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STANDARDIZED “SHOWCASE”FACILITATION GUIDE
The Total Leader®
EFFECTIVEPERSONAL
PRODUCTIVITY®
Last Update: 07/25/2014
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Copyright © Leadership Management® International, Inc.
ALL RIGHTS RESERVED
Copyrighted under the Universal Copyright Convention, the Buenos Aires Con-vention, and the Berne Convention.
No part of this publication may be reproduced or transmitted in any form or by any means, including: electronic or mechanical, photocopy, recording or any information storage and retrieval system (now known or to be invented), without permission in writing from LMI. Permission shall be granted to a reviewer who wishes to quote brief passages in connection with a review written for a maga-zine, newspaper, or broadcast. Violation is a federal crime, punishable by fine and/or imprisonment. Title 17, U.S.C. Section 104.
Produced and Distributed by
Leadership Management® International, Inc.Leadership Management,® Inc.
4567 Lake Shore DriveP.O. Box 2503
Waco, Texas 76702-2503
(254) 776-7551www.lmi-world.com
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TABLE OF CONTENTS
OVERVIEW . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Flowchart . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Pre-Course Conference with EDM/Manager . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Win/Win Agreement form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Pre-Course Conference Supervisor Information form . . . . . . . . . . . . . . . . . . . . . . . 14
Pre-Course Conference Participant Information form . . . . . . . . . . . . . . . . . . . . . . . 15
Manager/Mentor Agreement form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Participant Agreement form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Kickoff Conference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Productivity Improvement Goals Workshop . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
LESSON ONE: THE NATURE OF PRODUCTIVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
LESSON TWO: PRODUCTIVITY THROUGH
GOALS ACHIEVEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
LESSON THREE: INCREASING PRODUCTIVITY
THROUGH MANAGING PRIORITIES . . . . . . . . . . . . . . . . . . . . . . . . . . 47
LESSON FOUR: IMPROVING PRODUCTIVITY
THROUGH COMMUNICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55
LESSON FIVE: EMPOWERING THE TEAM
FOR PEAK PERFORMANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
LESSON SIX: INCREASING PRODUCTIVITY
OF THE TEAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68
Assigned Participant’s Feedback Sheet Point Values . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
Icebreakers and Point Makers
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STANDARDIZED “SHOWCASE”FACILITATION GUIDE
FOREFFECTIVE PERSONAL PRODUCTIVITY
OVERVIEW
A “Showcase” class is comprised of participants that come from different companies
and/or organizations to participate in a 6-lesson Effective Personal Productivity (EPP)
program. A Showcase is an outstanding way to introduce the LMI process to key deci-
sion makers of companies who want to experience the process and become confident in
the results achieved before investing in an in-house program. A standardized approach
is found mostly desirable to LMI partners with multi-national and national opportunities.
With a standardized approach, LMI partners can be assured that all personnel in various
locations will experience the same process and approach to facilitating the program.
The facilitation information that follows is specific to a Showcase class, not an in-house
class.
As a facilitator, you play an important role in the success of every program you facilitate.
It is each participant’s responsibility to listen to the lessons, read the text, complete the
“Application and Action” and “Plan of Action” exercises, complete the “Participant Feed-
back” sheets, attend the conferences, and make a conscious effort to apply the lesson
material to their goals for the program. However, you can make the program even more
meaningful and encourage everyone’s participation by making the conferences fun and
lively, by leading discussions in a manner that focuses on their goals for the program,
maximizes the application of ideas, and keeps the program on track.
The primary purpose of facilitating an LMI Program is to help every client achieve
measurable results toward their goals. As the program facilitator, you are the catalyst
that leads to participant satisfaction and program results which may be measured in
dollars earned or saved, greater productivity and effectiveness, and achievement of the
companies’ goals and those of the participant.
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LMI F
acili
tatio
n P
roce
ss –
Sho
wca
seP
rogr
am: E
ffect
ive
Per
sona
l Pro
duct
ivity
; My-
Tym
e©: 1
2-M
onth
Sta
rter
Set
Pre-Course Conference with EDM/Manager
1. R
evie
w M
anag
e-m
ent G
oals
2. C
onfir
m
Parti
cipa
nt(s
) &
Des
ired
Res
ults
&
Beh
avio
r Cha
nge
3. S
hare
“To
tal
Lead
er”
Con
cept
4. E
xpla
in W
in-W
in
Agr
eem
ent
5. D
istri
bute
Pre
-C
ours
e C
onfe
renc
e In
form
atio
n Fo
rms
for C
ompl
etio
n
6. E
xpla
in “
Tria
ngle
of
Com
mun
icat
ion”
7. D
istri
bute
Man
ager
/Men
tor
and
Parti
cipa
nt
Agr
eem
ent F
orm
s fo
r Com
plet
ion
8. C
onfir
m C
onfe
r-en
ce a
nd M
eetin
g S
ched
ules
9. S
et M
id-C
ours
e
Rev
iew
App
oint
-m
ent
1. W
elco
me
&
Intro
duct
ions
2. I
ce B
reak
er
3. L
MI C
once
pt
(Mot
ivat
ion,
Atti
tude
Cha
nge
&
Con
ditio
ning
)
4. M
y-Ty
me©
Pla
nner
In
trodu
ctio
n
5. E
PP
Pro
gram
M
anua
l Int
rodu
c-tio
n
6. R
evie
w A
ssig
n-m
ents
for “
Pro
duc-
tivity
Impr
ovem
ent
Goa
ls W
orks
hop
&
set
7-D
ay G
oals
7. L
MI C
once
pt
(Suc
cess
ful P
eopl
e
& S
light
Edg
e)
8. C
losi
ng P
ower
Th
ough
t
IntroductionKick Off
Conference
Productivity Improvement
Goals Workshop
1. W
elco
me
&
Ice
Bre
aker
2. F
eedb
ack
& R
evie
w
(7-D
ay G
oals
,
Res
ults
from
usi
ng
the
My-
Tym
e©
P
lann
er)
3. R
evie
w th
e Fo
ur
Are
as o
f Im
pact
(P
erso
nal O
rgan
i-za
tion,
Per
sona
l P
rodu
ctiv
ity, P
ro-
duct
ivity
of o
ther
s,
Com
mun
icat
ions
)
4. C
ompl
ete
Win
-Win
A
gree
men
t
5. W
rite
Goa
l Pla
nnin
g S
yste
m F
orm
s on
W
in-W
in G
oals
6. R
evie
w A
ssig
n-m
ents
for L
esso
n O
ne a
nd s
et 7
-day
G
oals
7. C
losi
ng P
ower
Th
ough
t
Lessons1 to 3
Mid-Course Review with
EDM/Manager
Lessons4 and 5
Lesson 6 and
Graduation
Post-Course Review with
EDM/Manager
1. W
elco
me
&
Ice
Bre
aker
2. A
pplic
atio
n &
Act
ion
3. R
ead/
List
en
4. M
ost V
alua
ble
Idea
5. 7
-Day
Goa
ls
6. M
inut
es R
edire
cted
7. P
lan
of A
ctio
n E
xerc
ises
8.
My-
Tym
e© P
lann
er
Rev
iew
9. A
dditi
onal
Res
ults
10. C
ontra
ct S
core
11. N
ext L
esso
n
Pre
view
12. 7
-Day
Goa
ls
13. C
losi
ng P
ower
Th
ough
t
14. C
ompl
ete
Mid
-C
ours
e R
evie
w
(MC
R) a
fter
Le
sson
3
1. R
evie
w G
oals
A
ccom
plis
hed
vs.
Pre
-Cou
rse/
Win
-W
in G
oals
Set
2. S
hare
& D
iscu
ss
Parti
cipa
nt M
CR
R
esul
ts
3. S
hare
Par
ticip
ant’s
Fe
edba
ck S
heet
s Pe
rform
ance
Gra
ph
4. D
eter
min
e A
ny
A
djus
tmen
ts
Nee
ded
5. P
lan
Nex
t Gro
up o
r N
ext S
tep
1. W
elco
me
&
Ice
Bre
aker
2. A
pplic
atio
n &
Act
ion
3. R
ead/
List
en
4. M
ost V
alua
ble
Idea
5. 7
-Day
Goa
ls
6. M
inut
es R
edire
cted
7. P
lan
of A
ctio
n E
xerc
ises
8.
My-
Tym
e© P
lann
er
Rev
iew
9. A
dditi
onal
Res
ults
10. C
ontra
ct S
core
11. N
ext L
esso
n
Pre
view
12. 7
-Day
Goa
ls
13. C
losi
ng P
ower
Th
ough
t
1. R
evie
w G
oals
Acc
ompl
ishe
d
2. R
evie
w P
rodu
ctiv
ity
Impr
ovem
ent &
RO
I
3. I
dent
ify R
esal
e
Opp
ortu
nitie
s
(NE
XT S
TEP
)
4. O
btai
n R
efer
rals
5. A
sk fo
r Let
ter o
f R
ecom
men
datio
n
6. P
lan
Follo
w-u
p /
Set
Nex
t App
oint
-m
ent.
1. W
elco
me
&
Ice
Bre
aker
2. A
pplic
atio
n &
Act
ion
3. R
ead/
List
en
4. M
ost V
alua
ble
Idea
5. 7
-Day
Goa
ls
6. M
inut
es R
edire
cted
7. P
lan
of A
ctio
n E
xerc
ises
8.
My-
Tym
e© P
lann
er
Rev
iew
9. A
dditi
onal
Res
ults
10. C
ontra
ct S
core
11. W
in-W
in G
oals
R
evie
w
12. T
estim
onia
l Let
ters
13. D
istri
bute
Fra
med
C
ertifi
cate
s
14. G
roup
Pic
ture
15. C
ompl
ete
Pro
cess
E
valu
atio
n S
urve
y
16. C
losi
ng P
ower
Th
ough
t
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Pre-Course Conference with EDM/Manager
Before the start of a program there is one Pre-Course Conference with the Economic Decision-
Maker (EDM), commonly the CEO, Division Head, or Manager, of each participant to clarify the
major goals of the program. The number of Pre-Course Conferences will depend on the num-
ber of participants from various companies participating. At this conference you will establish
a basis for evaluating results in a manner which will lead to satisfaction, cost justification, and
incremental sales. Determine what the EDM would like for the participant(s) to gain from the
program that will offset the time and effort they will need to invest into the program to ensure
success.
The Pre-Course Conference should cover what will be included in the program and what he/she
expects as a result of the program. During the Pre-Course Conference, discuss:
1. Review Management Goals
Establish an agreement with the EDM. This agreement should specifically state what he/
she wants to accomplish in the next 12 months as a result of using this program. It should
also state what should be accomplished between now and the end of the program. If you
know the objectives, then you know when you have accomplished them and whether the
program is effective. When the EDM knows the objectives, they will know when they have
accomplished what they wanted.
Be sure the agreement is specific and measurable. As an example, increased communica-
tion is not specific. Higher morale is not specific. Specific goals might include a desired
percentage increase in profit, a proposed percentage reduction in turnover, or a desired
reduction in waste.
Be sure the agreement is realistic. Do not commit yourself or your participant(s) to an unat-
tainable goal.
2. Confirm Participant(s) & Desired Results
a. How many?
b. Who?
c. Desired Results?
d. Behavior Change?
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3. Share “Total Leader Concept”
Share how many organizations have attempted to develop lead-
ers with a fragmented, hit-and-miss approach by focusing on
one area or one facet of leadership. Explain how leadership
is much more complex and just like a professional golfer, to
excel they must work on all facets of their game – driving,
approach shots, sand shots, pitching, chipping, and put-
ting. They must also possess the confidence and men-
tal strength to perform in the heat of the competition.
The same is true for leaders. The best leaders excel at all facets of leadership. At LMI we
believe in the “Total Leader Concept”. This concept identifies four areas or levels that a
person must master to become a Total Leader.
a. Personal Productivity
This is the foundation of all effective leadership. This is the ability to manage yourself,
your time, and your priorities to operate at maximum performance. It is only when
you can optimize your own performance that you are truly able to increase the perfor-
mance of others.
b. Personal Leadership
This is the ability to lead yourself in your own life. This means growing and developing
in all six areas of life:
(1) Family & Home
(2) Financial & Career
(3) Mental & Educational
(4) Physical & Health
(5) Social & Cultural
(6) Spiritual & Ethical
c. Motivational Leadership
This is the capability to lead and motivate others. Inspiring motivation in others is
crucial to developing a productive and engaged team. A motivational leader is able
to help people develop and use more of their potential.
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d. Strategic Leadership
This is the ability to lead an organization working through teamwork and collaboration
to define and develop the purpose of the organization, the key strategies, the optimum
structure, the right people in the right roles, and the most effective processes for an
organization to succeed. This includes the ability to execute the plan to completion.
4. Explain Win/Win Agreements
The real success of your facilitation effort is guaranteed by a strong Win/Win agreement.
Through this important tool participants analyze their own unique situations, develop a list
of tentative goals, and come to a final agreement on three to five important work-related
and personal goals that they wish to achieve using the EPP Showcase program as a
catalyst.
