The HR Edge, Inc.

The HR Edge prides itself on providing training that is both practical and interactive. Attendees learn by doing, not by lecture. Sessions are usually limited to a maximum of 25 people in order to ensure that everyone participates and can ask questions about specific work situations. Organizations may select one course to be taught to several groups or may choose two courses and provide an entire day of training for a select group of individuals. Courses also can be customized according to the needs of the organization.

BUSINESS TOPICS

What Eagles Dare – The Critical Difference Between Managing and Leading

As the labor pool shrinks, employees will examine more carefully the people for which they are willing to work. More and more the type of management that exists within an organization will become the deciding factor for whether the organization will be able to retain its current employees as well as attract new ones. This presentation differentiates leadership skills from management characteristics and asks participants to answer eight hard-hitting questions about their ability to lead others. The information will revolutionize thinking about leadership and the way people need to be hired and managed in the future.

Management Courage - Having the Heart of a Lion

This session presents a radically new concept that exceptional managers must possess - "Management Courage." Participants learn what "Management Courage" is and why the best employees will demand it. "Management Courage" will become a distinctive benchmark for excellence in the future. Courageous managers will no longer treat everyone the same. They will choose unpleasant short-term management strategies in order to be more effective in their organizations and with their employees in the long-term.

When I Was Your Age – Managing a Multi-Generational Workforce

Baby Boomers, Generation Xers and Generation Ys are employees of every company. Each group offers different management challenges. Managers learn what motivates each group and how to tap into those values to enhance each employee’s productivity and job satisfaction. Participants will become adept at reducing conflict and fostering communication across all different generational groups.

At Least We Can Agree on the Beatles – Managing Workforce Y

Dude, meet your new workforce. Already 22% of the workforce, Generation Y will make up 33% by 2014 and nearly half by 2020. How will this age wave impact your organization, and what preparations can you make now to engage this high performance cohort as a competitive advantage as well as getting Generation Y to stick around and pay their dues? They are tech-savvy, think at twitch speed and expect to make a difference in the world. Learn how to inspire loyalty in these high-speed 20-somethings. Discover how to harness their can-do energy, manage them with authority and keep them around so they will benefit your bottom line.

Phat, Dude and Face Time – Teaching Gen Y to Fit Into Your Organization

The Generation Y workforce is unintentionally alienating their Baby Boomers and Generation X co-workers, managers and supervisors at an alarming rate. Gen Yer's need to understand about face time, basic business etiquette and how to create dialog in the ways other generations hear best. This is the professional development coaching for younger workers, which they never got in school or at home, explained at a pace and in a style that enhances Generation Y learning.

The Savvy Owl - Politics, Power and Influence…What They Don’t Teach You in Business School

Accomplishing the goals and objectives of any organization requires more than just smart employees who work hard. It requires savvy employees who know how to forge alliances and avoid animosities in order to be effective. Participants identify which of the rules of "positive politics" they are most likely to violate as well as obtain guidelines for being smart about their own conduct, about their business communication, about their relationships with co-workers and about their relationship with their supervisor. In addition, they learn numerous ways to recognize who really holds power and has influence and how to tap into the power structure within any organization.

Bull in a China Shop - You Might be a Bad Boss if....

The moment anyone enters management, their ability to get helpful, developmental feedback plummets because of the perceived power they now have. Managers may unconsciously do things that drive down morale and drive up turnover - things they would change if they only knew about these workplace irritants. Individual managers and supervisors are asked to rate themselves on various workplace behaviors that drive employees to transfer to other departments or to leave organizations all together as well as to understand the "unspoken messages" they may be sending to employee groups about their management style. Participants develop a new self-awareness about the things they can change that would increase their effectiveness as a manager as well as dramatically increase job satisfaction within their employee groups.

Developing Direct Reports - How to Grow Top Notch People and Achieve Eye-Popping Results

With limited time and limited resources, developing employees is a challenge for any organization as a whole and for all managers as individuals. In this session, participants learn to:

• Create a winning partnership with their co-workers;
• Effectively use power;
• Lead using the four dimensions of effective leadership;
• Motivate the people with whom they work;
• Persuade people to accept more accountability; and
• Encourage people to be greater risk takers.

Diverse Work Styles – Working With Those Other "Strange" Types

Every organization is made up of people with various work styles. Successful organizations are made up of individuals who are able to adapt their work style to the people they deal with, both internally and externally. Participants learn which of the four basic work styles is their dominant style as well as the strengths and weaknesses that are a normal part of each style. They are taught how to recognize the work styles of others and how to adjust their own work style to make relationships in the workplace smoother, communication easier, productivity higher and conflict minimal.

Interviewing - How to Avoid Hiring Lizzie Borden

The ability to select and hire the right people is critical to the growth and cohesiveness of an organization. Participants are taught an easy, but well tested, system for selection that will match potential candidates to the organization as well as the position. In addition, legal guidelines are covered to ensure compliance with various federal laws.