Monthly Tip

A Guide to Coping with Change

Everyday brings new changes to our workplace. Products and services are delivered faster and cheaper. Customers expect better service and more exacting specifications. Technology is changing how we interact with one another. The changes to our job, team, organization and personal life are constant. Here are some tips Managers can use to help their employees adapt to their ever-changing circumstances:

• Describe the reasons behind the change
• Provide people with opportunities for sharing their thoughts and feelings about changes that take place
• Encourage people to strive for higher goals on a continuous basis
• Provide a verbal outlet for constructive venting. This should help reduce frustration and bitterness.
• Encourage people to be open about their feelings to change
• Encourage people to try new things; to take risks. Discuss the results, and build confidence as successes take place.
• Update work processes when you see room for improvement
• Continually cross-train your staff
• Eliminate rumors about the change with accurate information
• Set an example with your own reaction to the changes

A growing part of my practice as a training and development consultant is developing the business skills of IT professionals. The professionals in the IT/IS sectors are extremely capable technically, but there is a recognition that they also need the business, management and interpersonal skills in order to be successful in the long-term.

That is why I was thrilled to find this book by George M. Doss entitled, Management Skills for IT Professionals. Doss recognizes the technical competencies of IT professionals, but also realizes their need for people skills. To be called a professional by Doss, you need both sets of skills.

What makes this book different is that it takes the management/leadership field and applies it directly to the IT world. In this book, IT managers learn how to use different management styles, creativity tools and sales skills. They are shown how to resolve conflict, delegate work, motivate their team, and negotiate with vendors. Each chapter is filled with bullet points, checklists and self-assessments, which make it easy to navigate and use as a reference tool. The book comes complete with a CD containing all the job aids in the 373 pages.

I was hooked on this book by the last paragraph in the introduction. "The great leaders (managers) are the ones who challenge complacency and who are prepared to lead their teams forward toward a personal vision. They are the ones who recognize risks, seize opportunities, and create a future that involves the whole team. This book seeks to identify skills that you the reader might need to become a better project or functional IT manager, if not a great one. All of this means being labeled a professional."

Of course, it doesn't hurt that Doss dedicates this book to the coaches, players, and goalies of the National Hockey League! This is a great book for your IT project managers, team leaders and managers.

Training 2006 Conference & Expo, March 6-8, 2006 – Orlando, Florida

Marketing Skills for Trainers: How to Promote Your Training Service
Monday, March 6, 2006 from 8:00 AM – 9:00 PM

Having difficulty filling your classes? Need to improve the marketing of your training? In this session, you will learn dozens of practical tips on how to promote your training, the four keys to marketing success and how to create a marketing plan. Learn how to align your training with the priorities of your company, to differentiate your courses from the competition and how to build lasting relationships with your internal customers. Learn to:

• Create alignment between training and the company’s mission and goals.
• Write persuasive hooks in your marketing materials.
• Write a marketing plan for your training services.

Training Needs Analysis: Quick, Accurate and Complete
Monday, March 6, 2006 from 10:30 AM - 12:30 PM
Shaun Hopkins, President,
Shaun Hopkins Seminars Ltd

Training needs analysis is the first step to designing and delivering learning that will meet the needs of your target audience. Learn techniques to gather the most accurate information about your audience and to determine if training is the right solution. In this clinic, you will plan and conduct a training needs analysis. Learn to:

• Identify the target audience for the analysis.
• Identify the gaps in actual performance and determine the reasons for them.
• Determine whether training is necessary.
• Identify the best training strategy.

In addition to the onsite meeting this clinic will meet twice online prior to the conference at the following dates and times:

ONLINE – Tuesday, February 14, 1:00-2:30 pm EST: How to Lay the Foundation for a Training Needs Analysis
ONLINE – Tuesday, February 21, 1:00-2:30 pm EST: How to Analyze Performance Gaps
ON-SITE AT TRAINING – 2006 Monday, March 6 from 10:30-12:30 pm: How to Gain Acceptance for Your Recommendations

Training Needs Analysis: Quick, Accurate and Complete
Tuesday, March 7, 2006 from 8:00 AM - 9:00 AM
Shaun Hopkins, President,
Shaun Hopkins Seminars Ltd

Training needs analysis is the first step to designing and delivering learning that will meet the performance needs of your target audience. Knowing what the audience needs will create an effective training intervention. This session will teach you techniques to gather the most accurate information about the needs of your audience and to determine if training is the right solution.

Tel: (613) 823-0602
E-Mail: information@ShaunHopkinsSeminars.com