The Millennium Group
International, LLC
46169 Westlake Drive
Suite 240
Sterling, VA 20165
ph: 703-260-6716


Coaching - Consulting - Training - Learning Management


The Millennium Group International, LLC
46169 Westlake Drive
Suite 240
Sterling, VA 20165
ph: 703-260-6716
A New Manager and the Company's Future
Description: Perhaps one of the most exciting and challenging changes that comes with moving into a
management role is the need to take a more strategic view of the work you are doing.  You need to
develop a greater awareness of how your own work, and the work of those in your department, fits
with the strategic vision of the company.  You will also need to have a greater understanding of the
impact that the output of your department can have on other parts of the organization.  Complacency
is the enemy of continuing business success and, as a manager, it is vital that you always look for
ways in which to 'do things better.'  This may include enhancing the quality of the product you
produce or the service you provide, or looking at ways in which to improve processes. It could also be
about improving working relationships.
Target Audience=Anyone who is about to be promoted or has just been promoted into a first-time
management or supervisory role.
Duration=3.5 hours

Becoming a Manager: Leading and Communicating
Description: Employees want decisive leadership from their managers.  Organizations, too, need their
managers to be clear about their objectives, and how their teams can achieve them.  As a new
manager, it is important that you understand that leadership is about giving direction, but it is also
crucial that you realize that it also involves trusting and empowering your staff.  You will undoubtedly
have been very good at your last job, but now you will need to resist the temptation to continue
doing it.  For some time to come, it may be true that you could do it quicker or better, but an
important part of your new role is delegating tasks to others. You will not have time to do everything
yourself, and your staff members will need to know that you trust them enough, and are sufficiently
interested in their development, to give them the opportunity to learn new skills.  Effective
communication is at the heart of most successful businesses.  Being a manager means that you need
to be at the center of everything.  There will be people from whom you need information, and those
who need information from you; some will be inside the organization, and others will be outside it.  
The way in which you communicate with each group may be different, but the clarity of the message,
and the appropriateness of the method will always be important.
Target Audience=Anyone who is about to be promoted, or has just been promoted, into their first
management or supervisory role.
Duration=4.0 hours

Becoming a Manager: Responsibilities and Fears
Description: Promotion to management is obviously welcome and something to celebrate, but when
the initial excitement is over, you may begin to wonder about your new responsibilities.  Your main
focus is now on managing the activities of others and ensuring that the company's resources are
used effectively.  Apprehensions about whether you are able to do the job are natural--it merely
indicates a healthy respect for the role.  Taking some time to consider how you can best direct your
current abilities toward the new task will be time well spent.  It is inevitable that your co-workers'
expectations of you will change. It may be hard for some of your former colleagues to accept your
promotion.  Your new fellow managers, who were once senior to you, may also take some time to
adjust.  Again, thinking through some of the possible scenarios you may face will help you to be
better prepared.
Target Audience=Anyone who is about to be promoted or has recently been promoted to his or her
first management or supervisory role.
Duration=3.5 hours

Delegation: the Personal Approach
Description: Have you delegated tasks only to later find out that the task wasn't completed properly
or that it wouldn't be completed on time?  Perhaps you need to reevaluate your delegation skills.  
This course will help you work more effectively with employees in a delegation situation.  As you
progress through the 'Delegation: the Personal Approach' course, you will discover several important
factors about delegation--how you can benefit from a shared commitment to a delegated task, how to
identify confident and motivated employees, and how the knowledge of common delegating problems
can help you become an effective delegator.  By participating in this course, you will be prepared to
overcome many obstacles in the delegation process.
Target Audience=Individuals who have the opportunity to distribute their workload; managers and
business leaders who want to empower and motivate their workforce by dispensing authority to
competent employees.
Duration=2.0 hours

