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Mission Statement

The Choctaw Nation of Oklahoma Learning and Development family is committed to progressing and developing the skills of all associates. Learning and Development is where knowledge meets our 9 Core Values and creates unique learning opportunities, which continue to support the culture and tradition of Choctaw Nation.


Our Philosophy of Learning and Development

“An education which acknowledges the full intellectual and social meaning of a vocation would include instruction in the historic background of present conditions; training in science to give intelligence and initiative in dealing with material and agencies of production; and study of economics, civics, and politics, to bring the future worker into touch with the problems of the day and the various methods proposed for its improvement. Above all, it would train power of readaptation to changing conditions so that future workers would not become blindly subject to a fate imposed upon them.”

-Excerpt from John Dewey’s Democracy in Education (1916).

Management Training Series




WHAT IS THE MANAGEMENT TRAINING SERIES?

The Management Training Series was created to help maximize the potential of our newly promoted managers, and for those managers who desire to excel in their management roles. The goal is to provide the skills and knowledge necessary to become good managers as well as effective leaders. Classes for the current round began the week of April 23rd, and the application process has closed. Each class is six hours long, (from 09:00 to 15:00) and participants are able to attend class in their geographic area one day each week. The locations for the current series are Durant on Mondays, Hugo on Tuesdays, McAlester on Wednesdays and Pocola on Thursdays. Successful graduates receive a Certificate of Completion.

The registration process will re-open later in 2018 for the next round.

The following subjects will be covered in the series:

ABC'S for Choctaw Managers
• Define Compassionate Leadership
• Develop a foundation of understanding of Compassionate Leadership philosophy as it pertains to the role as a manager of Choctaw Nation.
• Describe the elements of leading with compassion.
• Develop a working understanding of the characteristics of successful managers.
• Create a working understanding of the Choctaw Nation of Oklahoma values.

Behavioral Based Interviewing
• Develop a structured interview.
• Apply interview techniques.
• Maintain control.
• Use behavior-based interviewing strategies.
• Obtain the CNO Behavior Based Interviewing Toolkit

Choctaw Language
• To create a basic understanding of the Choctaw language and its origins.
• To use Choctaw greetings and salutations comfortably.
• To better understand Choctaw social behavior.
• To understand traditional Choctaw body language when interacting or conversing with Choctaw elders or traditional Choctaw people.

Sovereignty and Government
• What it means to be a sovereign nation.
• History of the evolution of Choctaw Nation becoming a sovereign nation.
• Comparison of the Choctaw Nation to the federal and state governments.
• Tribal rights provided by sovereignty
• Choctaw Nation of Oklahoma Government structure.
• Roles and responsibilities of the CNO Tribal Council.
• Articles of the Constitution of CNO

Conducting Effective Meetings
• Prepare for a facilitation event by asking critical questions to determine purpose, outcome and appropriate meeting participants
• Build an effective agenda
• Begin and end meetings on time
• Avoid distractions that lead a group off track
• Solve problems in a group during the meeting
• Choose the most appropriate form of decision making with a group
• Employ facilitation skills to generate discussion and keep it moving productively
• Handle “problem personalities”
• Write meeting minutes that get read
• Increase accountability for individual tasks and follow-up items

Delegation
• Recognize delegation as a tool for employee growth
• Prepare yourself to delegate effectively
• Assess your employees to determine their delegation needs
• Match employees and projects appropriately
• Identify barriers to delegation and overcome them
• Apply the steps to delegating effectively
• Handle mistakes, missteps and failures as learning opportunities

Documenting Discipline
• Describe the elements and purpose of FOSA
• Discuss the five steps to the progressive discipline process
• Identify the criteria for a Final Warning Follow-Up
• List the final options in progressive discipline
• Discuss Policy/Ethics Violations

Effective Communication
• Define communication
• Identify the phases of the communication process
• Describe the transmission phase
• Explain the feedback phase
• Identify the different channels of communication
• Choose when is best to use face to face, telephone, or written communication
• Describe non-verbal communication
• Identify how perception impacts communication

Email, Business, & Professional Writing
• Understand why writing is important in the workplace
• Identify communication channels
• Understand where to begin to improve business writing
• Recognize & apply qualities of powerful writing by organizing your message
• Know and apply getting started strategies

General History of the Choctaw People
• Choctaw Creation Story.
• How the Choctaw people received their name.
• Mississippian Era- how the Mississippian Era influenced the evolution of the Choctaw people.
• Choctaws' first encounter with Europeans
• Choctaw Cultural Identity as it relates to the Choctaw language, family dynamics, region or homeland of the Choctaw, and clothing.
• Trail of Tears- Choctaw account of the Trail of Tears
• Who the Choctaw are today.

