Training Catalog

Page
TRAINING CATALOG
Achieve
the Vision
Accomplish
the Mission
TRAINING LOGIC, INC.

919 North Trenton St. www.traininglogic.net
Ruston, Louisiana 71270 tevans@traininglogic.net
Phone: 318-254-7993
Training that makes sense!

Page 2
TRAINING LOGICS BACKGROUND INFORMATION
Thomas Evans, CEO and founder of Training Logic, Inc., started his training career over two dec-
ades ago with the Dale Carnegie Training Systems. He was the Regional Training Manager and
Instructor for Dale Carnegie Training in Northeast Louisiana and one of the primary instructors
over northern Louisiana. In 1988, he accepted a position with Willamette Industries, a fortune
500 diversified wood products company with more than 14,000 employees. In his 14+ years as
National Training Manager, Thomas was responsible for the design and delivery of multi-level soft
-skills training programs and leadership succession development across the nation. Additionally,
Thomas earned a Master Trainer Certification from Development Dimensions International.
Training Logic, Inc. employs a wide variety

of skilled and experienced trainers who
have extensive expertise in the corporate
environment. These trainers have the flex-
Goal and Guarantee
ibility of working with executives, middle
management, sales professionals, as well
as hourly production and maintenance
teams. Over the years our trainers have Our Mission is to
provided training for companies such as Exceed Every Client's
Weyerhaeuser Company, Graphic Packag-
ing International, Foster Farms, Lincoln Expectations Every Time.
Builders, Domtar, Flakeboard, TSE Interna-
tional, Standard Enterprises, Century Link,
Community Trust Bank, and numerous
others.
All Training Classes and Training Series contained herein will be customized to fit the clients
needs. We can also adjust the contact hours of each course to accommodate the business need or
production schedule. Additionally, upon the clients request, Training Logic, Inc. will conduct a
Needs Analysis for the business to help pinpoint the business training need(s).
Our goal is to help increase your bottom line through your employees' skill and knowledge devel-
opment.
Our guarantee is simple: Upon completion of any Training Logic's training, if we have not
met your expectations, Training Logic, Inc. will courteously refund your investment.
Training that makes sense! 2002 Training Logic, Inc. All Rights Reserved.
Page 3
TABLE OF CONTENTS
Executive Development 5
Leadership & Management Development 7
Team Building & Employee Development 18
Lean Six Sigma 21
Customer Service 27
Sales 31
Surveys & Reports 34
Safety TrainingCertification & General Courses 37
Computer Courses 52
Page 4
MASTER COURSE LIST
EXECUTIVE DEVELOPMENT SURVEYS & REPORTS

Strategic Planning
SAFETY TRAINING
LEADERSHIP & MANAGEMENT DEVELOPMENT
Mastering Influence Series
Courses
Dynamic Leadership Series
OSHA 1910 (General Industry) 10 HOURS
Leadership with Attitude
OSHA 1910 (General Industry) 30 HOURS
Leadership & Safety Developing the Culture
OSHA 1926 (Construction) 10 HOURS
Managing & Motivating a Multi-Generational Workforce
OSHA 1926 (Construction) 30 HOURS
Motivating Generation X
CPR/AED2 year certification
Behavioral Interviewing
Professional Rescuer2 year certification
Selection & Hiring
First Aid2 year certification
Performance with Attitude
Advanced First Aid & Emergency Oxygencertification
Conducting Effective Meetings
Bloodborne Pathogens1 year certification
Workforce Big 5
HazMat24 /16/8 hr. certification
Succession Development Series
HAZWOPER40 hr. certification8 hr. refresher
Assessing & Preparing Succession Candidates
Fall ProtectionCompetent Person16 hr. Certification
Permit Required Confined Space16 hr. Certification
TEAM BUILDING & EMPLOYEE DEVELOPMENT Lockout/Tagout/Tryout Authorized4/8 hr. certification
Stages of Team Development Series
Proactive Time Management OSHA Outreach Instructor led classes
Managing the Daily Stresses
Enjoy Your Job with Maximum Performance Fall Protection Awareness Level
Building Self Esteem Lockout/TagoutAffected Employees
Goal Setting Electrical Hazards
Hazard Communication (GHS)
Welding, Cutting & Brazing
LEAN SIX SIGMA Confined Space Permit & Non-Permit
Lean Six Sigma Assessment Machine Guarding
6S: A Good First Step of Lean Fingers, Hands, Arms & Feet Safety
Creating Six Sigma Safety Understanding Risk
Creating Flow Cellular Design Office Ergonomics
Poka-Yoke for Employees Industrial Ergonomics
Poka-Yoke for Leaders Job Safety/Hazard Analysis
Quick Changeovers Single Minute Exchange of Dies (SMED) Hydrogen Sulfide (H2S) Gas Safety
Total Productive Maintenance (TPM) Personal Protective EquipmentPPE
Value Stream Mapping (VSM) Benzene Awareness
Pull Systems Compressed Gas Safety
The Role of Lean Leaders Safety Developing the Culture
Creating Six Sigma Results for Employees Safety Observation & Feedback
Eliminating Muda Value or Non-Value Added Activities for Employees OSHA Reporting & Recording
Six Sigma Management Philosophy Safety Communications
Managing Muda for Lean Leaders Risk Assessment
Kaizen Event Basic Rigging Awareness
Check It Out! For Safety
CUSTOMER SERVICE Leading Effective Safety Meetings
Meeting & Greeting Customers Job Safety Practices
Maintaining Customer Relations Developing Safety Attitudes
Building an Organization on Etiquette Preventing Workplace Violence
Complete Customer Care A Proactive View of Safety
Utilizing Interpersonal Skills Strategic Safety Planning
Understanding Customer Perceptions Principled Centered Safety
Telephone Etiquette Additional Courses & Services Available
Responding Productively to Internal & External Customer Motivations
Dealing with the Angry Customer COMPUTER COURSES
Handling Difficult Situations Microsoft Word, Excel, PowerPoint and Outlook
SALES
Dynamic Selling Skills Series
Communications The Exploratory Process
Prospecting
Effective Negotiation
Closing the Deal
Page 5
Executive Development
Executive Development
The men and women who succeed are the efficient few.
They are the few who have the ambition and willpower to develop themselves.
Hebert N. Casson
Page 6
TRAINING CATALOG
EXECUTIVE DEVELOPMENT
STRATEGIC PLANNING
24 HOURS
Training Logic will work with you to create a plan for the future
and decide what strategic direction you can work towards for the next several years.
Utilizing The Process Modelthis plan will:

Establish organizational identity by creating or reviewing the organizational vision, mission and values.
Evaluate current levels of organizational effectiveness.
Utilize strengths and correct weaknesses to improve efficiencies and performance.
Identify market opportunities/threats and address these in the goals of the organization.
Develop a roll-out plan designed to effectively communicate the organizational plan to the team.
Establish step-by-step actions to clearly outline the progress of the team.
Training will be interactive to encourage open and candid dialog

from all participants to ensure information is thorough and accurate.
THE PROCESS MODEL

