Glacier HR Services, Inc.

Overview

GHRS Intro Brochure

Glacier HR Services

Leadership Coaching: Through this one on one, on-site and telephone coaching sessions, interviews, observations and other 360 degree feedback processes, this service is designed to get results that training does not. The coaching happens in the real environment with real situations. We work with leaders to help them identify strengths and development areas. Key business performance indicators are identified and verified. Then we put together action plans to measure results. Leaders are held accountable to results and a foundation of documentation is laid for future personnel decisions. Read More...

Quick Action, Long-term Results Sessions

Present 20 – 30 minute talk/exercise to group. Mingle in area for 30 – 60 minutes after talk to answer questions and discuss issues briefly with individuals and small groups (this would only be done if it can be accomplished without interrupting the work). The sessions would be completed in the work area or a convenient location and presented
in an informal and interactive format. Present an optional lunch and learn on the topic (expanded information and question and answer period) that day or the next during lunchtimes. Read More...

Harassment & Discrimination

Creating and Maintaining a Respectful Workplace

I. Introduction

The Changing Workplace
The Major Reasons for A Company To Promote a Workplace that Respects Diversity
Where Most Harassment Comes From—Coworkers
Therefore, each of us has a responsibility to BE AWARE or BEWARE
An Awareness Quiz. Read More...

Workplace Bullying

The Impact of Bullying in the Workplace

Statistics, Background and Facts

37% of the U.S. Workforce Reports Being Bullied at Work (13% currently and 24% previously). That is an estimated 54 million Americans or roughly the combined populations of Washingtion, Oregon, California, Nevada, Arizona and Utah. An additional 12% witness it = 49% of workers. Simultaneously 45% report neither experiencing nor witnessing bullying. Hence, a silent epidemic. Read More...

Customer Service

Customer Service Is:

FEELING: Show the customer feels he or she is being treated – it is emotional.
SERVICE: Relationship and reputation – you are managing the customerʼs
experience.
SATISFACTION: It becomes the bottom line.
PERCEPTION: It is the product.
PERFORMING: You are performing more than you are producing. Read More...

Stress Management

Stress Management Tips

Take a Deep Breath and Count to Ten.

All stress isn’t bad. Stress can initiate change, help us focus on the task at hand, and in some cases even save our lives. Yet, when stress builds up, it can result in the opposites - and cause us to spin our wheels, keep us from concentrating, and cause bodily injury and even loss of life. The first tip in managing stress is to recognize your stressors. The next step is to put each of them in their place. The following stress management tips, based on some old and some new adages, can help you do just that! Read More...

Time Management

Five Steps to Successful Time Management

1. Set specific work and personal goals.
2. Create a yearly, quarterly, monthly, weekly, and daily calendar, recording
major events.
3. Create a weekly schedule of your meetings, tasks, paper work, etc.
4. Decide on specific times to work on each topic, issue or problem.
5. Make a to-do list for each day the night before or during breakfast. Read More...

Keeping Time

1. I work on the most important tasks during my high energy times.
2. I allow time for planning each day
3. I set priorities, in writing, each day.
4. I batch like tasks together and do them at the same time.
5. I meet regularly with others to determine plans and priorities.

6. I complete tasks which are unpleasant in a timely manner.

Read More...

Conflict and Negotiation

Negotiation Skills for Managers and Supervisors

This workshop is designed to give Supervisors and Managers additional skills in working with the conflicts they face. The course material focuses specifically on difficult situations and people in an organizational setting. The course covers such topics as when to negotiate, take a stand or give in; how and when to use a contract, performance review or other document as a reference point; how to read nonverbals; when to let people vent their emotions and how not to take it personnally; how to use someone's defensiveness, anger, frustration to your advantage; Read More...

Major Stages of Negotiating a Solution

1. Preparing

Know what you have done and be ready to explain. Know what you want/need, whatstrategies you plan on using, what concessions you are willing to make and what you will do if you cannot reach a negotiated solution.

2. Take Response-ability

Control your response, because you cannot control their behaviors. Don’t react. Know your own body signs that are indicators that you are starting to lose your objectivity (i.e. tight jaw, flushed face). Read More...

Decision Making and Problem Solving Skills

Decision Making Skills

(Applying Best Practices to Daily Actions)

Flim: A film is used to demonstrate the decision-making process in action—from challenging information to presenting and processing information; the emotions of decision-making; strengths and challenges of diversity and the stages groups go through
to make decisions. The film is used as the foundation for the rest of the training and referenced by participants and the instructor throughout. We have found that by presenting the film at the beginning of the session, it gives participants an anchor event to relate the rest of the information. They are also much more likely to remember and apply the information. Read More...

Leading Meeting for Results

I. INTRODUCTION AND EXPECTATIONS

OBJECTIVE: To demonstrate that the leader is the main factor that
influences participation - if the leader is encouraging, open, promoting,
doesn't let put downs happen-there is participation. If the leader is dominating, judgmental, closed to new ideas or input - there is a lack of or superficial participation. Read More...

Teamwork

Team Development and Conflict Management Training

Outline of Process

A. Glacier HR Services, Inc (GHRS) will interview personnel to identify: 1) individual and team strengths and successes, 2) team concerns and problem areas, and 3) expectations of the training session. B. This information will then be used to tailor the design of the training sessions and team development process. Read More...

Five Major Components Of Increasing Team Effectiveness

CLEAR GOALS People on the Team need to “Believe In” and be “Vested In” the Purpose and Goals of the Team QUALITY WORK RELATIONSHIPS Face to Face Communication and a Willingness and Ability to Resolve Conflict (Talk to, not about People) AGREED-UPON ROLES AND EXPECTATIONS Positive Interdependence and Individual Accountability Read More...

You Arx A Kxy Pxrson

Xvxn though my typxwritxr is an old modxl, it works vxry wxll, xxcxpt for onx kxy. You would think that with all thx othxr kxys functioning propxrly, onx kxy not working would hardly bx noticxd; but just onx kxy out of whack sxxms to ruin the wholx xffort. You may say to yoursxlf – Wxll I’m only onx pxrson. No onx will noticx if I don’t do my bxst. But it doxs makx a diffxrxncx bxcausx to bx xffxctivx an organization nxxds activx participation by xvxry onx to thx bxst of his or hxr ability. Read More...

The Four Workers

ONCE UPON A TIME THERE WERE FOUR WORKERS NAMED EVERYBODY, SOMEBODY, ANYBODY, AND NOBODY. THIS IS THEIR STORY. THERE WAS AN IMPORTANT JOB TO BE DONE AND EVERYBODY WAS ASKED TO DO IT. ANYBODY COULD HAVE DONE IT, BUT NOBODY DID IT. SOMEBODY GOT ANGRY ABOUT THAT BECAUSE IT WAS EVERYBODYʼS JOB. Read More...