Solve Workplace Problems, Fast
Mobile Video Performance Support Tool

What to say. How to say it. When you need it.

Management Coach is performance support for managers and front-line supervisors. In 5-minutes or less, managers learn how to solve 80% of workplace problems such as conflict, personal issues, and employee performance.

An Employee Who Doesn’t Understand What is Expected

Watch the Solution Video

Dealing with an Employee Who Doesn't Understand What is Expected:

Action Steps to Dealing with an Employee Who Doesn’t Understand What is Expected:

  1. State the Problem and Expected Results
  2. Communicate Job Expectations and Get Feedback
  3. Agree on an Action Plan and Get Commitment
  4. Follow Up

Key Points When Dealing with an Employee Who Doesn’t Understand What is Expected:

  • Tell the employee, with specific examples, where results fell short and what results were expected.
  • Tell the employee your expectations for the job. Ask for feedback and listen carefully to find out what’s not being done and why. There may be more than one "gray area" in the employee's understanding of what's expected.
  • Discuss and agree on an action plan for what the employee will do to get the results you want. Offer any tools or support that are available. Get a commitment to achieving the expected results.
  • Follow up within a week to check on progress and offer additional help if needed. Document all discussions and agreements with the employee when appropriate.

Frequently Asked Questions with Answers:

  • Q. What is the most frequent cause of poor performance from an employee?
  • Q. What if the employee claims he or she didn't know a certain task was expected as part of the job?
  • Q. What if I work with the employee to understand the expectations of the job, but that once the employee understands what is expected, he or she doesn't want the job?
  • Q. What if the employee blames other people?
  • Q. How can I help the employee create an action plan to solve the problem?
  • Q. What if the employee claims to understand what is expected but I don't think he or she does?
  • Q. What if the employee says that other people are better suited to handle the additional responsibility?
  • Q. What if the employee improves for a short time and then reverts to past behavior?

For a complete demonstration, contact a training consultant today! Call 888-756-0466 or click here.

Dealing with an Employee with Hygiene Problems

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Dealing with an Employee who has Hygiene Problems:

Action Steps to Dealing with an Employee with Hygiene Problems:

  1. State the Problem and Expected Results
  2. Communicate Job Expectations and Get Feedback
  3. Agree on an Action Plan and Get Commitment
  4. Follow Up

Key Points When Dealing with an Employee with Hygiene Problems:

  • It is best to simply state the problem in a straight-forward way. You can praise the employee’s good points but then give specific examples of how and why this hygiene problem negatively affects getting the work done.
  • The employee must agree this is a problem that needs to be corrected. You can be compassionate but be firm and specific about your expectations.
  • Ask for and offer suggestions for specific actions that can be taken to correct the problem. Offer any programs or support that is available. Get the employee’s commitment to following the plan.
  • It is important to continue monitoring progress and offering support and plenty of positive reinforcement. Document all discussions and agreements when appropriate.

Frequently Asked Questions with Answers:

  • Q. What if I can't get agreement from the employee that a problem exists?
  • Q. What if the employee's hygiene improves for a while, but then reverts to its previous condition?
  • Q. What do I do if after several conversations the employee still won't change?
  • Q. What if others refuse to work with this employee?
  • Q. What if the employee claims it is a medical problem?
  • Q. What if the employee claims that others have bad personal hygiene?

For a complete demonstration, contact a training consultant today! Call 888-756-0466 or click here.

Communicate Plans for Change

Watch the Solution Video

Communicating Plans for Change:

Action Steps to Communicate Plans for Change:

  1. Communicate the Change Completely and Frequently
  2. Ask for Feedback
  3. Continue to Communicate

Key Points When Communicating Plans for Change:

  • Be open and honest and give some details. Keep the lines of communication open, even if you have nothing new to report.
  • Ask for ideas on what might make the change easier. Get agreement that everyone is satisfied they’re getting enough information.
  • Communicate any new information immediately and invite the employees to come to you at any time with questions or concerns.

Frequently Asked Questions with Answers:

  • Q. What if I cannot explain why the change is happening because I don't know myself?
  • Q. What do I do if an employee gets very upset with the change?
  • Q. What if I have information that shouldn't be communicated to my employees because it would be detrimental to the organization?
  • Q. What if I feel that my management has not been entirely truthful to me?
  • Q. What if the change will affect the employees negatively?
  • Q. What if an employee is resistant to change?
  • Q. How do I respond to the comment "Things were going so smoothly, why do we have to change?"