Vision gives the Mission is Achieving goals Strategies attain Action steps put
organization a to fulfill allow realization goals into operation
purpose/focus the vision of the mission strategies
Vision Mission Goal Strategy Action
Vision is Mission is Goals are Strategies are Action steps

fulfilled by executed by accomplished by achieved by produce results
realization attaining goals implementing strat- producing results
of the mission egies from action steps
All training can be customized to fit clients needs and delivered according to clients work schedule.
Page 7
Leadership & Management Development

Leadership &
Management Development
A good objective of leadership is to help those who are doing poorly to do

well and to help those who are doing well to do even better.
Jim Rohn
Page 8
TRAINING CATALOG
Mastering Influence Series

All modules involve skill development and knowledge enhancement through class exercises and role plays.
THE POWER OF UNDERSTANDING EMPLOYEE

COMMUNICATION POSITIONING PERCEPTIONS
4 HOURS 4 HOURS
By understanding communication positioning, Understanding employee perceptions will help

you can become a great communicator managers understand the dynamics of
with powerful influence skills. effective communication.
Training will: Training will:

Target the process of high impact communication. Identify variables in effective communication.
Identify communication strategies to improve a lead- Explain the power of perception and its impact on
ers communication efficiency. clear communication.
IDENTIFYING EMPLOYEE MOTIVATIONS EXPLORING EMPLOYEE NEEDS

4 HOURS 4 HOURS
This program helps develop insight into Introduces an exploratory model that helps a leader
human behavior and motivation. identify intrinsic employee motivation.

Prepare managers and leaders with communication Prepare managers and leaders to motivate an em-
skills specific to employees as well as customers. ployee to his or her maximum potential.
Learn to be a resource to employees in order to
gain additional employee motivation.
THE DIAMOND DELIVERING DIAMOND

COMMUNICATION PROCESS COMMUNICATIONS
4 HOURS 4 HOURS
In-depth insight to a communication process model Skills follow-up to Diamond Communication Process.
which customizes communication to fit the recipient.
Training will:
Training will: Present critical communication skills delivered with
Assist in dramatically increasing effective communi- power and influence.
cation while decreasing communication break- Video review and feedback to strengthen partici-
downs. pants skill and confidence.
Page 9
TRAINING CATALOG
Dynamic Leadership Series

All modules involve skill development and knowledge enhancement through class exercises and role plays.
THE FACES OF LEADERSHIP INCREASING EMPLOYEE PERFORMANCE

4 HOURS 4 HOURS
Principal-based leadership tool to present guidelines Strategic steps necessary to increase an

to effective leadership. employees performance.

Teach principles to build employee self-esteem, Prepare managers and leaders to identify and trans-
involvement and value. form employees who are not producing at an ac-
Develop skills for leading employees toward maxi- ceptable pace or not meeting quality standards.
mum productivity.
ENHANCING EMPLOYEE WORK HABITS MAINTAINING PEAK PERFORMANCE

4 HOURS 4 HOURS
Strategic steps necessary to improve an Maintain an employees peak performance post-discipline.

employees work habits.
Training will:
Training will: Present follow-up skills for managers and leaders
Prepare managers and leaders to identify and to maintain an employees performance after ad-
transform employees who negatively effect team, dressing poor performance or work habits.
product, service or customers with personal habits
such as poor attendance and offensive behavior.
EFFECTIVE FOLLOW-UP EFFECTIVE DISCIPLINE

4 HOURS 4 HOURS
What to do when counseling and discipline Steps necessary to conduct

are unsuccessful. an effective disciplinary meeting.

Discuss management options when an employee Develop disciplinary steps necessary when employ-
has been counseled several times with little or no ee counseling fails or an employee has violated a
progress made toward solving the problem. major company policy or rule.
Page 10
TRAINING CATALOG
LEADERSHIP WITH ATTITUDE LEADERSHIP & SAFETY

4 HOURS DEVELOPING THE CULTURE
4 HOURS
A motivating discovery of an attitude cycle that
affects every employee within the organization. Skills-based training that teaches leaders how to
create and maintain a safety culture.
Training will:
Explain the company and personal benefits of man- Training will:
aging team energy. Explore the access path to employee commit-
Help leaders understand and maintain team energy ment.
effectively and safely. Provide a variety of motivations that can affect
Provide tools to encourage employees to re-commit safety performance from both a supervisory and
to new levels of personal value and team contribu- employee perspective.
tion. Develop a leader who better understands how to
SKILLS CYCLE manage a safety conscious culture through employ-
ee motivation and behavior.
Strengthen leader skills and confidence through
SKILL ATTITUDE
role playing and constructive feedback.
APPLICATION INFORMATION
MANAGING & MOTIVATING A MOTIVATING GENERATION X

MULTI-GENERATIONAL WORKFORCE 4 HOURS
4 HOURS
Generation X is one of the
Break down each generation and review how each largest workforce generations of our time.
interacts in the workplace to ultimately create a This training answers the question:
more effective, efficient and profitable team. What can I do to motivate todays workforce?

Review the characteristics of different generations. Review and understand Generation X (Xers).
Provide valuable information on training, retraining Help leaders and managers better understand how
and motivating a multi-generational workforce. to manage, motivate, receive feedback and train
Encourage feedback and sharing ideas through Xers in the workplace.
group communication. Optimize your teams motivation and potential.
Deliver a valuable management tool to show lead-
ers how to energize, motivate and better under-
stand their employees.
Page 11
TRAINING CATALOG
BEHAVIORAL INTERVIEWING SELECTION & HIRING

4 HOURS 4 HOURS
Behavioral interviewing is a technique which asks People are the most important resources,
specific questions to predict a potential employees but finding and selecting the right people for the
success based on actual past behaviors. right position is a never ending challenge.

Develop managers knowledge and skills to inter- Teach all aspects of the hiring process from selec-
view effectively. tion criteria to making the offer.
Recognize possible behavioral patterns of potential Develop the skills of the inexperienced interviewer
employees. as well as improve the skills of the experienced
Assist managers in making solid hiring decisions interviewer.
based on information gained in interviews. Evaluate resumes and applications.
Utilize exercises and role playing to develop skills Provide interview strategies and techniques.
and knowledge. Cover EEO obligations and legal requirements.
PERFORMANCE WITH ATTITUDE CONDUCTING EFFECTIVE MEETINGS

4 HOURS 4 HOURS
A motivating discovery of an attitude cycle that Meetings can be managements most effective
affects every employee within the organization. communication and planning vehicle.

