Does your organization need Anti-Discrimination Training to satisfy an EEOC Claim? Or, is your organization looking to avoid an EEOC claim?
We can help! GPBG, in collaboration with Tiffany Vinje of Vinje Law Firm, has developed and executed an EEOC-approved Interactive Anti-Discrimination Training. This training has been used to help organizations satisfy their EEOC Conciliation Agreement and to help organization's avoid future EEOC Claims.
This training is for any organization that must comply with Title VII (15 or more employees), the Americans with Disabilities Act, ADA, (15 or more employees), and/or any other statue an organization must be in compliance with that is enforced by the EEOC.
The purpose of this Interactive Anti-Discrimination Training is to educate both management and non-management employees on Title VII, the ADA, and any other law enforced by the EEOC or North Dakota Department of Labor, including the employer's obligation to provide reasonable accommodation under the ADA. The training also covers specific training for management employees about their responsibilities for addressing requests for medical and pregnancy leave and accommodation consistent with the ADA.
Our training also covers the North Dakota Human Rights Act which is enforced by the North Dakota Department of Labor.
The training includes a detailed section on Sexual Harassment training.
It is a best practice to have your organization's Management staff review the Anti-Discrimination training on an annual basis.
The Anti-Discrimination Training can be done on-site, at your location in-person, virtually, or a combination of in-person and virtual.
To schedule your organization's Interactive Anti-Discrimination Training, complete the form on our CONTACT US page, or call our offices at 701-258-0039.
The Five Behaviors of a Cohesive Team™ has a simple goal: To help people discover how to build a truly cohesive and effective team. Based on Patrick Lencioni’s internationally best-selling leadership fable The Five Dysfunctions of a Team, this assessment-based program focuses on putting The Five Behaviors™ model into practice. We help your teams achieve greater effectiveness and productivity.
A productive, high-functioning team:
The Five Behaviors program utilizes workplace personality assessments to help participants understand the personalities on their team and how they can effectively work together.
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In today’s challenging business environment, complex human resource situations can distract business owners and managers from their core business. Poor performance, unengaged, distracted employees, and overwhelmed managers often follow when human resource issues strain the organization.
An Independent Contractor HR Business Partner for Long-Term Success
Organizations faced with these challenges can now access higher level talent without the ongoing costs of an experienced, full-time HR executive. The ongoing cost of an independent contractor HR Business Partner can be as low as 1/4 that of a full-time HR executive.
Valuable Insight, Improved HR Service Delivery
Small companies need strong human resource management every bit as much as large companies. The problem is justifying the high salary and benefits of an experienced HR resource. Additionally, the smaller company probably does not have a daily need for this higher level of expertise.
Small businesses can gain valuable human capital insight & resources by partnering with an experienced HR professional on an independent contractor basis. GPBG Employer Advisers takes the time to understand your business and provide this insight in a cost-effective manner.
Contracting an HR Business Partner for Real Value
Let us add real value to your organization by:
Great Plains Benefits Group, Inc. – Employer Advisers offers Human Resource services to assist small to midsize companies in implementing and engaging processes to support their growing employee population and resource needs. We are Human Resources experts that can support your company’s needs, including:
NEW EMPLOYEE ORIENTATION & TRAINING
Introducing the employee via orientation, initiating training, and setting expectations for success.
EMPLOYEE DEVELOPMENT
Reviewing employee performance, identifying strengths and training needs, measuring results, preparing career paths.
HUMAN RESOURCES COMPLIANCE
Introducing the necessary processes to comply with legal requirements such as FMLA, Harassment, and Immigration. Educating supervisors on their individual responsibilities.
Employee Handbooks – Our employee handbooks have been utilized in many organizations and can be customized for your company’s vision, values, and policies.
COMPANY GROWTH
People want to work in a supportive, accountable atmosphere of employee recognition, reward, flexibility, commitment, alignment, and communication.
