Management Development System

A Complete Management Development System



Executive Assessment Sample Profile
MAP — The Managerial Assessment of Proficiency & Managing to Excel
Improve Performance While Saving Training Budget

MAP is a video-based, objective assessment of managerial competence. Targeted training based on MAP scores is provided by the Managing to Excel training modules. Participants are provided prioritized development suggestions and a detailed listing of those learning opportunities with the greatest potential impact on managerial
performance. MAP/Excel enables an organization to quickly and accurately identify the key opportunities for training and development, saving time and budget.
Flexible Delivery

The MAP assessment is available in both a classroom and online format. Managing to Excel targeted training modules are available for each competency in customizable, half-day classroom workshops. Organizations have the flexibility and options available to customize training meet internal needs. With MAP and Excel a complete management development system is available that will improve both individual and organizational performance.
Key Benefits
  • Without buy-in you have nothing! MAP provides superior buy-in by all company stakeholders, so that you can rest assured that all your managers have attained basic competency skill levels.
  • Participant’s buy-in because the MAP assessment videos depict realistic
    management scenarios.
  • Trainer’s buy-in because objective MAP data provides information on competence
    unclouded by personal preference and political environment.
  • Management buys-in because aggregate, objective training needs can be calculated and the next step training is designed to close skill gaps, fast.
  • Complete Implementation support available.
    Key Features
    • Comprehensive Trainer’s Guide provides everything needed to administer the
      assessment online or in classroom format, coach participants on their competency results and link style information with competency scores.
    • Over 100,000 managers assessed. Individuals are compared to a large normative group. Industry-based norms are available for review.
    • The 12 competencies assessed in MAP are directly linked to ½-day training
      workshops, each focused on a single competency.

Basic Management Training
Management Development Series

Workshops in this series are broken up into four categories:
Managing Your Job Building the Team Thinking and Deciding Relating to Others To Succeed as a Manager You’ve Got to Know the Basics
Your management team dictates your overall organizational performance. They set the tone and culture for your workforce, and they hold the primary responsibility for accomplishing the necessary day-to-day tasks. All of the technical and specialized skills in the world won’t result in high performing departments or motivated direct reports. Managers must first attain key foundation skills.
The Best Management Assessment and Workshop Solution in the World
The MAP competency model was developed from several comprehensive studies of managerial effectiveness conducted at The American Management Association, IBM, AT&T, Ford Motor Company, and other organizations to identify the competencies most closely correlated with optimal managerial performance. Then we designed the world’s best management assessment, validated the results with over 100,000 managers, and created followup workshops specifically aimed at addressing critical skill areas for your most important employees.
Basic Management Development Series
Basic Management is the first grouping in a series of workshop collections that are designed to fully develop your managers. Each workshop is designed as a stand-alone workshop and can be delivered in any order. We suggest that you start your beginning managers out with the Basic Management Series and move them up the ladder to the Advanced Management Series, and then onto the Leadership Series.

