Professional Development

Leadership and Team Development Professional Certificate Programs

IMPACT 2000 specializes in measurably improving individual and organizational performance. This is accomplished by helping organizations develop leaders, involve employees, manage processes and maintain focus on customers. IMPACT 2000 concentrates on critical skill development and organizational strategies to transfer the necessary knowledge and skills to the front-line leaders of your business or organization. Qualified professionals facilitate courses to model tools and techniques ensuring regular and effective communications with businesses/organizations. This is accomplished through experiential exercises and activities modeling positive, responsive behaviors using effective and proven adult learning methods. The course offerings comprise a high quality, cost-effective training program in the areas of leadership development, interpersonal communications, quality improvement, teamwork and meeting facilitation.

IMPACT 2000 Certificate Programs include the Zenger MillerTM materials and methodology based upon research using a behavior modeling approach to behavioral change. Each training is responsive to the varied learning styles of adults. This learning process establishes why the new skills are important and models the new skills through videos, readings and skill practice sessions. In addition, participants are encouraged to develop plans to apply the new skills in their work environments.

Interpersonal Communications for Leaders and Managers

Building Successful Teams

Seminar Characteristics

Earning College Credit

Impact 2000 Faculty

Fall 1998 Course Offerings

Certificate in Interpersonal Communications for Leaders and Managers

Courses required for certification:

• Basic Principles for Teams and Giving/Receiving Constructive Feedback
• Getting Good Information from Others
• Getting Your Ideas Across
• Dealing with Emotional Behavior

Approximate length of certificate program: 13 contact hours

Learning outcome: Apply basic principles of management, including giving co-workers constructive feedback, obtaining information by utilizing questioning and listening techniques, defusing emotional behavior and recognizing the progress and achievements of others.

ACE/PONSI credit recommendation: In the lower division baccalaureate/associate degree category, one semester hour in Human Relations, Human Resource Development, Management, Social Psychology, Sociology or Industrial Relations.

Certificate in Building Successful Teams

Courses required for certification:

• Basic Principles for Teams and Giving/Receiving Constructive Feedback
• Getting Good Information from Others
• Getting Your Ideas Across
• Dealing with Emotional Behavior

Approximate length of certificate program: 13 contact hours

Learning outcome: Apply basic principles of management, including giving co-workers constructive feedback, obtaining information by utilizing questioning and listening techniques, defusing emotional behavior and recognizing the progress and achievements of others.

ACE/PONSI credit recommendation: In the lower division baccalaureate/associate degree category, one semester hour in Human Relations, Human Resource Development, Management, Social Psychology, Sociology or Industrial Relations.

Seminar Characteristics

To complete any of the Leadership and Team Development Certificate Programs, individual courses can be taken in any order with no time limit for completion of the program. Most classes are 3½ to 4 contact hours and may be offered in 2-hour blocks to accommodate the schedules of full-time employed participants. Based on public demand, these courses may be offered every semester. Seminars are comprised of 6-10 participants.

On-Site Consultation

Businesses and organizations may request on-site offerings of these certificate programs or any of the individual courses. Contact Eduardo Rodriguez, Associate Dean of Non-Credit Programs at 277-9280 for details on this option and other customized personnel development opportunities that can be provided in response to a business’s/organization’s needs or preferences.

College Credit Earnings

All course completions are eligible for Continuing Education Units (CEU’s). Participants successfully completing all courses in a certificate program are awarded a UNM Division of Continuing Education & Community Services Certificate. Completion of the specified certificate program is also eligible for participant-initiated enrollment in the American Council on Education’s Program On Noncollegiate Sponsored Instruction Registry (ACE/PONSI) to apply for college credit. Seven New Mexico institutions of higher education recognize ACE/PONSI coursework as eligible for credits. These schools include: College of Santa Fe, College of the Southwest, Eastern New Mexico University, Institute of American Indian Arts, New Mexico Institute of Mining and Technology, The University of New Mexico, and Western New Mexico University.

IMPACT 2000 Faculty

IMPACT 2000 courses are lead by certified Zenger MillerTM facilitators who keep current in leadership and team development innovations. These professionals hold part and full-time employment including work as consultants, CEO’s, business leaders, managers, and human resources coordinators in both the private and public sectors.

Fall 1998 Course Offerings

1150 Managing Your Priorities

Today’s employees need to know how to handle competing priorities and to shift gears smoothly to coordinate and negotiate responsibilities, schedules and resources with others. The activities in this unit provide the awareness and skills participants need to make better decisions about their daily work. Participants learn techniques to deal with complex interpersonal interactions, build strong work relationships and increase overall productivity, even in an environment where changing priorities are a daily reality.

