Each course can be presented as:

• Presentation (1 to 2 hours)
• half-day to three day workshop
• The focus of a long-term consulting relationship depending on the depth of client’s interest.

Multi-day courses can be taught with “back home” assignments for on-the-job skills practice and as an opportunity to get feedback for further skills improvement. We can also provide individual coaching on a follow-up basis.

Purpose and Objectives of each course
Assertiveness Training	This seminar teaches managers and employees to meet their needs in ways that are productive and effective without creating conflict. Helps workers learn that what they don't confront in the organization can lead to a serious waste of time, effort and money.
Career Planning and Upward Mobility	This approach provides a structured dialogue between manager and subordinate to develop a commitment for continued developmental activities for the subordinate. The process, introduced in a workshop with film, exercises and handouts, defines their respective roles and responsibilities to make the process successful.
Coaching	Our style is to assume a posture of “fellow traveler” down the road of organizational life and though the executive and we have different roles in this coaching relationship, we are both struggling with comparable questions: What does it mean to me to be successful-in work and social life? What are my performance measures for success? What motivates me toward excellence? How do I create and/or strengthen a network that will support my success?  Within this context, our style is about creating measurable objectives for our collective performance and milestones to indicate progress. In addition to the issues, skills, awareness, knowledge areas we get into, tracking progress toward predefined objectives really generates the issues for coaching. We may use various instruments for additional feedback - 360°, Myers Briggs Type Indicator, DiSC Behavioral Styles, etc.
How to Conduct Performance Appraisals	Focuses on setting results oriented performance objectives, making clear to the employee what is to be achieved by the end of a performance period. Standards used to judge that performance and the process used to make it happen are also covered. Specific client forms, systems and priorities can be incorporated.
Internal Consulting Skills	In this course, participants learn how to negotiate explicit contracts to leverage their expertise into organizational power and influence, various consultant entry, implementation and exit modes plus the specific interpersonal and organizational skills and how to use them appropriately. Actual consulting will be carried out in the workshop.  This course is for various kinds of staff who need to use the power and authority of others to get things done.
Interpersonal Communications	Participants will learn several models and styles of communication for greater effectiveness with others whose style may be quite different. Participants will receive frequent feedback from the instructor and fellow participants and will get support to role-play different approaches to apply to their current relationships.
Job Hunting Skills That Work	Participants in this seminar will learn a total strategy of controlling all of the important elements of a job-hunting campaign, including identifying career objectives, resumes, letter writing, getting and following up an interview. Campaign is very aggressive and produces a lot of personal growth. Guaranteed success contract arrangement available.  This is for anyone who is unemployed or unhappily employed.
Leader Effectiveness Training (LET)	Leader Effectiveness Training (LET) teaches a universal repertoire of human relation skills to help individuals examine and manage conflict, power, trust, problem ownership and values collisions. Many structured role plays help participants gain mastery of these skills for immediate on-the-job application. LET focuses on the skills and concepts to help employees develop improved communication skills – active listening to facts and feelings,  sending “I-messages” to confront and resolve conflict, defining problems and developing the data for effective solutions and placed in a cycle of monitoring and evaluation. When appropriate, other leadership models might also be used, e.g.  Tom Gordon, Blanchard’s Situational Leadership, Blake and Mouton’s Managerial Grid, Transformational Leadership, etc.
Listening Skills	Listening can have many different purposes: for information, for feelings, for understanding, for agreement, disagreement, conflict resolution, for developing a relationship – for work and socially. Students will learn the unique skills for each purpose and how to combine them for any situation.
Management by Objectives (MBO)	MBO as a total management system will be examined to show how each level of management develops complementary, not duplicating, performance objectives and goals. The pluses and minuses of top- down/bottom-up MBO development will be explored to show how each must ultimately achieve employee commitment.
Matrix/Project Management	The critical, unique advantages and disadvantages of project/matrix management are explored in this seminar as participants identify the specific interpersonal skills and organizational systems that are necessary to make this challenging approach successful. How and when to use project teams and/or adopt a full matrix organization will be explained. Also for anyone considering using matrix/project management.
Organisational Analysis	For those in human resources, training and development, organizational development or, for anyone who wants to analyze the strengths and weaknesses of their organization structure, corporate culture, leadership styles, rewards and recognition systems, career mobility, clarity of roles, authority, performance standards or any other dimension of their organization.
Organization Development (OD)	Organization Development or OD, is a behavioral science approach to improving the performance of  an organization within any function, at any level and could be for teams might impact  the entire organization A major focus of the O.D. approach is team-building with a focus on group of people  who are independently involved in completing a common task, whether that team is a president and her vice-presidents of a corporation, or of any level of team below that. Teams can be within one department or function or a team could be composed of many departments or functions. Additional attention is paid to systems (reward, recognition, career mobility, etc.) and environments (corporate culture, leadership, diversity, etc.)
Stress Management	As a result of this seminar, participants will be able to: identify initial sources of organizational conflict and stress; describe their particular forms of stress and their consequences; apply a large number of stress reduction skills for improving self, environments and relations; design a short and long range action plan for continued stress reduction.
Supervisory Management	The practical skills of getting the work done with minimum supervision and maximum team cooperation will be presented and developed in this seminar. The supervisory role of coordinating, delegating and judging performance will be defined and learned. Supervisors will also learn how to work well with other supervisors to be more supportive of their manager and subordinates.
Team Building	The practical skills of getting the work done with minimum supervision and maximum team cooperation will be presented and developed in this Mel Schnapper Associates seminar. The supervisory role of coordinating, delegating and judging performance will be defined and learned. Supervisors will also learn how to work well with other supervisors to be more supportive of their manager and subordinates.
Time Management	The premise of this seminar is that saving time is a myth; we can only learn to manage the available time effectively by (1) focusing on what is important, (2) not doing the work of others, (3) being clear about our own responsibilities. Participants will learn to improve their work style to 'gain' more hours a week for managing people and tasks more effectively. Topics include: how to use a time log; management vs. production time; how to get others to do your work; running more efficient meetings; and action planning.
Train the Trainer	The program will teach the ten steps of a complete training cycle from Step One of initial Client Contact to Step Ten – Systems Support. The focus will be on experiential training that engages the learner heart and mind with explicit training objectives (based on Bob Mager’s approach) and an evaluation procedure (based on Kirkpatrick’s four levels). Participants will simulate the ten steps, work on their actual training material and get feedback from their peers. Click here for a more detailed description of the method.