The Win/Win Agreement helps partici-
pants think through their work situation
and develop a prioritized list of the most
critical challenges they face each day
on the job. The critical challenges, in
turn, suggest tentative goals and objec-
tives which participation in the program
will help to achieve.
This list of tentative goals is to be re-
viewed by the participant’s manager.
The end result should be a firm list of
five mutually agreed upon goals to be
achieved through the EPP Showcase
program.
With a strong, well thought out Win/Win
Agreement in place, you have the op-
portunity to monitor each participant’s
progress as they work to achieve the
goals they have set. Additionally, you
can serve as a coach as you remind
them of their goals and guide them toward the completion of those objectives.
Copyright © The Meyer Resource Group,® Inc. ALL RIGHTS RESERVED
WIN/WIN AGREEMENT
CHALLENGESList below your most critical business (3) and personal (2) challenges you face.Prioritize them based on their importance to you.
PriorityChallengeNo.
1.
2.
3.
4.
5.
PROGRAM GOALSConvert the list of challenges above into S.M.A.R.T.® Goals (Specific, Measurable, Attain-able, Realistic, Tangible) that you can accomplish by the end of the program.
GoalsNo.
1.
2.
3.
4.
5.
MEASUREMENT / TRACKINGList below the tools, reports, or systems that you will use to track your progress on each goal.
ToolsNo.
1.
2.
3.
4.
5.
Participant: __________________________________________________________________________________
Manager / Mentor ____________________________________________________________________________
LMI Facilitator ________________________________________________________________________________
4000033
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At the end of the program, you can point to the Win/Win Agreement goals as crucial
evidence that the program helped the participant accomplish specific objectives. Resales
become easier, and participant’s walk away from the program process feeling confident in
their new abilities, satisfied with their achievements, and well-served.
5. Distribute Pre-Course Conference Information Forms
There are two Pre-Course Conference
Information forms: one for the Partici-
pant to complete on themselves and
one is for the Supervisor/Manager to
complete on each participant. Have
the EDM distribute, complete, and re-
turn prior to the kick-off meeting.
The Pre-Course Conference Informa-
tion forms serve three purposes:
a. The Participant can start to identi-
fy areas of needed improvement
and growth for development of
their Win/Win Agreement.
b. The Manager can start to identi-
fy areas of needed improvement
and growth for each participant
which can assist in developing
a mutually acceptable Win/Win
Agreement.
c. The LMI Facilitator learns more about the participant and the manager’s view of the
participant’s capabilities to assist with focused facilitation.
Explain “Triangle of Communication”
One of the unique features of an LMI program is the
implementation of the Triangle of Communication.
This involves key individuals in the process weekly,
over the entire series of the conferences. This process
maintains open communication and enhances the re-
sults of the program. Here is how the triangle works
and what is expected from each individual.
PRE-COURSE CONFERENCE SUPERVISOR INFORMATION
Participant____________________________ Supervisor___________________ Position___________________ Job Description of participant___________________________________________________________________ __________________________________________________________________________________________ What are the strengths of the Participant? What makes him/her good at what he/she does? _________________ __________________________________________________________________________________________ (Instructions: Circle the number where you think the participant is now. Underline the number where you would like them to be.) How would you rate the participant on: Needs Work – Excellent Comments: 1. Organizational skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 2. Planning skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 3. Communication skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 4. Delegation skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 5. Leadership skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 6. Coaching & counseling skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 7. Meeting deadlines 1 2 3 4 5 6 7 8 9 10 ________________________________ 8. Problem-solving 1 2 3 4 5 6 7 8 9 10 ________________________________ 9. Decision-making 1 2 3 4 5 6 7 8 9 10 ________________________________ 10. Team participation skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 11. Goal setting and achieving 1 2 3 4 5 6 7 8 9 10 ________________________________ 12. Stress management 1 2 3 4 5 6 7 8 9 10 ________________________________ 13. Handling interruptions 1 2 3 4 5 6 7 8 9 10 ________________________________ 14. Life Balance 1 2 3 4 5 6 7 8 9 10 ________________________________ 15. Self-Motivation 1 2 3 4 5 6 7 8 9 10 ________________________________ What is the one major personal objective you would like the participant to achieve from this program? _________ __________________________________________________________________________________________ How will we measure his/her progress? __________________________________________________________ How well do you think this person will participate in the program? ______________________________________ Additional notes/insights: ______________________________________________________________________ __________________________________________________________________________________________
06/2005
Notesoverall progress of the participant each week. This will requirean investment of 20 to 30 minutes per week.
The organization is also asked to keep the LMIrepresentative updated on what progress and changes theyobserve during the program, whether the progress issatisfactory, and any additional changes they would like tosee.
PARTICIPANT
The program participant is informed of the goals set bythe organization. (If you do not get agreement it is suggestedyou set a meeting with both the company and participant toreset mutually agreeable goals for the program.) This is alsothe time when you determine what goals the participant wouldlike to accomplish as a result of their personal involvement inthe program.
The participant is responsible to read and listen to theprogram, complete assignments and the Participant FeedbackSheet, and make a conscious effort to apply the informationand work toward the program goals. During the program theyare asked to communicate progress and changes they aremaking during their weekly meeting with their immediatesupervisor as well as their program facilitator.
Flow of the Triangle of CommunicationCLIENT ORGANIZATION
CEO/Division Head (EDM)Immediate Supervisor
Mentor
3-4
CommunicationTriangle
Assignments and Action Steps Action Steps Taken & Goals Accomplished
PARTICIPANTLMI ORGANIZATIONFacilitator
Account Representative
Goals for the Organization and Participant
Action Steps Taken & Goals Accomplished G
oals
for t
he O
rgan
izatio
n an
d Pa
rticip
ant
Ass
ignm
ents
and
Actio
n St
eps
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Client Organization: This includes the EDM (CEO / Division Head) and the immediate su-
pervisor of the participant. The company must tell you what goals they want to accomplish,
for both the organization and participant, as a result of the participant being involved in the
program. The company should also communicate these items to the participant so there is
no misunderstanding as to the purpose of the program. The immediate supervisor needs
to agree to review the Participant’s Feedback Sheets, assignments, goals accomplished,
and overall progress of the participant each week. This will require an investment of 20-30
minutes per week.
The organization is also asked to keep the LMI representative updated on what progress
and changes they observe during the program, whether the progress is satisfactory, and
any additional changes they would like to see.
Participant: The program participant is informed of the goals set by the organization. If
you do not get agreement it is suggested you set a meeting with both the company and
participant to reset mutually agreeable goals for the program. This is also the time when
you determine what goals the participant would like to accomplish as a result of their per-
sonal involvement in the program.
The participant is responsible to read and listen to the program, complete assignments and
the Participant’s Feedback Sheet, and make a conscious effort to apply the information
and work toward the program goals. During the program they are asked to communicate
progress and changes they are making during their weekly meeting with their immediate
supervisor as well as their program facilitator.
LMI Organization: This includes both the facilitator and account representative, if appli-
cable. Their responsibility is to keep the communication process open and insure that all
parties are informed about assignments and what progress and changes are observed.
If the EDM is someone other than the immediate supervisor of the participant, it is also
your responsibility to keep the EDM informed of the progress being made, goals being ac-
complished, and return on investment they are receiving as a result of the program. This
can be accomplished be e-mailing them a one page “Executive Summary” on a weekly
basis. The information for this summary comes from:
• 7-daygoalsaccomplished
• Participant’sFeedbackSheets
• ApplicationandActionpages
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• Groupdiscussions
• ResultsfromusingthePlanofActionsectionoftheprogram
• Anyotherinsights,actionstakenorresultsachievedasaresultoftheprogram.
Remember that most executives are busy people so keep this report brief and to the point.
If it is too long or wordy, most executives will not read the entire report. Tangible results
relating to dollars saved or earned is usually more important to an executive than intan-
gible items such as “I felt more in control of my day” unless that is what the EDM wants as
a result of the program. Relate the information as much as possible to the goals set in the
Pre-Course Conference with the organization.
7. Distribute Manager/Mentor and Participant Agreement Forms
There are two Agreement forms: one for
the Manager/Mentor to complete and
one for the Participant to complete. Have
the EDM distribute, complete, and return
prior to the kick-off meeting.
8. Confirm Conferences & Meeting Schedules
Kick-Off Meeting:
a. When?
b. Where?
c. Other than the participant(s), who
should attend? Be sure to get top
management’s commitment to attend.
Program Schedule:
a. When?
b. Where?
c. How long?
Management Conferences:
a. Your visit to job site.
GOAL: To inspect participant’s responsibilities and accountability.
b. The mid-term evaluation.
GOAL: To inspect progress toward up-front objectives and discuss possible partici-
pants for next group.
PARTICIPANT AGREEMENT
LMI is of the firm conviction that each of us has the potential to be better, to achieve more, and have a desire to develop more of our potential. The goal of this program is to stimulate that desire and set you firmly on a journey in achieving more of your potential, both on the job and in your personal life. Toward this end: (Answer Yes or No) 1. ________ Do you have the potential to do better on the job… to grow? 2. ________ Do you want to use more of your potential on the job and in your life overall? 3. ________ Are you willing to use more of your potential? If so, will you:
________ Participate in all scheduled weekly sessions?
________ Listen to, Read, highlight and write comments within each lesson a combination of 6 times – preferably once a day for six days?
________ Complete all assigned Action Steps?
________ Apply at least one idea from each lesson on the job?
________ Communicate weekly with your Manager/Mentor and/or LMI Coach regarding
progress toward your Win-Win goals? ________ Set and achieve weekly business and personal goals per the Win-Win
Agreement? ________ Commit to being at all the sessions… if an emergency prevents your
participation, will you call the LMI facilitator prior to any missed session? ________ If you do miss a session…. will you complete the week’s assignment and
complete a make-up class with the LMI facilitator? 4. ________ Are you willing to allow the LMI facilitator to hold you to the above commitment? 5. ________ Do you have any concerns or questions about the program at this point? If yes, please
describe on the back of this page. Thank you! Signature: ___________________________________________ Date: ______________
MANAGER / MENTOR AGREEMENT
Our clients tell us that the key to participants achieving measurable, long-term results in our programs is the degree of commitment the management has to meeting with the participant on a weekly basis to coach the participant in applying the ideas back on the job. Increasing the frequency of feedback to the participants/employees, increases the quality and quantity of performance. You, the manager/mentor, have a crucial role in helping develop the potential of the participant during the program and long after the sessions are over. Please review the following commitments and sign at the bottom to confirm your willingness to work together to achieve the greatest results possible for your participant and your organization. Are you willing: 1. To keep your copy of the "Win-Win" goals readily available and be aware of where the participant
stands on achieving these goals? 2. To meet a minimum of bi-weekly with your participant for a minimum of twenty minutes to review
the lesson and how the ideas are being applied back on the job? Stay focused on what they are doing differently to achieve the behavior changes they have identified and are applying in their daily plans/activities and goals?
3. Review the participant’s online feedback weekly and comment as necessary. 4. Ask the participant:
What are the results of their Business Goals which will be in support of the "Win-Win" goals. What obstacles are they facing (if any) in using the ideas from the program within the
organization? Help to resolve any issues. 5. Look for and encourage positive changes in the participant…"allow" them to change. 6. Discuss the progress and any concerns with the LMI coach / facilitator when called. 7. Meet with the LMI coach / facilitator for pre-conference goal planning, mid-course, and post-course reviews. Manager/Mentor: ____________________________________________________________________ Participant(s): _______________________________________________________________________ Signature: ________________________________________ Date: _____________________________ (Manager/Mentor)
- 12 -
c. Post-Course Conference.
GOAL: Determine overall accomplishments of participant(s) and the next step in their per-
sonal development and to determine the next group of participants to be facilitated in-
house.
The Pre-Course Conference with the EDM can be completed by either the facilitator or
account representative, whichever is deemed responsible for maintaining communication
with the participant and EDM. It is often advisable to have both the facilitator and account
representative at these meetings, if applicable.
As a facilitator, you play an important role in the success of every program you facilitate. It is
each participant’s responsibility to listen to the lessons, read the text, complete the “Applica-
tion and Action” and “Plan of Action” exercises, complete the “Participant Feedback” sheets,
attend the conferences, and make a conscious effort to apply the lesson material to their goals
for the program. However, you can make the program even more meaningful and encourage
everyone’s participation by making the conferences fun and lively, by leading discussions in
a manner that focuses on their goals for the program, maximizes the application of ideas, and
keeps the program on track.
The primary purpose of facilitating an LMI Program is to help every client achieve measurable
results toward their goals. As the program facilitator, you are the catalyst that leads to par-
ticipant satisfaction and program results which may be measured in dollars earned or saved,
greater productivity and effectiveness, and achievement of the companies’ goals and those of
the participant.
- 13 -Copyright © The Meyer Resource Group,® Inc. ALL RIGHTS RESERVED
WIN/WIN AGREEMENT
CHALLENGESList below your most critical business (3) and personal (2) challenges you face.Prioritize them based on their importance to you.
