Interactive Leadership:
Coaching Skills for Managers and Supervisors
Fri., February 17 through Fri., April 20, 2012

The supervisors and managers in your organization have a powerful impact on the effectiveness and health of your organization. Their leadership impacts the larger community as well. Have you trained and equipped your managers and leaders with the skills and tools they need to be great? This course includes ten half-day sessions that give new and experienced leaders a greater confidence in applying leadership and communication skills.

• Introduction – The Organizational Demand for Leadership
• Keys to Leadership Success – Interaction Skills
• Personal Effectiveness Skills – Stress & Time Management
• Government Regulation of Employment for Leaders
• Interviewing and Selection – The Latest Techniques
• Motivation, Delegation, and ZAP!
• Coaching For Success – Leading into Uncharted Waters
• Improving Employee Work Habits – Good at their job, but…
• Planning & Performance Expectations – The TQM Imperative
• Performance Review Skill: Innovative Approaches

Click on this Interactive Leadership flyer -- it offers more information on the course, or contact Bill Sweigert at 509.326.6885 or This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

Cost:    $950.00 pp/$850.00 2 or more from your company; Non-Member: $1,300.00
Time:    8:30am-noon
Presenter: Bill Sweigert
Location:  Associated Industries 1206 N. Lincoln, Spokane, WA

Mark your calendar and get registered for Associated Industries Training. Contact A.I.'s This e-mail address is being protected from spambots. You need JavaScript enabled to view it . RSVP Email Line or call A.I. at 509.326.6885 or 800.720.4291. This course is available for both Members and Non-Members.

RESOURCES AT THE READY:
INLAND NORTHWEST COMPENSATION SURVEY!
2011 Report Now available!

Since 1988, Associated Industries has conducted the Inland Northwest Compensation Survey (INCS), helping employers understand regional pay markets.  In 2009, we launched an additional survey - the INCSLink - to answer the many questions from employers in response to the economic downturn. We repeated that additional servey in 2010 and 2011. Here are just a few of the findings:

• Our 2009 INCSLink reported pay freezes were prevalent in more than 45% of employers, another 9% cut pay across the board.  Roughly a third were implementing staff cuts or forecasting them in the near future.  Another third were planning hiring freezes.
• In 2010, participating employers reported a very small shift toward growth.  Pay freezes dropped to 39% of the group, while pay cuts continued at their 2009 pace. Those contemplating staff cuts were 14%, 55% planned to hold steady, and 32% forecast modest staff increases in the next 12 months.
• Our 2011 Inland Northwest Compensation Survey Report, just published, includes analysis of these three-year trends. Firms reporting broad-based pay cuts declined from highs of 9% in 2009, down to zero this year.  Pay freezes declined, but were still significant at 19% to 22% of the group.  Reports of general pay increases have steadily increased, and are slightly below the historic average of 50%.  Reports of indefinite layoffs were at a three-year low, off 54% from 2009 for the entry to mid-tier jobs.
• We asked employers again to forecast their possible actions for the next 12 months.  Four percent (4%) expect to increase hours or staff significantly, up from zero last year.  Thirty-three percent (33%) expect modest increases, compared to 32% last year. 
• Ten percent of the group report that cuts in hours or staff are likely in the next 12 months, double the rate of 2010.  Those in the process of planning to cut hours or staff at the time of the survey rose from 9% in 2010 to 12% this year.

We extend our thanks to the confidential group of employers who participated as we announce publication of the FULL 2011 INCS Report. 

It’s real results. From real area companies. You’ll get:

• Data on wage and salary medians
• Helpful info on bonuses
• Trends for entry-level, merit pay
• Key benefit issues affected by current market issues

INVESTMENT: AI Member $145; Non-Member $300

If you have questions about this Report, or would like to place an order, please contact Bill Sweigert at 509.777.2658 or toll free at 800.274.5309.

Bill Sweigert, SPHR
Vice President of Training &
Business Development

RESOURCES AT THE READY:
Inland NW Compensation Survey measurement tools track 2011 industry trends

Since 1910, Associated Industries has provided innovative services making a lasting difference in the effectiveness of area employers. INCS is the largest and longest continuously-published survey of its kind in the region, benefiting employers throughout Washington and North Idaho with information including:

• Data on wage and salary medians, averages, quartile ranges
• Helpful information on bonuses, range practices
• Increase trends for entry-level, merit pay
• Data by Manufacturing and Non-Manufacturing, Employer size categories
• Key benefit issues

For more information on this or any other compensation information, please contact Bill Sweigert, 509.326.6885 or This e-mail address is being protected from spambots. You need JavaScript enabled to view it .

For more information, click here for a helpful brochure that details this powerful survey.

Click on this helpful link to take part in Associated Industries' 2011 Inland Northwest Compensation Survey: INCS-2011-Form

RESOURCES AT THE READY:
Lean coaching concepts can produce high-performance teams

What if we could take the principles learned over the past 50 years from the Lean manufacturing movement – lessons such as increasing efficiency, decreasing waste and using practical methods to decide what matters when producing goods or services – and apply that same methodology to the coaching and building of high-performance teams?

So-called “speed-to-quality” concepts, now common in manufacturing, have been found to provide a competitive edge by optimizing lead-times, managing costs and delivering exactly what the customer values. Could we gain similar advantages by applying the same techniques in our interaction with employees by:

• Building strong communication with employees?
• Enjoying greater employee loyalty and commitment?
• Cutting out wasted time and energy from interpersonal conflicts?
• Leveraging great employees’ ideas and innovation?

Of course, hiring and developing employees is nothing like the purchase and deployment of machinery. Whether a piece of manufacturing equipment or a high-tech computer, a piece of apparatus performs over time pretty much the same as it did the day it was purchased aside from typical wear and tear.  Equipment doesn’t wander off for long lunch breaks, develop an alcohol problem or harass the help. But neither does it analyze a production snafu, deal with a customer service issue or innovate to reduce waste and improve safety. Only people can do that.

People, unlike machines, have a capacity to learn, grow and become vastly more than what they were when we hired them. And we can use “Lean” principles in coaching to help our employees grow, becoming even greater contributors as they enjoy the rewards of successfully achieving the goals of the organization. – Bill Sweigert