workshops

Our goal is to exceed your training and development needs! Our workshops range from 1 hour to 2 days in length. We have off the shelf versions or we can customize our workshops to meet your needs. Please contact us to learn more www.info@kruzconsulting.com

Coaching for Success

LEARN AN EFFECTIVE APPROACH TO INCREASE CREATIVITY, OWNERSHIP, ACCOUNTABILITY AND RESULTS WITHIN YOUR ORGANIZATION

Today we hear much about Human Resources needing to be a "Strategic Partner." Unfortunately in many organizations HR is viewed at the Gatekeeper or "paper pushers" and not as value added.

One of the biggest complaints of HR professionals is that their continual hand-holding with the manager and employee population especially regarding performance management issues impairs their ability to be strategic.

Providing outstanding coaching is an excellent approach to empowering direct reports, managers and employees within your organizations. Coaching is NOT counseling, training or giving advice.

This workshop will assist you personally as well as give you ideas on how you can be training your managers to be outstanding coaches to increase bottom line results throughout the organization.

During this workshop you will:

Identify the extent to which you practice the skills associated with effective coaching
Take a validated assessment to determine your coaching strengths and areas for improvement
Reflect on what it takes to be an effective coach
Learn the five key coaching competencies
Consider how to apply your new knowledge to the job and how you can use this knowledge to assist Managers in your organization

Rachel Karu, M.S., A.C.C., is a partner with Kruz Consulting. Kruz is a professional development practice specializing in leadership and management development, executive coaching and organizational effectiveness. Rachel earned her Master's in Counseling for Business, Industry and Government and is a Certified Coach. She has worked in Human Resources for over 15 years and has served as HR Manager and
Training and Organization Development Manager at both the corporate and regional levels.

Planning: Successfully Developing Your Leadership Pipeline

Panel Discussion moderated by Rachel Karu, M.S., and Melissa Karz, M.B.A, of Kruz Consulting

According to a December, 2003 Harvard Business Review article written by Jay Conger and Robert Fulmer, Succession Planning and Leadership Development ought to be two sides of the same coin. So why do many companies manage themselves as if they had nothing to do with each other?

The research done by these two authors highlights the following best practices for succession planning:

Focus on Development – Succession management must be a flexible system oriented toward developmental activities
Identify Linchpin Positions – Collapsing succession planning and leadership development into a single system allows companies to take a long-term view of the process of preparing middle managers, even those below the director level, to become general managers
Make it Transparent – Given that the employee contract is now based on performance-rather than loyalty or seniority-people will contribute more if they know what rung they’re on.
Measure Progress Regularly – You must know whether the right people are moving at the right pace into the right jobs at the right time.
Keep It Flexible – Best practice companies follow “kaizen”, or continuous improvement in both processes and content. They refine and adjust their systems on the basis of feedback from line executives and participants, monitor developments in technology, and learn from other leading organizations.

The November meeting will feature 3 reputable subject matter experts who will share their best practices in succession planning including how their companies:

Built their succession planning systems
Tie succession planning to leadership development
Align their succession planning initiatives to their companies’ business goals
Identify and develop future leaders
Elicit support for their succession planning initiatives from senior management

Melissa Karz MBA, and Rachel Karu M.S., ACC are partners of Kruz Consulting - a professional development practice specializing in organizational effectiveness, leadership and management development and executive coaching.

Melissa earned her MBA from UCLA and Rachel obtained her M.S. in Counseling for Business. Prior to co-founding Kruz Consulting, Melissa was a consultant with Pricewaterhouse Coopers. Rachel served as HR Manager and Training and Organization Development Manager at both the corporate and regional levels.

Get Fit for Coaching Workshop

LEARN COACHING COMPETENCIES THAT GET BOTTOM LINE RESULTS
What are coaching strengths? How well are you using them? How can you use coaching to get more of what you want from your team and to more effectively motivate others?

“Do you know what motivates you and why you prefer certain ways of communicating? What are your strengths and vulnerabilities in communicating? How aware are you of others’ preferred communication styles? How well do you customize your message to others’ styles?”

Through use of the Strengths Deployment Inventory™ Assessment and various interactive skill-building exercises, this module helps each individual understand on a personal level what motivates him/her and why she prefers certain ways of thinking and communicating. With that knowledge, individuals explore how to work with others more effectively who have different communication styles.

During this 3-4 hour workshop you will:

*Optional: In addition to participants completing a self assessment using the Strengths Deployment Inventory, this module can also include participants completing the Strengths Deployment Inventory assessment tool on one other individual, providing the opportunity to give and receive feedback.

“Do you want to handle conflict more effectively? Do you want to have a variety of approaches to handling conflict at your finger tips?”

If you answered “yes” to either of these questions, then the Conflict Styles Workshop is for you!During this 3-4 hour workshop you will:

The course is based on solid research in communication theory and practice, and involves participants in an interactive "hands-on" learning experience.

Giving Transformational Feedback

MAXIMIZE YOUR STRENGTHS AND SHARPEN YOUR FEEDBACK TOOL-KIT

“Are you uncomfortable giving and/or receiving feedback? Do you put off giving feedback or avoid it all together? Did you know that second only to firing an employee, managers cite performance appraisals and giving feedback as tasks they dislike most?

Narrative Biography:

Melissa Karz MBA, and Rachel Karu M.S. are partners of Kruz Consulting - a professional development practice specializing in organizational effectiveness, leadership and management development and executive coaching. Melissa earned her MBA from UCLA and Rachel obtained her M.S. in Counseling for Business. Prior to co-founding Kruz Consulting, Melissa was a consultant with Pricewaterhouse Coopers. Rachel served as HR Manager and Training and Organization Development Manager at both the corporate and regional levels.