Courtney Anderson - the Workplace Relationship Expert - Faq

		Faq - Corporate Training

What does it mean that Courtney Anderson is "the Workplace Relationship Expert"? How can she help our organzation?
Your Problem : A few "problem employees" are overshadowing the great employees with their "bad" attitude and behavior.
Why should our organization conduct training at all?
Once my firm understands what topics we are required to train on, how frequently are we required to conduct this training?
Are governmental agencies and non-profit organizations also required to conduct training?
Why should our organization utilize in-person onsite "live" classroom training?

What does it mean that Courtney Anderson is "the Workplace Relationship Expert"? How can she help our organzation?
Well, just as there are many experts and specialists such as Dr. Phil & Oprah who help solve problems in our personal lives (i.e.- dating, friendships, family issues); Courtney Anderson helps solve problems in our workplace relationships! With her education (graduate degrees in Law and Business and graduate study in Psychology) and professional experience (a licensed attorney with her own practice, a University adjunct professor, and a global business strategist) she is able to help resolve workplace relationship issues with a business economic focus and legally compliant method. As "the workplace relationship expert" , Courtney Anderson delivers solutions to problems that relate to how and why people behave the way they do in the workplace. This could be focused on problems involving: the relationship between supervisors and team members (leadership, management, coaching, hiring, discipline and firing, etc.), or the relationship between team members and supervisors (promotions, presentation skills, office politics, etc.), or the relationship between team members themselves (teambuilding, sexual harassment prevention, negativity, diversity, FMLA, ADA, etc.), or the relationship between employees and third parties (customer service, sales, etc.). Lastly, she addresses intrapersonal relationships (the internal issues that impact a person at work such as assertiveness, communication, etc.).
Back to Top
Your Problem : A few "problem employees" are overshadowing the great employees with their "bad" attitude and behavior.
Courtney Anderson & Associates, LLC, is a corporate training and consulting firm with a proven record of turning "problem employee" situations into "permanently resolved" experiences. Our Solution : We will customize and deliver the techniques and tools necessary for your staff to create "permanently resolved" experiences. How Do We Do This ? We provide executive, HR, management and front line staff with WHAT to do, WHEN to do it, and HOW to do it, to change the inappropriate behavior. At the same time we MINIMIZE your firm's risk of employment lawsuits . We also provide consulting and employment law human resources auditing services.
Back to Top
Why should our organization conduct training at all?
Because you WANT to or because you HAVE to. You want to train because your team cannot improve unless they know what they are supposed to do. You have to train because you are mandated to solve a current problem or prevent a future one. Also, many of our most requested topics are ABSOLUTELY REQUIRED TO BE CONDUCTED BY THE FEDERAL GOVERNMENT! For example, topics such as: -Sexual Harassment -Cultural Diversity / EEO for Managers -Basics of HR Law for Managers -Hiring & Firing Basics -Performance Evaluations THESE TOPICS ARE REQUIRED FOR MANAGERS (and in some instances even non-supervisory personnel)! The United States Supreme Court has ruled that failure to train your employees (on these basic anti-discrimination /employment laws) can result in PUNITIVE DAMAGES! The courts have held that having a policy (on sexual harassment, EEO, anti-discrimination, etc.) without the APPROPRIATE TRAINING will not protect your firm from costly lawsuits. A purpose of this firm is to prevent these costly, entirely preventable lawsuits.
Back to Top
Once my firm understands what topics we are required to train on, how frequently are we required to conduct this training?
The U.S. Courts and the EEOC have demonstrated that at least once a year training should meet the standard of required "periodic" training. In addition, new employees are required to be trained shortly after they are hired.
Back to Top
Are governmental agencies and non-profit organizations also required to conduct training?
The short answer is "yes." Government agencies are required to conduct the same types of training as private sector firms (with the exception of OSHA in some instances). That is why Courtney Anderson has trained federal agencies on sexual harassment (HUD, NIH, USDA), diversity (USDA, NPS, OSHA, NIH, U.S. Army Corps of Engineers) and EEO for managers (NPS, U.S. NAVY, U.S. Marine Corps). Non-profits that meet the statute requirements are also required to conduct training (i.e., for many laws they must have 15 or more employees). Ms. Anderson has trained numerous non-profit organizations (including City Harvest and the Chicago Historical Society).
Back to Top
Why should our organization utilize in-person onsite "live" classroom training?
For your organization to receive the full legal protection it is EXTREMELY IMPORTANT that the training conducted is effective. Courtney Anderson has conducted over six hundred training sessions. She has experienced numerous training occasions where employees had previously attended required training (i.e., sexual harassment, diversity, etc.) and the attendees could not even recall the most basic legal requirements. In many instances they did not even know that there was a law! These attendees sat through tedious, dull, training videos or online experiences that they felt were a "waste of time." They had learned and retained very little information from these experiences. These negative experiences created a detrimental attitude in employees toward training in general. Your employees' time is incredibly important. In-person training can be conducted in a cost-effective manner that results in: employees retaining information (many of Ms. Anderson's clients have employees remember, recite, and follow the training course directives years after training was conducted); employees learning something new (nothing is more wasteful than repetitive information); employees feeling that their time was well spent; employees overall attitude toward training turning from skeptical and resentful to positive anticipation toward future management/human resources training initiatives and classes; employees have FUN!
Back to Top