TRAINING PROGRAMS
Identifying training needs, selecting training programs, and delivering training programs to develop the management team or educate the employees such as Behavioral Interviewing for Hiring Managers, Legal Responsibilities of Managers, Building Relationships, Empowering Career Success, and Stages of Team Development; Training sessions increase overall organizational morale.
LEADERSHIP DEVELOPMENT
Could your organization benefit from 1) Executive and Leadership Coaching; 2) 360 Leadership Assessments from surveying Board members, management, peers, subordinates for a balanced picture of your leaders’ strengths and developmental areas in 23 management competencies; and 3) Job Shadowing with Feedback report?
Let's continue this discussion:
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Humans are creatures of emotion, not logic. It is common and natural to get defensive when a person is criticized for decisions or mistakes made, regardless if they feel they were wrong in their choices or not. When people are criticized, they strive to justify themselves in retaliation of their now wounded pride and sense of importance. No matter how "constructive" this criticism may be, it still stings and leaves the person resentful towards the criticizer. This first principle of part one talks about taking a different approach to criticizing, which says that instead of condemning people, we should try to understand them. We should try to figure out why they did what they did. This method breeds tolerance, sympathy and kindness. We should try to see the situation from their point of view and be kind in our response to their action.
An example the book used is about a man named George B. Johnston, a safety coordinator for an engineering company. One of his responsibilities was to makes sure the employees were wearing their hard hats when on the job in the field. When Johnston would come across workers not wearing hard hats, he would remind them with a lot of authority of the rule and tell them that they have to put on their hard hats. The employees would bitterly listen to him, but after Johnston left, they would often remove their hats again. Johnston decided to try a new approach where he would sympathize with his employees, asking them if the hats were uncomfortable or not the right size. He would then remind them in a pleasant tone that the hats were designed to protect them from injury and suggested the hats always be worn on the job. The result was increased compliance to the rule, and no one resented him or was emotionally upset.
Dr. John Dewey, one of America's most profound philosophers, said the deepest urge in human nature is the desire to feel important. This is the desire that led Lincoln to study law books, the desire that inspired Dickens to write his novels, the desire that made Rockefeller amass millions of dollars. This is a desire to feel immense self-worth and high self-esteem. What better way to raise self-esteem than receiving sincere appreciation?
I can tell you from personal experience that when a manager gave me an honest compliment for a job well done, I felt very good about my work and strived to exceed my expectations. On the other hand, when a manager focused on criticizing me for any simple mistake they could notice and neglected the things I excelled at, I felt lesser of myself and gave up on trying to do well. I didn't feel I was appreciated, and I didn't care to impress the higher positions. I actually did less work out of anger from their lack of appreciation for the hard work I was putting in.
We want to appreciate people, not flatter them. The difference? Appreciation is sincere while flattery is insincere. Only show appreciation when you mean it. If you're paying someone a compliment just because you think it will help win them over, they will pick up on it and it will not help you out. The difference is easily recognizable. While appreciation is admired, flattery is condemned.
This principle talks about focusing more on what others want, instead of what you want. The chapter opens up humorously, saying, " I often went fishing up in Maine during the summer. Personally I am very fond of strawberries and cream, but I have found that for some strange reason, fish prefer worms." This analogy is to show that if you want the fish to bite, you have to bait the hook in their favor. We should look at the situation from the other person's point of view as well as our own. If we are trying to sell someone on an idea, service, product, etc., we should see it from their angle and express how they will benefit from what we have to offer.
The book tells of a story about a child that was underweight and refused to eat properly. The parents took the usual method and tried to scold and nag their child. "Mother wants you to eat this and that." "Father wants you to grow up to be a big man." When the father realized his son would not listen to his viewpoint, he asked himself, "What does that boy want? How can I tie up what I want to what he wants?" The father knew his son loved to ride his tricycle, and that every day, he encountered a bully a few doors down the street who would pull the little boy off the tricycle to ride it himself. The father explained to the child that he would be able to wallop the daylights out of the bigger kid someday if he would only eat what his mother wanted him to. There was no longer an issue with the child's diet. The boy would eat anything to be big enough to whip the bully that was humiliating him so often.