For a complete demonstration, contact a training consultant today! Call 888-756-0466 or click here.

Employee Who Needs Motivation

Watch the Solution Video

Dealing with an Employee Who Needs Motivation:

Action Steps to Dealing with an Employee Who Needs Motivation:

  1. State the Problem with Job-Related Examples
  2. Discover What Motivates the Employee
  3. Create and Agree on an Action Plan
  4. Follow Up

Key Points When Dealing with an Employee Who Needs Motivation:

  • Tell the employee why his or her lack of motivation is a problem. Give job-related examples that point this out. Remember, most employees are motivated by a challenge, learning new things, accomplishment, doing work they enjoy, and getting recognition. Those are motivators you can act on to make the job more interesting.
  • Ask questions and listen to discover what work the employee enjoys and feels challenged doing. This is the key step and may take some time.
  • Determine what actions you can take that will create greater motivation. You may have to be creative. Then meet with the employee again to discuss goals and the action plan. Focus on the employee’s strengths and communicate your high expectations and give recognition.
  • Finally, give frequent feedback to be sure your plan is getting the desired results. Remember to praise the employee often.

Frequently Asked Questions with Answers:

  • Q. What is the most frequent cause of poor performance from an employee?
  • Q. How can I pinpoint what motivates an employee?
  • Q. What if the employee is bored because he or she is not being challenged?
  • Q. What if the employee claims others are being assigned the exciting projects while he or she is always given the boring projects?
  • Q. What can I do if the behavior continues?
  • Q. What other theories or ideas should I consider when it comes to motivating employees?
  • Q. So what else do I need to know about motivation?

For a complete demonstration, contact a training consultant today! Call 888-756-0466 or click here.

Behavior-Based Interviewing

Key skills for conducting a behavior-based interview:

  • Skill #1 - Build a Structured Interview
  • Skill #2 - Build Rapport
  • Skill #3 - Introduce the Interview
  • Skill #4 - Ask Past-Event Questions
  • Skill #5 - Allow Silence
  • Skill #6 - Get Specifics
  • Skill #7 - Control the Interview
  • Skill #8 - Get Contrary Evidence

Dr. Paul C. Green is MLI's Chief Behavioral Scientist, and is recognized as a pioneer in the development of the behavioral interviewing technique. Dr. Green is an industrial-organizational psychologist with extensive experience as a trainer, consultant, and speaker. He was the Founder of Behavioral Technology, a 50 person training company dedicated to interviewer training. Paul has been the subject matter expert on 13 videos on employee selection, including More Than A Gut Feeling, which was described by Fortune Magazine as being one of 10 all-time best sellers in management training.

Productive Discipline (Corrective Action)

Key skills for managing productive discipline:

  • Skill #1 - Collect Facts
  • Skill #2 - Communicate with FOSA
  • Skill #3 - Progressive Discipline
  • Skill #4 - Oral Warning
  • Skill #5 - Written Warning

Dr. Paul C. Green is MLI's Chief Behavioral Scientist, and is recognized as a pioneer in the development of the behavioral interviewing technique. Dr. Green is an industrial-organizational psychologist with extensive experience as a trainer, consultant, and speaker. He was the Founder of Behavioral Technology, a 50 person training company dedicated to interviewer training. Paul has been the subject matter expert on 13 videos on employee selection, including More Than A Gut Feeling, which was described by Fortune Magazine as being one of 10 all-time best sellers in management training.

Why Management Coach?

Woman shows Management Coach on laptop
  1. Available On-Demand
  2. Problems don't spring up when it's convenient. They intrude when you're busy doing something else. Luckily, Management Coach is always there when you need it. All its advice is streamed to you on whatever device you've got handy: desktop, laptop, tablet or smartphone. You're literally carrying all the answers you need right in your pocket!

  3. The Best Way to Learn
  4. The real power of Management Coach is that it teaches by example. Each challenge features a 1-minute Prelearn video so you understand the big picture for solving a problem. The Solution video is a 4.5-minute movie modeling exactly what to say and how to say it. No guesswork! You'll have confidence to solve the problem by knowing every word to say, and every action to take.

  5. More Than Just Video
  6. Combining video and text deepens your learning. Why? Because it engages more parts of your brain in the process. That's why each Management Coach solution also includes:

    1. An outline of Action Steps and Key Points
    2. Q&A section to help you prepare for the unexpected ("What if my employee says....?")
    3. Glossary of key terms to make sure you fully understand everything about solving the problem.

