Sunday, November 15, 2015

What Workshop Participants Say about Michael Wade

Michael Wade teaches a variety of workshops on leadership, management, ethics, and EEO issues. Here are some representative comments from participants in a recent Strong and Caring Supervision workshop:

"The workshop is a must have for all leaders. Excellent."

"I was pleasantly surprised to not only learn but [to] have a bit of humor mixed in."

"Really all of the information is helpful. Great story-teller."

"Great and empowering training."

"I was very impressed by this class."

"One of the best speakers I've ever listened to. Thank you so much."

[For information on Michael's workshops, email him at]

Strong and Caring Supervision Workshop

What can you do in one day that would reduce stress, help your career, and increase the performance of your employees?

Answer: Enroll in a time-tested and effective supervisory workshop that has helped managers and supervisors throughout the nation.

If so, you should consider the latest version of a workshop that Michael Wade has taught in 48 states and Puerto Rico; most recently in Indiana, Virginia, Texas, and Arizona:

Strong and Caring Supervision: Essential Skills for Effective Supervisors and Managers is a “Europe in one day” type of class because it explores a wide range of topics, each of which goes to the heart of being a great supervisor, and it does so in a time-sensitive and meaningful manner. These essentials are:

The dynamic (and changing) roles of supervisors. [If you think you’re managing chaos, you’re not alone.]

Communicating effectively with diverse teams. [Communication is one of the most challenging and important things you do.]
      Motivation techniques that cut across a multitude of differences. [What are the two greatest motivators? What are de-motivators?]
         Dealing with difficult people. [Left unchecked, one person with a lousy attitude can drag down your team.]
      Decision making techniques. [How to tell when your thinking has walked into a trap.]
      Getting things done. [Too many supervisors spend sizable amounts of time simply restoring the status-quo.]
      Performance evaluation concerns and strategies. [Performance evaluations are one of the most common forms of fiction being written today.]
      Disciplinary actions and documentation. [Wrongful discharge and EEO cases are on the rise. You need to know how to avoid them.]
     Time management approaches that facilitate focus and fight interruptions. [Without these, your schedule will be at the mercy of others.]
      Delegation essentials. [How to delegate and how remove the reasons why you may not be delegating enough.]

As you can see, the workshop tackles the stomach acid-producing aspects of supervision but it does so with techniques that build confidence, not fear. You receive practical information that is easy to understand and which can be put to immediate use. The participants will have ample opportunities to ask questions and get their most pressing supervisory concerns addressed. To paraphrase a participant in a session Michael taught in Florida several years ago, it is the sort of class you wish you’d had when you first started as a supervisor because it prevents a lot of miss-steps. New supervisors will get exactly what they need and seasoned supervisors will get new perspectives on responsibilities they’ve handled for years.


·         The attendance fee is $227 per person for this one-day class.

·         The dates currently available for registration are December 15, January 14, and          February 11.

·         The hours of the class are from 8:15 to 3:30.

·         It will be at Ottawa University at 9414 N. 25th Avenue in Phoenix, Arizona.

·         Participants will be on their own for lunch but there are many restaurants in the vicinity.

·         Each participant receives a workbook with practical references, checklists and    guidelines.

INSTRUCTOR: Michael Wade has taught supervision for over 30 years and has advised organizations on sensitive personnel issues for even longer. [Much of his consulting practice has involved coaching executives, managers, and supervisors and seeing the positive results which result when good advice is combined with good people.] You’ll be getting guidance from someone who has encountered the best and the worst of supervisory problems and has crafted solutions that make sense. The workshops are fast-paced, substantive, and enjoyable. 

ENROLL NOW: Why enroll now? Because you are a busy person, procrastination is a time management sin (you’ll get advice on that in the workshop) and before you know it we’ll be into May. Here are the important deadlines:

Registrations for the (Tuesday) December 15, 2015 class must be made by no later than December 9. Any cancellations must be made by no later than December 12 in order to obtain a refund.

Registrations for the (Thursday) January 14, 2016 class must be made by no later than January 8. Any cancellations must be made by no later than January 11 in order to obtain a refund.

Registrations for the (Thursday) February 11, 2016 class must be made by no later than February 5. Any cancellations must be made by no later than February 8 in order to obtain a refund.

HOW TO ENROLL. Registration is very easy. Simply email and give the names, titles, organization, and contact information (phone and email address) of those who are registering and we’ll be in touch to confirm your registration. You will be sent an invoice.

In the few minutes spent enrolling, you may change the course of your career.

Friday, January 16, 2015

Briefing for Human Resources Professionals on Managing the EEO/Affirmative Action Program for Protected Veterans and Individuals with Disabilities

We are offering a new online course for Human Resource professionals covering the recent AAP regulations for Protected Veterans and Individuals with Disabilities. Employers have anti-discrimination obligations under the Rehabilitation Act, the Americans with Disabilities Act (ADA), the American with Disabilities Act Amendments Action (ADAAA), and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA).  [The Jobs for Veterans Act is an amendment to VEVRAA.]