"Fundamental Techniques in Handling People" is part one of four in Dale Carnegie's book How to Win Friends and Influence People.
How to Win Friends and Influence People is a very famous book first published in 1937 by Dale Carnegie. Carnegie was a college professor who taught courses in Effective Speaking and Human Relations. After searching for years for a practical textbook to use in his courses, and not finding one, Carnegie took it upon himself to write his own. How to Win Friends & Influence People is still used as the textbook for these courses today. As Carnegie would have wanted it, the book has been revised multiple times since its initial publishing to better reflect the changes that have taken place in the world since the thirties.
Organizations across the country like yours are dealing with skyrocketing health care costs, ever changing compliance mandates, evolving HR administration needs and employees who are asking for more out of their employers than ever.
Our services help you develop a foundation for success, and guide your overall strategy to ensure benefit plan prosperity with the following services:
Our benefits consulting services can be integrated with our HRIS technology and payroll services, which when combined can deliver the best value for your health plan spend, eliminate your burdensome administrative processes and enhance your employees' engagement.
Fill out the form below and John or Roger Krueger will be in touch with you shortly ?
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The bumper stick was correct; sometimes in life and in business, “Stuff Happens,” sometimes employees do things that we did not expect or anticipate. (See picture for appropriate reaction.)
Included in GPBG’s full suite of HR Solutions is “on-demand” access to GPBG HR professionals. We will be available 24/7 by telephone, and can also be on-site when and if needed.
We will be your HR Department, handling on-site activities such as:
When, not if, something happens that you the employer did not expect: we will be at your side, making sure that all of your “t’s” are crossed and “i’s are dotted. The successful entrepreneur understands that “we do not need to possess 100% of the world’s wisdom if we know 20 people with 5% of it.”
Fill out the form below and John or Roger Krueger will be in touch with you shortly ?
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For on-demand WordPress support services go here
Our Payroll Solutions ease and automate the administrative burdens that can frequently take you and your employees away from more important tasks and, in some cases, put your organization at risk.
You’ll be able to welcome new employees with open arms instead of worrying about cumbersome payroll paperwork and concentrate on employee productivity instead of stressing about time and labor compliance mandates.
Our payroll services can be integrated with our benefits consulting and HRIS technology, which when combined can deliver the best value for your health plan spend, eliminate your burdensome administrative processes and enhance your employees' engagement.
Fill out the form below and John or Roger Krueger will be in touch with you shortly 🙂
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Great Plains Benefits Group, Inc. - Employer Advisers provides the services of identifying, assessing, and recruiting corporate officers, executives, and other senior level management positions. We specialize in finding top-level candidates for senior, executive, or other highly specialized positions. This is an employer fee-paid service.
Our clients use us because we are able to find candidates that may not be immediately identifiable in the market. We will help you draft accurate and desirable job descriptions to draw in a pool of qualified candidates. Our services will help you avoid the costs of a bad hire.
(All courses can be delivered On-site, Virtually, or combination of both.)
Attitude & Motivation
Employees will learn to feel confident in their abilities in the workplace, inspire those around them, and therefore boost productivity.
This course can be delivered in either an On-site setting, Virtual setting, or combination of both.
Behavior Styles: How NOT to "take it Personally"
Learn that the "way that you do things" is not the only way; and that's a good thing! This course teaches the participant about their own preferred "manner of accomplishing tasks," and how their colleagues prefer to "get the job done." Armed with that knowledge, your employees will be able to see that their colleagues are not purposely trying to drive them nuts, they're just accomplishing the task in a different way than you would.
This course can be delivered in either an On-site setting, Virtual setting, or combination of both. We would recommend, if it all possible, that this training be done in person rather than virtually.