Learning Objectives:

• Review individual priorities as the basis for communicating clearly with others about what must be done to meet important goals
• Handle interruptions and requests for help in ways that build or maintain good working relationships
• Clarify expectations for tasks
• Analyze needs and work with others to identify ways to handle competing priorities
• Decide when to delegate or hand off tasks and how to do this effectively

$150 includes materials and books

Chuck Duff, BS

Top of Page

1151 Conducting Information Exchange Meetings

Build participants’ skills to improve the effectiveness and efficiency of meetings where the exchange of information is the expected outcome. Participants will learn how to move these meetings along quickly, foster mutual understanding of information exchanges and ensure post-meeting expected results.

Learning Objectives:

$85 includes all materials and books

Vadare Cornelison

Debra M. Libby

1152 Basic Principles for Teams and Giving/Receiving Constructive Feedback

Participants discover the relevance of Basic Principles (interpersonal relationship values) needed to maintain positive work relationships. In addition, skills building will focus on the delivery of objective, honest feedback. Specific skill mastery will make feedback relevant, timely and useful, in a word, constructive.

Learning Outcomes:

• Realize the benefits of using Basic Principles as fundamental leadership skills
• Discover ways to apply Basic Principles with team members
• Develop critical skills to deliver objective, honest feedback that is relevant and useful to others
• Develop critical skills to receive feedback from others; learn to respond so the feedback is/becomes constructive - resulting in useful information and, as necessary, problem-solving

Note: This course is also offered on the West Mesa.

$85 includes all materials and books

Debra M. Libby

Top of Page

1153 Facilitating Meetings for the Results You Need and Want

Managers, team leaders, executives, supervisors and others in leadership roles will gain the skills necessary to move them from the problem solver/decision maker role to the facilitator role. The skills gained from this program enable meeting leaders to engage all participants to share information and solve problems.

Leaders will also gain skills to get the maximum amount of effective participation. New facilitation skills result in the leaders’ abilities to obtain a high level of participation which is unbiased, unleashing ideas of all meeting participants. This process allows participants to build off each others’ ideas in meetings.

This course increases productivity within meetings, teams and organizations. Within meetings, time is saved by having more planned, focused, results-oriented and shorter meetings. Within teams and organizations, increased employee involvement, commitment and follow-along contribute to helping solve team and organization-wide issues and problems.

Learning Outcomes:

• Describe how using Basic Principles in meetings creates an environment fostering productive and efficient meetings
• Successfully start a meeting by reviewing the purpose, desired outcomes, ground rules and agenda
• Apply numerous facilitation techniques to encourage a wide range of views on discussion topics
• Explain the difference between meeting process and meeting content
• Demonstrate how to assign action items and make follow-along plans to conclude a meeting
• Explain how to evaluate a meeting
• Describe how the learned facilitation skills can be used by meeting participants

$150 includes all materials and books

Jennifer Thorne-Lehman, MA

Top of Page

1154 Getting Good Information from Others

Learn, discuss and demonstrate the value of good information in making better decisions and how to gather in-depth information efficiently.

Learning Outcomes:

• Understand the impact getting good information has on decision-making
• Plan appropriately to obtain good information
• Demonstrate newly learned skills

Note: This course is also offered on the West Mesa.

$85 includes all materials and books

Beverly Anne Larzelere, MSBA

1155 Getting Your Ideas Across

This course provides skills development helpful for explaining tough decisions or complicated, possibly unpopular, ideas.

Learning Outcomes:

• Identify how "getting ideas across" relates to people’s effectiveness as leaders
• Plan appropriately to communicate ideas
• Demonstrate newly learned skills

Note: This course is also offered on the West Mesa.

$85 includes all materials and books

Sylvia Wood

Top of Page

1156 Dealing with Emotional Behavior

Learn effective methods to defuse non-constructive, emotional behavior in work situations and methods to re-focus energies toward positive, productive solutions to issues.

Learning Outcomes:

• Understand the importance of dealing with disruptive emotional behavior so attention can be re-focused on positive, productive efforts
• Identify ways to handle personal reactions to another’s behavior
• Demonstrate newly learned skills

Note: This course is also offered on the West Mesa. See page 199 for details.

$85 includes all materials and books

Barbara Ibanez

1157 The Challenge of Team Leadership

Examine the reasons organizations are moving to teams and discuss the special challenges this shift poses for team leaders. Participants analyze the forces in their organizations behind the move toward teams and discover how their own approach to leadership must evolve. With this analysis, participants develop a personal plan to reshape their own roles for more effective results.

Learning Outcomes:

• Explore specific organizational conditions creating the need for new leadership roles
• Describe how to overcome obstacles to effective leadership in a team environment
• Discover the new role of the leader in a team-oriented environment

Note: This course is also offered on the West Mesa. See page 199 for details.