Facilitating Meetings and Work Groups
Description: This situation is most likely familiar. You dread holding a meeting so much that you have
butterflies in your stomach.  People showing up whenever they get there.  Trying to get everyone to
agree or make a decision takes hours of discussion.  No one is willing to take responsibility for action
items.  In this course, you will learn to avoid these and other pitfalls of work groups so you can
approach your meetings without dread.  You will start by identifying different types of groups:
internal, external, on going, single-purpose and their characteristics.  By knowing whom you are going
to be facilitating and the inherent group characteristics, you will be able to prepare for the meeting,
establishing clear expectations and a realistic agenda.  You can also determine if you are a match for
this assignment, or if it would be better to find someone else.  You will learn techniques to start and
end meetings for groups of various sizes and purpose.  By learning why, when and how to intervene
in meetings, you will establish ways to get groups to work through the problem-solving process so
they can agree and make sustainable agreements and decisions. You will finish this course by
learning how to end meetings and, with action items assigned, everyone knowing what the meeting
accomplished and what they need to do next.
Target Audience=Managers, team leaders or anyone who will conduct/lead meetings or work groups.
Duration=4.5 hours

Facilitative Fundamentals: Tools and Techniques
Description: You're heading into a room full of people coming at a problem from totally different
perspectives.  What techniques and tools will you use to create the synergy necessary to complete
your mission?  What do you need to get started?  This second course in 'The Successful Facilitator'
series provides you with tips and techniques that will help you become a successful facilitator.  You
will learn to recognize communication style differences.  Learning techniques, like paraphrasing and
mirroring, will give you ways to clarify and reinforce what you're hearing and make sure everyone in
the group is hearing the same thing.  Once you've explored the various means of communicating, it's
time to take on the challenges of facilitating getting everyone to speak openly and honestly, in an
organized manner that is clear and respectful of the other participants.  And, don't forget to listen for
the things participants are not saying.  You will also discover techniques to help with the
ever-challenging task of timing activities, preparing effective agendas, and handling long lists of
Target Audience=Managers, team leaders, or anyone who will conduct/lead meetings or work groups.
Duration=4.5 hours

Implementing a Mentoring Program for the Organization
Description: Would a mentoring program give your employees the extra edge they need to succeed?  
In this course, you'll learn about the purposes, advantages, and procedures involved in developing a
mentoring program.  You'll examine the program coordinator's role and the guidelines that should be
in place before the program begins.  You'll learn about selecting and matching mentors and proteges
and motivating their progress.  Finally, you'll explore how to evaluate the program's effectiveness so
it can be fine-tuned for even greater success.
Target Audience=Managers, supervisors, team leaders.  
Duration=2.5 hours

Interviewing Effectively
Description: The employment interview is at the heart of the recruitment process for most
organizations, and successful interviews don't just happen.  They are the result of careful planning
and preparation.  Interviews are time consuming, and although you will not want to skimp on them,
you have to use the available time as efficiently as possible.  This course shows you how to screen
and manage the interview time efficiently.  You have to be confident about the methods that are used
by whoever conducts interviews in your organization.  This course will show you how to create
methods that are reliable, and will explain the questioning and rapport-building techniques that
effective interviewers use.  During interviews, applicants are also trying to impress you and assessing
your organization.  This course will show you how to recognize the techniques used by experienced
candidates, and how to impress them.
Target Audience=Managers, team leaders, and human resource professionals responsible for
recruiting, interviewing, and hiring new employees.
Duration=2.5 hours

Leading an Effective Business Meeting
Description: Since there are more than 11 million meetings held every day in the United States, there
is a good chance that your life is full of meetings.  There is a general agreement among business
professionals that most meetings are not well run.  They often waste your time, drain your energy,
seem to have no purpose, and bear few positive results.  Are you tired of attending meetings like
this?  Are you tired of your meetings ending up like this?  This course will teach you how to make your
meetings more successful by providing the tools and information that are necessary to lead an
effective meeting.
Target Audience=Business professionals who want to develop effective facilitation skills, members of
boards or committees, meeting participants, executive assistants, and individuals who want to
prepare themselves for a business environment.
Duration=2.5 hours