PriorityChallengeNo.
1.
2.
3.
4.
5.
PROGRAM GOALSConvert the list of challenges above into S.M.A.R.T.® Goals (Specific, Measurable, Attain-able, Realistic, Tangible) that you can accomplish by the end of the program.
GoalsNo.
1.
2.
3.
4.
5.
MEASUREMENT / TRACKINGList below the tools, reports, or systems that you will use to track your progress on each goal.
ToolsNo.
1.
2.
3.
4.
5.
Participant: __________________________________________________________________________________
Manager / Mentor ____________________________________________________________________________
LMI Facilitator ________________________________________________________________________________
4000033
- 14 -
PRE-COURSE CONFERENCE SUPERVISOR INFORMATION
Participant____________________________ Supervisor___________________ Position___________________ Job Description of participant___________________________________________________________________ __________________________________________________________________________________________ What are the strengths of the Participant? What makes him/her good at what he/she does? _________________ __________________________________________________________________________________________ (Instructions: Circle the number where you think the participant is now. Underline the number where you would like them to be.) How would you rate the participant on: Needs Work – Excellent Comments: 1. Organizational skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 2. Planning skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 3. Communication skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 4. Delegation skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 5. Leadership skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 6. Coaching & counseling skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 7. Meeting deadlines 1 2 3 4 5 6 7 8 9 10 ________________________________ 8. Problem-solving 1 2 3 4 5 6 7 8 9 10 ________________________________ 9. Decision-making 1 2 3 4 5 6 7 8 9 10 ________________________________ 10. Team participation skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 11. Goal setting and achieving 1 2 3 4 5 6 7 8 9 10 ________________________________ 12. Stress management 1 2 3 4 5 6 7 8 9 10 ________________________________ 13. Handling interruptions 1 2 3 4 5 6 7 8 9 10 ________________________________ 14. Life Balance 1 2 3 4 5 6 7 8 9 10 ________________________________ 15. Self-Motivation 1 2 3 4 5 6 7 8 9 10 ________________________________ What is the one major personal objective you would like the participant to achieve from this program? _________ __________________________________________________________________________________________ How will we measure his/her progress? __________________________________________________________ How well do you think this person will participate in the program? ______________________________________ Additional notes/insights: ______________________________________________________________________ __________________________________________________________________________________________
06/2005
- 15 -
PRE-COURSE CONFERENCE PARTICIPANT INFORMATION
Participant____________________________ Supervisor___________________ Position___________________ Job Description _____________________________________________________________________________ __________________________________________________________________________________________ What are your strengths? What makes you good at what you do? _____________________________________ __________________________________________________________________________________________ (Instructions: Circle the number where you think you are now. Underline the number where you would like to be.) How would you rate yourself on: Needs Work – Excellent Comments: 1. Organizational skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 2. Planning skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 3. Communication skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 4. Delegation skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 5. Leadership skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 6. Coaching & counseling skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 7. Meeting deadlines 1 2 3 4 5 6 7 8 9 10 ________________________________ 8. Problem-solving 1 2 3 4 5 6 7 8 9 10 ________________________________ 9. Decision-making 1 2 3 4 5 6 7 8 9 10 ________________________________ 10. Team participation skills 1 2 3 4 5 6 7 8 9 10 ________________________________ 11. Goal setting and achieving 1 2 3 4 5 6 7 8 9 10 ________________________________ 12. Stress management 1 2 3 4 5 6 7 8 9 10 ________________________________ 13. Handling interruptions 1 2 3 4 5 6 7 8 9 10 ________________________________ 14. Life Balance 1 2 3 4 5 6 7 8 9 10 ________________________________ 15. Self-Motivation 1 2 3 4 5 6 7 8 9 10 ________________________________ What is the one major personal objective you would like to achieve from this program? _____________________ __________________________________________________________________________________________ How will we measure your progress? ____________________________________________________________ How well do you think you will participate in the program? ____________________________________________ Additional notes/insights: ______________________________________________________________________ __________________________________________________________________________________________
06/2005
- 16 -
MANAGER / MENTOR AGREEMENT
Our clients tell us that the key to participants achieving measurable, long-term results in our programs is the degree of commitment the management has to meeting with the participant on a weekly basis to coach the participant in applying the ideas back on the job. Increasing the frequency of feedback to the participants/employees, increases the quality and quantity of performance. You, the manager/mentor, have a crucial role in helping develop the potential of the participant during the program and long after the sessions are over. Please review the following commitments and sign at the bottom to confirm your willingness to work together to achieve the greatest results possible for your participant and your organization. Are you willing: 1. To keep your copy of the "Win-Win" goals readily available and be aware of where the participant
stands on achieving these goals? 2. To meet a minimum of bi-weekly with your participant for a minimum of twenty minutes to review
the lesson and how the ideas are being applied back on the job? Stay focused on what they are doing differently to achieve the behavior changes they have identified and are applying in their daily plans/activities and goals?
3. Review the participant’s online feedback weekly and comment as necessary. 4. Ask the participant:
What are the results of their Business Goals which will be in support of the "Win-Win" goals. What obstacles are they facing (if any) in using the ideas from the program within the
organization? Help to resolve any issues. 5. Look for and encourage positive changes in the participant…"allow" them to change. 6. Discuss the progress and any concerns with the LMI coach / facilitator when called. 7. Meet with the LMI coach / facilitator for pre-conference goal planning, mid-course, and post-course reviews. Manager/Mentor: ____________________________________________________________________ Participant(s): _______________________________________________________________________ Signature: ________________________________________ Date: _____________________________ (Manager/Mentor)
- 17 -
PARTICIPANT AGREEMENT
LMI is of the firm conviction that each of us has the potential to be better, to achieve more, and have a desire to develop more of our potential. The goal of this program is to stimulate that desire and set you firmly on a journey in achieving more of your potential, both on the job and in your personal life. Toward this end: (Answer Yes or No) 1. ________ Do you have the potential to do better on the job… to grow? 2. ________ Do you want to use more of your potential on the job and in your life overall? 3. ________ Are you willing to use more of your potential? If so, will you:
________ Participate in all scheduled weekly sessions?
________ Listen to, Read, highlight and write comments within each lesson a combination of 6 times – preferably once a day for six days?
________ Complete all assigned Action Steps?
________ Apply at least one idea from each lesson on the job?
________ Communicate weekly with your Manager/Mentor and/or LMI Coach regarding
progress toward your Win-Win goals? ________ Set and achieve weekly business and personal goals per the Win-Win
Agreement? ________ Commit to being at all the sessions… if an emergency prevents your
participation, will you call the LMI facilitator prior to any missed session? ________ If you do miss a session…. will you complete the week’s assignment and
complete a make-up class with the LMI facilitator? 4. ________ Are you willing to allow the LMI facilitator to hold you to the above commitment? 5. ________ Do you have any concerns or questions about the program at this point? If yes, please
describe on the back of this page. Thank you! Signature: ___________________________________________ Date: ______________
- 18 -
Kickoff Conference
The Kickoff Conference is the most important conference of the
program. The primary aim of this meeting is to get the program off
to the best possible start. The importance you attach to the kick-off
meeting will influence directly the importance your participants attach
to the program. The primary goals of this conference are:
1. Help the participants know each other and feel comfortable about
discussing their goals and work place situations.
2. Help the participants understand the concepts of the program
and be enthusiastic and excited about their participation.
3. Deliver and explain the proper use of the program materials
and the benefits to be gained by using them in the prescribed
manner.
4. Review the assignments for the first week and answer any
questions they might have about the program, conferences, or
methodology.
The basic kickoff does not vary in purpose or form. The Kickoff
Conference normally runs three hours in length depending on the
number of participants.
The sequence of the Showcase kick-off is:
1. Welcome and Introduction (10 minutes) :10
2. Icebreaker – Success (10 minutes) :20
3. LMI Concept ( 15 minutes) :35
- Motivation (5)
- Attitude Change (5)
- Conditioning (5)
4. My-Tyme Planners® (25 minutes) :60
5. EPP Program Delivery (15) 1:15
- Distribute (5)
- IS NOT – IS (5)
- Explain Process using L1 (5)
6. Introduction/Kick Off Workshop* (30 minutes) 1:45
- Total Leader/Discussion (10)
- Productivity Challenges (10)
NOTES
- 19 -
- Win/Win Challenges (10)
- Assignment/Triangle of Communication
- Profile
7. LMI Concept – Characteristics (10 minutes) 1:55
8. Closing & Power Thought (5 minutes) 2:00
Introductions (10 minutes)
“Welcome to the Kick-Off Conference for the Effective Personal Productivity program. My name is (Your Name) and I represent (Company Name). Over the next seven weeks, we will work on improving productivity, both in your business life and your personal life.”
“To get started, I’d like each of you to introduce yourself, your company, and your primary job function.”
Call on each person. After all participants are done, tell them about
yourself and LMI.
Ice Breaker (10 minutes)
The purpose of an icebreaker is to assist you in breaking preoccu-
pation, getting the participants involved, warm them up, and make
them feel comfortable. People are sometimes reluctant to participate
when they are among strangers. Reducing the relationship tension
eases the facilitator’s role.
“Let’s start by talking about the definition of success. What is success?”
Refer to “The LMI Concept” Icebreakers/Pointmakers – use just section #1 SUCCESS found on pages 1 - 2
LMI Concept (Part I) (15 minutes)
The purpose of the LMI Concept is to help participants understand
why the process we use is so important in the success of the program.
It also helps in opening up the mind to new ways of looking at
themselves and their surroundings. The LMI Concept has six parts.
NOTES
- 20 -
NOTESThey are:
• Success(justcoveredastheicebreaker)
• Motivation(5minutes)
• AttitudeChange(5minutes)
• Conditioning(5minutes)
• ThreeCharacteristicsofSuccessfulPeople(5minutes)
• TheSlightEdge(5minutes)
The first four parts are covered in the beginning of the kick-off meet-
ing and the last two parts are covered at the end of the meeting.
Script for Motivation & Attitude Change found in the “The LMI Concept” Icebreakers/Pointmakers. Use just sections #2 MOTIVATION, #3 ATTITUDE CHANGE, and #4 CONDITIONING found on pages 2 – 7.
Distribute My-Tyme® Success Planners (25 minutes)
a. Distribute the pre-assembled My-Tyme® planners and have the
participants complete the cover page/information sheet. Have
the participants complete Section 2 of the registration card and
return to you. You will need to fill in any missing information,
including your 5 digit LMI number and mail to Waco, TX after the
meeting.
b. Have each participant open up the My-Tyme® Owner’s Manual
and/or the first couple of pages in the planner to “The Ten
Commitments” and review each item with them.
c. Review each of the index tabs and contents with the participants
covering:
• Index
• Notes/Journal
• Goals
• Tracking
• Communication
• FuturePlanning
d. Have the participants turn to the current monthly tab and review
the following for Monthly Planning:
- 21 -
NOTES • Mission/Purpose
• PersonalGoals
• BusinessGoals
Assignment: complete monthly planning for the current month.
e. Have the participants turn to the “Month-at-a-Glance” section.
Have them schedule the remainder of their conferences on the
Monthly Calendar pages.
Assignment: move appointments and commitments from existing
calendars, note pads, post-it-notes, etc. to the “Month-at-a-
Glance” section.
f. Explain the use of the Daily Organizer and 1-31 Day Tracking
pages.
Assignment: Start planning daily and have the participants list
Listen, Read, and Plan of Action on the 1-31 Day Tracking sheet.
Ask them to track each day that they do each of these items.
Explain that the 1-31 Day Tracking sheet is a tool that is used to
help them develop habits and they can add any item they wish
that they want to develop a habit of doing.
g. Explain how to use the conference planner.
Assignment: Ask the participants to give a Conference Planner
to each person they communicate with every day. Ask them to
use it with each person and be prepared to share their results at
next week’s conference.
Distribute EPP Programs (15 minutes)
Distribute the EPP programs to all the participants.
“Before we get involved in the details of the program, let me assure you about what the program IS and IS NOT.”
“IT IS NOT• Amentalstraightjacket.Thisisnotanewtheoryoridea.You’ll
find all the concepts in the program practical and flexible.• Asetofpatanswers.Weallknowthatinaleadershiporman-
agement situation there are no pat answers – only principles that can be applied to a situation.
- 22 -
NOTES• Alectureseries.Thiswillnotbeaseriesofspeeches.Itisaprogram you participant in.”
“IT IS• Astimulustoyourthinking.Whatyoufindintheprogramisnotas
important as what it helps you find in yourself.• Aplacetocollectthe“best”ideasfromyouandthegroup.Itcan
become your encyclopedia of leadership and management prin-ciples at work.
• Itisaprograminwhichyoulearnbydoing.Therearemanyideaswhich sound good in the classroom, but do not produce when you are back at work. In this program you will get to apply what you learn as you learn it.”
Have the them open up their EPP manuals. Explain the process
used in the program, FOR MAXIMUM BENEFITS FROM EFFECTIVE
PERSONAL PRODUCTIVITY found at the beginning of the manual.
