| STRESS
MANAGEMENT |
|
|
In
today's world of a constantly changing environment and downsizing,
greater demands on limited time have produced added stress for workers
and managers. This workshop/seminar will provide participants (workers
and managers) with the opportunity to learn and practice stress
management techniques to reduce the effects of stress on themselves
and their job performance.
|
| LEADERSHIP
DEVELOPMENT |
|
|
As
a leader/supervisor/manager, you will only ever be as effective as
your people, and you can't be effective unless they are. There is
no such thing as an effective leader/supervisor/manager with ineffective
people. This workshop/seminar assesses management styles and evaluates
key ingredients for effective leadership patterns. It analyzes attitudes
to better understand employee motivation, performance and job satisfaction.
Leaders/supervisors and managers will develop a plan to implement
these new skills in actual leadership and/or motivational situations
on the job.
|
| MANAGING
IN A CONSTANTLY CHANGING ENVIRONMENT |
 |
In
today's world, predictability is passé and vague is vogue.
Things are changing so rapidly that by the time we are able to put
complete closure on something, a change occurs. This workshop/seminar
will provide employees with the skills to manage a changing environment
and help their employees do the same thing.
|
| TIME
MANAGEMENT |
 |
Working
smarter and not harder. The vital few versus the trivial many. Most
people concentrate their time on the trivial many rather than the
vital few which contribute more significantly to one's goals. This
workshop/seminar emphasizes practical strategies for managing time
in view of the customer's (internal and external) demands for increased
service. Topics include analysis; time wasters; finding time to
think; the urgent vs. the important; effectiveness vs. efficiency;
planning; goal setting; prioritizing; decision making; problem solving;
and effective delegation.
|
| PRINCIPLES
OF SUPERVISION |
 |
When
an employee goes from a worker (90% technical and 10% interpersonal)
to a supervisor (50% technical and 50% interpersonal) he or she
needs to practice new skills that will make their people more effective
since they will only be as effective as their people. This workshop/seminar
will concentrate on increasing interpersonal skills and will teach
first-time supervisors the principles and techniques to develop
and to increase supervisory effectiveness. Practical application
of skills is emphasized.
|
| TOTAL
QUALITY MANAGEMENT / CONTINUOUS QUALITY IMPROVEMENT |
 |
TMQ
is a way of doing business that is value based, employee centered,
customer focused and committed to continual improvement. This workshop/seminar
introduces managers and employees to methods which can lead to dramatic
improvements in quality and service productivity. This workshop/seminar
presents the historical perspective of Total Quality, its planning
process and its principles and underlying values. Participants are
introduced to customer service, continuous improvement, employee
involvement, quality improvement tools, and techniques and customer/supplier
relationships.
|
| CULTURAL
DIVERSITY AWARENESS |
 |
With
the present trends in immigration and birth rates, the workforce
is becoming more culturally diverse. This workshop/seminar will
explore patterns of cross-cultural communication, common causes
of misunderstanding and an appreciation of cultural differences
as a positive aspect of our multi-cultural society. This workshop/seminar
is for managers, leaders, supervisors, and employees.
|
| TEAM
BUILDING - HIGH PERFORMANCE TEAMS |
 |
Coming
together = a beginning, keeping together = progress and, working
together = success. When groups come together to work on a project
two things happen: The task and the process. The task is what each
member does technically, while the process involves how each member
works with others. This workshop/seminar will examine the process,
the ingredients of high performance teams and how high performance
teams work. Emphasis will be placed on cooperation which is win/win,
as opposed to competition which is lose/lose.
|
| ORGANIZATIONAL
DEVELOPMENT/ ORGANIZATIONAL EFFECTIVENESS |
 |
When
an employee is introduced to a new piece of equipment, they are
usually sent to school to learn new skills associated with the new
equipment. In management, there is constant change requiring different
management skills to deal with new changes. This workshop/seminar
looks at the entire organization from the standpoint of its development
and its effectiveness. This workshop/seminar involves taking the
leadership on an off-sight retreat so they can begin to think out
of the box and prepare for the changes that lie ahead. Mission statements,
vision statements, values, goals, and objectives are the points
of focus, followed by new skills and techniques necessary to manage.
|
| TRAIN-THE-TRAINER
DEVELOPMENT |
 |
This
workshop/seminar develops the facilitation and presentation skills
and techniques of non-trainers who want to learn to facilitate groups.
Participants (managers, leaders, supervisors and employees) will
learn methods for planning and developing training sessions and
will learn skills and techniques to enhance employee learning.
|
| RETREATS |
 |
Retreats
are our specialty. We design retreat content of the retreats according
to the needs of our clients. The retreat location can be scheduled
by either the client or STAR. STAR has designed and conducted one,
two, and three-day retreats for federal, state, and local agencies
as well as for private industry,colleges and other educational institutions,
and political entities.
|
|
CUSTOMER
SERVICE
|
 |
The
saying "nothing happens until you make a sale," is very true. However,
if customers aren't satisfied with the quality of service you provide,
chances are they will not be your customers for long. One satisfied
customer will tell five more people about your service. However,
one dissatisfied customer will tell fifteen people about how dissatisfied
they are. If you are trying to grow your business and improve your
customer base, it would behoove you to ensure that your customers
are happy. This means giving them what they want, when they want
it, and delivering service with a smile. It also means that they
are your first priority and not the attitude of your staff. STAR
will train your staff using the "Moment of Truth" principle, realizing
that everyone who works for your company is a representative of
your company, from the people who clean your restrooms to your managers.