Advanced Management Training
Employees Development Series
Workshops in this series include:
Excellent Managers Understand Themselves and Their Surroundings
Once a manager has mastered the building blocks found in our Basic Employee Management Series the natural progression is to begin to gain a greater sense of self and situational awareness in which to exercise their new skills. Our Advanced Management Assessment Modules showcase the most trusted models of Management and Leadership Development in the industry.
Best of Class Workshops and Assessments for Advanced Management Training
These incredible workshops bring to light the preferences of your managers in the context of their everyday workplace. Managers will uncover their preferred styles in how to lead and motivate, handle conflict situations, create optimal cross-functional relationships, and act more intelligently. Managers will raise their awareness of “specific circumstances” and take into account the needs of the individuals with whom they work, and the organization for which they work.
Advanced Management Development Programs Series
Advanced Management is the second in a series of workshop collections that are designed to fully develop your managers. Each workshop is designed as a stand-alone workshop and can be delivered in any order. After completing the Basic Management Series Workshops, managers are well prepared for the Advanced Management Workshop Series. Experienced managers may skip the Basic Management Series and go directly to the Advanced Management Series.
The Importance of a Competency-Based System
Competencies typically only include behaviors that demonstrate effective or superior performance . Therefore, they do not include specific knowledge, but do include "learned" or practical experience, or the behavioral application of knowledge that produces a successful result. Competencies are not specific skills, but rather the application of skills that produces a successful result. This is illustrated by the diagram. This is illustrated by the diagram. This model is important because it provides a road map for the range of behaviors that produce excellent performance. It helps:
  • organizations to "raise the bar" of performance expectations;
  • individuals and teams to align their behavior with key organizational strategies; and 
  • each individual to understand how to achieve expectations
Customizable and Reproducible
Janus is the best off- the shelf Performance Management System available!
 Janus is a fully integrated suite of materials that provides a comprehensive, step-by-step approach to Performance Management for both appraisers and appraises. Whether you're designing a performance management or appraisal system or reworking or adding to an existing one, Janus will save you time and money.
3 Power-packed binders with CD's  include:                                        
  • Paper-based materials include all materials on pdf, for easy customization and printing.
  • 10 complete, reproducible training modules
  • Behavioral questions for 36 competencies
  • Over 200 pages of one-on-one coaching material for 36 competencies
  • 30 ready-to-use forms and templates
  • 6 reproducible booklets covering Performance Progress, Performance Discussion, Performance Development, and Career Planning
  • Sample appraisals for top-level, good, and poor performers for the following job classes: Clerical, Service/Sales, HR/Training 
The Janus Performance Management System is divided into three major parts:
Volume/Part One
This volume provides a navigational guide to the whole Janus process, and explains how Janus can be tailored to match individual needs by developing the competencies that are most relevant to a particular individual. Seven training modules are included:
  • Introduction to the Performance Management System
  • Taking the Performance Initiative
  • Setting Performance Goals and Objectives
  • Giving and Receiving Performance Feedback
  • Coaching for Performance Excellence
  • Conducting a Performance Update Discussion
  • Handling Unacceptable Performance
Also included:
  • The Performance Progress Update Discussion: Manager and Employee Booklet.
Volume/Part Two
Performance management systems have two major goals: 1) Help individuals to achieve specific objectives in order to be successful in their organizational role and to develop their skills and abilities at a personal and/or professional level; 2) Meeting not only short-term but long-term development goals over a whole career for an individual.
Janus provides a comprehensive, step-by-step planning design to help manage this process effectively. Janus not only provides a suite of goal setting and appraisal forms and templates to help this action planning process, but also helps to ensure that all written documents are in plain language, complete, comprehensive, and easy-to-use. Three training modules are included:
  • Conducting an End of Cycle Performance Appraisal
  • Career Planning and Development
  • Performance Action Planning
 Includes model evaluations for top-level, good, and poor-performers for the following job classes
  • Clerical
  • Services/Sales
  • HR/Training
  • Technical 
  • Management
Also included:
  • Career Planning and Development: Manager and Employee Action Planning
  • Prior to the Performance Discussion: Manager Booklet
  • Prior to the Performance Discussion: Employee Booklet
  • The Performance Development Discussion: Instruction and Action Plan
Volume/Part Three
Janus is designed around a core set of thirty-six generic competencies that apply - to some extend - to all job roles. Managers and individuals select up to ten of these competencies based on their particular job role. This functions as a personalized performance management system. One training module is included:
  • Performance Competencies
Also included:
  • Template for conducting paper-based self, 180-degree, or 360-degree assessments
  • 216 behavioral questions-six per competency
  • 216 pages of coaching recommendations-six per competency
Organizations are searching for ways to add impact to their efforts at Total Quality Management (TQM), Empowerment, and Self-Directed Teams (SDT). The landscape is littered with false starts and faltering programs. Nothing less than a paradigm shift is needed: a massive change in the way employees and customers are viewed, dealt with, and empowered. This program identifies, assesses, and plans for the development of the skills and values that enable employees to perform with competence, confidence, and commitment.
ACT is a powerful tool for accelerating the culture change required to move empowerment from an experimental fad to tomorrow's way of doing business. This program takes employees through the four stages described below, with a half-day devoted to each:
1. Assessment on 12 competencies and 8 styles/values 
2. Interpretation of the meaning of scores on individual and group profiles;
3. Identification of areas for improvement and actions to be taken.
4. Planning of steps to be taken, timetables, and evaluation criteria.
Video-based case method and simulation combine to create a dynamic assessment and learning exercise as we visit on screen and in the workbook a typical hotel, the Travelers Quality Motel, or TQM. Participants move through a variety of roles as they successively observe, analyze, and evaluate the effectiveness of the service (quality), the staff (teamwork), and the management (empowerment ). Finally, your participants are appointed to manage the TQM and to run a staff meeting, interacting with the five key department heads.
Employee Development Programs