Explain the company and personal benefits of man- Focus on developing, planning and delivery skills
aging team energy. necessary to conduct an effective meeting.
Provide tools to encourage employees to re- Ensure meetings have a positive impact on employ-
commit to new levels of personal value and team ee efficiency.
contribution. Provide feedback to leaders to strengthen skill and
Explore a Skills Development Cycle to understand confidence when conducting an employee meeting.
employee development and increase team produc-
tivity.
SKILLS CYCLE
SKILL ATTITUDE
APPLICATION INFORMATION
Page 12
TRAINING CATALOG
WorkPlace Big 5
This Five-Factor Model provides you with a comprehensive source metaphor that celebrates the
fullness of human personalities. Individual differences are here to stay; understanding a vocabulary of
personality differences enables us to communicate constructively. This profiling program involves five
dimensions of personality, a normal distribution of scores on these dimensions, an emphasis on individ-
ual personality traits, preferences indicated by strength of score and a model based on experience.
THE NEED FOR STABILITY FACTOR (N) THE EXTRAVERSION FACTOR (E)
The Need for Stability refers to the degree to which a Extraversion refers to the degree to which a person
person responds to stress. Resilient persons tend to can tolerate sensory stimulation from people and
handle stressful workplace situations in a calm, situations. Those who score high on extraversion
steady, and secure way. are characterized by their preference of being
around other people and involved in many activities.
THE ORIGINALITY FACTOR (O) THE ACCOMMODATION FACTOR (A)

Originality refers to the degree to which we are open Accommodation refers to the degree to which we
to new experiences/new ways of doing things. High- relate to others. High accommodation describes a
ly original people tend to have a variety of interests person who tends to relate to others by being toler-
and like cutting edge technology as well as strategic ant, agreeable and accepting of others. Low accom-
ideas. modation describes one who tends to relate to oth-
ers by being expressive, tough, guarded, persistent,
competitive, or aggressive.
THE CONSOLIDATION FACTOR (C)

Consolidation refers to the degree to which we push
toward goals at work. High consolidation refers to a
person who tends to work towards goals in an indus-
trious, disciplined, and dependable fashion. Low
consolidation refers to one who tends to approach
goals in a relaxed, spontaneous, and open-ended
fashion.
Page 13
TRAINING CATALOG
Succession Development Series

This program will establish a process to help identify potential leaders and prepare them
to move effectively and efficiently into key positions within the organization.
This process, once taught, should be internally managed and driven.
MODULE 1 MODULE 2
4 HOURS 4 HOURS
This is the planning process that explores the compa- This training establishes a competency checklist for
nys expectations of key positions and manpower key positions and explores a management proficien-
available in a five-year projection. It will also identi- cy review process. An assessment team is also iden-
fy current succession candidates and systematically tified for each candidate.
predict their readiness and availability.
MODULE 3 MODULE 4
4 HOURS 4 HOURS
This training covers the communication and interac-
tion with the succession candidates. It will also This training focuses on the information exchange
begin the self-evaluation process and diagnostic between the candidates and their supervisor and/or
testing to help determine areas of needed develop- mentor. Works toward an agreed upon and thor-
ment. oughly discussed tentative action plan.
MODULE 5 MODULE 6
4 HOURS 4 HOURS
The manager, candidate, and assessment team meet This training establishes the time table for review
and finalize the training and development plan for and plans the follow-up discussions for each candi-
the upcoming year. A written plan is then prepared date.
and distributed to all parties involved.
Page 14
TRAINING CATALOG
Assessing & Preparing Succession Candidates

This program will establish a process to help identify potential leaders and prepare them
to move effectively and efficiently into key positions within the organization.
This process, once taught, should be internally managed and driven.
This training begins by establishing competency re- TLI will work closely with managers, supervisors, and
quirements for key positions within the organization. key personnel to research, identify, and develop key
Explore the companys expectations of key positions situations to test all of the candidates abilities to
and manpower available in a five year projection. handle challenging situations in key competency are-
as. Examples of key competency areas are:
This training then identifies current succession candi-
dates and systematically predicts their readiness and Leadership Traits
availability for future key positions within your or- Empowerment Skills
ganization. Initiative
Responsibility
A full day of customized situational business scenari- Accountability
os will be developed specifically for your targeted Strategic Thinking
position. Your succession candidates will experience Personal Effectiveness
a challenging day in the shoes of his or her manag- Problem Solving
er. This experience will: Verbal Communication
Written Communication
1. Accurately identify the strengths and weak- Goal Orientation
nesses of each candidate. Company Knowledge
2. Assess his or her readiness. People Skills
3. Determine the individual development plan Organizational Commitment
necessary to prepare him or her for additional
responsibilities. The manager, candidate, and assessment team meet
and finalize the Training and Development Plan for
The training also covers the communication and in- the upcoming year. A written plan is then prepared
teraction with the succession candidates. It will and distributed to all parties involved. This training
begin the self-evaluation process and diagnostic establishes a timetable for review and plans the fol-
testing to help determine areas of needed develop- low-up discussions for each candidate to ensure de-
ment. Will focus on the information exchange be- velopmental targets are met.
tween the candidates and their supervisor and/or
mentor and work toward an agreed upon and thor-
oughly discussed action plan.
Page 15
TRAINING CATALOG
PROBLEM SOLVING EFFECTIVE PERFORMANCE REVIEWS

4 HOURS 4 HOURS
The course provides leaders with problem-solving Effective performance reviews require proper plan-
techniques to identify root causes and implement ning and delivery to receive a positive behavior
effective corrective and preventative actions. return from team members. This effort starts with
managers who conduct performance reviews.
Training will:
Utilize techniques to tackle problems that may oth- Training will:
erwise seem huge, overwhelming and excessively Develop a solid leadership skill set to plan and de-
complex. liver performance reviews.
Give participants hands-on experience through real Confirm organizational expectations are clearly
-world cases and practical exercises. communicated and compared with employees past
and current performance.
Ensure positive employee
Identify Diagnose Explore Generate Follow response when reviews
the the Cause Possible an Up
Problem Solutions Action
are delivered in a timely
Plan manner with the intent
of continuous improve-
ment.
DIVERSITY TRAINING SERIES TRAIN THE TRAINER

4 HOURS 16 HOURS
Diversity is about understanding, valuing and Dynamic training is one of the organizations
making the most of individual differences. most effective methods to educate, empower
and develop teams.
Training will:
Develop a solid understanding of the benefits of a Training will:
diverse workforce. Focus on the specific skill sets necessary to deliver
Explore the negative impacts of prejudice thoughts high impact training.
and behaviors. Concentrate on the confidence and skill develop-
Compare the benefits of utilizing backgrounds and ment of each trainer.
perspectives from a diverse team. Identify goals to improve trainer skills and perform
Discover how to capitalize on all the strengths of training exercises which target those goals.
each employee. Ensure training is planned and well-executed by
carefully monitoring details before, during and after
a training event.
Provide video feedback to each trainer to display
their individual growth and development targets.
Page 16
TRAINING CATALOG
MANAGEMENT SUPPORT CONFLICT RESOLUTION

24 HOURS 4 HOURS
Management teams who understand and Better position yourself to resolve conflicts with both
support their team training initiatives are internal/external teams and customers.
better positioned to succeed. This course is a good compliment to
Understanding Employee Perceptions.
Training will:
Enhance individual, team and organizational leader- Training will:
ship roles. Teach conflict resolution skills to improve team
Advance participants thinking, behavior and actions communication and performance.
to prepare leaders for emerging leadership chal- Increase knowledge and skills through a series of
lenges. customized case studies and role plays.
Teach a common business language that facilitates
company growth one step at a time.
Provide many benefits including increased team
efficiencies, turnover reduction, improved commu-
nication, better conflict resolution, increased em-
ployee morale, increased customer satisfaction,
etc.
COACHING & MOTIVATING EMPLOYEES