Review how the program works, the contents of the program,
layout of each lesson, use of CD’s, Conference Planner/Imperative-
Important Cards (when in an environment where they can’t take
their planners such as manufacturing plant floor), and how to get
maximum benefits.
Review course schedule and have the participants enter into the
Month-at-a-Glance pages. Explain how missed meetings and
make-ups will work. Participants are still expected to complete all
assignments. A make-up session with the Facilitator is required
prior to the following weekly session (i.e. 1 hr before the session, via
conference call or video conference, or as schedules allow).
Introduction/Kickoff Workshop (30 minutes)
The Introduction/Kickoff Workshop consists of 3 parts, each
approximately 10 minutes in length. They are:
1. Total Leader and Discussion
2. Productivity Challenges form
3. Win/Win Challenges which includes the explaination of the
Triangle of Communication and Assignments.
4. Set 7-Day Goals.
- 23 -
NOTESYou have two options for The Total Leader and Discussion. You can
explain the Total Leader Concept while drawing it on the board, or
you can ask the participants to read as they listen to the recording
from the Introduction CD. It is about 7 ½ minutes long. Ask them
to either highlight or underline important items. At the end of the
recording, or explanation of the Total Leader Concept, discuss the
importance of personal organization and productivity as a pre-
requisite for Leadership Development.
Continuing with the process, have them go to the Productivity Challenges form and complete it. Ask if they have learned or
confirmed anything from completing the exercise. Do they have
any areas they can and would like to improve.
Go to the Win/Win Agreement and have them write their most critical
challenges. They can use some of the insights from completing
the Productivity Challenges form. Discuss the Triangle of Communication and the importance of working with their Mentor.
Assignment: Ask the participants to review their Productivity
Challenges form with their Supervisor/Mentor along with the Win/
Win Agreement, and bring the completed forms to the next meeting
along with the completed Participant Profile. They should read all
the written text behind the Introduction / Kick Off tab, highlighting
and making notes as they read.
Explain the process used each week in setting Weekly Goals. Have
each person give you one Business and one Personal goal they
will accomplish within the next 7-days. This is to get them use to
setting weekly goals. After the Win/Win agreement is completed the
business 7-day goal should be in relationship to the Win/Win goal.
LMI Concept (Part II) (10 minutes)
• ThreeCharacteristicsofSuccessfulPeople(5minutes)
• TheSlightEdge(5minutes)
Script for Three Characteristics of Successful People & The Slight Edge, found in the “The LMI Concept” Icebreakers/Pointmakers. Use just sections #5 THREE CHARACTERISTICS OF SUCCESSFUL PEOPLE & #6 THE SLIGHT EDGE found on pages 7 - 8.
- 24 -
NOTESClosing Power Thought (5 minutes)
Review the assignments for the week and remind the group about the
importance of reviewing the program and assignments with their man-
ager.
Send the group off on a high note by sharing how excited you are about
leading this group and working with them toward the accomplishment
of their goals.
Close with a “Motivational Power Thought”:
“When you set goals for yourself, they work in two ways: You work on them and they work on you.” - Anonymous
- 25 -
NOTES Productivity Improvement Goals Workshop
The objective of the Productivity Improvement Goals Workshop is to
further clarify the goals and action steps the participants will take dur-
ing the program.
The sequence of the Productivity Improvement Goals Workshop is:
1. Icebreaker (5 minutes) :05
2. Assignment Review (10 minutes) :15
3. Win/Win Agreement (5 minutes) :20
4. Goal Planning Ssytem forms (60 minutes) 1:20
5. My-Tyme Review (15 minutes) 1:35
6. 7-day goals (15 minutes) 1:50
7. Assignments (10 minutes) 2:00
Ice Breaker (5 minutes)
The purpose of an icebreaker is to assist you in breaking preoccu-
pation, getting the participants involved, warm them up, and make
them feel comfortable. Reducing the relationship tension eases the
facilitator’s role.
“Let’s take a trip together . . .”
Refer to Icebreakers/Pointmakers – “Goal Setting 101” found on pages 6 - 8.
Assignment Review (10 minutes)
1. Listen and Read
Your assignment was to listen to the CD and read in your EPP
manual a combination of six times (preferably once a day). Read
and listen together at the same time at least once and highlight
or underline and make notes in the notes column.
• Introduction&KickOffsection
• ProductivityImprovementGoalssection
Note: The recording contains only partial content.
- 26 -
NOTES2. Productivity Challenges
“Turn to the Productivity Challenges form at the end of the reading
material behind the Introduction and Kick Off tab. What did you
learn by completing this and reviewing it with your mentor?”
Win/Win Agreement (5 minutes)
Ask participants to turn to the last page of the “Introduction / Kick
Off” section of the EPP manuals to the Win/Win Agreement form.
“What did you learn by reviewing this form with your Manager/Men-
tor” Did he agree with your challenges? Were you able to come
to an agreement on the program goals and how you were going to
measure the success of those goals?
Option: Instructions for helping participants complete the Win/Win.
If you are working with the group to complete the Win/Win in class
follow these instructions.
“In order for you to determine what you want this LMI program to
achieve, I’d like to work through the development of a Win/Win
Agreement. The Win/Win Agreement allows us to clarify our expec-
tations about the program, and to identify the challenges that you
want to address as a result of the course.”
“Take a moment to think about the critical challenges that you face
on the job. In reality, of course, most work challenges are communi-
cation, organization, productivity, or team development challenges.”
“What are the three most critical business challenges and two most
critical personal challenges in your area of responsibility? What are
the challenges that you face on the job every day that are prevent-
ing you from generating greater results? Please take some time to
think about the question, then write down your answers in the space
provided.”
These critical challenges will, in turn, suggest tentative goals and
objectives which participation in the program will help to achieve.
- 27 -
NOTESMake sure each participant has written down five items before you
proceed to prioritization. If a participant has difficulty, help him or her
think through recent experiences and situations that might indicate
or have generated a challenge.
“Now, prioritize the items you’ve listed. What is most important?
What is next? Number the items on your list from 1 to 5.”
Once everyone has had a chance to generate and prioritize their list
of challenges, go around the room and ask each participant to share
what their number one critical challenge is and write the item on the
board. As you move from one person to another, if their number one
challenge is already listed, ask them to give you the next challenge
listed. Usually you will end up with about twelve items listed before
the participants run out of challenges.
When you write a participant’s challenge on the board, expand it to
include all aspects of the challenge. For example, it they say inter-
ruptions is the most critical problem, list interruptions and add inter-
nal, external, controllable, and uncontrollable. This will prevent other
participants from giving a variant of the same challenge.
When you have completed the exercise, summarize by saying,
“it appears that many of us face similar challenges in our positions.
The technical aspects of our positions may be different, but the lead-
ership and management functions we do on a day to day basis and
the challenges we encounter in doing our jobs are similar.”
Goal Planning Ssytem forms (60 minutes)
Have the participant’s turn to pages 5 – 11 and the sample Goal
Planning System sheets found in the “Introduction/Kick Off” section.
Also have them turn to the yellow “Goals” tab of the planner where
other blank goal sheets are found.
Have each participant take the number one goal to be accomplished
by their participation in the program and ask them to write it on the
Goal Planning System form. Then walk the group through each
step of the form. After you have walked through and completed a
Goal Planning System form with the group, ask the group to com-
plete a Goal Planning System form on each of their Win/Win goals,
- 28 -
NOTESalong with creating graphs or charts for measurement. These are the
goals that the participant and the program are going to be measured
against.
Have participants continue working on additional Goal Planning
Ssytem forms as time allows.
My-Tyme Review (15 minutes)
Discuss with the class the contents of the planner. Begin with “The
Ten Commitments”, followed by “Monthly Planning Steps” Ask them
about the Weekly Planning Steps and the Daily Organizing Steps
they have started to use.
Review with the class the following items.
• Useonlyonesystem
• Schedule5–10minuteseverymorning(orthenightbefore)to
plan and organize each day.
• RecordonyourdailypagesyourImperativeandImportantaction
steps each day. Don’t forget to include listening and reading the
lesson material and completing written assignments.
• Merge all other commitments, appointments, etc. into your
planner, if you haven’t already done so.
• Eliminate all post-it-notes and scratch pads and use the
conference planner pages, if you haven’t already done so.
• Closeouteachday.
7-Day Goals (15 minutes)
Review the 7-Day Goals from last week. The Weekly Goals Accom-
plished (form 0.3) found behind the Productiviity Improvement Goals
tab is used to record their weekly goals.
Explain to the participant’s that they will be expected to identify a
7-day goal each week. Setting these goals will help them move
toward the accomplishment of their Win/Win Agreement goals.
These action steps most likely will come from the Plan of Action
steps found on the Goal Planning System sheets. Explain they will
be expected to share their goals each week, as well as report out on
progress each week.
- 29 -
NOTESHave them plan when they will work on their 7-day goals throughout
the week and come prepared to share with the group their
accomplishments. Going forward, then ask the participants to write
these goals in their My-Tyme® planners and Participant’s Feedback
Sheets located in each lesson.
Assignments (10 minutes)
Using the EPP Program, review the assignments for the next class
with the participants.
• ListentotheCDand/orreadthelessonmaterialforaminimum
of six repetitions.
• Highlight/underlineandmakenotesintheNotesColumn.
• Identifythemostvaluableideaanddeterminehowyouhaveor
will apply it.
• CompletetheApplication&Actionquestions.
• CompletethePlanofActionexercises(reviewforms).
• Schedule time andmeet with yourManager/Mentor to review
your High Payoff Activities(HPA’s).
• Schedule in your planner when you plan to work on your
assignments.
• CompleteyourOnlineFeedback -due theeveningbeforeour
next session.
• IdentifyMinutesRedirectedthisweekaswellasallthequestion
on the Participant Feedback form.
Win/Win and 7-Day Goals
• EnteryourfinalWin/Wingoalsonline
• CompleteaGoalPlanningSystemformforeachofyourWin/Win
Goals.
• SetupatrackingandmeasurementtoolforeachWin/WinGoal.
• Classify “behavioral” goal as business or personal for online
feedback and remain consistent throughout the course.
• Identify one 7-day goal for each Win/Win goal that you will
accomplish this week and decide which one(s) you will be sharing
with the group. Track progress on Weekly Goals Summary sheet.
Come Prepared each week to share your accomplishments and
your new 7 -Day Goals.
- 30 -
NOTESClosing Power Thought
“Champions are champions not because they do anything extraordinary, but because they do the ordinary things better than anyone else.” - Chuck Noll
- 31 -
NOTES NOTES LESSON ONE
THE NATURE OF PRODUCTIVITY
The objective is to understand the importance of time and to establish a
definition of productivity applicable to their work situation.
What you need for the conference:
EPP Conference Guide
Your EPP Program
Your My-Tyme
Sixteen Squares instructions
Large flip chart paper and easel
Copies of the Power Thoughts for each individual
Room set-up conference style
Refreshments
Sequence:
1. Opening & Icebreaker (10 minutes)
2. Feedback & Review (90 Minutes)
3. Summary & Assignments (15 minutes)
4. Closing Power Thought (5 minutes)
Opening & Icebreaker (10 minutes)
The purpose of an icebreaker is to assist you in breaking preoccu-
pation, getting the participants involved, warm them up, and make
them feel comfortable. Reducing the relationship tension eases the
facilitator’s role.
Begin the session with a welcoming statement and the “Sixteen
Squares” icebreaker. Refer to Icebreakers & Pointmakers – “Sixteen Squares” found on page 5.The goal of this icebreaker is
to illustrate the value of looking beyond the obvious, often referred
to as “out of the box” or “possibility” thinking.
- 32 -
NOTESFeedback & Review (90 minutes)
Before each conference, review the goals set during the Kick-off
conference, which should be in your Conference Notebook, and
make note of how this lesson pertains to the goals set by the com-
pany and/or the participants. This will help you in asking the right
questions and will help the participants gain insight into the action
and behavioral changes necessary to accomplish their goals. Keep
in mind that your responsibility is to facilitate the program to their
goals, not to just facilitate the program.
This section of the conference is where you review accomplishments
from the previous week. Pull out a Participant’s Feedback Sheet and
follow the outline.
1. Application & Action
The purpose in starting with review of the Application & Action
questions is to get the participant immediately engaged in dis-
cussion and not putting participants in a potentially negative
mode if they didn’t read and listen as instructed. Get everyone
off on a very positive note and ensure each participant is experi-
encing positive results and discussion.
Start with question #1 and ask who would like to share their re-
sponse. You may want to call on individuals to ensure rotation so
one individual doesn’t dominate the discussion.
2. I listened ___ times and read ___ times
Ask each participant to share the number of times they listened
and read. Congratulate or challenge each participant for their
efforts. When challenging a participant, always ask what held
them back from completing the assignment and ask if the person
would like to hear suggestions from other participants and then,
allow others to comment.
Keep track of how many times each participant listened and read
the assignment.
- 33 -
NOTES3. Most Valuable Idea
Ask participants to share their most valuable idea and how they
applied that idea or will apply it. Participants are encouraged to
apply the most valuable idea between classes and to schedule in
their planner the day and time the assignment will be completed.