This class examines what Human Resources professionals need to consider in order  to comply with the new regulations. You’ll find information on how to attract, assess, employ, and manage these distinct and sometimes overlapping groups. At the end of the class you’ll find a checklist for a convenient review of the requirements. Follow this link: AAP for HR Professionals

We also offer an online course for managers and supervisors on what they need to know about Protected Veterans and Individuals with Disabilities.  This course is designed to meet the training obligations called for in the new AAP regulations and should free up the Human Resource Professionals from having to figure out how to meet this obligation. Follow this link:  AAP for Managers and Supervisors

Monday, January 5, 2015

New Online Training Classes for 2015 - First class for Supervisors and Managers on what they need to know to meet the requirements in the New Affirmative Action Requirements for Protected Veterans and Individuals with Disabilities

This year we are rolling out our new online training series starting with an Affirmative Action  course designed to meet the new training requirements for managers and supervisors. The  new Affirmative Action requirements for Protected Veterans and Individuals with disabilities  (sections 60-300.44(j) and 60-741.44(j)) stipulate that “All personnel involved in the recruitment, screening, selection, promotion, disciplinary, and related processes shall be trained to ensure that the commitments in the contractor’s affirmative action program are implemented.

The online training course titled “What Managers and Supervisors Need to Know about Affirmative Action for Protected Veterans and Individuals with Disabilities” may take approximately 30 minutes to complete. Follow this link for more information, AAP for Managers and Supervisors 

Watch for our future classes coming online soon. The next class is designed to prepare HR personnel on what they need to know about the new Affirmative Action requirements for Protected Veterans and Individuals with Disabilities.

Thursday, April 24, 2014

BITS & PIECES: New AAP Regulations Covering Individuals with Disabilities & Veterans - Equal Opportunity Clause - Tagline for Solicitation and Advertisements

On March 23, 2014 new federal regulations for Federal service and supply contractors went into effect; one for Individuals with Disabilities (IWD) and one for Veterans. The regulations require contractors to add “disability” and “veteran” to the Equal Opportunity tagline in solicitation and advertisements for employees. Older regulations require contractors to include language indicating they will consider all qualified applicants, regardless of race, color, sex, national origin or religion. In a 2014 OFCCP webinar, officials said contractors should use “disability” and “vet” at a minimum in solicitations and advertisements; abbreviations “D and V are “not adequate”.

Below is the related text found on the OFCCP web site under their Question and Answers:

Vacancy Announcement Tagline
1. May contractors satisfy the EEO tagline requirement by abbreviating "disability" and "protected veteran status" as "D" and "V," respectively?

Contractors may refer to those protected by Section 503 or VEVRAA by abbreviation, but such abbreviations must be commonly understood by those seeking employment. Simply using "D" and "V" are not adequate abbreviations for this reason. For those protected by Section 503 or VEVRAA, the tagline should at a minimum state "disability" and "vet" so that the tagline will be clearly understood by jobseekers.

Tuesday, April 8, 2014

BITS & PIECES: New AAP Regulations Covering Individuals with Disabilities & Veterans - EEO Clause for Contracts with Suppliers

On March 23, 2014 new federal regulations for Federal service and supply contractors went into effect. There are two regulations, one for Individuals with Disabilities (IWD) and one for Veterans. One of the changes is in the language for contracts with suppliers. Both regulations require additional EEO language for contracts with suppliers.  

Bottom line, there are three ways to post the notice(s) and meet the regulations:
Post the entire text for each regulation (one for IWD and one for Veterans).
Post the individual citations (short version) for each regulation.
Post a combined version (this is the highlighted version below as drafted by the OFCCP on their web site).

 A contractor can determine what version they may choose to site the regulations.

Below is the exact text placed by the OFCCP on its Question and Answer web site. This is their example of combining the previous language covering race, color, religion, sex or national origin with the new language adding IWDs and Veterans into one statement. This statement can be used to meet the requirements for all three regulations.  Your old language in the contracts can be replaced with this new language.

Below is the published question followed by the highlighted answer found on the OFCCP’s web site:

2. Are federal contractors permitted to combine all of the Equal Opportunity (EO) clauses required by 41 CFR § 60-300.5(a), 41 CFR § 60-741.5(a), and 41 CFR § 60-1.4(a) (or for construction contractors, 41 CFR § 60-4.3(a)) into a single, consolidated “incorporation by reference” clause?
Yes, contractors may combine all of their required EO clauses into a single "incorporation by reference" clause, provided that the entire combined clause is set in bold text and the prescribed content of the veteran and disability EO "incorporation by reference" clauses is preserved. The following example provides one illustration of how this might be done for a supply and service contractor:

This contractor and subcontractor shall abide by the requirements of 41 CFR §§ 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, protected veteran status or disability.

Monday, August 26, 2013

Food for Thought

"The last buggy whip factory was no doubt a model of efficiency." - Peter Drucker

"When I hear artists or authors making fun of businessmen I think of a regiment in which the band makes fun of the cooks." - Anonymous

"The thing to remember is that the future comes one day at a time." - Dean Acheson

"Most ball games are lost, not won." - Casey Stengel