4 HOURS
Human nature drives us to seek approval and

recognition. This course is based on the
P.R.I.C.E model which helps participants
understand what affects motivation.
Training will:
Demonstrate how to coach employees toward
better performance through a want to attitude
versus a told to attitude.
Assist in creating a plan to overcome obstacles,
establish performance measures and create a
scoreboard for tracking progress on an individual
basis as well as team basis.
Page 17
TRAINING CATALOG
Utilizing Employee Motivations Series LEADERSHIP PROFILING - DiSC

4 HOURS
Human nature can be very simple, yet very complex.
The following modules will help leaders Training Logic, Inc. utilizes the DiSC Profile
strategically utilize employee strengths for Instrument to profile employee motivations and
maximum productivity. personalities. DiSC is the original, oldest, most-
validated, and reliable personal assessment used by
over 50 million people to improve lives, interpersonal
UNDERSTANDING EMPLOYEE MOTIVATIONS relationships, work, productivity, teamwork and
4 HOURS communication.
This module utilizes the DiSC profiling instrument to dis- Training will:
cover employee motivations and personalities. Each par- Provide participants with a customized personality
ticipant receives a customized personality profile. Train- profile.
ing helps leaders develop a solid understanding of the Develop a solid understanding of the different
different needs, values and motivations of individual em- needs, values and motivations of individual employ-
ployees. ees.
Help leaders strategically utilize employee strengths
for maximum productivity.
MOTIVATING EMPLOYEES Offer personality tests electronically or by paper .
4 HOURS
More Powerful
Discover employees true intrinsic motivations. Become
aware of why people do what they do. This module is
customized to fit the front-line supervisor. Skills and
knowledge are developed through a series of class exercis-
Self
es and role plays.

Unfavorable Environment
Favorable Environment
D i
MANAGING EMPLOYEE MOTIVATIONS Environment
4 HOURS
Develop insight into human behavior and motivation to S C

better communicate and serve internal/external custom-
ers and employees. This module is customized for all su-
pervisors and leaders. Skills and knowledge are devel-
oped through a series of class exercises and role plays.
Less Powerful
Based on the 1928 work of psychologist William Moulton Marston,
the DiSC Personal Profile System is a personality behavioral
test profile based on a 4-dimentional model of normal behavior
in an assessment, inventory and survey format.
Page 18
Team Building & Employee Development

Team Building
&
Employee Development
The nice thing about teamwork is that you always

have others on your side.
Margaret Carty
Page 19
TRAINING CATALOG
TEAM BUILDING & EMPLOYEE DEVELOPMENT
Stages of Team Development Series
TEAM PERFORMANCE WITH ATTITUDE TEAM PROFILING

4 HOURS 4 HOURS
A motivating discovery of an attitude cycle that affects Profile employee motivations and personalities with an
every employee. Training will explain the company and instrument called DiSC. Develop a solid understanding of
personal benefits of managing team energy, help leaders needs, values and motivations of employees. Participants
maintain team energy effectively and provide tools to receive customized personality profiles in order to strate-
encourage employees to re-commit to new levels of per- gically utilize their strengths for maximum productivity in
sonal value and team contribution. the organization.
DEVELOPING TEAM DYNAMICS OUTDOOR TEAM ADVENTURE

4 HOURS 4 HOURS
Develop insight into human behavior and motivation. Elements in this course are designed to establish or en-
Team member differences are identified through a series hance the fundamental attitudes and skills necessary to
of evaluation instruments, role plays and case studies. create and maintain a productive team. Debriefings after
With this knowledge, teams are better prepared to com- each element review the attitudes and behaviors and
municate effectively. A positive influence on internal and show how employees can bring these to the workplace.
external customers.
BALANCING TEAM COMMUNICATION

INTERNAL & EXTERNAL MORALE 4 HOURS
4 HOURS
In-depth insight to a communication process model which
Understand how to ensure day-to-day business activities customizes communication to fit the recipient. Training
have a positive impact on both organizational teams as will assist in dramatically increasing effective communica-
well as internal/external customers. Emphasis is placed tion while decreasing communication breakdowns. The
on solid human relation principles. net result of this skill is immediate impact to the bottom
line.
STAGES OF TEAM DEVELOPMENT PRACTICAL APPLICATION

4 HOURS 4 HOURS
Explore the different stages of team Designed to optimize team talent and performance
development and discover how to though a series of class exercises and role plays. This se-
manage each in order to maximize ries is normally taught over a period of time with the pur-
productivity. Develop various skills pose of linking up one skill set to the next.
and knowledge through a series of
class exercises and role plays.
Page 20
TRAINING CATALOG
TEAM BUILDING & EMPLOYEE DEVELOPMENT
PROACTIVE TIME MANAGEMENT MANAGING THE DAILY STRESSES

4 HOURS 4 HOURS
Develop strategic plans to manage Develop a solid understanding of the effects of

multiple projects or tasks. tension in the workplace. This training is a good
complement to Proactive Time Management.
Training will:
Establish a planned and prioritized approach to Training will:
working effectively through the activities of the Work through a process to identify specific tension
day. requirements on the job.
Develop skills and knowledge through a series of Cover the management of excessive tension to
class exercises and role plays. maintain a productive environment.
ENJOY YOUR JOB WITH GOAL SETTING

MAXIMUM PERFORMANCE 4 HOURS
4 HOURS
Recognize the direct and proportional relationship
Explore the employee attitude cycle that revolves between goals and productivity with employees.
around job satisfaction, personal energy Goal setting can substantially improve the
and career development. performance of an organization and
help achieve a competitive advantage.
Training will:
Help employees recognize and achieve a solid com- Training will:
mitment to maximize personal productivity. Associate levels of goals and satisfaction in major
Emphasize the importance of growing from life areas with emphasis on professional and per-
strengths and improving weaknesses. sonal values.
Identify steps necessary to strengthen skills and Identify and choose short-term and long-term goals
better position career opportunities. as well as implement various personal and relation-
ship goal strategies.
Review general areas of neglect which can offer
BUILDING SELF ESTEEM great potential for improving employee productivi-
4 HOURS ty and business results.
Understand the importance of healthy self-esteem

in the workplace and its relationship to
productivity and profitability.
Training will:
Teach employees how to maximize personal
strengths and develop healthy self-esteem.
Discover the effects of personal self esteem on co-
workers in a productive and positive manner.
Page 21
Lean Six Sigma
Lean Six Sigma

Quality is not an act, it is a habit.
Aristotle
Page 22
TRAINING CATALOG
LEAN SIX SIGMA
LEAN SIX SIGMA

Is your organization effective at meeting the needs of your customers?
Are you efficiently using organizational resources to meet the expectations of your customers?
Is your organization doing more with less?
Does your organization spend time evaluating non-value added work like overtime, overproduction,
excessive motion, under utilized talent, excessive production cost or excessive inventory?
If not, your organization needs Lean Six Sigma!
Organizations that have implemented We offer the following