Team Skills for Meeting Together
  • Learn to use the four basic skills that build trust
  • Learn the roles and responsibilities of team meeting members
  • Learn the definitions of consensus and consensus management
  • Learn to utilize a five-step process for successful meetings

Communicating With Others
  • Learn to make decisions about the use of nonverbal communication
  • Learn to analyze the impact of personal values on communication
  • Learn techniques for dealing with emotion— yours and others’
  • Learn how to change inappropriate speech habits
  • Learn to listen effectively
The Attitude Opportunity
  • Learn to write a description of an attitude opportunity in yourself or others
  • Learn to analyze the cause(s)of attitude problems
  • Learn to develop plans to monitor progress toward changing attitudes
  • Learn how to determine reward systems for positive changes

Working Effectively With Others
  • Learn how to confront others on sensitive issues
  • Learn how to receive both positive and negative feedback
  • Learn how to communicate persuasively with others
Solving Problems Together
  • Learn the concepts of “situation analysis” and “visibility”
  • Learn the process for breaking complex problems into manageable pieces
Meeting Change Creatively
  • Learn to utilize a seven-step model to manage change
  • Learn the external causes of change
  • Learn to identify the benefits of change
  • Learn the internal causes of change
  • Learn to effectively use your leaders in managing change
Moving From Criticism to Feedback
  • Learn to state opinions in a way that is appropriate in an organizational setting
  • Learn to clearly and concisely state the reasons for giving feedback
  • Learn to give feedback confidently and tactfully
  • Learn to receive criticism and turn it into constructive feedback
Managing Your Time
  • Learn to accept responsibility for managing your own time
  • Learn to prioritize important tasks over “urgent” ones
  • Learn to utilize a time log to make time management decisions
  • Learn to implement daily and long-range planning
It’s Your Career
  • Learn to accept responsibility for your own growth and development within the organization
  • Learn to determine your own career goals and interests
  • Learn to create an action plan for future goals
  • Learn to prepare for and participate in career counseling with your manager
How to Receive Work Assignments
  • Learn to obtain objectives, purpose, and necessary details of a new assignment
  • Learn to offer ideas and suggestions for accomplishing work assignments efficiently
  • Learn to set follow-up procedures for assignments
  • Learn to summarize assignments accurately to ensure proper understanding of the project

Experiential Training on Key Skills
Professional Skills
8 customizable, interactive, experiential, soft skills training programs  ranging in length from 1-2 days.
  1. Adult Learning Principles
  2. Building Interpersonal Influence
  3. Decision Making and Planning Tools
  4. Developing Employees
  5. Preparing the Future Leader
  6. Problem Solving Tools and Techniques
  7. Resolving Workplace Conflict
  8. Surviving Workplace Change
Performance Skills
10 customizable, interactive, experiential, soft skills training programs ranging in length from 2 1/2 hours to 1 day.
  1. Planning for Team Results
  2. Resolving Team Conflict
  3. Solving Team Problems
  4. Utilizing Team Members Ability
  5. Committing to the Team Approach
  6. Communicating Effectively in Teams
  7. Creating a Shared Team Purpose
  8. Evaluating Team Performance
  9. Making Team Meetings Work
  10. Making Team Decisions by Consensus
Creating A Service Culture
Strategic Plan for Corporate Culture Change
Have you found that your customers are more demanding than ever?
And yet, service worldwide seems to be getting worse. Companies spend most of their money to attract new customers—and virtually nothing to keep them.
Our strategy will help you keep customers!
  1. High-value, maximum-impact customer retention demands that you help employees understand the value of keeping the customer and how they can contribute to the process.
  2. Next you must give them the skills to succeed.
Our focus and core competence is changing attitudes and behaviors in order to build a service culture with our "all-you-can-eat 3 year service culture buffet.!

