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Products are filtered by different dates, depending on the combination of live and on-demand components that they contain, and on whether any live components are over or not.
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  • Contains 3 Component(s), Includes Credits

    Managers have some tasks that they need to do, but their primary job is to make sure that others are doing what they have been assigned to accomplish the mission and goals of the organization. Effective managers know what responsibilities to delegate to allow themselves time to plan, to collaborate with others in the organization, and to monitor the performance of their employees, making sure to give them adequate feedback and development opportunities. Delegation and Empowerment are both very useful management tools and techniques.

    Managers have some tasks that they need to do, but their primary job is to make sure that others are doing what they have been assigned to accomplish the mission and goals of the organization. Effective managers know what responsibilities to delegate to allow themselves time to plan, to collaborate with others in the organization, and to monitor the performance of their employees, making sure to give them adequate feedback and development opportunities. Delegation and Empowerment are both very useful management tools and techniques. 

    Empowering team members are really the process of delegating decision-making authority and responsibility to them. Empowerment is a way to give employees greater authority and responsibility to take care of the needs of the customer and to provide employees with the means for making influential decisions.

    Delegating, as a coaching tool, is the act of assigning and entrusting assignments and responsibilities to others. When leaders empower their employees, those employees are able to take on greater responsibility and authority. In order to do so, employees must be given the resources to make this happen.

    Learning Objectives:

    1. Ways to prepare for delegating
    2. When and what tasks should you delegate or not delegate
    3. Empowering your employees to be ready for new or increase responsibility
    4. Engaging others in goal setting and team building

    TARGET AUDIENCE:

    • Employees who have been promoted or transitioned to a leadership role, with limited management experience

    CEU- 1.75

    1. Assisted Living Manager

    Fees are per person

    LifeSpan Member: $35.00

    Nonmember: $50.00

    This program is sponsored by The Beacon Institute. This course is approved for 1.75 continuing education.

    Assisted Living Manager

    This program is approved by the Office of Health Care Quality for continuing education for assisted living managers.

    There is no refund for On-Demand programs

    .

  • Contains 3 Component(s), Includes Credits

    Communication is the process by which people create and share information and ideas with one another in order to reach mutual understanding and get things done. Effective communication is the foundation of positive and cooperative working relationships. Managers and supervisors have positions as leaders in their workplace and need to be able to communicate effectively with employees, colleagues, and upper management.

    Communication is the process by which people create and share information and ideas with one another in order to reach mutual understanding and get things done. Effective communication is the foundation of positive and cooperative working relationships. Managers and supervisors have positions as leaders in their workplace and need to be able to communicate effectively with employees, colleagues, and upper management. 

    Communication skills – whether verbal or written – are core competencies expected in virtually any position within the workplace. The ability to communicate with employees at every level in the organization is especially important for supervisors who want to improve department operations and the performance and productivity of the employees under their supervision.

    The objective of this training session is to help managers and supervisors build more effective communication skills. At the end of the training session, trainees will be able to:

    Learning Objectives:

    1. Learning effective communication, being persuasive and assertive
    2. How to effectively Communication with different people
    3. Effective listening skills

    TARGET AUDIENCE:

    • Employees who have been promoted or transitioned to a leadership role, with limited management experience

    CEU- 1.75

    1. Assisted Living Manager

    Fees are per person

    LifeSpan Member: $35.00

    Nonmember: $45.00

    This program is sponsored by The Beacon Institute. This course is approved for 1.75 continuing education.

    Assisted Living Manager

    This program is approved by the Office of Health Care Quality for continuing education for assisted living managers.

    There is no refund for On-Demand programs.

  • Contains 3 Component(s), Includes Credits

    A promotion is a great thing—new title, new responsibilities, unlimited power (well, maybe not that last one). But when a career boost moves you to a position in which you’re managing your former peers, things can get tricky. The transition to a leadership role can be overwhelming. And if you are being promoted to a leadership position for the first time, you deal with the challenges of change and insecurity. Learn how to understand and define your new role as an effective leader.

    A promotion is a great thing—new title, new responsibilities, unlimited power (well, maybe not that last one). But when a career boost moves you to a position in which you’re managing your former peers, things can get tricky. 