Conflict Resolution
Train Conflict Resolution techniques to all employees, (supervisor or non-supervisor), in order to: build and foster strong relationships, improve problem-solving skills, reduce tension, and increase understanding.
You can utilize this course with your entire organization, a department or group within your organization, or with specific individuals.
Critical Thinking
Teach employees how to actively and skillfully conceptualize, apply, analyze, synthesize, and/or evaluate information gathered from, or generated by, observation, experience, reflection, reasoning, or communication, to motivate themselves and/or their colleagues/subordinates to accomplish a specific action or outcome.
DISC Assessments
Get an objective, crystal clear picture of how and why you prefer to accomplish things. Learn about how and why your colleagues do things the way that they do. And learn how to adapt your behavior to the style of whomever you will be working with in order to accomplish your desired outcomes.
Effective Communication
Develop your ability to focus on your outcome, tune in to your audience and develop your message for clarity and impact. Your ability to create an environment for open discussion and ongoing dialogue is crucial for communication success. The communications skills covered in this course will increase your ability to exercise choice and control for every type of conversation, influence without authority, and improve quality of relationships and productivity.
Excellence in Customer Service
Learn and practice the skills involved in establishing a genuine customer focus, determining customer expectations, communicating with customers, dealing with difficult customers, and evaluating customer service.
Fostering Trust in the Workplace
Teach employees the impact of trust and mistrust in the workplace. Give employees the means to choose to trust and be trustworthy. When your employees understand and believe that their coworkers have their best intentions in mind productivity and morale will increase on each team and throughout your organization.
Fundamentals of Selling
This course delivers skills and training that will lead to individual sales and organizational success. Comprehensive development of: Sales Negotiations, Strategic Account Management and Business Development, Open Communication and Persuasive Presentations Training and Business Analysis and Goal Setting. The course teaches participants how to understand, develop and shape current relationships, and to seek and develop new opportunities. Additional emphasis is placed on coaching sales professionals how to communicate, present, and negotiate effectively while adding value to client relationships.
Interpersonal Communication
This course is intended to assist individuals in recognizing their own communication styles and how their individual styles differ from the communication styles of others in the workplace. Participants learn skills to communicate and listen effectively and maintain relationships through inspiring trust and giving and receiving feedback.
Interviewing Skills
Prepare participants to successfully interview potential candidates. Teach techniques on asking thoughtful questions. Provide guidelines regarding questions that should not be asked. Run "mock" interviews
S.P.I.N. Selling
Understand the strengths and weaknesses of your present selling style. Be able to describe the psychology of customer needs. Understand how major buying decisions are made. Be able to influence all members of a decision making unit. Demonstrate the key behaviors used by effective salespeople in their verbal interactions with customers. Create a framework for planning sales calls in terms of these behaviors. Practice behaviors that greatly reduce the likelihood of objections. Frequently and objectively measure performance compared with the skilled behavior. Model and create an action plan for continued development of the skills after the program.
Skills for Decision Making
This course trains employees to develop essentials skills needed to define problems, generate solutions, and evaluate alternatives.
Stepping into Supervisory Role
"Yesterday they were my co-workers, today I am their Supervisor...now what?!" We train new supervisors what to expect, what to do, what not to do, and several fundamental truths that they will need as Supervisors if they want to be successful.
Team Creation
Assist Organizations in creating high performing teams that share a common vision and goals; and who collaborate, challenge and hold each other accountable to achieve outstanding results.
Team Development
Using time-tested, scientifically proven assessments we will develop a strong, well-balanced team. We will then teach this team how best to interact and communicate with one another. We will also monitor this team's success over time and make corrections when necessary.
Team Repair
Sometimes teams hit a rough patch or go into a slump. We help organizations repair, re-energize, or reallocate dysfunctional teams.
Please complete the form below. We will be in touch with you within 24 hours. Thank you!!
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