This way, each week they will come to class with a positive feel-
ing regarding setting and accomplishing goals. Ask them what
results they got (or expect to get) from applying the idea and
how the idea will help them achieve their Win/Win goals.
4. 7-Day Goals
Ask participants to share what they accomplished in achieving
their business and personal goals. What worked or didn’t work
and how would they improve the process? Was their action by
choice or circumstance? What prevented completion? Do they
still want to accomplish the goal? Also, ask if they scheduled the
goal in their planner. Participants are encouraged to set weekly
goals they can accomplish between classes and to schedule in
their planner the day and time the goal will be completed. This
way, each week they will come to class with a positive feeling
regarding setting and accomplishing goals.
5. Minutes Redirected
Ask each participant to record the approximate number of min-
utes redirected from low payoff activities to high payoff activities,
i.e. improved productivity, for the week utilizing the principles of
the EPP lesson content.
6. Plan of Action Exercises
LMI programs are designed to be action oriented. Each lesson
has a Plan of Action section. Follow the exercises, question-
naires, or forms found in each lesson of the EPP manual. Ask
participants to share their insights and what they learned from
each of the exercises.
In Lesson One you start with the Definition of Productivity (form
1.1) Be careful not to invest all your time on one or two forms.
- 34 -
NOTESAsk different individuals to respond as you cover the different
forms from the Plan of Action section. Walk around the room and
look at the forms so you can see the extent of detail each person
put into the form and congratulate those who went the extra mile
in completing their assignments. Reinforce that they will get out
of the program what they put into the program.
7. My-Tyme® Success Planner Review
ReviewAsk each participant to comment on and share how often they
write in their planner and how it has proven to provide value.
What results have they experienced.
a. What results have you experienced using the My-Tyme?
1. Using one system?
2. Using the monthly planner to schedule your appointments
and commitments that you make to yourself for a block of
time?
3. Taking 5-10 minutes to organize each day?
4. When are you planning and closing out each day?
Before leaving the office
In the Evening
In the Morning
b. Additional uses of the My-Tyme
After you have planned and organized each day, the next step
is to prioritize each day. Put first things first. “If you fail to
prioritize you’ll allow the happenings of the moment to become
the priority.”
Prioritizing Prioritizing starts with using the ABC method.
A- Stands for Must Do. It is both urgent and important. Not com-
pleting it could lead to serious consequences. Place these in
the imperative section.
B- Stands for important-should do but it’s not urgent.
- 35 -
NOTESC- Stands for things you would like to do but if you put off pose
no serious consequences.
D- Is for delegate. Use the letter of the persons name you intend
to delegate it to.
Group TasksThe next step is to group tasks by prioritizing each letter numeri-
cally in order of priority that you want to accomplish them.
Example:
A1, A2, A3.... B1, B2,.... C1, C2.... D1, D2....,
• OrganizeeachdayfromgoalsandHPA’s(askforexamples)
• Review1-31DayTrackerexamples
• MonthlyPlanningsteps
• Closeouteachday
• Reviewbenefitsofplanning,organizing,andprioritizingeach
day
• Additionaluses
Closing out each dayAfter completing a task block out the double line using the task
completed symbol beside each task.
Whenever you initiate a task and do not complete it put a dot
between the double line. It means that you started but had to go
on to the next task. Put a dot beside the task and go on to the
next priority.
Example: Phone calls. You make the call but get a busy
signal, voice mail, or the person was in a meeting, etc.
Throughout the day and before moving your dayfinder to the
next day, all tasks need to be either completed or transferred.
Before transferring a task, rewrite the task on the day you intend
to complete it. Then use the transferred symbol by running a
horizontal line through the double line beside the task.
Only after you have closed out your day have you earned the
right to move your dayfinder. This is how you can guarantee
yourself that nothing will ever slip through the cracks.
- 36 -
NOTESReview the note pageWe recommend using the note pages opposite each daily page
and start recording on it all of your notes that you would normally
record on post it notes and scratch pads. Clear your desk of all
these note taking devices and start recording everything on your
note page. If you need more than one page simply keep adding
additional pages. Some days are going to be two or three note
page days.
As you are recording these commitments on the note page,
number them. During the day and before moving your dayfinder,
each commitment needs to be closed out using the task trans-
ferred or task completed symbol. Again if you’re recording ev-
erything on the note page and closing it out before moving your
dayfinder, you will get things done and nothing will slip through
the cracks.
Organize each day from your goals and high pay off activities
Turn to goals and projects page on the back side of the monthly
planner. Under the high payoff activities, record your top 6 high
payoff activities from Lesson 1 in the Plan of Action. Then tomor-
row, when you organize each day, review your high payoff activi-
ties so that your organizing your time around them.
1-31 day tracking
Beside the Goals and High Payoff Activities page is the 1-31 day
tracking sheet. It’s another tool available to measure your effec-
tiveness. It can be used to track your goals and high payoff
activities.
Review your list of high payoff activities. Which one if done con-
sistently and on a regular basis would produce the greatest re-
sult? Track it and measure it.
Another method of tracking the amount of time your spending
on high payoff activities is blocking the time on your monthly
planner.
- 37 -
NOTESMy-Tyme Assignments
1. For the next 7-days, continue to follow the 7 daily organizing
steps. Where would you record this assignment in your My-
Tyme?
Answer: Action steps (Determine if Imperative or Important)
and 1-31 day tracking sheet.
Example:
(organizing each day/ 7 steps ) abbreviated.
2. Consider how you will use your My-Tyme to schedule and
track your program assignments for the week.
Examples: Use the 1-31 day tracking sheet to track your daily
listening.
Schedule time to complete lesson assignments.
8. Additional Results
Ask the participants to share any additional results they achieved
after completing the lesson. Additional results could be residual
effects in their professional and/or personal lives. Example, “I
scheduled personal projects in my planner and completed them
which made my spouse very happy.”
Summary & Assignments (15 minutes)
In this section, briefly recap what was accomplished in the current
lesson and review with the participants the lesson for next week.
This includes the lesson content, Plan of Action, and Participant’s
Feedback Sheet.
1. Contract Score
The Participant’s Feedback Sheets are scored on a weighted rat-
ing system. Each item on the PFS has an assigned value which
varies based on the importance and/or effort it takes to complete
each assignment. Participants are allowed to score the item on
the “honor system”.
- 38 -
NOTESProvide the scores for each assignment, have the participant
total their score, and enter into the “Score” section in the top left
corner of the Participant’s Feedback Sheet. (While the participants
are doing this, you can fill out your Attendance/Performance
Record.) Ask each participant to share their score and track this
on a performance graph for review in the Mid-course and Post-
Course reviews with the EDM.
If an individual scored low because they didn’t complete all the
assignments, ask them what happened that prevented them from
doing so, and help them think through what they would have to
do differently to accomplish them. You can open the discussion
to the group for suggestions, but watch your time. Avoid lengthy
discussions on any one person’s challenges.
NOTE: Participant’s Feedback Sheet Point Values can be found
at the end of this guide.
2. Next Lesson Preview
Distribute next week’s lesson assignments. Review the assign-
ments and remind the group of any time-sensitive exercises.
Challenge participants to complete all homework two to three
days prior to class, to allow them to practice the behaviors intro-
duced in the lesson.
3. 7-Day Goals
Have each person set at least two 7-day goals and have one or
two of them read what they wrote. Ensure that the goals they
write are S.M.A.R.T. goals. Also ask them to write their goals on
the facilitator’s copy of the Participant’s Feedback Sheet they will
be turning in. Within two days review their feedback forms. If you
have any questions on what they wrote call them for clarifica-
tion.
If at any time during the conference a participant says they want
to do something specific to help them achieve their goals, have
them write what it is they are going to do in any of the numbered
- 39 -
NOTESblank spaces on the Participant’s Feedback Sheet. This will be-
come one of their assignments for the week and provides you a
method of follow-up.
At the end of the Summary & Assignments section of the confer-
ence, collect the Participant’s Feedback Sheets.
Closing Power Thought (5 minutes)
Close each week’s conference with a motivational power thought.
“Whatever you vividly imagine, ardently desire, sincerely believe,
and enthusiastically act upon, must inevitably come to pass.”
PaulJ.Meyer
This will close your session on a positive note.
_____
- 40 -
NOTESLESSON TWO
PRODUCTIVITY THROUGH GOALS ACHIEVEMENT
The objective is to achieve work goals by using time management
techniques.
What you need for the conference:
EPP Conference Guide
Your EPP Program
Your My-Tyme
Large flip chart paper and easel
Copies of the Power Thoughts for each individual
Room set-up conference style
Refreshments
Sequence:
1. Opening & Icebreaker (10 minutes)
2. Feedback & Review (90 Minutes)
3. Summary & Assignments (15 minutes)
4. Closing Power Thought (5 minutes)
Opening & Icebreaker (10 minutes)
Open with a welcoming statement and the "Personal Success Plan". Distribute copies of the "Personal Success Plan" (Order #LS038005) Discuss the five key points and encourage everyone to frame this and hang it in their office.
Feedback & Review (90 minutes)
Before each conference, review the goals set during the Kick-off confer-
ence, which should be in your Conference Notebook, and make note
of how this lesson pertains to the goals set by the company and/or the
participants. This will help you in asking the right questions and will
- 41 -
NOTEShelp the participants gain insight into the action and behavioral chang-
es necessary to accomplish their goals. Keep in mind that your respon-
sibility is to facilitate the program to their goals, not to just facilitate the
program.
This section of the conference is where you review accomplishments
from the previous week. Pull out a Participant’s Feedback Sheet and
follow the outline.
1. Application & Action
The purpose in starting with review of the Application & Action
questions is to get the participant immediately engaged in dis-
cussion and not putting participants in a potentially negative
mode if they didn’t read and listen as instructed. Get everyone
off on a very positive note and ensure each participant is experi-
encing positive results and discussion.
Start with question #1 and ask who would like to share their re-
sponse. You may want to call on individuals to ensure rotation so
one individual doesn’t dominate the discussion.
2. I listened ___ times and read ___ times
Ask each participant to share the number of times they listened
and read. Congratulate or challenge each participant for their
efforts. When challenging a participant, always ask what held
them back from completing the assignment and ask if the person
would like to hear suggestions from other participants and then,
allow others to comment.
Keep track of how many times each participant listened and read
the assignment.
3. Most Valuable Idea
Ask participants to share their most valuable idea and how they
applied that idea or will apply it. Participants are encouraged to
apply the most valuable idea between classes and to schedule in
their planner the day and time the assignment will be completed.
- 42 -
NOTESThis way, each week they will come to class with a positive feel-
ing regarding setting and accomplishing goals. Ask them what
results they got (or expect to get) from applying the idea and how
the idea will help them achieve their Win/Win goals.
4. 7-Day Goals
Ask participants to share what they accomplished in achieving
their business and personal goals. What worked or didn’t work
and how would they improve the process? Was their action by
choice or circumstance? What prevented completion? Do they
still want to accomplish the goal? Also, ask if they scheduled the
goal in their planner. Participants are encouraged to set weekly
goals they can accomplish between classes and to schedule in
their planner the day and time the goal will be completed. This
way, each week they will come to class with a positive feeling
regarding setting and accomplishing goals.
5. Minutes Redirected
Ask each participant to record the approximate number of min-
utes redirected from low payoff activities to high payoff activities,
i.e. improved productivity, for the week utilizing the principles of
the EPP lesson content.
6. Plan of Action Exercises
LMI programs are designed to be action oriented. Each lesson
has a Plan of Action section. Follow the exercises, question-
naires, or forms found in each lesson of the EPP manual. Ask
participants to share their insights and what they learned from
each of the exercises.
In Lesson Two you start with the Personal Productivity Analysis
Worksheet (form 2.1) Be careful not to invest all you time on one
or two forms. Ask different individuals to respond as you cover
the different forms from the Plan of Action section. Walk around
the room and look at the forms so you can see the extent of detail
each person put into the form and congratulate those who went
the extra mile in completing their assignments. Reinforce that
they will get out of the program what they put into the program.
- 43 -
NOTES7. My-Tyme® Success Planner Review
ReviewReview with the benefits of planning, organizing, and prioritizing
each day using your My-Tyme. Select a few of the following items
for discussion.
1. Benefits of organizing each day around your goals and high
payoff activities. (Following the seven daily organizing steps)
2. Scheduling blocks of time for high payoff activities on the
Monthly Planner.
3. Prioritizing each day. How often this week did your prioritize
your day? What were the benefits?
4. Recording your accomplishments.
5. Using the note page to record all your commitments and
promises in one place.
6. Closing out each day (moving the dayfinder).
7. Tracking your progress using the 1-31 day tracking sheet.
Additional uses of the My-Tyme. Read through each monthly
planning step. Show participants each step in their My-Tyme.
1. Turn to the monthly planning steps in your My-Tyme. Let’s
review how you can start planning each month.
2. Turn to the Goals tab. This is where you can start recording
your affirmations.