Our clients learn how to improve the performance of their entire workforce so they can develop a culture of delivering superior customer service. This requires commitment, time and some money. Building world-class service and a service culture demands that you keep employees motivated and trained continually.
One-shot progress produces one-shot results. This means you need to introduce a new training program every four to six months to avoid the downturns. 
Our experience shows that it should be new, and different, and it must reinforce the message learned in the previous program to be effective and hold their interest.
We can measurably increase performance in 16 areas of your organization, through an ongoing 10-step series of programs for very cost effective budget per year, per employee, with our three-year service culture plan.
Invest in your company's one asset  (Human Capital) where you can get the greatest return on your profitability: your employees.
Take action now to retain customers.
Our NO Ifs, NO Ands and NO Buts money-back guarantee says, "It works!"
Safety Meeting Videos™
Each Video/DVD includes a comprehensive Leader's Guide, Employee Quiz,
Scheduling and Attendance Form, and Training Certificate in a three-ring binder.
Show employees steps that are taken in an accident investigation, and highlight how important it is for employees to fully cooperate with any inquiry. They also point out that while an investigation's focus is to determine the cause of an accident, the overall goal is to prevent similar accidents from happening again. 
Review how heat affects the body, the steps employees can take to prevent heat stress, and elementary first aid that can be given to a worker who has been affected by a heat-related illness.
Emphasize the importance of overall back care, both at work and at home, including exercises and weight control. 
Show that because they are so common, many employees take ladders for granted, and don''t take the appropriate precautions when using ladders.
Provide the information employees need to handle and transport these potentially volatile storage containers. 
Designed to help employees understand the dangers of working with machinery... and how those risks can be minimized by proper installation and use of safety guards and devices.
Review the safe use of computers, and offer practical solutions to many potential problems. 
Provide the information employees need to work safely when handling various types of materials.
Point out to employees that over 90% of crane-related accidents are caused by human error... and that they are the key to preventing these incidents
Show employees what hazards exist in office environments, and how important it is to use good
safety practices as they go about their work.
Provide the information employees need to drive cars, vans and small trucks safely, both on and off the job.
Point out to employees that over 90% of rigging-related accidents are caused by human error... and that they are the key to preventing these incidents.
Discuss the various types of substance abuse that are found in the workplace, how they can affect an employee's work situation and what employees themselves can do to help keep their workplace drug and alcohol free.
Inform employees about the goals of a safety audit, and how all workers should become involved.
designed to help employees who seldom have to face the dangers of a hazardous spill deal with a cleanup situation. 
Demonstrate to employees how to prevent workplace accidents by paying attention to safety housekeeping considerations.
Provide the information employees need to drive cars, vans and small trucks safely, both on and off the job. 
Address two of the most prominent safety issues confronting employers today... that of developing a good "safety attitude" in their employees, as well as providing "introductory safety training".
Remind employees about electrical hazards they may face in their jobs, and provides the information they need to work safely around electricity. 
Discuss various forms of sexual harassment, explain how to avoid inadvertently sexually harassing someone and review the procedures employees should follow if they feel that they or a coworker are being sexually harassed.
Show how many eye problems are caused by not paying attention to the work employees are doing, or not wearing the appropriate protective equipment. They remind employees that eye injuries can easily happen to them and show them how to prevent these injuries.
Look at a company's legal responsibility to prevent and deal with sexual harassment incidents, examine policies and procedures that should be followed when investigating allegations of sexual harassment, and discuss how to interview apparent victims, alleged harassers and potential witnesses.
provide the information employees need to work safely when they are "off the ground", and assist in satisfying the major training requirements in the OSHA Standard on Fall Protection.
Show employees the situations that can lead to slips, trips and falls, and what they can do to avoid or prevent these accidents.
Look at fires in office environments, review steps that can be taken to help prevent fires and discuss what employees should do in case of a fire emergency.
Training products on "The ANSI Material Safety Data Sheet" have been specifically created to educate employees about the ANSI MSDS format.
show employees that knowing basic first aid can often limit the severity of any type of injury, or even prevent a death.
How to recognize ergonomic problems, the potential of adverse effects and practical solutions employees themselves can use to help deal with ergonomic problems in the office.
show how accidents can be significantly reduced by applying good general safety rules, and review what hazards are associated with the specific types of tools employees use.
Remind employees that there are indeed a number of hazards associated with welding, and provide the information they need to work safely when involved with welding operations.
look at a company's legal responsibility to prevent and deal with sexual harassment incidents, examine policies and procedures that should be followed when investigating allegations of sexual harassment, and discuss how to interview apparent victims, alleged harassers and potential witnesses.
How employees how small changes in lifestyles can produce big benefits. While wellness is a gradual process, eliminating negative lifestyle factors can help keep employees healthy.
Review hand, wrist and finger hazards and help employees to take the steps necessary to avoid them.
Help employees identify potentially stressful situations and learn how to cope with them.
Designed to help employees understand the characteristics of different labeling systems and the ways that each convey information. By recognizing the differences and similarities of these systems, employees will be better prepared to work safely around hazardous materials.
Show employees how to recognize the warning signs of possible violent behavior, as well as how to avoid or defuse potentially dangerous situations.