    The transition to a leadership role can be overwhelming. And if you are being promoted to a leadership position for the first time, you deal with the challenges of change and insecurity. Learn how to understand and define your new role as an effective leader. 

    All novice leaders should know that management skills can be acquired over time through patience, humility, and commitment to learning. It is essential to adopt a mindset of a leader who is adaptable to change and is willing to develop skills in communication and coaching. And they need to promote a collaborative work environment of accountability.

    Learning Objectives:

    1. Understanding the leadership role
    2. Redefining relationships
    3. Keys to successful leadership
    4. How to make the transition from buddy to boss

    TARGET AUDIENCE:

    • Employees who have been promoted or transitioned to a leadership role, with limited management experience

    CEU -- 1.75

    1. Assisted Living Manager

    Fees are per person

    LifeSpan Member: $35.00

    Nonmember: $45.00

    This program is sponsored by The Beacon Institute. This course is approved for 1.75 continuing education.

    Assisted Living Manager

    This program is approved by the Office of Health Care Quality for continuing education for assisted living managers.

    There is no refund for On-Demand programs.

  • Contains 12 Component(s), Includes Credits

    Ask anyone on the management team and they will tell you the most challenging experience of their career was their first promotion to leadership. It can be overwhelming to deal with the change and uncertainty that come with the promotion from peer to leader. It is an adjustment for everyone, and it can create tension, resentment, and resistance. This webinar can help you manage the difficult transition more effectively and create the kinds of relationships with your employees that guarantee your success as a leader and that of your team. The session will also focus on achieving a better understanding of your new role, how to handle challenges such as absenteeism, employees with performance or attitude issues, how to juggle multiple tasks, and building a rewarding relationship with employees, co-workers, and your supervisor.

    Ask anyone on the management team and they will tell you the most challenging experience of their career was their first promotion to leadership. It can be overwhelming to deal with the change and uncertainty that come with the promotion from peer to leader. It is an adjustment for everyone, and it can create tension, resentment, and resistance.  This webinar can help you manage the difficult transition more effectively and create the kinds of relationships with your employees that guarantee your success as a leader and that of your team. The session will also focus on achieving a better understanding of your new role, how to handle challenges such as absenteeism, employees with performance or attitude issues, how to juggle multiple tasks, and building a rewarding relationship with employees, co-workers, and your supervisor.

    PART 1 -- So, You’re Moving on Up. What Now?: Understanding Your New Role

    A promotion is a great thing—new title, new responsibilities, unlimited power (well, maybe not that last one). But when a career boost moves you to a position in which you’re managing your former peers, things can get tricky. 

    The transition to a leadership role can be overwhelming. And if you are being promoted to a leadership position for the first time, you deal with the challenges of change and insecurity. Learn how to understand and define your new role as an effective leader. 

    All novice leaders should know that management skills can be acquired over time through patience, humility, and commitment to learning. It is essential to adopt a mindset of a leader who is adaptable to change and is willing to develop skills in communication and coaching. And they need to promote a collaborative work environment of accountability.

    Learning Objectives:

    1. Understanding the leadership role
    2. Redefining relationships
    3. Keys to successful leadership
    4. How to make the transition from buddy to boss

    PART 2 -- Communication Skills of Successful Supervisors
    Communication is the process by which people create and share information and ideas with one another in order to reach mutual understanding and get things done. Effective communication is the foundation of positive and cooperative working relationships. Managers and supervisors have positions as leaders in their workplace and need to be able to communicate effectively with employees, colleagues, and upper management. 

    Communication skills – whether verbal or written – are core competencies expected in virtually any position within the workplace. The ability to communicate with employees at every level in the organization is especially important for supervisors who want to improve department operations and the performance and productivity of the employees under their supervision.

    The objective of this training session is to help managers and supervisors build more effective communication skills. At the end of the training session, trainees will be able to:

    Learning Objectives:

    1. Learning effective communication, being persuasive and assertive
    2. How to effectively Communicate with different people
    3. Effective listening skills

    PART 3 -- Delegation and Empowerment
    Managers have some tasks that they need to do, but their primary job is to make sure that others are doing what they have been assigned to accomplish the mission and goals of the organization. Effective managers know what responsibilities to delegate to allow themselves time to plan, to collaborate with others in the organization, and to monitor the performance of their employees, making sure to give them adequate feedback and development opportunities. Delegation and Empowerment are both very useful management tools and techniques.