3. Under the Communications tab, find the Conference Planners.
You can start recording many of your thoughts, questions,
and ideas you want to discuss with others by grouping them
under a persons name or topic. Recording this mind traffic
on the conference planner can prevent many interruptions
from happening. Set up a conference planner with those
people you frequently interact with and start grouping your
questions.
- 44 -
My-Tyme Assignments
1. Block adequate time this week on your monthly planner to
plan the upcoming or current month. Open your monthly
planners and block some time this week to plan your month
using the monthly planning steps as your checklist.
Remember: All monthly planning should be completed by
the 4th Saturday of the month for the next month.
2. Record in your My-Tyme when you’re going to read and listen
to Lesson Three.
3. Record the action steps you are taking to achieve your
personal and business goals in your My-Tyme.
4. Record in your My-Tyme what days you will be logging
interruptions on the Interruption Analyzer form 3.2.
5. Record in your My-Tyme when you will complete the additional
forms from Lesson 3.
6. Start recording your ideas, thoughts, and questions on the
conference planner this week.
7. Have the participants cut out pictures that represent their
most important goals and place them on the Visualization
Sheet form 2.5 provided at the end of Lesson Two.
Summary & Assignments (15 minutes)
In this section, briefly recap what was accomplished in the current
lesson and review with the participants the lesson for next week.
This includes the lesson content, Plan of Action, and Participant’s
Feedback Sheet.
1. Contract Score
The Participant’s Feedback Sheets are scored on a weighted rat-
ing system. Each item on the PFS has an assigned value which
varies based on the importance and/or effort it takes to complete
each assignment. Participants are allowed to score the item on
the “honor system”.
NOTES
- 45 -
NOTESProvide the scores for each assignment, have the participant
total their score, and enter into the “Score” section in the top left
corner of the Participant’s Feedback Sheet. (While the participants
are doing this, you can fill out your Attendance/Performance
Record.) Ask each participant to share their score and track this
on a performance graph for review in the Mid-Course and Post-
Course reviews with the EDM.
If an individual scored low because they didn’t complete all the
assignments, ask them what happened that prevented them from
doing so, and help them think through what they would have to
do differently to accomplish them. You can open the discussion
to the group for suggestions, but watch your time. Avoid lengthy
discussions on any one person’s challenges.
NOTE: Participant’s Feedback Sheet Point Values can be found
at the end of this guide.
2. Next Lesson Preview
Distribute next week’s lesson assignments. Review the assign-
ments and remind the group of any time-sensitive exercises.
Challenge participants to complete all homework two to three
days prior to class, to allow them to practice the behaviors intro-
duced in the lesson.
3. 7-Day Goals
Have each person set at least two 7-day goals and have one or
two of them read what they wrote. Ensure that the goals they
write are S.M.A.R.T. goals. Also ask them to write their goals on
the facilitator’s copy of the Participant’s Feedback Sheet they will
be turning in. Within two days review their feedback forms. If you
have any questions on what they wrote call them for clarifica-
tion.
If at any time during the conference a participant says they want
to do something specific to help them achieve their goals, have
them write what it is they are going to do in any of the numbered
- 46 -
NOTESblank spaces on the Participant’s Feedback Sheet. This will
become one of their assignments for the week and provides you
a method of follow-up.
At the end of the Summary & Assignments section of the confer-
ence, collect the Participant’s Feedback Sheets.
Closing Power Thought (5 minutes)
Close each week’s conference with a motivational power thought.
“If you are not making the progress you would like to make and are capable of making, it is merely because your goals are not clearly defined.” PaulJ.Meyer
This will close your session on a positive note.
_____
- 47 -
NOTES LESSON THREE
INCREASING PRODUCTIVITY THROUGH MANAGING PRIORITIES
The objective is to establish work priorities for increasing personal
productivity.
What you need for the conference:
EPP Conference Guide
Your EPP Program
Your My-Tyme
Large flip chart paper and easel
Copies of the Power Thoughts for each individual
Room set-up conference style
Refreshments
Sequence:
1. Opening & Icebreaker (10 minutes)
2. Feedback & Review (90 Minutes)
3. Summary & Assignments (15 minutes)
4. Closing Power Thought (5 minutes)
Opening & Icebreaker (10 minutes)
Open with a welcoming statement and the “Wheel of Life” exercise using the Wheel of Life printed on the front of the Goals tab in the My-Tyme. Have participants mark each spoke of the wheel with the percentage of development they have achieved in each area of their life. The hub of the wheel would represent zero percent, and the outer rim, one hundred percent developed. Ask them to mark their scores directly on each spoke and then connect the marks.
Take note of any flat spots or extremites, suggest the percentants set a goal for positive change in those areas.
- 48 -
NOTESFeedback & Review (90 minutes)
Before each conference, review the goals set during the Kick-off confer-
ence, which should be in your Conference Notebook, and make note
of how this lesson pertains to the goals set by the company and/or the
participants. This will help you in asking the right questions and will
help the participants gain insight into the action and behavioral chang-
es necessary to accomplish their goals. Keep in mind that your respon-
sibility is to facilitate the program to their goals, not to just facilitate the
program.
This section of the conference is where you review accomplishments
from the previous week. Pull out a Participant’s Feedback Sheet and
follow the outline.
1. Application & Action
The purpose in starting with review of the Application & Action
questions is to get the participant immediately engaged in dis-
cussion and not putting participants in a potentially negative
mode if they didn’t read and listen as instructed. Get everyone
off on a very positive note and ensure each participant is experi-
encing positive results and discussion.
Start with question #1 and ask who would like to share their re-
sponse. You may want to call on individuals to ensure rotation so
one individual doesn’t dominate the discussion.
2. I listened ___ times and read ___ times
Ask each participant to share the number of times they listened
and read. Congratulate or challenge each participant for their
efforts. When challenging a participant, always ask what held
them back from completing the assignment and ask if the person
would like to hear suggestions from other participants and then,
allow others to comment.
Keep track of how many times each participant listened and read
the assignment.
- 49 -
NOTES3. Most Valuable Idea
Ask participants to share their most valuable idea and how they
applied that idea or will apply it. Participants are encouraged to
apply the most valuable idea between classes and to schedule in
their planner the day and time the assignment will be completed.
This way, each week they will come to class with a positive feel-
ing regarding setting and accomplishing goals. Ask them what
results they got (or expect to get) from applying the idea and
how the idea will help them achieve their Win/Win goals.
4. 7-Day Goals
Ask participants to share what they accomplished in achieving
their business and personal goals. What worked or didn’t work
and how would they improve the process? Was their action by
choice or circumstance? What prevented completion? Do they
still want to accomplish the goal? Also, ask if they scheduled the
goal in their planner. Participants are encouraged to set weekly
goals they can accomplish between classes and to schedule in
their planner the day and time the goal will be completed. This
way, each week they will come to class with a positive feeling
regarding setting and accomplishing goals.
5. Minutes Redirected
Ask each participant to record the approximate number of min-
utes redirected from low payoff activities to high payoff activities,
i.e. improved productivity, for the week utilizing the principles of
the EPP lesson content.
6. Plan of Action Exercises
LMI programs are designed to be action oriented. Each lesson
has a Plan of Action section. Follow the exercises, question-
naires, or forms found in each lesson of the EPP manual. Ask
participants to share their insights and what they learned from
each of the exercises.
In Lesson Three you start with the Communication Analysis
Worksheet (form 3.1) Be careful not to invest all you time on
one or two forms. Ask different individuals to respond as you
- 50 -
NOTEScover the different forms from the Plan of Action section. Walk
around the room and look at the forms so you can see the extent
of detail each person put into the form and congratulate those
who went the extra mile in completing their assignments. Rein-
force that they will get out of the program what they put into the
program. REMEMBER TO LEAVE TIME FOR THE MID-TERM
EVALUATION.
7. My-Tyme® Success Planner Review
ReviewReview last week. Discuss new uses of the My-Tyme.
1. Open up your My-Tyme to Monthly Planning Steps. Any
questions on the Monthly Planning Steps? What have been
the benefits of planning your month?
2. What affirmations have you recorded in your My-Tyme?
How have affirmations helped you to stay focused this past
week?
3. Using the 1-31 day tracking sheet, what have been the results
of using this tracking system?
4. What were the results of using the conference planner this
week? Did it help reduce the frequency of interruptions?
Additional uses of the My-Tyme and its forms
1. The Wheel of Life
If you did not do the Wheel of Life exercise for the Icebreaker,
turn to Goals tab, and on the outside of the tab you will find
the Wheel of Life. I would like you to prioritize each area of
life in order of importance to you. Put a number beside each
spoke of the wheel to indicate it’s priority. Next, record some
goals in the space provided on the front of the month at a
glance that you would like to accomplish this month, starting
with your most important area of life.
2. Managing Communication
Another method of managing your communication is to file
your Conference Planners alphabetically behind the blue
A/Z phone directory tabs. If you have a number of people
- 51 -
NOTESto communicate with and projects to complete, filing your
Conference Planners alphabetically will help you find your
notes quickly.
Show participants how they can file their conference planners alphabetically behind the blue A/Z Phone Directory/Tickler File tabs
CONFERENCE PLANNER
Books Bob Bowling
Example -Books to Read -Bob, the person you report to
-Bowling scores
3. Index Pages
If you are recording a lot of information on note pages each
day and it comes time to close out your notes, you may have
a need to use the index page. Lets say you’re on the phone
with a customer. You give out some important information to
the customer and you documented it on the note page. At
the end of your phone conversation, you decide to close out
your notes. However, there is no further action to be taken
with the customer -- but you decide that you would like to find
this conversation if necessary again in the future. Where do
you record it so you can find it in the future?
Answer: Index Page. You would record the date of the meeting,
the event, and where the information is located.
Example:
Date INDEX Location
Notes2/14 Gave prices to ABC Company to complete programming
- 52 -
NOTES4. Think of your My-Tyme as a commitment book. Make a
commitment to handle each piece of paper once. If it needs to
be delayed because its not the most valuable use of your time
now, remove the paper from your desk and place it into a file.
Then record in your My-Tyme when you intend to complete it.
Beside the task you would also record in parenthesis where it
is located.
Example:RespondtoJoe’sMemo(P.F.)
It can be found in your Pending File.
If anything comes across your desk that will require a large block
of time to complete, file it and then schedule a block of time for it
on the monthly planner.
My-Tyme Assignments
1. Schedule a block of time to work on the Wheel of Life this
week. Make a list of Goals for the most important areas of life
and prioritize them in order of importance to you.
2. Set up your Conference Planners alphabetically for easy ref-
erence.
3. Use the Index pages to index important information and
events when your closing out each day.
4. Record the action steps to achieve your 7-day goals in your
My-Tyme.
5. Complete a Goal Planning System form on an important
communication goal this week and start scheduling the ac-
tion steps in your My-Tyme.
6. Handle each piece of paper only once. Remove from your
desk all paperwork you are not working on and record in your
My-Tyme when you will complete it. Keep your desk free for
only the tasks you are currently working on.
7. Use the Imperative and Important Project List to record proj-
ects you want to complete in the upcoming months. This can
be found on the back side of the Monthly Planner for each
month.
- 53 -
NOTESSummary & Assignments (15 minutes)
In this section, briefly recap what was accomplished in the current
lesson and review with the participants the lesson for next week.
This includes the lesson content, Plan of Action, and Participant’s
Feedback Sheet.
1. Contract Score
The Participant’s Feedback Sheets are scored on a weighted rat-
ing system. Each item on the PFS has an assigned value which
varies based on the importance and/or effort it takes to complete
each assignment. Participants are allowed to score the item on
the “honor system”.
Provide the scores for each assignment, have the participant
total their score, and enter into the “Score” section in the top left
corner of the Participant’s Feedback Sheet. (While the participants
are doing this, you can fill out your Attendance/Performance
Record.) Ask each participant to share their score and track this
on a performance graph for review in the Mid-Course and Post-
Course reviews with the EDM.
If an individual scored low because they didn’t complete all the
assignments, ask them what happened that prevented them from
doing so, and help them think through what they would have to
do differently to accomplish them. You can open the discussion
to the group for suggestions, but watch your time. Avoid lengthy
discussions on any one person’s challenges.
NOTE: Participant’s Feedback Sheet Point Values can be found
at the end of this guide.
2. Next Lesson Preview
Distribute next week’s lesson assignments. Review the assign-
ments and remind the group of any time-sensitive exercises.
Challenge participants to complete all homework two to three
days prior to class, to allow them to practice the behaviors intro-
duced in the lesson.
- 54 -
NOTES3. 7-Day Goals
Have each person set at least two 7-day goals and have one or
two of them read what they wrote. Ensure that the goals they
write are S.M.A.R.T. goals. Also ask them to write their goals on
the facilitator’s copy of the Participant’s Feedback Sheet they will
be turning in. Within two days review their feedback forms. If you
have any questions on what they wrote call them for clarifica-
tion.
If at any time during the conference a participant says they want
to do something specific to help them achieve their goals, have
them write what it is they are going to do in any of the numbered
blank spaces on the Participant’s Feedback Sheet. This will be-
come one of their assignments for the week and provides you a
method of follow-up.
