face sales calls.  This toolkit builds the skills sales people need to conduct effective and successful online demos and sales calls.

Introducing Online Sales Demos and Calls Understand the key factors differentiating remote sales demos and calls
Preparing for Online Sales Calls and Demos  Know how to prepare for your remote sales demos and calls
Conducting Online Sales Calls and Demos Know how to present your remote sales demos and calls
Designed for sales leaders who need to create scalable revenue, a repeatable system, and gain piece of mind knowing that the system they’ve put in place will do its job and ultimately help triple sales!

Predictable Revenue: An Introduction
How to Triple Your Sales Find out what’s required to crush your growth goals and create predictable sales
Why Sales People Shouldn’t Prospect Understand why sales people shouldn’t do their own prospecting
Sales Tools and Technology Determine how you will use technology to support your sales initiatives


Lead Generation: Seeds (Customer Success)
Seeds and Word of Mouth Understand the value of word-of-mouth lead generation
Customer Success and Growth Learn the key drivers required to make customer success core to your revenue growth
Lifetime Customer Value Calculate the true customer value to your bottom line


Lead Generation: Nets (Inbound Marketing)
A Framework for Inbound Lead Generation Build your ability to implement the framework for growing great marketing leads
Common Marketing Failures Learn what you should not do when conducting inbound marketing
The Most Important Growth Metric Implement the most important growth metric within your sales team


Lead Generation: Spears (Outbound Prospecting)
Outbound Prospecting: The Business Case Know why outbound prospecting is a must for any company wanting to increase sales
Building an Outbound Team Learn how to hire, compensate and motivate your outbound team
Maintaining an Outbound Team Discover what’s required to onboard, assign territories and measure performance of team members


Why intRAtrain Library Courses?
intRAtrain Library courses are a great way to get your employees the information they need without requiring them to carve out large chunks of training time. intRAtrain Library is a great choice because:
  • Modules are affordable and easily accessible.
  • Modules are available with flexible packaging of individual courses, bundles, or the complete Library.
  • Learning can be customized to meet your specific needs. Choose what works best for you and your situation.

intRAtrain Library courses are unique because they contain the following design elements:

Development Happens on the Job- Research shows that 70% of development happens on the job, and the intRAtrain Library modules help the learner apply skills on-the-job through step by step instructions. The step by step instructions help give organization leaders confidence that the learner can take the knowledge they learned and apply that knowledge to on-the-job situations.

Chunked Learning- Some call it granular, others call it chunked. They mean the same thing – learners want short learning courses. Study after study shows that taking in information in small bite sized chunks leads to increased learner retention. The market has been recognizing this trend for shorter and shorter learning courses and have shortened e-learning courses from 4 hours courses less than 90 minutes intRAtrain Library takes this trend to the next step to meet the demands of learners.

Video- As technology use expands, employees are become more familiar with learning new information by watching videos. They do this in their personal life and expect they will have the opportunity to do the same on the job. All courses start with a short instructional video with step by step instructions on how to apply on the job. Additionally, the videos are in high definition for a better learner experience and don’t use Flash making them capable for almost all devices.

Optimized for the mobile learner- The intRAtrain Library courses are designed to give learners the flexibility to determine when, where, and how they want to develop and build their skills. The learning content is optimized to be used not only on computers and tablets but also all hand held devices. Additionally, small bite sized videos fit the mobile learners’ requirement of not having to complete long courses on their hand held device.

intrRAtrain Library courses are bundled into learning topics, but custom bundles can be created. Contact us for your options. If the idea of this type of learning is interesting, please feel free to request a demo of these modules.

Who We Are

Our company, intRAtrain and inspectiTRAC by Russell Associates is a training, testing, inspections and management systems company specializing in helping companies like yours in the food, agribusiness, and general industries, grow and realize a positive return on their investment. Our approach can result in better trained employees, reduced risk, lower costs, and improved ROI.

We are successful in our approach to training because we understand the industries and the people with whom we work. Our approach to understanding the client's needs and developing solutions to meet those needs is a result of over 35 years experience in training, education, and distant learning technologies.