Managing as Coach and Counselor
Description: 'The ripest peach is highest on the tree.'  'A man's reach should exceed his grasp.'  How
do you motivate employees to go after 'the ripest peach,' or reach for the skill level that seems
beyond their grasp?  You do it by coaching.  Coaching is what cultivates employee growth, not to
mention employee loyalty.  In Managing as Coach and Counselor, you'll learn to take people from
adequacy to excellence.  And as you build their self-esteem, confidence, and competence, you'll be
building on the bottom line.  This course explores four coaching styles, and the methodology to use
them all.  You'll also discover techniques to overcome employee resistance.  Another key learning
module is designed to get your workers past the confusion or mistrust that comes with having a new
kind of boss.  After all, if you are suddenly 'coach,' as opposed to supervisor, they'll need thoughtful
dialogue as to why you've changed your approach, and what you hope to accomplish.  After this
course, you will be able to develop a workplace filled with high achievers.
Target Audience=Department directors, supervisors, managers, coaches.
Duration=3.5 hours

Managing Delegation
Description: Do you want to increase your effectiveness as a delegator?  Are you unsure of how much
control and feedback you need to implement when delegating tasks?  Then this course will help you
achieve those goals.  As you proceed through this 'Managing Delegation' course in the 'Effective
Delegation' series, you will gain valuable insight into several areas including change management,
decision making, and developing performance standards.  You will also acquire skills in supervising,
empowering, and providing effective feedback in a monitored situation.  By participating in this course,
you will become a proficient manager of a delegated environment.
Target Audience=Individuals who have the opportunity to distribute their workload; managers and
business leaders who want to empower and motivate their workforce by dispensing authority to
competent employees.
Duration=3.0 hours

Managing the Change Process
Description: Picture the scene.  You've just started a new job and it's everything you've ever wanted.  
You find your desk, meet your new colleagues, and try to carry on with your life.  But things are
different.  Your PC isn't in the same place, the cafeteria doesn't have your favorite coffee, and your
chair isn't quite right.  This is how change feels. You're disoriented--things still work, but not in the
same way.  You're in a neutral zone where you know how things should be, but they aren't quite as
you imagined.  It's at this stage when employees need their manager's reassurance, support, and
understanding if they are to move out of their confusion and settle into a new way of working.  
'Managing Through the Change' gives you an insight into the types of issues that will face you and
your employees, and provides you with guidance to ensure that you can support your employees and
deal with the inevitable difficulties that will arise.  The change process is never easy.  People feel
insecure, undervalued, and threatened.  It's your job to help your employees to overcome these
feelings, and this course will help you to do just that.
Target Audience=Managers, team leaders, and supervisors who are responsible for implementing
Duration=3.0 hours

Mentoring as a Manager
Description: Looking for ways to enhance your managing skills?  In this course, you'll acquire
expertise as a mentor that will benefit your employees, your organization, and your own career.  
You'll examine how mentoring differs from managing, and you'll brush up on essential communication
skills.  Finally, you'll learn to use mentoring to improve on team organization, dynamics, and
Target Audience=Managers, supervisors, team leaders.
Duration=2.0 hours

Mentoring Effectively
Description: Perhaps your organization has asked you to help induct a new employee.  Maybe a junior
colleague has approached you for guidance.  Or perhaps you want to 'fast track' a rising star into a
particular leadership position.  Whatever the case, before you sign on as a mentor you'll want to
learn all you can about the process, from how mentoring benefits you and your career to how you can
best assist your protege.  'Mentoring Effectively' will help you get started on the right foot by
establishing clear and realistic expectations.  You'll learn how to step into various mentoring roles,
providing training, guidance on professional development, advocacy, and emotional support.  You'll
brush up on essential communication skills.  And you'll learn how to manage the mentoring
relationship, from solving potential challenges to guiding the relationship through a positive
Target Audience=Managers, supervisors, team leaders.
Duration=2.0 hours

