Friday, April 8, 2016

A Small Workshop That Can Make a Huge Difference




Strong and Caring Supervision: 
Essential Skills for Effective Managers and Supervisors

This extraordinary class has been taught in 48 states and Puerto Rico. 

It is now being taught in Phoenix in a highly unusual format.

Imagine attending a small and informal training session for supervisors; one that is packed with information that can make a positive difference in the way you supervise.

The instruction will not be held in a fancy hotel ballroom. It will be in a basic setting - a college classroom – and refreshments will be equally basic. Although the setting will be basic, the class will be anything but.

Three unusual and distinctive characteristics:

SMALL CLASS SIZE. There will be no more than 10 attendees per session. The class will be a combination coaching and training session. [Register soon to get a seat.]

INDIVIDUAL ATTENTION. You will receive an email in advance asking you to identify any particular issue or burning question that you’d like the instructor to address. That will permit us to customize the session and to make sure that your pressing supervisory concerns are met.

FOLLOW-UP ASSISTANCE. It is not unusual to attend a workshop and then, within a month or so, find yourself saying, “I wish I’d asked about this!” That’s why within the 12 months after the class session, you can obtain an individual, telephonic coaching session of up to one hour from the instructor at no additional charge.

Gain the Tools You Need

As you can see, this workshop has a simple focus: Giving you the tools you need to be an effective supervisor. There will be plenty of opportunities to ask questions and interact with your classmates and the emphasis will be on practicality.

By the end of the day, the participants will know:

·         The dynamic (and changing) roles of supervisors. [Waiting for calm and order is not an option. All of us have to work in the rain.]

·         How to communicate effectively with diverse teams. [Effective communication is vital and it doesn’t come naturally.]

·         Which motivation techniques cut across a multitude of differences. [We’ll examine the two greatest motivators as well as the de-motivators.]

·         How to deal with the difficult people who, left unchecked, one person  can drag down the entire team. [You know who they are.]

·         How to make good decisions. [There are some surprising decision-making traps.]

·         How to get things done. [Too many supervisors spend sizable amounts of time simply restoring the status-quo. They also get information too late for to make a difference. We’ll explore how to turn that around and gain control.]

·         How to give candid performance evaluations. [Performance evaluations are one of the most common forms of fiction being written today. They should either be abolished or done right.]

·         How to handle disciplinary actions and how to document those actions. [Wrongful discharge and EEO cases are on the rise. Supervisors need to know how to avoid them.]

·         Simple steps for reclaiming time. We don’t manage time, we invest it, and without protection our schedule can be at the mercy of others.]

·         When and how to delegate. [If we are not delegating properly, who is doing our job when we are doing someone else’s?]

       The thread that runs through all of these subjects is EFFECTIVENESS. All of us are hired to be effective. This class shows how to be more effective than ever before.

WHO IS TEACHING THE WORKSHOP? The instructor, Michael Wade, is a management consultant with Sanders Wade Rodarte Consulting Inc. in Phoenix. He has taught supervision for over 30 years, encountering the best and the worst of supervisory solutions. Michael’s workshops are fast-paced, substantive, and enjoyable. He holds a Juris Doctorate from the University of Arizona College of Law and has written five books, including one on leadership and one on the Arizona Right to Work Law. Prior to becoming a management consultant, he served as the EEO Administrator for the City of Phoenix and as the Command Equal Opportunity Officer for the U.S. Army Criminal Investigation Command in Washington, D.C.

HERE ARE THE DETAILS:
·      The attendance fee is $227 per person for this one-day class. 
      Sessions will be held on June 23, July 21, and August 25, 2016
·       The hours of the class are from 8:15 to 3:00.
The location will be at Ottawa University at 9414 N. 25th Avenue in Phoenix, Arizona.
·Participants are on their own for lunch but there are many restaurants in the vicinity.
·Each participant receives a workbook with practical references and guidelines.

ENROLL NOW: Why enroll now? Because procrastination can foil your best instincts. Here are the important deadlines:

Registrations for the (Thursday) June 23, 2016 class must be made by no later than June 17. Any cancellations must be made by no later than June 20 in order to obtain a refund.

Registrations for the (Thursday) July 21, 2016 class must be made by no later than July 15. Any cancellations must be made by no later than July 18 in order to obtain a refund.

Registrations for the (Thursday) August 25, 2016 class must be made by no later than August 19. Any cancellations must be made by no later than August 22 in order to obtain a refund.

HOW TO ENROLL. Registration is very easy. Simply email (michael@swrci.com) 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.

Just think: A small group. Customized attention to your supervisory questions. And a complimentary coaching session up to 12 months after the workshop.

Don’t miss this opportunity.

Join us. Register today for one of the sessions!

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 michael@swrci.com.]

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