Lean Six Sigma principles have shown Lean Six Sigma Modules:
positive benefits including:
Lean Six Sigma Assessment
Cost Reduction 6SA Good First Step of Lean
Inventory Reduction Creating Six Sigma Safety
Increased Productivity Creating Flow with Cellular Design
Increased Capacity to Serve Poka-Yoke: Mistake Proofing the Process
Improved Quality for Employees
Lead Time Reduction Poka-Yoke: Mistake Proofing the Process
Cycle Time Reduction for Leaders
Increased Customer Satisfaction Quick ChangeoversSingle Minute Ex-
Increased Employee Satisfaction change of Dies (SMED)
Total Productive Maintenance (TPM)
Value Stream Mapping
Pull Systems
The Role of Lean Leaders
Creating Six Sigma Results for Employees
Eliminating MudaValue or Non-Value
Added Activities for Employees
Managing Muda for Lean Leaders
Kaizen Event
Page 23
TRAINING CATALOG
LEAN SIX SIGMA
LEAN SIX SIGMA ASSESSMENT 6S: A GOOD FIRST STEP OF LEAN

4 HOURS 4 HOURS
Training Logic will conduct a Lean Six Sigma Use the principles of Six Sigma (6S) to improve the
Assessment of your organizations operations quality of your operation by reducing waste.
and processes.
Training will review the following principles:
Assessment will: SORT Clearly distinguish between what is needed
Identify strengths and weakness of current process- and not needed.
es and principles. STORE Organize everything that remains, making
Recommend appropriate and impactful solutions. locations visible and self-explanatory.
Conduct a management review of assessment re- SHINE Three phases of shine (1) Daily Cleanliness,
sults. (2) Cleanliness Inspections, and (3) Cleanliness
Discuss the best implementation strategy for your Maintenance.
organization. STANDARDIZE Develop and implement best prac-
tices to standardize Who, What, and When.
SUSTAIN Create a company-wide promotion of 6S.
SAFETY Prevent injuries by making a cultural shift
that puts Safety as the #1 priority.
CREATING SIX SIGMA SAFETY CREATING FLOW - CELLULAR DESIGN

4 HOURS 4 HOURS
Establish a safety improvement process designed to The flow of product through a facility is a
indentify and implement best safety practices. key principle of Lean Six Sigma.
The goal of Cellular Design is to create flow and elim-
Training will include the following:
inate waste so your product can move
Apply and align Six Sigma Principles to safety pro-
cesses and procedures.
through your facility with minimal motion
Explore safety pathways to support an incident free and material handling by employees.
culture.
Training will include the following:
Overview of Cellular Design and Tact Time
(Net Time Available/Customer Demand)
Machine placement in order of production
with alternative equipment recommen-
dations to accomplish Cellular Design.
Multi-Process-Handling Employees.
Reduction of inventory build-up.
Page 24
TRAINING CATALOG
LEAN SIX SIGMA
POKA-YOKE FOR EMPLOYEES POKA-YOKE FOR LEADERS

Mistake Proofing the Process for Employees Mistake Proofing the Process for Leaders
4 HOURS 4 HOURS
The Poka-Yoke concept is to remove all potential The Poka-Yoke concept is to remove all potential
causes of error through design, process or mistake causes of error through design, process or mistake
proofing devices to ensure consistent process results. proofing devices to ensure consistent process results.
Training will review the following principles: Training will:

Building quality into processes to achieve zero de- Focus on problem identification, root cause analy-
fects. sis, resolution, mistake proofing, reducing waste
Simple solutions such as color coding, guide pins and improving quality.
and limit switches. Provide leaders the background and skills necessary
Eliminating both human and mechanical errors. to lead mistake proofing efforts.
Creating positive bottom line results from elimi- Teach leaders how to apply Poka-Yoke principles to
nating defects. assist employees in solving problems on the floor.
QUICK CHANGEOVERS TOTAL PRODUCTIVE MAINTENANCE

Single Minute Exchange of Dies (SMED) (TPM)
4 HOURS 4 HOURS
Developed by Shigeo Shingo, SMED will significantly TPM is a team-based effort to improve output
reduce or eliminate changeover time. quality through equipment care and overall
equipment effectiveness.
Training will:
Provide a new process to Training will:
create low cost or no cost Review the principles of TPM
solutions to reduce current including daily maintenance as
changeover times. well as improvement of
Discuss benefits of SMED maintenance efficiency and
including increased success effectiveness.
in meeting customer de- Establish early equipment
mands for high quality, low- management and maintenance
cost products that can be prevention programs.
delivered at optimized Ensure all employees are
profit levels for organiza- properly trained.
tions.
Page 25
TRAINING CATALOG
LEAN SIX SIGMA
VALUE STREAM MAPPING (VSM) PULL SYSTEMS

4 HOURS 4 HOURS
The second step in Lean Implementation, Pull Systems control the flow of resources
VSM identifies specific activities in a value stream for within a production process by replacing only
a product with the goal of streamlining production to what has been consumed.
cut lead times and reduce operating costs.
Training will review the following principles:
Training will: Utilizing the customers voice as the driving force of
Help organizations see the flow of products or the pull system.
services. Customer will define demand directly influencing
Develop current and future state maps of the or- production rate.
ganization to reflect streamlining improvements. Eliminate waste by reducing handling and storing of
product.
THE ROLE OF LEAN LEADERS CREATING SIX SIGMA RESULTS

4 HOURS FOR EMPLOYEES
4 HOURS
Learn the roles and responsibilities of a Lean Leader
to successfully initiate and support a Lean Culture. Help employees learn their roles in improving
organizational efficiency.
Training will:
Indentify organizational initiatives necessary for Training will:
Lean implementation. Define organizational efficiency how well the or-
Discuss solutions to barriers of Lean success. ganization manages and utilizes resources.
Ensure Lean process support. Define organizational effectiveness how well the
organization meets needs of customers.
Ensure employees understand their function in cre-
ating a healthy bottom line for the organization.
Page 26
TRAINING CATALOG
LEAN SIX SIGMA
ELIMINATING MUDA SIX SIGMA MANAGEMENT PHILOSOPHY

Value or Non-Value Added 8 HOURS
Activities for Employees
4 HOURS Learn the philosophy behind Six Sigma Management.
Eliminating waste Muda is a critical step in Training will:

Instruct leaders on how to carry out activities at
creating high performing teams in an organization.
near perfect levels.
Describe how to focus on eliminating defects and
Training will:
tackling variations.
Differentiate between value added activities and
Develop a road map for leaders for data collection,
non-value added activities.
decision making and bringing about improvement
Define specific criteria for value added activities.
initiatives.
Assist employees in recognizing waste Muda in
an organization.
MANAGING MUDA FOR LEAN LEADERS KAIZEN EVENT

