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Seminars for your Company

Epic Development and Evaluations offers seminars for employers, business owners, CEOs, managers, and human resource executives that are from one to two hours in length. These seminars are held at your company during regular business hours.

Seminar content consists of solutions to common business problems through the use of Profiles products.

Executive Briefings

The Executive Guide to Strategic Workforce Planning
Strategic Workforce Planning is a process that ensures that your business has the right people in the right jobs at the right time to achieve your expected results. This presentation will help organizations understand their current state, forecast talent gaps and how to take the necessary steps to close those gaps.

Five Critical Management Derailers: Symptoms and Remedies
Times of change present many challenges for organizations, particularly for front-line managers whose people will be responsible for implementing the change. This presentation will look at Why do front-line managers fail, and what can be done to avoid failure?

Why Smart Employees Underperform: Seven Hazards to Avoid
We've all been there. After an extensive search for a line manager, one candidate stands out. This candidate has the right experience, solid qualifications, a relevant work history, and gave an impressive performance during the interview process. The candidate said the right things put forward some great ideas and generally presented very well and you hired the person. Three months later, you begin to question your decision. This presentation will look at why this can happen.

Four Essential Tactics for Optimizing Organizational Talent
The state of the economy is unfortunate, but now, more than ever you have the opportunity to optimize your organizational talent. This presentation will help you learn how not to fall into some of the common traps that will put you at a disadvantage when the economy turns around.

Selection Strategies for Reorganization, Redeployment and Recovery
In today's economy, nearly every organization faces pressure to reduce waste and run at peak efficiency. For some companies, this means eliminating positions that don't add sufficient value to the organization, and either eliminating or redeploying people in those rules. Learn how to make changes of your Human Capital legally and effectively.

Five Lessons for Upgrading Talent with Outside Superstars
The supply of talented individuals, many of whom were cultivated and trained by some of the world's most innovative and productive companies, has never been so plentiful or affordable. In this presentation, we will learn five key lessons to help optimize the upgrade process of your talent.

Seven Factors for Building Extreme Customer Loyalty
In this presentation, learn seven factors for knowing your customers and keeping your customers

North America's Most Productive Companies: What Makes the 2010 Winners Great and Innovative
In this presentation, we report on a study to help us better understand the factors that drive employee productivity within an organization. We will report the findings from both People Attributes and from the Strategic and Operational Attributes.

6 Crucial Behaviours for Customer Facing Employees
In both good times and bad the lifetime value of a customer can be exponentially greater than the value of a series of single transactions from one-time customers. In this era of social networking, it only takes one Tweet or Facebook status update to seriously damage a company’s reputation. One bad customer experience can cost you that customer for life. Hospitality, travel, retail, healthcare, and financial services are especially prone to losing customers who have a negative experience. Think about these situations from the perspective of a customer. It doesn’t take much for a customer to decide that you and your company aren’t worth his time, effort, or money. Learn 6 crucial behaviours facing employees today in the workplace.

Fostering a Culture of Engagement
Are your employees engaged in their work? Are they loyal to your business? How do you know these things? And if you don’t, how do you find out? This report seeks to help you begin the process of learning about employee engagement in your organization. We will identify and describe three levels of engagement: organizational, managerial, and employee.

Seven Biggest Teambuilding Blunders
Building an effective, high-performing team requires more than simply throwing a group of outstanding individuals into a room and telling them they can’t come out until they have a solution. And maintaining an effective team requires planning, communication and decision-making. Assess individual strengths and weaknesses, build support, establish the conditions for effectiveness, agree on your goals—and you’re on the road to building a championship team. But lead with your emotions, shy away from hard decisions, have faith that the process will “work itself out,” populate your team with your personal favourites—and don’t be surprised if your outstanding individuals fail to harness their collective talent. We see it in sports all the time. And it happens in business just as often. We’ve identified seven major roadblocks to building and managing high-performing teams. We’ve seen excellent managers drop the team-building ball, and we’ve seen other managers exceed expectations by doing team-building right.

