- Millersville University Certificate Program
- Core Management/Leadership skills
- Target Audience: New Supervisors/Managers, or those being groomed for leadership positions from both the public and private sector.
- Public Sector Candidates: Will earn 56 contact hours towards their CPM certification
- Private Sector Candidates: Will earn 4 CEUs (40 hours) because the Opening Retreat is NOT REQUIRED
***Would You like to have your Leadership Development Program endorsed by the PA CPM program? Click Here to Become a PA CPM Affiltate ***
PACPM101: CPM Opening Retreat (2 day conference... ONLY REQUIRED for CREDIT toward CPM Program) Topics to include: Academy Overview, DiSC Personality Profile Preview, Essential Skills of Communicating and Action Planning Template Overview
PACPM102: The Essential Leader
- Base your discussions about performance and work habits on your team members' behavior rather than their personalities or attitudes.
- Involve your team members in goal setting, solving problems, and making decisions.
- Understand and interpret change and the impact on your team members.
- View change and the anxiety it can cause team members as natural and inevitable.
- Assist your team members as they adjust to change.
- Involve team members in the process of change.
- Help your team members make the change.
- Follow up on the initial meeting to make sure adjustment to the change is going as planned.
PACPM103: The Essential Communicator
- Understand the importance of effective delegation as well as the problems associatedwith the lack of delegating or delegating poorly.
- Communicate both the need for and the “why” of every delegated assignment and task.
- Use delegation to improve your team members’ skills.
- Establish a team member's responsibility and authority for a delegated task.
- Regularly monitor progress through feedback and review.
- Understand the importance of framing all communication with your manager in terms of his/her self-interest.
- Enter meetings with your manager armed with a well thought-out and clearly stated objective.
- Clearly link your objective with facts that support your plans and goals.
- Work with your manager to uncover any questions or reservations he/she may have concerning your message.
- Move conversations toward agreement using questions that focus on benefits to be gained when your objective is reached.
PACPM104: The Essential Performance Manager
- Define goals, objectives, and performance standards.
- Identify and set performance standards that are SMART, using concrete active language.
- Involve team members in creating their own individual performance standards.
- Negotiate to develop performance standards for team members that address both desired results and team members's capabilities.
- Monitor your team member's progress toward their goals by holding individual review meetings.
- Base assessments on facts and behavior.
- Use positive feedback to motivate team members.
- Gain team member participation in assessment.
- Gain team member commitment to the change needed to improve performance.
PACPM105: The Essential Mediator
- Distinguish between the two major sources of team member conflicts: personalityclashes and work structure problems.
- Be aware of the positive and negative impacts of conflicts.
- Accept conflict as an inevitable part of all work situations, one that must be dealt with, not ignored.
- Establish a cooperative atmosphere to resolve conflicts when they arise.
- Help individuals involved in conflicts understand each other’s point of view.
- Lead them to agree on the facts and a solution.
- Understanding why all team member complaints must be dealt with rather than ignored or dismissed.
- Be more sensitive to all the problems-major or trivial, real or imagined-that can lie behind complaints.
- Understand techniques used to determine underlying problems, which are not always the same as those the team member thinks are responsible for his/her difficulties.
- Use various techniques to solve such problems while maintaining a positive relationship with the team member.
PACPM106: The Essential Talent Manager
- Describe the scope and severity of the talent shortage.
- Calculate the costs of attrition.
- Identify attrition risks that currently exist within your own team.
- Identify what motivates your team members and how to build their commitment.
- Use the STARS Model to identify specific retention practices you can personally apply with your team members.
- Conduct a discussion with your team members to surface retention needs.
- Intervene when you see “early warning signals” exhibited by your team members.
Total Investment for all 6 Courses: $1600.00