At the end of the Summary & Assignments section of the confer-
ence, collect the Participant’s Feedback Sheets.
Closing Power Thought (5 minutes)
Close each week’s conference with a motivational power thought.
“I recommend you take care of the minutes, for the hours will take core of themsleves.” -PaulJ.Meyer
This will close your session on a positive note.
_____
- 55 -
NOTES LESSON FOUR
IMPROVING PRODUCTIVITY THROUGH COMMUNICATION
The objective is to improve Personal Productivity through the use of
Communication Techniques.
What you need for the conference:
EPP Conference Guide
Your EPP Program
Your My-Tyme
Large flip chart paper and easel
Copies of the Power Thoughts for each individual
Room set-up conference style
Refreshments
Sequence:
1. Opening & Icebreaker (10 minutes)
2. Feedback & Review (90 Minutes)
3. Summary & Assignments (15 minutes)
4. Closing Power Thought (5 minutes)
Opening & Icebreaker (10 minutes)
Open with a welcoming statement and then tell the participants you are going to demonstrate to them how to improve their memory through “Experiential Learning.” The scripts and worksheets for this exercise are found behind the “Icebreakers and Point Makers” guide.
Feedback & Review (90 minutes)
Before each conference, review the goals set during the Kick-off
conference, which should be in your Conference Notebook, and make
note of how this lesson pertains to the goals set by the company and/
or the participants. This will help you in asking the right questions and
- 56 -
NOTESwill help the participants gain insight into the action and behavioral
changes necessary to accomplish their goals. Keep in mind that your
responsibility is to facilitate the program to their goals, not to just facilitate
the program.
This section of the conference is where you review accomplishments
from the previous week. Pull out a Participant’s Feedback Sheet and
follow the outline.
1. Application & Action
The purpose in starting with review of the Application & Action
questions is to get the participant immediately engaged in
discussion and not putting participants in a potentially negative
mode if they didn’t read and listen as instructed. Get everyone off
on a very positive note and ensure each participant is experiencing
positive results and discussion.
Start with question #1 and ask who would like to share their re-
sponse. You may want to call on individuals to ensure rotation so
one individual doesn’t dominate the discussion.
2. I listened ___ times and read ___ times
Ask each participant to share the number of times they listened
and read. Congratulate or challenge each participant for their
efforts. When challenging a participant, always ask what held
them back from completing the assignment and ask if the person
would like to hear suggestions from other participants and then,
allow others to comment.
Keep track of how many times each participant listened and read
the assignment.
3. Most Valuable Idea
Ask participants to share their most valuable idea and how they
applied that idea or will apply it. Participants are encouraged to
apply the most valuable idea between classes and to schedule in
their planner the day and time the assignment will be completed.
This way, each week they will come to class with a positive
- 57 -
NOTESfeeling regarding setting and accomplishing goals. Ask them
what results they got (or expect to get) from applying the idea
and how the idea will help them achieve their Win/Win goals.
4. 7-Day Goals
Ask participants to share what they accomplished in achieving
their business and personal goals. What worked or didn’t work
and how would they improve the process? Was their action by
choice or circumstance? What prevented completion? Do they
still want to accomplish the goal? Also, ask if they scheduled the
goal in their planner. Participants are encouraged to set weekly
goals they can accomplish between classes and to schedule in
their planner the day and time the goal will be completed. This
way, each week they will come to class with a positive feeling
regarding setting and accomplishing goals.
5. Minutes Redirected
Ask each participant to record the approximate number of min-
utes redirected from low payoff activities to high payoff activities,
i.e. improved productivity, for the week utilizing the principles of
the EPP lesson content.
6. Plan of Action Exercises
LMI programs are designed to be action oriented. Each lesson
has a Plan of Action section. Follow the exercises, question-
naires, or forms found in each lesson of the EPP manual. Ask
participants to share their insights and what they learned from
each of the exercises.
In Lesson Four you start with the Communication Self-Evalua-
tion (form 4.1) Be careful not to invest all you time on one or
two forms. Ask different individuals to respond as you cover the
different forms from the Plan of Action section. Walk around the
room and look at the forms so you can see the extent of detail
each person put into the form and congratulate those who went
the extra mile in completing their assignments. Reinforce that
they will get out of the program what they put into the program.
- 58 -
NOTES7. My-Tyme® Success Planner Review
ReviewReview last weeks new uses of the My-Tyme.
1. What benefits have you gained as a result of listing some
goals in each area of life.
2. How have you reduced the frequency of interrupting people
using the conference planners?
3. What are some examples of things you indexed this past
week?
4. Are you using the My-Tyme as a commitment book to keep
your desk clean?
5. How are you using the imperative and important project list?
Additional uses of the My-Tyme
1. The Communication Plan
Set up a communication plan with the people you communicate
with on an on-going basis. Each time you meet with them,
record topics to be discussed and all actions as a result of
your meeting. Communication plans are effective for people
that are working on projects. When the team has a meeting
on the project, the topics of the project and actions to be
taken as a result of the meeting can be recorded. If you are in
sales, this form is a great way to keep track of sales interviews
and results over a long period of time.
2. Future Planning
If you are not carrying all the monthly planning and daily
organizing pages with you, you can use the Future Planner
to record long-range commitments, schedules, and events
in the future if you don’t have the current month with you. If
you completed the Wheel of Life exercise you probably have
set some long-range goals that you can start scheduling and
planning for in the future.
- 59 -
NOTESExample:
Trips with family
Birthdays
Anniversaries
Annual events
Convention dates
You can use the Future Planner to track goals and target dates
you want to accomplish by a certain day or month in the future.
My-Tyme Assignments
1. Complete a Goal Planning System form on your most impor-
tant goal from the goals you listed from the Wheel of Life.
2. Begin using the daily organizing, monthly planning, and fu-
ture planning pages for when you are going to accomplish
your most important goal you identified on the Wheel of Life.
This goal should be on a Goal Planning System form.
3. Block some time this week on your monthly planner for goal
planning.
4. Using the communication plan begin recording your com-
munication actions for an important project or with an indi-
vidual you are working with to achieve a specific goal.
5. Track the number of times you listen and read Lesson Five in
your My-Tyme.
6. Record your personal and business 7-day goals in your My-
Tyme.
Summary & Assignments (15 minutes)
In this section, briefly recap what was accomplished in the current
lesson and review with the participants the lesson for next week.
This includes the lesson content, Plan of Action, and Participant’s
Feedback Sheet.
1. Contract Score
- 60 -
NOTESThe Participant’s Feedback Sheets are scored on a weighted rat-
ing system. Each item on the PFS has an assigned value which
varies based on the importance and/or effort it takes to complete
each assignment. Participants are allowed to score the item on
the “honor system”.
Provide the scores for each assignment, have the participant
total their score, and enter into the “Score” section in the top left
corner of the Participant’s Feedback Sheet. (While the participants
are doing this, you can fill out your Attendance/Performance
Record.) Ask each participant to share their score and track this
on a performance graph for review in the Mid-Course and Post-
Course reviews with the EDM.
If an individual scored low because they didn’t complete all the
assignments, ask them what happened that prevented them from
doing so, and help them think through what they would have to
do differently to accomplish them. You can open the discussion
to the group for suggestions, but watch your time. Avoid lengthy
discussions on any one person’s challenges.
NOTE: Participant’s Feedback Sheet Point Values can be found
at the end of this guide.
2. Next Lesson Preview
Distribute next week’s lesson assignments. Review the assign-
ments and remind the group of any time-sensitive exercises.
Challenge participants to complete all homework two to three
days prior to class, to allow them to practice the behaviors intro-
duced in the lesson.
3. 7-Day Goals
Have each person set at least two 7-day goals and have one or
two of them read what they wrote. Ensure that the goals they
write are S.M.A.R.T. goals. Also ask them to write their goals on
the facilitator’s copy of the Participant’s Feedback Sheet they will
be turning in. Within two days review their feedback forms. If you
have any questions on what they wrote call them for clarifica-
tion.
- 61 -
NOTESIf at any time during the conference a participant says they want
to do something specific to help them achieve their goals, have
them write what it is they are going to do in any of the numbered
blank spaces on the Participant’s Feedback Sheet. This will be-
come one of their assignments for the week and provides you a
method of follow-up.
At the end of the Summary & Assignments section of the confer-
ence, collect the Participant’s Feedback Sheets.
Closing Power Thought (5 minutes)
Close each week’s conference with a motivational power thought.
“When I tell you, you’ll forget; when I show you, you’ll remember; and when I involve you, you’ll understand.” [Anonymous]
This will close your session on a positive note.
_____
- 62 -
LESSON FIVE
EMPOWERING THE TEAMFOR PEAK PERFORMANCE
The objective is to delegate tasks to work teams as a means of improving
productivity.
What you need for the conference:
EPP Conference Guide
Your EPP Program
Your My-Tyme
Large flip chart paper and easel
Copies of the Power Thoughts for each individual
Room set-up conference style
Refreshments
Sequence:
1. Opening & Icebreaker (10 minutes)
2. Feedback & Review (90 Minutes)
3. Summary & Assignments (15 minutes)
4. Closing Power Thought (5 minutes)
Opening & Icebreaker (10 minutes)
Open with a welcoming statement and use the script entitled, “There Is Never Enough Time!” found in the “Icebreakers and Point Makers” guide.
Feedback & Review (90 minutes)
Before each conference, review the goals set during the Kick-off
conference, which should be in your Conference Notebook, and make
note of how this lesson pertains to the goals set by the company and/
or the participants. This will help you in asking the right questions and
will help the participants gain insight into the action and behavioral
changes necessary to accomplish their goals. Keep in mind that your
NOTES
- 63 -
NOTES NOTESresponsibility is to facilitate the program to their goals, not to just
facilitate the program.
This section of the conference is where you review accomplishments
from the previous week. Pull out a Participant’s Feedback Sheet and
follow the outline.
1. Application & Action
The purpose in starting with review of the Application & Action
questions is to get the participant immediately engaged in
discussion and not putting participants in a potentially negative
mode if they didn’t read and listen as instructed. Get everyone off
on a very positive note and ensure each participant is experiencing
positive results and discussion.
Start with question #1 and ask who would like to share their re-
sponse. You may want to call on individuals to ensure rotation so
one individual doesn’t dominate the discussion.
2. I listened ___ times and read ___ times
Ask each participant to share the number of times they listened
and read. Congratulate or challenge each participant for their
efforts. When challenging a participant, always ask what held
them back from completing the assignment and ask if the person
would like to hear suggestions from other participants and then,
allow others to comment.
Keep track of how many times each participant listened and read
the assignment.
3. Most Valuable Idea
Ask participants to share their most valuable idea and how they
applied that idea or will apply it. Participants are encouraged to
apply the most valuable idea between classes and to schedule in
their planner the day and time the assignment will be completed.
This way, each week they will come to class with a positive feel-
ing regarding setting and accomplishing goals. Ask them what
results they got (or expect to get) from applying the idea and
how the idea will help them achieve their Win/Win goals.
- 64 -
NOTES4. 7-Day Goals
Ask participants to share what they accomplished in achieving
their business and personal goals. What worked or didn’t work
and how would they improve the process? Was their action by
choice or circumstance? What prevented completion? Do they
still want to accomplish the goal? Also, ask if they scheduled the
goal in their planner. Participants are encouraged to set weekly
goals they can accomplish between classes and to schedule in
their planner the day and time the goal will be completed. This
way, each week they will come to class with a positive feeling
regarding setting and accomplishing goals.
5. Minutes Redirected
Ask each participant to record the approximate number of min-
utes redirected from low payoff activities to high payoff activities,
i.e. improved productivity, for the week utilizing the principles of
the EPP lesson content.
6. Plan of Action Exercises
Ask participants to share their insights and what they learned
from each of the exercises.
In Lesson Five you start with the Empowerment Commitment
(form 5.1) Be careful not to invest all you time on one or two
forms. Ask different individuals to respond as you cover the dif-
ferent forms from the Plan of Action section. Walk around the
room and look at the forms so you can see the extent of detail
each person put into the form and congratulate those who went
the extra mile in completing their assignments. Reinforce that
they will get out of the program what they put into the program.
7. My-Tyme® Success Planner Review
ReviewReview last weeks My-Tyme assignment.
1. What have been the benefits of completing a Goal Planning
System form from a goal from the Wheel of Life and then
scheduling the time in your My-Tyme to accomplish it?
- 65 -
NOTESNOTES 2. How are you using the future planner?
3. What benefits have you seen using the communication plan
to keep track of conversations on projects and people you
are working with to achieve a specific goal.
Additional uses of the My-Tyme
1. The Delegation Plan
Identify a task that you are currently doing now that you would
like to delegate. Complete a delegation plan on it this week.
Insert the action steps for the delegation plan on the day(s)
you intend to implement the plan.
2. Set up a communication plan for all of your team members.
Keep track of their accomplishments, successes, and areas
for improvement. Keep track of new responsibilities you have
given to them.