Intro to Leadership
• Explain the meaning of leadership and how to recognize leadership qualities in yourself and others.
• Describe how leadership has evolved and how to merge historical approaches with today's leadership approaches.
• Explain the importance of Transformational Leadership
• Explain how traditional management functions and distinguish the differences between leadership and management.
• General reasons for leadership derailment and provide strategies to avoid it.

Job Descriptions
• Required Education, Skills and Experience: [For each “MINIMUM” requirement, there should be an equal or greater “TARGET” requirement.]
• The level of formal education, including required certifications and licenses, if any
• The level of the most important skill required to succeed in the job
• The level of the second most important skill required to succeed in the job
• The level of the fourth most important skill required to succeed in the job
• The years of directly related experience necessary to succeed in the job

Managing Expectations
• Practice implementing the laws of expectations
• Learn techniques for managing positive and negative expectations
• Identify the benefits of managing expectations
• Discuss the four key areas of expectation management

Performance Management
• Define Performance Management
• Create clear guidelines so the associates know what is expected of them
• Utilize measuring tools to accurately manage associates performance
• Offer constructive feedback
• Identify rewards and ways to motivation associates

Positive Reinforcement
• Positive reinforcement is the practice of praising good effort in the workplace instead of, or in addition to, criticizing bad effort.
• Research shows that employees who feel valued and important are more motivated, productive, engaged, and happy. Positive reinforcement builds these feelings in employees.
• Use of positive reinforcement is a values-based decision about how you and your organization treat people
• People seek positive reinforcers
• Creates a positive climate for positive accountability

Problem Solving and Decision Making
• Identify Problem Solving Steps and Tools
• Learn to Distinguish Root Causes of problems
• Identify Problem Solving Styles
• Identify Creative Thinking & Solutions
• List the Top 10 rules for good decision making

Setting and Managing S.M.A.R.T Goals
• Identify the difference between general goals and S.M.A.R.T goals
• Recognize the importance of developing S.M.A.R.T goals
• Practice writing S.M.A.R.T goals
• Identify how to implement S.M.A.R.T. goals effectively
• Define techniques on how to manage S.M.A.R.T. goals

Systems: Excel, PowerPoint, & Word
Excel

• Interact with Excel
• Create and use a workbook
• Switch worksheets
• Use the active cell
• Use the zoom feature
• Use Online and Offline help
Word
• Launch and exit Word
• Interact with the commands in Word
• Create a new document
• Type, select, and delete text
• Navigate through your document in different ways
• Use the Go To dialog box
• Use basic and advanced formatting
• Remove formatting
• Use undo and redo
• Save and open files
• Use the Recent Documents list
• Switch between open files
• Close documents
• Get help with the Help dialog box
PowerPoint
• Open and close Microsoft PowerPoint 2007
• Interact with the program's interface
• Add or delete a slide
• Cut, copy, and paste slides
• Use AutoFit
• Create, select, and delete text
• Cut, copy, and paste text
• Use the Format Painter
• Use Find and Replace
• Use different methods to save the presentation
• Open and close an individual presentation
• Use the Help screen for online and offline assistance

The Manager's Role
• Plan: planning the operation and function of the area over which the manager is assigned responsibility in a way that accomplishes the goals for which he or she is responsible.
• Organize and Implement: organizing the production of the work, and the workforce, training, and resources necessary, in a way that accomplishes the desired and required outcomes to meet the goals.
• Direct: providing the employees and their resources with enough guidance, direction, leadership, and support necessary to ensure that they are able to accomplish their goals.
• Monitor: following up to ensure that the plan to achieve the goals is being carried out in such a way that its accomplishment is assured.
• Evaluate: reviewing and assessing the success of the goal, the plan, and the allocation of the employees and their resources.