The Powerful Act of Coaching Employees
In this presentation we will look at five elements of successful coaching:

  1. Fit with Job
  2. Motivation
  3. Fit with Manager
  4. Fit with Team
  5. Leadership Ability

Unlocking the Potential of Frontline Managers
Times of change present many challenges for organizations, particularly for frontline managers whose people will be responsible for implementing the change. Pressure to perform is high, as are emotions, and everyone is expected to do more with less. The effects of poor frontline management may be particularly damaging at service companies, where researchers have consistently detected a causal relationship between the attitudes and behaviours of customer-facing employees on the one hand, and customer perception of service quality on the other. In service industries, research has found that three factors drive performance: the work climate; the ways teams act together and the ways that things are done; and the engagement, commitment and satisfaction of employees. Leadership—particularly the quality of supervision and the nature of the relationships between supervisors and their teams—is crucial to performance in each of these areas. This fact inspired us to identify six keys to unlock the potential of frontline managers.

Enhancing Your Leadership Charisma – A Step by Step Guide
This presentation will look at:

  1. Understanding the four step leadership charisma model
  2. Making a Charismatic Impression on everyone you meet
  3. Increasing the charismatic impact of your one-on-one communications
  4. Making your talks and presentations more charismatic

Surviving the Workforce Crises
This power point presentation will look at the following:

  1. The Ageing Workforce / The Workforce Crises
  2. 7 Steps to increase effectiveness to young workers
  3. 6 Steps to become more effective to experienced mature workers
  4. How to use objective data to understand and manage a highly diverse workforce.

This presentation will talk about why companies need a Workforce Analysis Profile and the advantages of having your employees engaged.

The Workforce Analysis Profile is a unique survey designed to measure employees engagement levels and their total workplace experiences. It also indicates job satisfaction and the work environment of staff members within an organization. The information collected in this survey provides leaders with a vital perspective on the current reality in their organizations workplace and areas of concern affecting the total workplace experience.

The Workforce Analysis Profile provides insight into your employee’s opinions about human resource issues, the role work plays in their lives, what their needs and preferences are on-the-job and what motivates them at work.

Pulling Together for Increased Sales
This Power Point presentation takes a look on how effective your sales team is and how poor or great performances can impact your bottom line. 72% of Sales Leaders do not have an effective process for recruiting and hiring qualified Sales People. This workshop will explore on how to hire the right person for the right job and show you how to calculate real ROI.

S.T.A.R Workshop (Sales Talent Acquisition Routine)
This workshop will help you create an exceptional sales team minimizing costly hiring mistakes, keeping your best salespeople motivated, and create profitable growth. This 12 step grogram will start from why salespeople must be different, identifying those people who will succeed, how to source, how to use automation, the use of pre-employment assessments, how to read and use a résumé, the phone interview, how to interview effectively, how to determine compensation, the final interview and job offer, the first 90 days and who does what.

How to Create a Basic Strategic Workforce Plan/Process
This workshop will look at 8 basic steps in developing a Strategic Workforce Plan. By the end of this workshop, you will have created your own customized workforce plan.

Demonstrating the Strategic Value of HR
The objective of Human Resources is to maximize the return on investment from the organization's human capital and minimize financial risk. To be creditable, HR must demonstrate that they can deliver tangible, measurable value. This seminar will show senior executives how Human Resources deliver value and to demonstrate the value they deliver.

Integrated Talent Management "Tools for Solutions Oriented Professionals"
This goal of the Talent Management Process is to increase overall workforce productivity through the improved attraction, retention and utilization of talent. This workshop will teach you and define the Talent Management Process Best Practices.

The New Art of Hiring Smart
This seminar looks at the widely popular hiring processes of most companies: application, resume, background check, reference check, personality testing, interviewing, meeting and selection. For most part the process only varies by what is left out. With employee costs up and productivity down, hiring employees who fit the job is essential to every company. This seminar addresses what an employer can do to ensure the right person is hired by hiring smart.

Identifying and Retaining Top Performers
A timely article in the business section of USA Today reported the results of an Anderson Consulting study. It cited Identifying and Retaining Top Performers as the number one concern of small and medium size businesses. In this seminar, your qualified prospects will find out what it takes to first identify, and then retain top performers – their number one concern.