4 HOURS 3-5 DAYS
Learn critical steps for managing Muda while Kaizen means continuous improvement.
maintaining process improvement. Kaizen Event is an intensive and focused approach to
achieving process improvement in your organization.
Training will:
Focus on transitioning teams to value added activi-
ties and create high performing teams.
Identify non-value added activities and the impact
on process efficiency.
Event will:
Occur over 5 days with a focus on one Lean Six Sig-
ma principle (6S, Pull Systems, SMED, TPM).
Achieve real-time results with implementation oc-
curring by the end of the week.
Recognize additional opportunities for process im-
provement.
Page 27
Customer Service
To give real service you must add something which cannot be bought
Customer Service
or measured with money, and that is sincerity and integrity.
Douglas Noel Adams
Page 28
TRAINING CATALOG
CUSTOMER SERVICE
MEETING & GREETING CUSTOMERS MAINTAINING CUSTOMER RELATIONS

4 HOURS 4 HOURS
Customers are more demanding than ever. Optimize customer service and increase the bottom
The only thing more difficult than delivering line by understanding buyer behavior.
excellent customer service consistently is
motivating others to deliver excellent customer Training will:
service consistently. Develop insight into hu-
man behavior and moti-
Training will: vation.
Cover four (4) motivational strategies that can help Prepare employees to
organizations succeed. communicate and serve
Help employees develop skills to have a positive internal/external custom-
impact on internal/external customers they en- ers.
counter in their day-to-day business activities. Develop skills and
Emphasize human relations principles that help knowledge through a
each employee have a positive impact on the team series of class exercises
and customer. and role plays.
BUILDING AN ORGANIZATION COMPLETE CUSTOMER CARE

ON ETIQUETTE 32 HOURS
4 HOURS
Transform your organizations approach to
Perhaps nowhere in life is etiquette more Complete Customer Care.
important than when building and maintaining This training offers a comprehensive approach to
an organization. Messages you send signal establish an organizations internal frame work for
your competence and professionalism. managing customer care effectively and efficiently.
Training is comprised of 8 4 hour modules; each
Training will: building off the previous module.
Explore the guidelines of modern business etiquette
in verbal and non-verbal communications as well as Training will:
retro or techno telephone/fax skill and professional Range from optimizing
presence. team skills to handling
Identify tips, tools and techniques to help you stay difficult customers.
ahead of your daily challenges and make them work Develop customer con-
for you. nections from telephone
Learn persuasive written and oral communications etiquette to face-to-face
to enhance selling abilities. interactions.
Page 29
TRAINING CATALOG
CUSTOMER SERVICE
UTILIZING INTERPERSONAL SKILLS UNDERSTANDING

4 HOURS CUSTOMER PERCEPTIONS
Turning Customer Anger into Loyalty
Increasing the bottom line through 4 HOURS
exceptional customer service is a short-term goal
with long-term benefits for todays companies. Learn how to manage an angry customer in the
workplace or over the phone.
Training will:
Develop skills and awareness on how to have a pos-
itive impact on internal/external customers in day-
to-day business activities.
Emphasize the importance of solid human relation
principles to show how each employees positive Training will:
impact translates into higher customer satisfaction Focus on techniques designed to understand cus-
and higher profits to the company. tomer perceptions, defuse hostile situations and
turn anger into loyalty.
Develop participant skill and confidence through a
series of customized role plays designed to help
them communicate with and manage the angry
customer.
TELEPHONE ETIQUETTE RESPONDING PRODUCTIVELY TO

4 HOURS INTERNAL & EXTERNAL
Telephone communication is often the first
CUSTOMER MOTIVATIONS
4 HOURS
impression of the business that a customer receives
and the most important. This is a skills-based course
Develop insight into human behavior
to help employees improve telephone
and motivation in order to productively
communications and greeting skills.
utilize customer motivations.
Training will:
Training will:
Develop skills to keep greetings simple and sincere.
Teach employees to ask the right questions and
Emphasize the importance of being pleasant, re-
interpret answers to better serve each customers
maining unscripted and being brief.
unique needs.
Knowledge and skill are both increased through a
Ensure each employee is better prepared to com-
series of customized role plays and highly interac-
municate and serve internal/external customers in
tive participation.
ways specific to each.
Knowledge and skill are both increased through a
series of customized case studies.
Page 30
TRAINING CATALOG
CUSTOMER SERVICE
DEALING WITH THE ANGRY CUSTOMER HANDLING DIFFICULT SITUATIONS

4 HOURS 4 HOURS
Learn how to interact with angry customers while Skills follow-up to

still maintaining their business and loyalty. Dealing with the Angry Customer.
The net result of this training is increased
Training will: customer satisfaction levels which dramatically
Emphasize on customer satisfaction and relation- impact the bottom line.
ships.
Develop skills and confidence through a series of Training will:
customized role plays designed to help communi- Develop skills and confidence through a series of
cate with and manage specific types of difficult cus- customized role plays.
tomers. Provide feedback to the participant to further en-
hance skill development.
Page 31
Sales
If you dont make dust, you eat dust.

Sales
Jack MacAllister
Page 32
TRAINING CATALOG
SALES
Dynamic Selling Skills Series

Feedback is given in the training through
a series of customized role plays that will
strengthen the skills and confidence of each participant.
THE POWER OF UNDERSTANDING BUYERS PERCEPTIONS

COMMUNICATION POSITIONING 4 HOURS
4 HOURS
Examine the dynamics of effective communication
Improve a salespersons communication efficiency and the variables that exist. Training emphasizes
with this training that targets the process of high the power of perception and the impact on clear
impact communications. Develop a better under- sales communications.
standing of communication positioning to become a Attention
great communicator with powerful influence skills. Grabber
IDENTIFYING BUYERS MOTIVATIONS EXPLORING BUYERS NEEDS

4 HOURS 4 HOURS
Develop insight into human behavior and motiva- Introduction to an exploratory model that allows
tion. With this knowledge, each salesperson is salespeople to identify intrinsic buyer motivation.
better prepared to communicate and serve internal/ Learn ways to better position themselves to be a
external customers and buyers in ways that make resource to the customers. Armed with this
sense to each. knowledge, a salesperson is much better prepared to
achieve maximum potential.
DIAMOND SELLING PROCESS DELIVERING DIAMOND SELLING

4 HOURS 4 HOURS
In-depth insight to a communication process model Skills follow-up to Diamond Communication Process.
which customizes communication to fit the recipient. Training will present critical communication skills
Training will assist in dramatically increasing effec- delivered with power and influence. Video review
tive communication while decreasing communication and feedback given to strengthen participants skill
breakdowns. The net result of this skill is immediate and confidence. Combined with Diamond Selling,
impact to the bottom line. this training will dramatically increase a salesper-
sons closing ratio and business volume.
Page 33
TRAINING CATALOG
SALES
COMMUNICATIONS PROSPECTING
THE EXPLORATORY PROCESS 4 HOURS
4 HOURS
Develop insight into prospecting strategies
Miscommunication and missed sales go hand-in-hand. and turning leads into dollars.
Misinterpreting buyers signals causes frustration for
Training will:
both customer and sales representative, resulting in
Teach salespeople how to transition suspects to
potential lost revenue. prospects, prospects to clients and clients to refer-
rals.
Training will:
Help employees understand the dynamics of effec-
tive communication and the variables that exist.
Emphasize the power of perception and impact on
clear communication.
Develop skills and knowledge
through a series of exercises
and role plays.
EFFECTIVE NEGOTIATION CLOSING THE SALE

4 HOURS 4 HOURS
In-depth exploration of the Develop skills to enable salespeople to

Win-Win Negotiations process. gain confidence and increase closing ratios.