$85 includes all materials and books

Debra M. Libby

Top of Page

1158 Building a Foundation of Trust

Participants learn what to say and do to elicit the best from their teams in today’s demanding environment of fast-changing markets, organizational upheavals, and increasing employee diversity. This course explores how five fundamental operating principles — Basic Principles — can help team members create the sense of trust needed for teams to be creative, risk-taking, and adventurous in new approaches at each phase of team development.

Learning Outcomes:

Note: This course is also offered on the West Mesa. See page 200 for details.

$85 includes all materials and books

Debra M. Libby

1159 Launching and Refueling Your Team

All teams need special attention and support at various times throughout their existence, whether they are searching for a mission and a set of ground rules, bogged down and demoralized midway through a project, or completing a successful effort. This course introduces 14 tools and techniques leaders can use to get their teams started and keep them on track. Skill tools include: preparing a mission statement, setting goals, evaluating progress, learning from mistakes, celebrating success, and disbanding a team.

Learning Outcomes:

• Explain the Four Phases of Team Development
• Identify the phase of "team development" a team is experiencing
• Select the appropriate tools and techniques to deal with a variety of team problems and situations
• Explain the importance of working with teams to establish ground rules, develop a mission statement and shared vision, and to set goals
• Develop a plan to "launch" different kinds of teams effectively
• Develop a plan to "refuel" different kinds of teams effectively

Note: This course is also offered on the West Mesa. See page 200 for details.

$85 includes all materials and books

Jennifer Thorne-Lehman, MA

Top of Page

1160 Expanding Your Team's Capabilities

With the right preparation, coaching, and guidance, teams can take on many tasks and responsibilities once reserved for supervisors and managers. As part of the course, participants complete an assessment of their team’s abilities in six skill/knowledge areas and analyze the team’s ability to handle specific tasks. Using this information, participants learn when and how to set task boundaries and to train, coach, and monitor their teams.

Learning Outcomes:

• Assess a team’s readiness to take on new tasks
• Plan how best to prepare teams to take on new tasks
• Set effective task boundaries with teams
• Obtain a team’s commitment to take on new tasks
• Coach teams as they take on new tasks
• Provide teams with the interpersonal, administrative, and technical skills necessary to take on new tasks

$85 includes all materials and books

Barbara Ibanez

1161 Clarifying Team Roles and Responsibilities

Learn how to tap the experiences of all team members and obtain output through collaboration. This process is appropriate for both ongoing and temporary team work efforts.

Learning Outcomes:

• Plan effectively when organizing a new team or when restructuring an existing team
• Work with team members to determine how to meet a team’s goals
• Use the collaborative process to coordinate team members’ activities and diagnose team problems
• Demonstrate newly learned skills

$85 includes all materials and books

Lynn Robertson, BA

Top of Page

1162 Resolving Team Conflicts

Focus on how to handle conflict between/among individuals in group situations and master skills for rebuilding relationships between/among team members.

Learning Outcomes:

• Recognize the indicators of conflict between/among team members and identify how the conflict affects the team’s performance
• Plan action steps to reduce/resolve the conflict between/among team members
• Demonstrate newly learned skills

$85 includes all materials and books

Carol McFall, MBA

1169 Helping Your Team Reach Consensus

A team skilled in reaching consensus is often the best group to make a decision requiring the coordination of tasks that affect many people. Whether the team is a natural work group, a quality or process improvement team or a special project team, team leaders will benefit from teaching team members a systematic way to reach agreement. This session demonstrates how a team leader can guide the consensus process. The learning activities emphasize the importance of laying a solid basis for decisions by dealing directly with individual assumptions and requirements. No matter what types of teams participants lead, they will learn how to help individual team members reach agreements the entire team can accept.

Learning Outcomes:

• Define consensus
• Explain why consensus is essential for many team decisions
• Help others work through issues to reach a consensus
• Help the team plan how it will implement the decision

$85 includes all materials and books

Debra M. Libby

1171 Winning Support from Others

This session demonstrates how to extend personal influence through good listening, mutual understanding and mutual benefits. Participants will learn how to build and maintain supportive relationships to produce desired results.

Learning Objectives:

• Identify work situations in which skills for winning support are essential to the overall effectiveness of leaders
• Plan appropriately when support from others is needed
• Demonstrate successfully how to ask for the specific support needed and plan for action

$85 includes all materials and books

Lynn Robertson, BA

Top of Page

1172 Managing Change

Managers and supervisors need skills to assist employees in taking on the responsibility for implementing successful change. This session addresses why change is needed and helps participants describe why specific changes are required, as well as acknowledges reactions resolving misunderstandings. Participants will learn how to turn potentially threatening situations into opportunities.

