Bruce Tulgan

Bruce Tulgan: Program Outlines

• Do you feel you don’t have enough time to manage your people?
• Do you avoid interacting with some employees because you hate the dreaded confrontations that often follow?
• Do you have some great employees you really cannot afford to lose?
• Do you secretly wish you could be more in control but don’t know where to start?

Managing people is harder and more high-pressure today than ever before: There’s no room for down time, waste, or inefficiency. You have to do more with less. And employees have become high maintenance. They look to their immediate boss to help them get what they need and want at work.

How do you tackle this huge management challenge? If you are like most managers, you take a hands-off approach. You “empower” employees by leaving them alone unless they really need you. After all, you don’t want to “micromanage” them and don’t have the time to hold every employee’s hand. Of course, problems always come up and often snowball into bigger problems. In fact, you probably spend too much of your time solving problems and falling behind on your work…which leaves even less time for managing people…which opens the door for even more problems!

Bruce puts his finger on one of the biggest problems in today’s workplace —an undermanagement epidemic affecting managers at all levels of organizations in every industry —and helps explain why so many managers are so hands-off nowadays.

ADVANCED BACK TO BASICS MANAGEMENT
It’s Okay to Be the Boss™, the Next Steps: Focus on the More Difficult Cases
This is the next step for leaders, managers and supervisors who have already participated in Bruce Tulgan’s back-to-basics management program, It’s Okay to be the Boss. In this advanced program, the focus is on the application of best practices to difficult management challenges using a case study method. After this program, participants will be better able to deal effectively with more difficult management situations.

BACK TO BASICS EMPLOYEE DEVELOPMENT
It’s Okay to Be Managed By Your Boss™: The Step-by-Step Program for Making the Best of Your Most Important Relationship at Work
Dozens of best practices to help employees get much better at managing themselves and being managed. After this program, participants will be better able to:

• Build relationships of trust and confidence with their managers.
• Seek appropriate guidance, direction and support from their managers.
• Take on new tasks, responsibilities and projects.
• Stay focused at work and moving in the right direction.
• Increase their individual work productivity and quality.
• Keep track of their own performance and report regularly to their managers.
• Reduce waste, inefficiency, errors, down-time, and conflict with other employees.
• Learn, grow, and go the extra mile in their jobs.

LEVERAGING GENERATIONAL DIFFERENCES
Managing the Generation Mix™: Focus on All Four Generations
Dozens of best practices to help your leaders, managers, supervisors, and non-management staff leverage generational difference in the workplace. After this program, participants will be better able to:

• Understand where each generation is coming from and where they are going.
• Communicate effectively with those of other generations.
• Work effectively with those of other generations.
• Build cooperative and mutually supportive work relationships with those of other generations.
• Assess and begin to address the human capital management issues presented by generational diversity in your career, for your team, and for your entire organization.

BRINGING OUT THE BEST IN YOUNG TALENT
Not Everyone Gets a Trophy™: How to Manage Generation Y
Dozens of best practices to help your leaders, managers, and supervisors better recruit, train, engage, develop and retain the best young workers today. After this program, participants will be better able to:

• Understand the attitudes and behavior of Generation Y employees.
• Attract and select the best Generation Y employees when recruiting.
• Get new Generation Y employees on board and up to speed.
• Help GenYers learn and grow in their jobs.
• Help GenYers work smarter, faster, and better.
• Teach GenYers to understand where they fit in the organization, how to better manage themselves, and how to be managed.
• Teach GenYers to deliver better customer service.
• Reduce turnover among high performing GenYers and increase voluntary turnover among low-performing GenYers.
• Prepare the best GenYers to assume management responsibilities.

LEADERSHIP DEVELOPMENT
New Leaders: Developing the Next Generation
Dozens of best practices to help your leaders, managers, and supervisors get much better at developing new leaders among the next generation of employees. After this program, participants will be better able to:

• Build relationships of trust and confidence the very best among today’s young talent.
• Retain the very best among today’s young talent.
• Cultivate the leadership potential of the very best young talent.
• Help new young leaders take on and carry out supervisory, management and leadership responsibilities.
• Help new young leaders learn the basics of supervision, management and leadership.
• Help new young leaders steadily improve their supervisory, management, and leadership skills.

HUMAN CAPITAL MANAGEMENT
Winning the Talent Wars®: Staffing Strategy, Recruiting, Rewarding, and Retaining
Dozens of best practices to help your leaders, managers, and supervisors get much better at the strategies and tactics of maximizing human capital. After this program, participants will be better prepared to:

• Develop strategies and tactics to meet staffing challenges.
• Plan an effective employee recruiting campaign.
• Improve employee selection practices.
• Build a cutting-edge employee orientation program.
• Set priorities for training and development of employees.
• Strengthen performance management systems.
• Tie rewards and incentives more closely to performance.
• Increase the retention of high-performers and turnover of low-performers.
• Implement a knowledge-transfer process.