Produce negotiators who can effectively work Revolve around a sales communication process mod-
through virtually all difficult negotiations. el and customizes the communication to fit the re-
Emphasize on communication styles, buyer behav- cipient.
iors and desired outcomes. Dramatically increase communication effectiveness
Develop skills and knowledge through a series of and dramatically decrease communication break-
exercises and role plays. down.
Produce skills that have an immediate effect on the
bottom line.
Develop skills and knowledge through a series of
exercises and role plays.
Page 34
Cultural & Safety Surveys

Youll never find the solutions until you identify the problems.
Thomas Evans, CEO
Surveys & Reports

Surveys that make Sense!
With Paper, Email & Web-Based Delivery Systems
Page 35
TRAINING CATALOG
SURVEYS & REPORTS
CUSTOMIZED SURVEYS
SURVEYSPOWERFUL REPORTS
Training Logic provides experienced facilitators to present the survey results to the Leadership/
Management Team with easy to understand graphs and PowerPoint presentations.

Paper, Web & Email Delivery Systems

All results are confidential and anonymous!
Professional Survey Developers will: Survey Questions will Identify:
Customize your questions Lagging

Leading
Select and monitor your delivery systems
Advanced Leading
Collect and analyze respondent data
Formulate powerful reports
Survey Findings will:
Identify and Leverage Organizational

Strengths
Identify and Correct Organizational Weak-
nesses
Align corrective strategic actions with or-
ganizational goals and cultures.
Page 36
TRAINING CATALOG
SURVEYS & REPORTS
Surveys are a critical tool which provide an accurate snap shot of the organizations strengths,
weaknesses, attitudes, and concerns. This snap shot will provide a benchmark which organiza-
tions can use to determine growth and impact of selected goals and actions. Identified strengths
of the organization can be leveraged quickly through surveys as well as correction to organization-
al weaknesses. Employees feel a strong sense of value when surveys are well prepared and de-
ployed correctly. They will also earn an organization a significant care factor rating. Teams di-
rectly relate organizational listening to organizational caring which can often times impact reten-
tion rates. Successful surveys will increase communication effectiveness and reduce communica-
tion drops by minimizing the barriers which normally prevent a healthy business flow throughout
the organization. Team performance, sales, and service can all be maximized through properly
executed surveys!
Surveys can be applied to many venues!

Organizational Culture, Employee Satisfaction, Customer Satisfaction, Safety Culture, Succession
Development, Marketing Plans, Business Strategy, Project Evaluation, And Many Others!
Page 37
Safety Training
Safety Training
Personal Safetybecause its better to lose a moment in life than a life in a moment.
Ady Hershcovitch
Page 38
TRAINING CATALOG
SAFETY TRAINING
OSHA 191010 HOUR OSHA 191030 HOUR

Standards for the General Industry Standards for the General Industry
10 HOURS 30 HOURS
This training examines health and safety policies, This training examines health and safety policies,
procedures and principles relevant to the industry. procedures and principles relevant to the industry.
Each training module is followed by a quiz or test. Each training module is followed by a quiz or test.
Upon successful completion, participants will receive A mock OSHA inspection of participants facility will
a General Industry 10 Hour completion card issued be conducted to assess skills.
by OSHA.
Upon successful completion, participants will receive
a General Industry 30 Hour completion card issued
by OSHA.
Examples of topics covered:

Introduction to OSHA
Introduction to OSHA OSHA Forms/Recordkeeping
Walking/Working Surfaces Walking/Working Surfaces
Emergency Action Plan and Fire Protection Emergency Action Plan and Fire Protection
Basic Electrical Safety Basic Electrical Safety
Material Handling Material Handling
Hazardous Materials Hazardous Materials
PPE PPE
Machine Guarding Machine Guarding
Hazard Communication Hazard Communication
Introduction to Industrial Hygiene Introduction to Industrial Hygiene
Fall Protection Fall Protection
Safety and Health Programs Safety and Health Programs
Any additional industry-specific hazards or policies Confined Space
Lockout/Tagout
Powered industrial Vehicles
Any additional industry-specific hazards or policies
Page 39
TRAINING CATALOG
SAFETY TRAINING
OSHA 192610 HOUR OSHA 192630 HOUR

Standards for Construction Standards for Construction
10 HOURS 30 HOURS
This training examines health and safety policies, This training examines health and safety policies,
procedures and principles relevant to construction. procedures and principles relevant to construction.
Each training module is followed by a quiz or test. Each training module is followed by a quiz or test.
Upon successful completion, participants will receive A mock OSHA inspection of participants facility will
a Construction 10 Hour completion card issued by be conducted to assess skills.
OSHA.
Upon successful completion, participants will receive
a Construction 30 Hour completion card issued by
OSHA.
Introduction to OSHA
OSHA Forms/Recordkeeping Examples of topics covered:
Fall Protection
Basic Electrical Safety Introduction to OSHA
Struck By/Caught Between OSHA Forms/Recordkeeping
PPE Fall Protection
Health Hazards Basic Electrical Safety
Any additional company-specific hazards or poli- Struck By/Caught Between
cies. PPE
Health Hazards
Scaffolding
Excavations
Stairways & Ladders
Hand & Power Tools
Welding & Cutting
Bloodborne Pathogens
Any additional company-specific hazards or poli-
cies.
THINK Safety FIRST
Page 40
TRAINING CATALOG
SAFETY TRAINING
ServSafe CPR/AED
Training and Certification for Management 5 HOURS
8 HOURS Professional Rescuer CPR/AED
8 Hours
This course prepares managers for the ServSafe 2 Year Certification
Food Protection Manager Certification exam.
Includes ServSafe course book or Saving Lives One compression at a time!
ServSafe Essentials textbook.
Training and assessment program covers:

Basic Food Safety
Cross-Contamination & Allergens
Personal Hygiene
Time & Temperature
Cleaning & Sanitation
2 YEAR CERTIFICATION COURSES HAZARD COMMUNICATION

FIRST AID 2 HOURS
2 HOURS
Advanced First Aid
4 Hours
Emergency Oxygen
2 Hours
1 Year Certification Course
BLOODBORNE PATHOGENS PERMIT-REQUIRED CONFINED SPACE