In addition to helping clients succeed through creative, innovative and unique approaches to training and education, Russell Associates is committed to delivering cost-effective, efficient, effective, cutting edge products and services.

Not content to bask in our past successes, Russell Associates continues to be a driving force in the industry. Our success is evidenced by our track record and the fact that we have maintained close working relationships with clients for over 35 years.

Our intRAtrain Blended Learning Solutions team consists of industry leading facilitators and coaches who all spent many years in industry. This team along with our customer support team will provide you the level of knowledge, support and experience that you and your employee deserve.

Expand the selection by clicking on an individual below.

  1. Jim Abraham
  2. Steve Hastings
  3. Jerry Van Oort
  4. Jonathan Shaver
  5. Denny Gehler
Facilitation - Jim Abraham
Jim is a lead consultant and facilitator at Russell Associates when the client requirement includes human resources and employee training & development. He has over 25 years human resource management experience including working with employee development. He directed HR activities for 900+ employee division where his responsibilities included employee relations (union & non-union), legal compliance, employment, policies and procedures, designing and developing employee handbooks and budgeting, training facilitation. Jim has a B.A. in Liberal Arts, Winona State University
Facilitation - Steve Hastings
Steve functions as a lead consultant and/or facilitator when the client requirement includes sales force development, sales coaching, and strategic planning. Steve is an energetic and resourceful sales / marketing and total business leader passionate about growing sales and profits in large and small organizations that consistently exceed targeted goals. He has financial acumen and flexibility demonstrated while managing businesses as large as $3.3 billion and as small as $500 thousand, with both organic and acquisition driven growth. Steve is adept at designing and implementing individualized sales and marketing strategies to a variety of customer segment needs as well as being an outstanding recruiter, trainer, coach and developer of talent.
Facilitation, Coaching, Learning Plan Design - Jerry Van Oort
Jerry has real life management experience in how leaders impact the culture of an organization and how great leaders can make or break an organization through their decisions and actions.

His expertise includes dealing with the demands and requirements of managing and developing employee job skills, selecting and developing leaders; the challenges of creating a culture that supports high performance and a safe work environment. He has designed, developed, and led implementation of employee training & development programs, customized employee safety training, testing and documentation systems for clients; systems that improve Key Performance Indicators (KPI’s), overall effectiveness and gain efficiencies, while reducing time and cost and improving ROI.
Instructional Design & Facilitation - Jonathan Shaver Ph.D
Using his previous experiences as a launching pad, he has created new opportunities that provide challenge and fulfillment as he applies old skills to new situations. Jonathan has built a portfolio of experiences that allows him to bridge between the technical aspects of science in industry with the people who make those technologies a reality. Jonathan’s undergraduate degree is from Ohio State University. At the University of Minnesota, he earned degrees in Plant Breeding and Genetics. Jonathan gained an inside view of corporate agricultural research and development as a scientist with Monsanto, and as an agronomy professor at Oklahoma State. He learned that growing outstanding leaders is the greatest impact he could have on the agricultural community. “You have a vision for yourself, for your team or for your organization. Are you ready to take yourself there? Are you ready to lead others toward that vision?”
Facilitation - Dennis Gehler
Assembling resources around a common purpose and creating value for all stakeholders is the passion of Dennis. A career with CHS, Inc. (CENEX | Harvest States| Farmers Union Central Exchange) and Land O’Lakes, Inc. (Winfield Solutions, LLC | Forage Genetics International | Purina Animal Nutrition, LLC) has allowed Dennis to develop and offer relevant skills that he applies through effective facilitation and training. Over 40 years of selling experience makes his work practical and applicable. Dennis balances his experience with a futuristic view to ensure you gain the most value from strategic thinking facilitation, classroom selling instruction, or one on one coaching.


Contact Us

Russell Associates
229 South Main Street
Le Sueur, Minnesota 56058-1912
Phone: (507) 665-6266
Fax: (612) 392-0024

Our office hours are Monday-Friday from 8:00 A.M. to 4:30 P.M. Central Time.

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