 Managing to
The Managing to Excel Series provides targeted training
workshops for 12 fundamental managerial competencies.
This CD comes complete with 12 competency based interactive training modules that are each designed to be completed in 30 minutes. The modules focus on the same competencies as the Managing to Excel classroom video based 4-hour workshops, and
the Managerial Assessment of Proficiency (MAP). The CD Modules
can be used for self study and as a performance support took for classroom delivered training. Each module contains a site map for
easy navigation, a post training test, and a downloadable job aid
of the top things to remember.
The Managing to Excel Series - CD Based Training Program is an
ideal complement to almost any training organization.

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is a bottom-up 30-day communications campaign that asks employees to focus on cost reduction.
The Objective: Find a way to reduce costs by at least a dollar a day. The BAD campaign creates a climate that is receptive to change and improvement, resulting in major improvements that can produce millions of dollars in annual savings!
How about a buck a day? It’s something everyone can understand and relate to. It’s specific, it’s challenging; and it’s a goal everyone can reach. Put the program in 30-day time frame, so it moves quickly and achieves its objective before it becomes part of the woodwork.
By setting a goal for each employee that is challenging yet attainable - at least a dollar a day in job-related savings - BAD Month stimulates a high level of employee participation. It’s light, low-key and fun and gets everyone working toward a common objective.
Although the idea-collection phase only lasts for thirty days (BAD Month), the cost savings generated by the program have a permanent impact. Organizations have found it highly effective to repeat the program each year.
Buck-A-Day is a bottom-up communications program that gets everyone to focus on cost elimination. Complementing the traditional top-down approach to cutting costs, BAD asks every employee to reduce costs in his or her job area.
Buck-A-Day is a professionally designed campaign that is personalized for each client organization. It obtains an extremely high level of voluntary employee participation without the use of monetary awards.
Buck-A-Day has been run successfully in more organizations, ranging from manufacturing plants and hospitals to banks, insurance companies and service industries. It has achieved such a high level of success that we now offer it with a money-back guarantee.

The Good Idea Campaign focuses on quality and customer satisfaction. It is a 30 day special event that encourages everyone to seek out improvement opportunities and find ways to eliminate recurring problems.
Good Idea Campaign benefits:
  1. High level of involvement
  2. A shot-in-the-arm for existing program
  3. Short campaign with long impact
  4. Creates a dialogue
  5. Boost in employee morale
  6. Cross-pollinates ideas
The Good Idea campaign has proven successful in more than 3,000 organizations. They have produced hundreds of millions of dollars in savings and improvements.
Total Quality requires total involvement. Employees must be periodically resold on the need for their active support. The message must be stated in non-abstract terms that are meaningful to the employee. The call for action must be something to which everyone can respond. The GOOD Idea campaign encourages bottom-up innovation and adds zest to the continuing program.
Continuous Improvement is a laudable idea, but consistent continuous improvement is unrealistic. Every long-term program, no matter how important its objective, needs variety and pacing. If you want the most out of your people give them a change of pace ¾ a little fun and excitement ¾ once in a while.
Unless they are well-publicized and stimulated by at least one month long campaign each year, suggestion programs usually get less than 10% employee participation. In today’s competitive environment no organization can function effectively without the creative ideas of the majority of its employees. In one month of operation the GOOD campaign gets ideas from people who never contributed before and usually boosts participation to over 60%. Keeping everyone interested in long-term, on-going programs can be difficult. Here is how the Good Idea campaign stimulates your on-going efforts.
QC’s get active involvement from small groups of people, but often the majority of employees never get a chance to participate. The GOOD Idea campaign seeks out everyone’s ideas. In so doing, it can surface important projects for the Circles to consider and also identify creative people who would be good future participants.

© 2015 Organization Management & Development Systems, Inc.