We will ensure training so that your customers will "hear" their
smile on the telephone.
|
| CONFLICT
RESOLUTION |
 |
This course is designed to provide participants with skills and
techniques for resolving conflicting situations. Participants will
learn to listen actively and respond to difficult situations in
a non-defensive manner, ask helpful questions and resolve conflict
effectively. Major emphasis is placed on assertive behavior, the
identification of problems and techniques for resolving confrontational
situations,conflict, and anger. Case studies and role-playing are
used, giving participants a chance to learn the appropriate techniques
for minimizing and diffusing anger, anxiety, and hostility. These
case studies will also help participants resolve confrontational
situations. A step-by-step process involving use of the assertiveness
model will be used.
|
| MOTIVATION
FOR IMPROVED PERFORMANCE |
 |
This
session will enable participants to recognize exactly which drives
can satisfy partially and which can satisfy completely. Participants
will learn to recognize and use non-financial incentives in the
day-to-day operation of a company or organization. Abraham Maslow's
Hierarchy of Needs, concentrating on physiological, biological,
psychological, and social needs will be reviewed. Introduction to
the Employee Motivational Survey Instrument (EMAS) and case studies
using the EMAS to build self-esteem will be included in this course.
Other topics covered include: How to motivate the unmotivated employee;
Working with difficult people; Techniques of self motivation; and
motivation techniques when money is an issue.
|
| LISTENING
SKILLS |
 |
This
workshop will give participants the opportunity to develop good
and effective listening skills, determine the barriers that affect
listening and develop skills for organizing their work. The course
is designed to provide technical and practical experience for managers
in effective listening techniques while providing practical techniques
to improve listening skills. Exercises will be used to assist participants
in recognizing interpersonal communication problems and their causes.
This program will provide participants with skills to enhance their
listening capabilities. The importance of listening, the difference
between hearing and listening, and the factors that contribute to
listening will be discussed. Exercises, group participation, and
other training aids will be used. Bad listening habits and means
of improving those habits will be discussed.
|
| GOOD
PEOPLE SERVICE SKILLS AND CUSTOMER SERVICE |
 |
This
is a one-day training seminar in good people service and customer
service skills. It is so named because we focus on people who work
in organizations that interact with the public daily; however, these
organizations do not necessarily have "customers," meaning they
do not sell anything. Participants will focus on how to work with
difficult people, how to defuse conflict, how to talk on the telephone,
and other skills that will enhance the effectiveness of the organization.
As a result of participating in this seminar participants will be
able to:
|
*
|
Learn and practice customer service skills in a positive manner.
|
|
*
|
Determine
the basics of providing high quality "people" service. |
|
*
|
Understand
the essential role good people/customer service plays in the
overall success of your organization. |
|
*
|
Learn
the importance of being polite and respectful to everyone, whether
it's the Mayor or a resident in the community. |
|
*
|
Develop
good telephone techniques and understand the importance to providing
a quality service to the community. |
|
*
|
Learn
effective communication skills. |
|
| ENTREPRENEURSHIP |
 |
Great
supervisors and/or managers make things happen. They lead, motivate,
coach, counsel, plan, implement, and guide. They get things done.
When a person becomes an entrepreneur with hopes of becoming "big
business," that individual must wear many hats. That person must
not only be able to "run the ship," but must also be able to get
things done through other people. That person must be able to juggle
home, career, and family responsibilities, while "growing" a business
and also dealing with personal needs. This individual may have been
a very good manager or supervisor while working for someone else;
however, when he or she is "the chief cook and bottle washer"
different skills are needed.
THE
FOLLOWING TOPICS WILL BE ADDRESSED
|
*
|
Private
Sector contracting Opportunities |
|
*
|
Public
Sector Contracting Opportunities |
|
*
|
Government
Grants |
|
*
|
The
Certification Process |
|
*
|
The
Small Business Innovative Research Program (SBIR) |
|
*
|
Solicited Proposals |
|
*
|
Unsolicited
Proposals |
|
*
|
Request
For Proposals (RFP) |
|
*
|
Invitation
For Quotation (IFQ) |
|
*
|
Joint
Ventures |
|
*
|
Prime
Contracting |
|
*
|
Subcontracting
|
|
*
|
Procurement
Automated Source Systems (PASS) |
|
| TELEPHONE
TECHNIQUES |
 |
The
minute you answer the telephone you have two things going for you:
the tone of your voice and your energy level. This has everything
to do with what happens next. You never get a second chance to create
a first impression. This workshop/seminar will provide participants
with the opportunity to use professional telephone skills and techniques
that project a positive image for your agency. Role playing, practical
exercises and visual aids will be used.
|
| DELEGATING
EFFECTIVELY |
 |
Delegation
is most commonly referred to as "the act of empowering to act for
another." Or, put another way, as a manager, supervisor, leader
or employee, getting someone else to help shoulder more of the responsibility
for the actions necessary to satisfy a mission or a vision. Most
of us in our mid-thirties and above were most likely influenced
by an organization where planning was a separate entity from execution.
In today's market, we want employees at all levels to have input,
influence, and say-so with respect to the planning and execution.
This is one of the most impactful ways to get buy-in regarding those
activities that are being performed.
|