The New Frontier—Getting More for Less
The purpose of this presentation is to give you information that can be used to dramatically impact the bottom line of your business. We will closely examine a key aspect of business that is rarely examined in depth. At the conclusion of this briefing you will have clear, practical suggestions you can immediately apply to your business to reduce costs and increase productivity.

Developing More Effective Leaders
One of management’s most critical challenges today is leadership. This seminar identifies the most critical behaviour characteristics of effective leaders. It also identifies how companies can address these issues using highly effective feedback system. And finally, it lays down the foundation for any manager to improve their leadership ability by knowing where and how to make that improvement.

The Executive Guide to Employee Assessments
In many organizations, personnel costs are among the largest budget line items, and given the top challenges facing CEO’s, organizations need their leaders, managers, and people aligned and working together at the highest levels of performance.
Employee assessments can give organizations and managers consistent, in-depth, and objective information about their people. This includes the employee’s:

  • Fit with organizational culture, job, manager, and team
  • Knowledge, skills, job performance, and developmental needs
  • Preferred learning and communication style
  • Integrity, reliability and work ethic, and attitude towards substance abuse
  • Response to conflict, stress, and frustration, and likelihood of aggression

Information uncovered from assessments helps leaders and managers rely less on gut instinct and make smarter people decisions. The specific benefits include:

  • Selecting people most likely to succeed in a job
  • Accelerating time for people to become fully productive in a new role
  • Improving alignment and communication between managers and employees
  • Reducing workforce conflict and improving employee satisfaction
  • Maximizing each employee’s contribution to the organization
  • Reducing employee absenteeism and turnover
  • Reducing frequency and cost of theft
  • Increasing sales performance and customer loyalty
  • Enabling strategic workforce management and succession planning
  • Increasing overall workforce capability, productivity, and agility

Although an HR department may manage the day-to-day administration of an assessment program, these initiatives thrive in the organization when sponsored by senior leaders who are committed to building and retaining a high performing workforce.

The Leaders Guide to Managing Workplace Stress
This briefing is designed to help executives understand, recognize and effectively deal with stress in the workplace. As a senior executive, it will help you:

  1. Raise your awareness of the causes and effects of excessive stressors
  2. Encourage and support the use of good practices and preventative measures by supervisors and employees
  3. Provide tools and techniques for assessing and managing stress within a workgroup visits are for stress
  4. Help learners recognize signs of stress in themselves and others, and take appropriate measures.

Eight Signs of Incompetent Managers
Effective managers do more than just supervise employees. They take responsibility for ensuring that an individual succeeds, and that the team, department, or business unit achieves expected results. Effective managers are like successful coaches who develop teams that win championships year after year.

Over the years we have identified eight signs of incompetent managers:

  1. Poor communication skills
  2. Weak leadership capabilities
  3. Inability or unwillingness to adapt to change
  4. Poor relationship-building skills
  5. Ineffective task management
  6. Insufficient production
  7. Poor developer of others
  8. Neglectful of own personal development

Sound familiar? Let’s take a look at each of the signs in detail, and then we’ll offer practical remedies to help your managers achieve greater effectiveness.

The Leaders Guide to Managing Fraud, Theft, & Workplace Violence
Of all the reasons that businesses fail in today’s market, challenges such as competition, financial mismanagement, leadership failure and disconnection from consumers are sure to 95% top the list. A less commonly recognized factor is the costly challenge of managing fraud, theft and workplace violence. Employee fraud is on the rise, soaring from $400 billion in lost revenue for U.S. businesses in 1996 to over $600 billion in 2003. Even more disturbing, violence in today’s workplace accounts for more than $60 billion in of companies discovers they are lost productivity each year according to the Bureau of Labour Statistics. The Justice victims of theft Department reports that one-sixth of all violent crimes in the U.S. occur in the workplace. ”

This executive briefing will help you:

  • Define the problem
  • Highlight scenarios and identify bottom-line impact
  • Explore prevention steps & best practices
  • Examine effective solutions and tools

For more information or to arrange a seminar please click here

Or Call us at: 514 421-0455

141 Manuel Drive, Dollard Des Ormeaux, Quebec  H9B 2B3
TEL: (514) 421-0455 / CEL: (514) 983-1466 / FAX: (514) 683-9694
E-mail: info@epicdevelopment.ca

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