Problem Performance Improvement
Description: It is, of course, not enough to be just aware of problem performance in an organization;
a manager needs to know how to improve performance.  Most managers will begin with relatively
informal approaches to improving performance.  This will often take the form of a discussion between
the manager and the problem performer in which the manager will want to advise the worker of the
problem and then devise a plan for remedying the situation.  Then the manager must introduce a
system of monitoring performance to ensure that the planned for improvement has in fact taken
place.  But performance improvement also requires that the worker be given support to develop his or
her skills, knowledge or whatever has caused the performance problem.  It is essential that the
manager is able then to apply three techniques to support the under achieving worker.  These are to
use a specific training program to resolve the problem, to appoint a coach to support the worker and
to apply rigorous supervision techniques to help the worker to improve.  Sometimes though a
manager needs to be aware that the individual worker does not cause the performance problem but
that it is caused by the system.  This then means that the manager must know how to change the
design of a task or alter the way a team operates to improve performance.  An effective manager will
recognize that different organizations require different measures to improve performance, and this
course will show one way of identifying appropriate management practices to improve performance in
different types of organizations.
Target Audience=Managers, supervisors, project team leaders and human resource professionals
who need to deal with problem performance both informally and formally.
Duration=3.0 hours

Problem Performance Prevention
Description: Obviously, one of the starting points for managing problem performance is to prevent it
from becoming so.  This is a general part of effective management, focusing on those aspects of the
managerial task specific to preventing problem performance.  This means employing an effective
selection procedure that is based on an accurate identification of the job requirements, and then
using the first period of employment to test out the effectiveness of the worker.  For established
workers, if you want to avoid problem performance, it is essential for employees to see clearly what is
expected of them.  No employee can be criticized for problem performance when no one has
explained to him or her the required standard of work.  But telling workers what is expected of them
is not the end of the story.  Performance management is an on-going process and, to be effective at
it, a manager must be skilled in giving feedback, and aware of some of the common problems that
most managers encounter in giving feedback.
Target Audience=Managers, supervisors, project team leaders, and human resource professionals
who need to deal with problem performance both informally and formally.
Duration=2.5 hours

Successfully Coaching Relationships
Description: Coaching is a set of practical skills and a style of relating that develop the potential of
both the individual being coached and the coach.  For this development to take place, there must be a
working relationship between a coach and a willing coachee, a relationship based on mutual trust,
respect, commitment and confidentiality.  Within this collaborative framework, the coach uses a
repertoire of styles to suit both the situation and the personality of the coachee.  This course shows
learners what fosters a productive coaching relationship and what prevents such relationships.  The
course analyzes the role of the coach and examines learning styles to see how adults approach
learning tasks in different ways.
Target Audience=The target audience includes not only team members, team leaders, and
supervisors, but also managers and CEOs--anyone in an organization who has a role in improving the
performance of their co-workers, keeping in mind the fact that coaching is not a top-down activity.
Duration=5.0 hours

Taking on a Management Role
Description: What does becoming a manager involve?  What skills are needed to be a good one, and
what will others expect of you?  These are all natural questions for anyone who is about to become a
manager, or who has recently been promoted.  Moving into a first management role represents
possibly one of the biggest changes in your working life.  The transition from player to manager is an
exciting, but challenging, one.  It takes most people out of an area in which they have been
comfortable and successful for some time into more unfamiliar territory.  Moving from being one of the
team to leading it can be daunting.
Target Audience=Anyone who is about to be promoted, or who has just been promoted to a first
management or supervisory role.
Duration=3.5 hours

The Basics of Delegation
Description: Do you feel that there are just not enough hours in the day?  Are you always striving to
keep ahead of the paperwork that litters your desk?  Perhaps it is time to consider sharing some of
those tasks with your skilled employees.  As you progress through this 'Delegation Basics' course in
the 'Effective Delegation' series, you will discover what delegating is all about, what you need to do
to prepare for and implement this process, and how to ensure that you and your employees will
effectively complete those delegated tasks.  By participating in this course, you will discover how
delegating tasks can enhance and accentuate your management skills.
Target Audience=This course is for individuals who have the opportunity to distribute their workload;
managers and business leaders who want to empower and motivate their workforce by dispensing
authority to competent employees.
Duration=1.5 hours