    Empowering team members is really the process of delegating decision-making authority and responsibility to them. Empowerment is a way to give employees greater authority and responsibility to take care of the needs of the customer and to provide employees with the means for making influential decisions.

    Delegating, as a coaching tool, is the act of assigning and entrusting assignments and responsibilities to others. When leaders empower their employees, those employees are able to take on greater responsibility and authority. In order to do so, employees must be given the resources to make this happen.

    Learning Objectives:

    1. Ways to prepare for delegating
    2. When and what tasks should you delegate or not delegate
    3. Empowering your employees to be ready for new or increase responsibility
    4. Engaging others in goal setting and team building

    PART 4 -- Implementing Accountability Guidelines & Performance Standards
    Driving and holding people accountable for their job responsibilities, goals, and projects, it’s most likely the most difficult managerial responsibility across the board. Some managers are good at it; most however are not. It’s the one area of every manager’s performance that if he or she could do it really well, the rest of the job would become much more enjoyable.

    As managers, dealing with employees is where the most time and effort is spent. This is why so many managers work late or come in early, because they seek that “quiet time” when they can actually get work done. Managers can’t get work done during the normal business hours because they are constantly fighting fires — perhaps dealing with employees who don’t show up on time, can’t effectively deal with each other, or are under-delivering on job responsibilities. As a result, managers constantly find themselves troubleshooting, looking for solutions, or just plain doing their work for them.

    If you were to leverage one management capability — the ability to drive and hold people accountable — a targeted lift here can produce the most significant improvement to the company, business results, and workplace culture. If there is one place to spend your training dollars this year, this is the one manager need most. With just a few critical skills, you can effectively leverage dramatic performance improvement across the board.

    Learning Objectives:

    1. Clarifying job responsibilities and expectations.
    2. Developing employee capabilities to their fullest extent through effective feedback and coaching.
    3. Provide performance feedback early and often and make consequences and rewards clear
    4. Establish collective values and objectives


    TARGET AUDIENCE:

    1. Employees who have been promoted or transitioned to a leadership role, with limited management experience.


    CEU- 7.0 (Total)

    1. Assisted Living Manager

    Fees are per person

    LifeSpan Member: $130.00

    Nonmember: $150.00

    This program is sponsored by The Beacon Institute. This course is approved for 7.0 (Total) continuing education.

    Assisted Living Manager

    This program is approved by the Office of Health Care Quality for continuing education for assisted living managers.

    To obtain a certificate, participants are required to pass a short quiz after each session. Number of questions and points to pass vary per session | Unlimited attempts 

    Please disregard the "Attendance Code" at the end of the recording. Attendance Codes are used to obtain certificates after live webinars  

    There is no refund for On-Demand programs.

  • Contains 6 Component(s), Includes Credits

    Women are finally well represented in supervisory and management positions in most organizations across the country. Yet, despite the tremendous advances over the years, many continue to find themselves facing tough challenges as leaders and managers. From getting mixed messages and mixed reactions, all too often, they get mixed results when leading others. That’s why this leadership training opportunity for women has been designed to build on a woman’s inherent talent and strengths. The skills you learn in this four-part webinar series will help you become more effective, more confident and more successful as a leader. You’ll learn with other professional women in healthcare and leave motivated and armed with must-have leadership tools that make an immediate impact while becoming a highly effective, inspiring leader that others will follow.

    Women are finally well represented in supervisory and management positions in most organizations across the country. Yet, despite the tremendous advances over the years, many continue to find themselves facing tough challenges as leaders and managers. From getting mixed messages and mixed reactions, all too often, they get mixed results when leading others.

    That’s why this leadership training opportunity for women has been designed to build on a woman’s inherent talent and strengths. The skills you learn in this four-part webinar series will help you become more effective, more confident and more successful as a leader.

    You’ll learn with other professional women in healthcare and leave motivated and armed with must-have leadership tools that make an immediate impact while becoming a highly effective, inspiring leader that others will follow.