    Use all these resources to suit your style: You can watch and read everything before you meet with your employee; just watch the video; or just review the written material. You can even keep the text on your screen as a "cheat sheet" during your conversation with your employee. In other words, use Management Coach any way that helps you solve your problem effectively.

  7. Solves 85% of Problems
  8. Our team of instructional designers conducted exhaustive research into the 100 most challenging and common people problems dealt with by managers. Then we developed the best practices for solving these common problems. As a result, Management Coach can address 85% of the people problems you and your fellow supervisors face in your organization.

    Some of the solutions our clients tell us they value most are: Employee with a Poor Attitude, Socializing Too Much, Complaining to Others and Not to Manager, Resolving Conflict Between Employees, and Employee Who Doesn't Understand What's Expected.

    As you can see, we've taken on the tough challenges. After all, those are the ones that offer the greatest value to you.

    BONUS: We cover the biggest challenges faced by nearly everyone, however, do you consistently face unique situations in your business or industry? Maybe you'd like a customized Management Coach Solution tailored to your policies and practices? We can do that! Please contact us if this is something you'd like to explore.

  9. Makes Better Managers
  10. Without any further investment in training, you and your whole management team can instantly improve the quality and consistency of your employee interventions. And that means you'll get the best out of all your employees. Now here are three questions you'll have to answer yourself:

    • How much could you increase productivity in your department if you could consistently solve problems efficiently?
    • How much more profitable would your department be?
    • What impact will it have on your career to be the type of manager who skillfully leads?

    Management Coach has the power to make better managers!

Call or email a Training Consultant to request a quote that's specific to your organization's needs! Call 888-756-0466 or click here.

The Benefits of Using Management Coach:

Man shows Management Coach on laptop
  • Increase Confidence
  • Talking with an employee about a difficult situation can be uncomfortable and stressful. What a relief to have a solid, instantly-available resource to show you what to say and what to do! You won't forget any important steps. And you'll be ready for your employee's questions. JITI Management Coach lets you perform at your best, even under stressful conditions.

  • Improve Effectiveness
  • All coaches drill their sporting teams on fundamentals because they all know the spectacular plays are rooted in them. Likewise, JITI Management Coach is based on the fundamentals of successful management. Management Coach provides only proven, tested-in-the-trenches solutions for solving the toughest people problems. So if you want to be great, don't wing it! Use this solid solutions-based tool and you WILL enjoy positive results.

  • Earn Respect
  • You earn respect by giving it. When your management team corrects and directs employees the JITI Management Coach way, you minimize bad feelings. Even if they don't like being corrected, your employees will have to admit you're being fair, and that's a key to respect in the workplace.

  • Build Trust
  • Trust is fostered by consistency. When everyone on your management team responds in the same even-handed, professional way to all issues - the way JITI Management Coach shows you - your employees will come to know you're fair almost all the time. ("almost" because nobody's perfect. Your employees know this too. So when they see your consistent effort, they'll give you an occasional "pass." You see, treating each other like human beings is one of the benefits of building respect and trust!)

  • Fewer Disciplinary Interventions
  • When your employees see you as respectful, trustworthy, fair and consistent, you foster a more satisfying workplace and a more comfortable atmosphere. The kind of enviroment where people want to work. When using JITI Management Coach, your employees will be less inclined to under-perform, snipe and back-stab. Instead, they'll do more to correct themselves. Want proof? Just think back to high school. Remember the teachers everybody slacked off for? And then the teachers everybody did their best for? Same kids. 180-degree different behavior just by walking into a different classroom. It's the same in the workplace. When managers are respected and trusted, people work harder for them.

  • Higher Productivity
  • It only makes sense. If you've created the right atmosphere - where your employees see you (1) helping people who need to improve their skills, and (2) not letting people get away with unhelpful behaviors – you remove many of the reasons operations get bogged down in the first place. So now, more of your people are working more productively for a greater period of time. What would that mean for your organization? Your department? Your career?

  • Quickly On-Board New Managers
  • Have you just promoted someone into a management position, or are you planning to? Don't throw your new hires into the fray without a lifeline! JITI Management Coach can help them avoid classic mistakes. Soon they'll be handling tough personnel issues like seasoned pros.

  • Lower Legal Risk
  • One of the fundamentals of good management is good documentation. JITI Management Coach always reminds you of what to record in every situation. You'll be ready to respond with accurate details anytime a decision is challenged.

    The benefits of using JITI Management Coach are easy to see: it gives you and your organization more success when you need it... RIGHT NOW!

