Last week Bonnie was in Pasco, WA hosting a supervisor training for Syngenta, a leading organization in the agricultural industry.
Last week Bonnie was in Pasco, WA hosting a supervisor training for Syngenta, a leading organization in the agricultural industry.
Bonnie Cox and Paul MeshankoAttendees received a real treat this year with Paul Meshanko as their main keynote speaker with his presentation, The Respect Effect. Combining neurology, real-life examples, and memorable take aways, Paul nailed the importance of respect and why it needs to exist in order to have a healthy and productive work environment. If you want more information about Paul or his upcoming book visit his website.
This year, we were excited to also be invited as a session speaker and give our presentation, Increasing Productivity through Motivation, to a great HR audience. We know that most of the time, HR professionals are the ones dealing with employee complaints and problems of turnover, absenteeism, and people mentally checking out on the job. We wanted to equip HR professionals with the tools they need to motivate employees so that they are engaged and productive.
Interacting with the attendees is always our 
Bonnie Cox presenting at HR Starfavorite part of the conference. We love answering questions, hearing stories, and connecting with people who care about their employees.
We also love attending HR Star conferences because it’s a wonderful resource for HR professionals in any industry. PLUS, they are free, allowing even companies or organizations with tighter budgets to still encourage their workers to cultivate their strengths and learn new ways to make work environments safe, encouraging, and productive.
That’s why we are so excited to also be speaking at the HR Star Conference in San Francisco on July 18th! If you want more information go here or email us. We hope to see you there!
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Bonnie Cox has been selected to present one of her highly anticipated keynote, Increasing Productivity Through Motivation, at this year HR Star Conference in Los Angeles! At this Conference, HR Superstars come together to share their secrets and insight into the complex world of human resources. We hope to see you there!!
INCREASING PRODUCTIVITY THROUGH MOTIVATION
As an HR Professional, you get left holding the bag when employee relationships don't work out: handling complaints, turnover, absenteeism, unionization attempts, and other non-productive work related issues.
The goal of this workshop is to equip HR Professionals with the tools necessary to develop an employee motivation and engagement program that moves employees from a "have to do" mindset to a "want to do" mindset. Failure to establish a trusting and motivating environment can cause people to retire on the job, but never leave the workforce: resulting in increased costs, increased waste, lower productivity, and lower competiveness. This workshop focuses on cost-effective solutions to increased productivity through employee motivation and engagement.
Participants will learn the purpose identifying and implementing "internal" types of motivation to engage their workforce. Internal motivations provide expectations, purpose, and align with the corporation's goals. This workshop also looks at how motivators may differ with regards to generations, Maslow's hierarchy of needs, personality/communication styles, and manager behaviors.
What: 2012 HR Star Conference
When: Wednesday, February 29, 2012. 9:00am-4:30pm
Where: Los Angeles Convention Center
For More Information Visit: http://www.hrstarconference.com/la/
Or Contact us at info@powertraining.biz!
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]]>We invite you to experience all that PTI has to offer by taking advantage of these great holiday savings. If you have any questions or would like to discuss how your friends at Power Training Institute can help you and your business, feel free to contact us at any time!
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Many learning experts agree that companies who invest in training their employees are more profitable. They are more engaged, more productive, more focused – and produce greater results. It goes without saying that companies who do not invest in their people are less profitable.
Think of it this way: Many employees have not been inside a classroom for over 20+ years. The skills they learned "way back then" are obsolete today. That means that their skills and knowledge are outdated. What is that doing to your bottom line?
So as we hear into 4th Quarter, we are recommending a paradigm shift. A shift in thinking from "We can't afford to train our people," to "We can't afford NOT to!"
Call us today to set up a professional development training program for your team. 1-866-456-7824.
]]>San Francisco topic: "The Magic of the Face-to-Face Performance Appraisal"
Cleveland topic: "Accountability: Getting Employees to Own Results!"
Copies of the presentations can be ordered from: info@powertraining.biz
Braden Albert, President of HR Star, 
does an absolutely spectacular job of putting on a great FREE Conference for HR Professionals.
http://www.hrstarconference.com/
If you have not yet attended one, don't miss out next time! Check it out and join us!
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Then I recently found an impressive article at AMA.org's site which I'm reposting here for your enjoyment.
Posting Date: July 07, 2011 
By: Dennis Reina, Ph.D. and Michelle Reina, Ph.D.
The 2010 movie The King’s Speech won multiple awards as well as the hearts of moviegoers everywhere. On a basic level, the film presents a compelling personal story of the England’s Duke of York’s triumph over a debilitating stammer. However, it is also an inspirational example of what it takes to rise above obstacles and step up to leadership in the service of a cause greater than oneself.
The Duke, (called Bertie by his family) was second in line to the British throne. He suddenly found himself in his country’s top leadership role when his father, King George V, passed away and his brother, the Duke of Windsor, abdicated the throne to marry the American divorcée Wallis Simpson. As king, the Duke would have to face his most dreaded fear: public speaking.
The newly crowned King George VI worked tirelessly to overcome his stammer and lead and reassure a nation on the brink of World War II. How did George VI literally find his voice to speak to his people? By reluctantly asking for and accepting the help of someone lower in social status than he—a “commoner” voice coach named Lionel Logue. Although he worked hard to overcome his stammer, he could not do it alone; he needed expert advice and support—the very support that as a monarch, he felt he should not need.
If you’re like most leaders you, too, struggle with asking for and accepting the help you might need to perform to your highest potential. You may think that you should be able to go it alone—that asking for help will be seen as a sign of weakness. Yet, in failing to receive support, odds are, you are depriving yourself—and your organization—of your true greatness.
Believe this: accepting support isn’t a sign of weakness. It’s a sign of courage and strength. Only strong, self-aware leaders can size up a situation and see, realistically, what they can or cannot face alone. What’s more, only then can they embrace, as King George VI ultimately did, their own “human-ness.”
Like Bertie, you may have some instinctive reactions to the idea of approaching others for support. In our own work with leaders, we find that there are at least three common barriers to their asking for and getting the input they need.
Based on our own work with leaders, we have identified the following four common arguments against asking for help (each one confronted by the King George VI himself) along with suggestions on how to deal with each:
1. “I’m the leader here—I can’t let on that I need help.”
Your people want and need you to lead. So, if asking for, and accepting, help will enable you to be a better leader, it’d be a smart move on your part to do it. What’s more, by example, you’d be letting others in the organization know it’s okay to ask for help—to acknowledge their “human-ness” and accept assistance. As a result, relationships would deepen, trust and respect would grow, and people would be better able to give their very best to the business.
2. “I don’t want to open myself up to being vulnerable.”
If playing it close to the vest is your default, then first seek to understand your immediate world. Ask questions to learn who the people around you really are, where they’re coming from, and what their true intentions might be. The more you know, the less vulnerable you’ll feel. Ultimately, you’ll open yourself up to the trusting, supportive relationships you need to succeed.
3. “I don’t know who I can trust.”
Feeling uncertain about whom you can really trust and depend on is normal, even legitimate. So, at first, select just one or two people and start slowly with small, safe steps. Set clear expectations. Lay out the ground rules. And make specific agreements to help you stay on track. Give people a chance to earn your trust and, odds are, you’ll reap valuable rewards.
4. “I want to be a strong leader, but that has nothing to do with my personal life.”
You’re a whole person, and your success comes from the sum of all your experiences. Additionally, as a leader, your ability to build and rebuild trust with others has a lot to do with how you’ve dealt with situations of broken trust in your own life. If you don’t want to “go there” with people within your organization, look for someone on the outside—your own Lionel Logue.