For over 25 years as a workplace litigator, Jathan had a ringside seat to what goes wrong in the employer-employee relationship.  As the founder of a law firm and chief administrative officer of a non-profit organization, he found himself inside the ring.  Now, he trains and coaches managers to avoid the pitfalls and develop employees who are high performing, accountable and add value.  He has turned the teachings from his books, best practices research and years in the ring into lessons that are compelling, interactive, and stick.  Programs include:


“The 8 Deadly Sins of Mismanagement & 8 Leadership Virtues”
People who manage and lead others often trust a natural, intuitive and seemingly self-protective instinct – which is wrong!  This program shows how to convert this instinct (which is to avoid confrontation) into a trigger to do the opposite, thereby improving your effectiveness at leading others, while at the same time reducing your stress and increasing your sense of satisfaction.

Acquire specific communication tools that will improve your effectiveness as a manager and as a leader.

“The Star Profile”
Star Profiles capture the heart of successful supervisor – employee relationships in as few as two sentences.  They cut through the clutter to promote positive, productive and collaborative relationships.

Learn how to create Star Profiles for employees in your organization and why they will improve hiring, retention, promotion, succession planning and performance management.

“The Performance Review – Making It Work For Someone Other Than A Lawyer”
Performance appraisals have long been cross-examination favorites of plaintiff’s attorneys.  By contrast, they haven’t been much good for anything else, such as … performance.  However, this doesn’t have to be so.  Drawing on best practices research, this program shows you what employers have done to make performance reviews good for their employees - and bad for their employees’ lawyers.

Learn steps by which, instead of making you vulnerable to claims, reviews will improve performance and employee relations.

“Jerks at Work & Speed Limit 55”
Every organization can create a work environment centered on dignity, respect and professionalism, one that prevents harassment while improving morale and performance.  Adopting “Speed Limit 55” will not only prevent claims, it will create conditions where all employees feel safe, secure, respected and valued, and hence able to contribute the best of their abilities to your organization’s success.

Acquire a set of tools, steps, and sample policy language that will avoid the three workplace surprises and create a jerk-free zone in your workplace.

“Why Executives Hate HR – and What HR Can Do About It”
The relationship between HR and the C-Suite often goes sideways.  Yet mistrust and antagonism can be replaced by cooperation and respect.  Drawing on best practices research, this program shows how HR can move from “compliance cop” to “compliance coach”, and how it can combine legal compliance, claim prevention and human capital ROI to form a winning strategic partnership with management. 

Develop an approach to interaction by which HR moves from tolerated compliance officer to management’s trusted coach, advisor and partner.

“Soft Skills Save Hard Costs”
When managers and supervisors fail to communicate effectively with their employees, the cost often extends beyond lost productivity.  The failure also causes legal and labor trouble.  This program equips managers and supervisors with the communication tools necessary to prevent such trouble – but without sacrificing performance, accountability or adaptability to change.
       
Develop communication skills that will enable you to maintain high expectations without incurring labor or other workforce trouble.

“Neither Fight Nor Flight – Constructive Conflict Resolution”
Growth is often dependent upon conflict.  Yet conflict can quickly become destructive and cause lasting damage.  This program shows how to handle disagreement in ways that promote trust, understanding and constructive resolution of differences.  Subjects include effective listening skills, confronting the “elephant in the room,” developing greater self-awareness, mediating conflicts of others, the difference between a healing and a “but” apology, and responding to verbal attacks with “Aikido” versus “Karate.”  

Learn how to turn disagreement and conflict away from destructiveness and toward interpersonal and organizational growth.

“Navigating The Workplace Claim System”
What really happens when a disgruntled employee decides to take legal action against an employer?  What paths do claims take – state/federal, agency/court, attorney representation/pro se, and why? How are they typically investigated, negotiated, mediated, arbitrated, litigated, adjudicated and resolved?  In addition to providing a primer on claim evolution, this program provides insights into HR’s four key roles in the process: Prevention, Valuation, Response and Management.

Learn the various ways claims get generated and resolved, and what you can best do to help your employer in the process.

“Disconnect Your Stupid Switch”
Combining humor with substance, this program identifies the Big Five “stupid switches,” which get flicked on whenever we’re led astray by our “gut feelings” in hiring, promotions, and personnel problems.
 
Learn the Big Five stupid switches and how to disconnect them.

Follow Jathan on Twitter @jathanjanove.

Testimonials         Download Training Brochure