Call or email a Training Consultant to request a quote that's specific to your organization's needs! Call 888-756-0466 or click here.

Pricing

Management Coach is made available through an annual license of unlimited use on multiple devices. Pricing starts at $49.95 per user, per year for full access. Discounts are available based on the number of users and duration of use. For example:

  • Up to 100 users = $49.95 each for 12 months of unlimited use.
  • 500 to 1000 users = $34.95 each for the first 12 months of unlimited use.
  • Add a second year and save 50%.

Call or email a Training Consultant to request a quote that's specific to your organization's needs! Call 888-756-0466 or click here.

Module on Team Challenges

Effective teams are an important part of a successful organization. But a team’s effectiveness can falter when challenges get in the way. Behavior-based research identified ten of the most common team problems. Management Coach's module on Team Challenges teaches memebers how to solve these challenges. See complete samples below:

Clarifying Team Roles

Action Steps

  1. Take responsibility for clarifying.
  2. Identify the team's purpose.
  3. Identify your skills. Ask questions of yourself and others.

Team Conflict

Action Steps

  1. Take responsibility for dealing with the problem.
  2. Ask clarifying questions.
  3. Ask for feedback and give periodic feedback in order to check your understanding.
  4. Listen to and focus on understanding others' viewpoints

Call or email a Training Consultant to request a quote that's specific to your organization's needs! Call 888-756-0466 or click here.

Just-In-Time Behavioral Solutions

Solve 80% of the toughtest workplace problems that managers must deal with.

Walking Managers

Personal Issues Module

  • Employee Who Makes or Takes Too Many Personal Calls
  • Employee with a Poor Attitude
  • Employee Suspected of Substance Abuse
  • Personal Problems Affecting Work Performance
  • Inappropriate Dress
  • Hygiene Problems
  • Employee Who Socializes Instead of Working
Cohesive Team

Performance Management Module

  • Employee Who’s Frequently Absent
  • Employee Who Lacks Necessary Job Skills
  • Employee Who’s Not Assertive Enough
  • Employee is Consistently Late for Work
  • Communicating Plans for Change
  • Employee Makes Repeated Mistakes
  • Employee Expected to Perform Beyond Skill Level
  • Employee Who Needs Motivation
  • Employee Who Resists Change
  • Employee Who Won't Work Extra Hours
  • Employee Who Doesn't Understand What's Expected
Manager Counseling

Conflict Management Module

  • Employee Who’s Too Aggressive
  • Employee Who Engages in Harmful Gossip
  • Employee Complains to Others, Not Manager
  • Dealing with Anger at Lower-Than-Expected Raise
  • Resolving Conflict
  • Employee Doesn’t Interact Well with Others
Senior and Junior Managers

Discrimination & Legal Issues

  • Dealing with an Age Discrimination Complaint
  • Employee Won’t Follow Safety Rules
  • Dealing with a Disability Discrimination Complaint
  • Accusation of Sexual Harassment
  • Dealing with a Race Discrimination Complaint
  • Dealing with a Religion Discrimination Complaint
  • Termination for Poor Performance
  • Dealing with a Gender Discrimination Complaint
  • Termination Due to Downsizing
Team Work

NEW! Module on Team Challenges

Solutions to effectively overcome problems that surface between workgroup, special-purpose, or cross-functional team members.

  1. 1. Defining a Team's Purpose
  2. 2. Clarify Roles for Teams
  3. 3. Staying on Track
  1. 4. Team Conflict
  2. 5. Team Deadlines
  3. 6. Team Politics
  1. 7. Aggressive Team Members
  2. 8. Nonparticipating Members
  3. 9. Reaching a Consensus
  4. 10. Team Confidentiality
Booster Shot Logo

You don't have to be sick to get better.

Solve Problems & Boost Skills with Management Coach

Management Coach subscribers can quickly boost management skills with on-demand video training. A Booster Shot is a summarized video (less than 15-minutes long) of learning points, based on the most widely used, successful training programs worldwide. The videos are short and succinct, and are the perfect skill building refreshers to essential core management skills.

Learning topics include: Behavior-Based Interviewing Skills, Productive Discipline Conversations and Documentation, and more coming soon! Try out two Booster Shots now:

More Information

Contact Us

Learn how Management Coach can increase confidence and productivity

INFORMATION
  • Media Learning International, LLC

    650 South Prairie View Drive, Suite 125-124

    West Des Moines, Iowa 50266 USA

  • 888-756-0466 (Ext 4)

  • 515-598-7756