The Coaching Skillset
Description: At its simplest, a coaching session is a conversation, a dialog between coach and
coachee, and so all coaching interventions depend totally on communication.  Within that simplicity
however, are layers of subtle interaction, which a coachee needs to be aware of, alert to what both
'sides' of the conversation are actually communicating--verbally, visually, and vocally.  The first
requirement for a successful coaching conversation is rapport, once that exists, the coach is better
placed to discover the facts, opinions and feelings of the coachee's situation; only by establishing the
present position of the coachee are you able to move forward.  Additionally, the coach must control
the conversation proactively, for example, knowing what questions to ask rather than providing
Target Audience=This course is for anyone in an organization who has a role in improving the
performance of their co-workers, keeping in mind the fact coaching is not a top-down activity.
Typically, this includes team members, team leaders, and supervisors, through to managers and CEOs.
Duration=3.0 hours

The Facilitator Role
Description: Tired of wasting time at meetings that take too long and get too little accomplished?  
Learn to facilitate meetings that are both productive and time efficient.  In this course, you will
explore the foundations of the art of group facilitation.  You will define the role of a facilitator, so that
you can easily differentiate between facilitated groups and democratic or autocratic groups.  
Identifying the skills, attitudes and emotions needed to facilitate groups will help prepare you for
taking on the task of changing your work group structure.  Understanding the responsibilities of the
facilitator will help establish the boundaries of what you can and cannot control when working with
groups.  Finally, you will learn ways to measure your successes through self-assessment.
Target Audience=Managers, team leaders, anyone who will conduct/lead meetings or work groups.
Duration=4.0 hours

The Key Stages of Coaching
Description: Coaching has many uses in organizations, and the sequence of coaching activities is
similar in all of them.  This course will involve learners in the continuous process of discovery, goal
setting, action planning, and follow-up that distinguishes coaching from other development methods.
Target Audience=This course is for anyone in an organization who has a role in improving the
performance of co-workers, keeping in mind the fact that coaching is not solely a top-down activity.  
Typically, coaching involves team members, team leaders, and supervisors, including senior managers
and CEOs.
Duration=4.0 hours

The Principles of Financial Management
Description: Financial management is a key tool in controlling and directing the resources of any
business organization.  Managers--not only financial professionals but also managers whose
responsibilities are largely non-financial--can use this tool to generate and analyze the financial
information that is essential to decision making in business.  Understanding the principles of financial
management helps all managers, from line supervisors to senior executives, to use this tool more
effectively to support the organization's goals.  This course introduces non-financial managers to the
principles of financial management.  It explores the basic concepts of risk and return and the time
value of money.
Target Audience=Non-financial managers who seek an introduction to finance.
Duration=2.5 hours

What to Consider When Hiring
Description: Recruitment is a complex and important activity for a manager.  Effective hiring requires
effective preparation.  The recruitment process must be fair and safe, and there is plenty of legislation
to trip up the unwary manager.  Getting any part of this wrong is expensive, time consuming, and
damaging to the good name of the company.  This course will give you a brief overview of the major
employment legislation that affects recruitment.  Then the course will explore the options that any
manager has when faced with hiring a new employee.  Hiring is an expensive process, so the course
explores a cost-benefit analysis of the various hiring methods, examining in detail internal hiring and
contingent workers as two particular options.  Defining a job in terms of competencies and then rating
them provides the foundations for effective hiring, and this course will show you how to use these
methods in creating a structured interview.
Target Audience=Managers, team leaders and human resource professionals responsible for
recruiting, interviewing and hiring new employees.
Duration=2.0 hours
TMG Learning Management System
Course Catalog