Learning Outcomes:

• Gain insight into the organizational impact of change and its effect on employees
• Plan ways to explain change to the people affected so both positive and negative consequences are considered
• Implement changes in ways that incorporate, not alienate, employees
• Demonstrate successfully how to gain support and commitment for change

$85 includes all materials and books

Carol McFall, MBA

1173 Influencing for Win-Win Outcomes

Successful organizations thrive on new ideas because new ideas can lead to finding better ways to work. An organization that can put people’s good ideas to use has a powerful competitive edge - continuous improvement. In today’s cross-functional workplace, ideas often need support from a wide range of people to be implemented successfully. In this session, participants will learn to analyze, develop and present their ideas in ways to help win the necessary support.

Learning Objectives:

• Explain why win-win outcomes is an important skill in results-oriented organizations
• Recognize situations where it is appropriate to use influencing skills
• Identify a variety of factors that motivate people
• Plan and demonstrate how to establish mutual involvement, explain recommendations and address concerns

$85 includes all materials and books

Debra M. Libby

Top of Page

1174 Personal Strategies for Navigating Change

In today’s workplace, employees are experiencing tremendous changes in organizational strategies in the way work gets done and in the way people work together. These changes present new demands and challenges for every individual in the organization. Without personal strategies for dealing productively with change, people can become overwhelmed and communication can break down. This session provides an approach to navigating change - an approach that people in any organization can use effectively. Participants explore skills that help them deal with change both individually and interpersonally, and they develop strategies to deal effectively with a personally identified change that is challenging for them.

Learning Objectives:

• Describe the challenges of the changes in the participants’ workplaces
• Describe common responses to change
• Assess and understand the reasons for change
• Work effectively with others who resist change
• Take positive action to make change successful, both individually and with others

$85 includes all materials and books

Chuck Duff, BS

1175 Proactive Listening

Intense competition and rapid change in the business environment dramatically expand the need for the exchange of information. Now people need not only know how to do their jobs, but also need a holistic picture of the business and its external and internal influences. Proactive listening helps to meet these needs. It is also a powerful tool for building and maintaining strong relationships required to reach personal, professional and organizational goals. In this unit, participants learn verbal and nonverbal techniques for moving from a reactive to a proactive approach to listening.

Learning Outcomes:

• Identify situations in which good listening can make the difference between success and failure
• Identify typical barriers to effective listening
• Identify specific techniques to deal with communication styles which can be challenging
• Identify steps to reinforce proactive listening

$85 includes all materials and books

Chuck Duff, BS

Top of Page

1176 Coaching: Bringing Out the Best in Others

Effective coaching aims to maximize the performance of everyone associated with an organization - employees, managers, customers and suppliers. By applying coaching skills in the workplace, employees can motivate, guide and support one another in working toward - and achieving - top performance. This session helps participants recognize daily opportunities to coach people they work with and provides participants with the coaching skills they need to bring out the best in everyone.

Learning Outcomes:

• Describe the role of a coach
• Describe how coaching can benefit everyone in the organization, as well as the organization’s progress toward its goals
• Identify behaviors to help foster a supportive coaching environment
• Demonstrate a variety of asking and listening techniques to coach others formally and informally
• Develop skills to conduct a coaching session

$85 includes all materials and books

Chuck Duff, BS

1177 Recognizing Positive Results

By incorporating the motivating element of personal appreciation for a job done well, this session builds skills to recognize and affirm results. Participants will learn how to give feedback on work performance as specifically and immediately as possible.

Learning Objectives:

• Describe the impact that recognizing positive results has on employees, peers and managers
• Identify how leaders can use recognition to reinforce organizational goals and values
• Demonstrate successfully how to offer recognition for positive results in the workplace

$85 includes all materials and books

Barbara Zuckerman, MA

Top of Page

1178 Forward Thinking alias: Proactive Team Planning

The ability to learn faster than the competition is an organizational survival strategy. For this reason, an important aspect of leadership is knowing how to work with others and enlist their support in creating a viable, adaptable organization. This session helps to avoid two common pitfalls in managing organizational change: 1. reacting to change rather than anticipating it and, 2. assuming that the responsibility for keeping the entire organization moving forward rests with only a few people. Planning for anticipated changes is essential to effective, progressive teamwork.

Learning Outcomes:

• Understand how open-systems thinking helps the organization adapt to changing conditions
• Discuss effective ways to deal with obstacles to organizational improvement and to make a case for change
• Assess the potential impact of eight key environmental influences on teams
• Plan how to apply forward thinking when working with teams

$85 includes all materials and books

Chuck Duff, BS

For More Information call Eduardo Rodriguez at 277-9280 or e-mail him at erod@unm.edu.

Top of Page