My-Tyme Assignments
1. Identify additional tasks you want to simplify or delegate this
week using the Delegation Plan. Insert action steps on the
days you will complete them.
2. Complete the Communication Plans on team members and
begin recording their:
Accomplishments
Things you have delegated to them
Follow-up
New responsibilities
3. Block some time this week to complete the Plan of Action
exercises at the end of Lesson Six and complete the program
review.
4. Block some time to complete the Meeting Planner this week to
plan one of your meetings regardless of the length or number
of people attending and send it out 2 days before the meeting
date.
- 66 -
NOTES5. Track in your My-Tyme the number of times you listen and
read Lesson Six.
6. Record your personal and business 7-day goals in your My-
Tyme.
7. Write us a letter on your company stationery about the benefits
you have gained as a result of using the Effective Personal
Productivity program and the My-Tyme Success Planner.
Summary & Assignments (15 minutes)
In this section, briefly recap what was accomplished in the current
lesson and review with the participants the lesson for next week.
This includes the lesson content, Plan of Action, and Participant’s
Feedback Sheet.
1. Contract Score
The Participant’s Feedback Sheets are scored on a weighted rat-
ing system. Each item on the PFS has an assigned value which
varies based on the importance and/or effort it takes to complete
each assignment. Participants are allowed to score the item on
the “honor system”.
Provide the scores for each assignment, have the participant
total their score, and enter into the “Score” section in the top left
corner of the Participant’s Feedback Sheet. (While the participants
are doing this, you can fill out your Attendance/Performance
Record.) Ask each participant to share their score and track this
on a performance graph for review in the Mid-Course and Post-
Course reviews with the EDM.
If an individual scored low because they didn’t complete all the
assignments, ask them what happened that prevented them from
doing so, and help them think through what they would have to
do differently to accomplish them. You can open the discussion
to the group for suggestions, but watch your time. Avoid lengthy
discussions on any one person’s challenges.
NOTE: Participant’s Feedback Sheet Point Values can be found
at the end of this guide.
- 67 -
NOTES2. Next Lesson Preview
Distribute next week’s lesson assignments. Review the assign-
ments and remind the group of any time-sensitive exercises.
Challenge participants to complete all homework two to three
days prior to class, to allow them to practice the behaviors intro-
duced in the lesson. Put special emphasis on the Final Evalua-
tion and Program Review.
3. 7-Day Goals
Have each person set at least two 7-day goals and have one or
two of them read what they wrote. Ensure that the goals they
write are S.M.A.R.T. goals. Also ask them to write their goals on
the facilitator’s copy of the Participant’s Feedback Sheet they will
be turning in. Within two days review their feedback forms. If you
have any questions on what they wrote call them for clarifica-
tion.
If at any time during the conference a participant says they want
to do something specific to help them achieve their goals, have
them write what it is they are going to do in any of the numbered
blank spaces on the Participant’s Feedback Sheet. This will be-
come one of their assignments for the week and provides you a
method of follow-up.
At the end of the Summary & Assignments section of the confer-
ence, collect the Participant’s Feedback Sheets.
Closing Power Thought (5 minutes)
Close each week’s conference with a motivational power thought.
“Empowerment extends productivity beyond the organizational skill and knowledge of one person; it is the art of enabling others to take action.” -PaulJ.Meyer
This will close your session on a positive note.
_____
- 68 -
NOTES LESSON SIX
INCREASING PRODUCTIVITY OF THE TEAM
The objective is to implement strategies for increasing the productivity
of the team.
What you need for the conference:
EPP Conference Guide
Your EPP Program
Your My-Tyme
Large flip chart paper and easel
Copies of the Power Thoughts for each individual
Room set-up conference style
Refreshments
Sequence:
1. Opening & Icebreaker (10 minutes)
2. Feedback & Review (70 Minutes)
3. Summary & Assignments (10 minutes)
4. Closing Session (15 minutes)
5. Graduation (15 minutes)
Opening & Icebreaker (10 minutes)
Open with a welcoming statement. If you are having your graduation
and have any special guests attending, open the session by introducing
the guests. Begin the session with this quote.
“This is the beginning of a new day. God has given me this day to use as I will. I can waste it or use it for some good purpose. But what I do with this day is important because I have exchanged a day of my life for it. When tomorrow comes, today will be gone forever. I hope I will not regret the price I paid for it.”
Ask participants to answer this question.
If you can give advice on how to live life, what would it be?
- 69 -
NOTESFeedback & Review (70 minutes)
Before each conference, review the goals set during the Kick-off
conference, which should be in your Conference Notebook, and make
note of how this lesson pertains to the goals set by the company and/
or the participants. This will help you in asking the right questions and
will help the participants gain insight into the action and behavioral
changes necessary to accomplish their goals. Keep in mind that your
responsibility is to facilitate the program to their goals, not to just facilitate
the program.
This section of the conference is where you review accomplishments
from the previous week. Pull out a Participant’s Feedback Sheet and
follow the outline.
1. Application & Action
The purpose in starting with review of the Application & Action
questions is to get the participant immediately engaged in
discussion and not putting participants in a potentially negative
mode if they didn’t read and listen as instructed. Get everyone off
on a very positive note and ensure each participant is experiencing
positive results and discussion.
Start with question #1 and ask who would like to share their re-
sponse. You may want to call on individuals to ensure rotation so
one individual doesn’t dominate the discussion.
2. I listened ___ times and read ___ times
Ask each participant to share the number of times they listened
and read. Congratulate or challenge each participant for their
efforts. When challenging a participant, always ask what held
them back from completing the assignment and ask if the person
would like to hear suggestions from other participants and then,
allow others to comment.
Keep track of how many times each participant listened and read
the assignment.
NOTE: You can group times listened and read with most important
idea and 7-day goals to compress time.
- 70 -
NOTES3. Most Valuable Idea
Ask participants to share their most valuable idea and how they
applied that idea or will apply it. Participants are encouraged to
apply the most valuable idea between classes and to schedule
in their planner the day and time the assignment will be com-
pleted. This way, each week they will come to class with a posi-
tive feeling regarding setting and accomplishing goals. Ask them
what results they got (or expect to get) from applying the idea
and how the idea will help them achieve their Win/Win goals.
4. 7-Day Goals
Ask participants to share what they accomplished in achieving
their business and personal goals. What worked or didn’t work
and how would they improve the process? Was their action by
choice or circumstance? What prevented completion? Do they
still want to accomplish the goal? Also, ask if they scheduled the
goal in their planner. Participants are encouraged to set weekly
goals they can accomplish between classes and to schedule in
their planner the day and time the goal will be completed. This
way, each week they will come to class with a positive feeling
regarding setting and accomplishing goals.
5. Minutes Redirected
Ask each participant to record the approximate number of min-
utes redirected from low payoff activities to high payoff activities,
i.e. improved productivity, for the week utilizing the principles of
the EPP lesson content.
6. Plan of Action Exercises
LMI programs are designed to be action oriented. Each lesson
has a Plan of Action section. Follow the exercises, question-
naires, or forms found in each lesson of the EPP manual. Ask
participants to share their insights and what they learned from
each of the exercises.
In Lesson Six you start with the Team Commitment (form 6.1)
Be careful not to invest all you time on one or two forms. Ask
- 71 -
NOTES NOTESdifferent individuals to respond as you cover the different forms
from the Plan of Action section. Walk around the room and look
at the forms so you can see the extent of detail each person put
into the form and congratulate those who went the extra mile in
completing their assignments. Reinforce that they will get out of
the program what they put into the program.
7. My-Tyme® Success Planner Review
ReviewReview the last weeks new uses of the My-Tyme
1. What have been the results of using these three planning
forms?
Delegation Plan
Communication Plan
Meeting Planner
Ongoing use of the My-Tyme
1. Review each of the 10 commitments and turn them into
habits.
2. Plan and set goals each month.
3. Schedule time for your goals and high payoff activities.
4. Plan, organize, and close out each day
5. Track and measure your progress.
Where would you record these five assignments in your
My-Tyme to continue the habit?
My-Tyme Assignments
1. Explain to participants the Future Planning page and its
benefits.
2. Assign participants the project of transferring all addresses
and phone numbers into the Phone Directory.
- 72 -
NOTESSummary & Assignments (10 minutes)
In this section, briefly recap what was accomplished in the current
lesson and review with the participants the information behind the
Follow Up / Review tab.
1. Contract Score
The Participant’s Feedback Sheets are scored on a weighted rat-
ing system. Each item on the PFS has an assigned value which
varies based on the importance and/or effort it takes to complete
each assignment. Participants are allowed to score the item on
the “honor system”.
NOTE: Participant Feedback’s Sheet Point Values can be found
at the end of this guide.
2. Next Lesson Preview
Review the Plan of Action items behind the Follow Up / Review tab. Suggest the complete the My Personal Development Plan
form and become a practioners of continuous development.
3. 7-Day Goals
Suggest the participants continue to set 7-day goals and share
them with their mentor as a means of support and accountability
in accomplishing them.
At the end of the Summary & Assignments section of the confer-
ence, collect the Participant’s Feedback Sheets.
Closing Session (15 minutes)
This is where they get to brag about their accomplishments and
changes they have made during and as a result of the program.
Have participants read and then collect letters from the participants
that you asked them to write last week.
- 73 -
NOTESGRADUATION (15 minutes)
1. Have the special guests attending come to the front of the con-
ference room to help you in the presentation of the completion
certificates.
2. If possible, have someone take pictures of each individual re-
ceiving a certificate, and a picture of the group as well.
3. End your session with the following power thought:
“The most successful leaders are those who recognize the creative potential of every person on their team and make productive use of it.”
- Anonymous
_____
- 74 -
EPP StandardizationAssigned Participant’s Feedback Sheet Point Values
Scored on a weighted rating system. Each item on the Feedback Sheet has an assigned
value which varies based on the importance and/or effort it takes to complete an assignment.
Participants are allowed to score the item on the “honor system”. Each section’s number of
points will be identified in this facilitation guide.
Lesson One through Six: (These remain the same for all Lessons)
1. 10 pts (Application and Action)
2. 10 pts (for total number of 6 repetitions - combination of reading & listening)
3. 10 pts (5 points for having the idea and 5 points of applying the idea)
4. 10 pts (5 points for Business and 5 points for Personal goals attainment)
5. 10 pts (Minutes Redirected)
Lesson One: Plan of Action Point Values1. 10 pts (Definition of Productivity)
2. 10 pts (Productivity Self-Evaluation)
3. 15 pts (HPA’s -5 points completing; 5 points discussing; 5 points actions)
4. 5 pts (Adding to Master List of Goals)
5. 5 pts (Using My-Tyme Planner)
6. 5 pts (Additional Results)
Lesson Two: Plan of Action Point Values1. 15 pts (Personal Productivity Analysis Worksheet – 5 points each day; max 15 pts)
2. 5 pts (Personal Productivity Summary)
3. 5 pts (Time Picture)
4. 5 pts (Using Goal Setting to Improve Productivity)
5. 5 pts (Affirmations/Visualization)
6. 5 pts (Adding to Master List of Goals)
7. 5 pts (Using the My-Tyme)
8. 5 pts (Additional Results)
Lesson Three: Plan of Action Point Values1. 10 pts (Communication Analysis – In and Out)
2. 5 pts (Interruption Analyzer)
3. 5 pts (Low Payoff Activities)
4. 5 pts (Conference Planner)
5. 5 pts (Total Person/Wheel of Life Time Use Evaluation)
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NOTES6. 5 pts (Prioritizing Personal Goals)
7. 5 pts (Adding to Master List of Goals)
8. 5 pts (Using the My-Tyme)
9. 5 pts (Additional Results & Completion of Mid-Course Review)
Lesson Four: Plan of Action Point Values1. 5 pts (Communication Self-Evaluation)
2. 5 pts (Opportunities for Growth)
3. 5 pts (Goal Planning System)
4. 10 pts (Team Member Communication Styles)
5. 5 pts (Time Managers, Inc.)
6. 5 pts (Communication Affirmations)
7. 5 pts (Improvements in Communications)
8. 5 pts (Using the My-Tyme)
9. 5 pts (Additional Results)
Lesson Five: Plan of Action Point Values1. 5 pts (Empowerment Commitment)
2. 30 pts (5 points for Success Attitudes for Delegation; 10 points
for Delegation Chart; 5 points for Levels of Delegation;
and 10 points for Delegation Plan)
3. 5 pts Adding to Master List of Goals)
4. 5 pts (Using My-Tyme Planner)
5. 5 pts (Additional Results)
Lesson Six: Plan of Action Point Values1. 10 pts (Final Evaluation)
2. 5 pts (Team Commitment)
3. 5 pts (Position Description)
4. 5 pts (Development Plan)
5. 5 pts (Meeting Planner)
6. 5 pts (Adding to Master List of Goals)
7. 5 pts (Program Review)
8. 5 pts (Using the My-Tyme)
9. 5 pts (Additional Results & Written Testimonial Letter on the
Value of the Course)
** Graph individual scores each week and share with the group. Scores can change from week-to-week if someone goes back and completes something they didn’t initially do. **
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NOTES
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