    Learning Objectives

    1. Establish your leadership image by coming across as authoritative, self-possessed, and in control
    2. Gain respect through your words, actions, and judicious "use of power"
    3. Improve your decision-making and problem-solving skill
    4. Shatter the old cliché of the "aggressive" woman (compared to the "assertive" man)
    5. Motivate and mentor: you and your team will reap the benefits
    6. Tap into the realities of power, politics, and leadership to cultivate and use your influence
    7. Lead in times of crisis by keeping your cool — and seeing that others keep theirs
    8. How to recognize and eliminate behaviors that hinder your success
    9. How to address conflict promptly and directly — like a leader
    10. How to push back diplomatically when requests and deadlines are unreasonable

    PART I -- Demonstrating Value as a Leader: See yourself — and be Seen by Others — as a Leader 

    1. The characteristics of effective leaders in the 21st century workplace (Hint: they're not what they once were)
    2. What women bring to the leadership role: a look at our unique contributions
    3. Bossy… moody… emotional… overcoming the labels women sometimes gets saddled with
    4. Define your leadership identity and its effect on others
    5. How to strip back the layers, create your own personal brand and let it blossom?
    6. Honestly assess where you need improvement — even small changes pay big dividends!
    7. Countering gender bias: tips…and a few warnings

    PART II – Discover and Strengthen Your Leadership Style: Develop All the Right Stuff 

    1. How to identify your own unique leadership style and use it to your advantage
    2. Emotional Intelligence: its role in leadership, and why many women have a natural edge here
    3. A look at personality traits and how they affect leadership style
    4. Stop trying to “fit in” — the benefits of being who you naturally are
    5. Understanding your leadership style and how to play into your strengths and downplay your weaknesses
    6. How to separate being liked from being respected
    7. How to take credit for your accomplishments without bragging
    8. Increasing your visibility: How to overcome the double bind women often find themselves in
    9. How to stop talking too fast, apologizing, over-explaining — and making other credibility-robbing mistakes

    PART III -- Develop High-Impact Communication Skills: Always communicate purposefully and meaningfully (February 21, 2020)

    1. The nervous presenter — how to stay calm when presenting ideas to top management and let your natural expertise, professionalism, and style show through
    2. Hints to help you shatter the old cliché of the aggressive woman and assert yourself without seeming pushy
    3. How really listening can make you a much better leader
    4. How to be heard in meetings: Pounding the table won’t work, but these tips will
    5. How to accept responsibility for a mistake and put a positive spin on it
    6. Communication breakdown: If you can’t get your message across, how can anyone act on it?
    7. How to astutely “read” an individual or group and adapt your communication style accordingly
    8. Emotional intelligence in action! 5 tips you’ll use every day
    9. How to get over pre-presentation nervousness and speak comfortably before groups of any size
    10. How to courteously but firmly take back the floor in meetings when interrupted
    11. How to say “no” when appropriate — without sounding like the “Queen of Mean”

    PART IV: Turn Around Challenges and Become an Opportunity-Driven Leader: Lead Your Team Successfully (February 28, 2020)

    1. How to disagree without being negatively labeled behind your back
    2. Conflict: Fight or flight? Here’s a better option
    3. When disagreements arise…step into a leader’s role by adopting these 3 behaviors
    4. How to appear immune to cruel words, potshots and personal attacks (even when you’re not)
    5. When it’s okay to show emotions, when to rein them in and how to tell the difference
    6. Dealing with hotheads, know-it-alls and other difficult characters: Is your leadership showing?
    7. Relationship-building skills that will rally your troops, boost morale, and get people to trust and respect one another
    8. Simple techniques that bring out the best in your team members
    9. Praise, rewards, and recognition — how to show you value your team members and encourage them to perform at their peak

    TARGET AUDIENCE:

    1. Female leaders, supervisors and managers

    CEU- 6.75

    1. Assisted Living Manager

    Fees are per person

    LifeSpan Member: $130.00

    Nonmember: $150.00

    An attendance/validation code is required in order to print your certificate. The attendance code is distributed at the end of each webinar. Attendees are required to enter the code before they can print the certificate. 

    This program is sponsored by The Beacon Institute. This course is approved for 6.75 continuing education.

    Assisted Living Manager

    This program is approved by the Office of Health Care Quality for continuing education for assisted living managers.

    There is no refund for On-Demand programs.