2 HOURS 16 HOURS Certification
Training for the Workplace and the Community.
Page 41
TRAINING CATALOG
SAFETY TRAININGCERTIFICATION COURSES
HazMat HAZWOPER
Hazardous Materials Hazardous Waste Operations and
24 HOURS Emergency Response
40 HOURS
OSHA developed and certified program to protect
workers from hazardous materials in the workplace. HAZardous Waste OPerations & Emergency Response
training as required under OSHA 29 CFR 1910.120 for
Training will: all employees who deal with hazardous materials/
Identify workplace hazards and recommend pre- waste on a daily, occasional or emergency basis.
cautions and protective measures to reduce or
eliminate hazards. Training will:
Discuss purpose and role of OSHA in occupational Discuss the following topics: Poisons, Chemical Ex-
safety. posure, Hazard Assessment, Fires and Explosions,
Review symptoms and preventative measures of Reference Materials, Oxidizers, Oxygen Deficiency,
hazardous material exposure. Ionizing Radiation, Heat Stress/Cold Exposure,
Demonstrate how to use Safety Data Sheets for Noise Exposure, OSHA Standard 1910.146, Air Mon-
identification, proper handling and required PPE of itoring, HazMat Terminology, etc.
hazardous materials. Result in certification upon successful completion of
Result in certification upon successful completion comprehensive test.
of comprehensive test.
EMERGENCY RESPONSE AWARENESS ADDITIONAL CERTIFICATION COURSES

2 HOURS
HAZWOPER Refresher8 HOUR
This safety training is designed for all employees to better un-
derstand what to do in case of an emergency. Emergency Response Technician24 HOUR
Emergency Response Refresher8 HOUR
Training will: Emergency Response Operations8 HOUR
Cover site specific needs to increase employee under- Emergency Response Awareness4 HOUR
standing of what constitutes an emergency.
Hazardous Waste Supervisor8 HOUR
Review what actions to take if an emergency situation 4 Hr. General Hazard Awareness
occurs.
On-Site Incident Commander8 HOUR
Reinforce proactive safety attitudes and behaviors 4 Hr. Basic Safety Training & Awareness
that prevent upset conditions which may lead to
emergency situations. DOT HM-126F8 HOUR
Receive certificate of training.
Page 42
TRAINING CATALOG
SAFETY TRAINING
FALL PROTECTION Awareness Level LOCKOUT/TAGOUT

2 HOURS Under Lock and Key
2 HOURS
Falls from heights are one of the leading causes of
traumatic occupational death in the workplace. If you work with or around energized equipment,
you must know the procedures for controlling that
Training will cover: energy to protect yourself, coworkers and
Recognition and Prevention of Fall Hazards environment.
Fall Protection Systems (PFAS) & Proper PPE
Analysis of Companys Fall Protection Program Training will cover:
OSHA Standards 1910 & 1926, ANSI Regulations Discussion of Authorized & Affected Employees
Differences between Lockout and Tagout
Procedures, Limitations & Specific Requirements
Companys ECP
Fatal Five
OSHA Lockout/Tagout Standard
Review of Lockout/Tagout Scenarios
ELECTRICAL HAZARDS HAZARD COMMUNICATION

The Shocking News! & RECOGNITION
2 HOURS Knowing is Believing
2 HOUR
Electrical power is the major source of energy at the work-
place as well as in the home. This training addresses the Learn the major elements of
dangers of such a vital necessity. Hazard Communication (Hazcom)
to ensure a safe and incident free workplace.
Training will cover:
General Overview of Electricity/Electrical Training will:
Fall Protection Systems (PFAS) & Proper PPE Review OSHA related standards specific to partici-
Analysis of Companys Fall Protection Program pants working environment.
OSHA Standards Provide a working knowledge of Safety Data Sheets
and container labeling.
Identify common chemicals and their properties.
Demonstrate proper use and maintenance of Per-
sonal Protective Equipment.
Page 43
TRAINING CATALOG
SAFETY TRAINING
WELDING, CUTTING & BRAZING CONFINED SPACE

Heavy Metal ROCKS! PERMIT & NON-PERMIT
2 HOURS Permission Granted
2 HOURSAwareness
Explore the unique hazards associated with 16 HOURSCertification
Welding, Cutting and Brazing. 4 HOURSRefresher
Training will: Confined spaces carry a multitude of dangers and

Review OSHA standards 1910-251 to 255 as it re- should be assessed by a qualified person prior to
lates to acute/chronic health and safety risks.
any work or procedures.
Educate participants on work-specific lockout/
tagout, PPE, fire hazards, guards, confined spaces,
Training will:
ventilation, SDS, container labeling, etc.
Define a confined space, entrant, attendant, IDLH,
Examine proper handling, transportation and stor-
etc.
age of compressed gas cylinders.
Ensure participants can recognize and assess con-
Provide basic procedures on installation, operation
fined space hazards.
and maintenance of equipment specific to welding,
cutting and brazing. Review the process of permitting in line with OSHA
standards.
MACHINE GUARDING FINGERS, HANDS, ARMS & FEET

2 HOURS SAFETY
2 HOURS
Most machinery incidents occur
with operators who are most Hands are a vital tool used in the workplace.
familiar with them. Learn how to lower the number of incidents and
Machinery comes in every type and injuries that can maim or disable employees.
size imaginable and so are the
hazards associated with them. Training will:
Review related OSHA standards.
Training will: Deliver safety knowledge and safe practices specific
Review related OSHA standards. to the extremities.
Discuss machine guarding, proper installation of Provide graphic illustrations of injuries that can
machinery and the use of safety guards and devices occur followed by preventive techniques.
to protect employees. Demonstrate proper use and maintenance of Per-
Provide knowledge to ensure working with or sonal Protective Equipment.
around machinery is made safe.
Emphasize all injuries and fatalities can be prevent-
ed.
Page 44
TRAINING CATALOG
SAFETY TRAINING
UNDERSTANDING RISK OFFICE ERGONOMICS

Why Risk It? Over and Over Again
2 HOURS 2 HOURS
In the workplace, risk exists in many different

situations, processes and individual behaviors.
Training will: Millions of people work with desktop computers in

Demonstrate how to measure risks based on indi- the workplace may unknowingly face ergonomic
vidual perception. risks on a daily basis.
Promote employees to remain open-minded and
objective in risk determination. Training will:
Review Cumulative Trauma Disorders and Muscular
Skeletal Disorders.
Cover correct computer monitor, keyboard and
mouse distances and placement.
Demonstrate proper chair height and positioning
and possibility of footrests.
Evaluate each participants workstation for ergo-
nomic risks.
JOB SAFETY/HAZARD ANALYSIS (JSA/JHA) INDUSTRIAL ERGONOMICS

2 HOURS Its REPEAT business!
2 HOURS
Ergonomics is the science of adapting tools and

equipment to the human body.
Identify hazards before they occur. Training will:

JSA/JHA focuses on the relationship between the Evaluate individual work habits and ergonomics
worker, task, tools and work environment. involved to perform tasks.
Teach how to recognize Occupational Overuse Syn-
Training will: drome (OSS), Repetitive Stress Syndrome (RSS) and
Develop JSA/JHA forms specific to workplace needs. Cumulative Trauma Disorders (CTD).
Conduct interactive walk-thrus to help supervisors Examine work habits for areas of concern such as
utilize forms for reporting and identifying hazards. repetitive bending, stooping, twisting, lifting, stand-
Review techniques to educate employees on the ing and sitting.
importance of JSA/JHAs.
Utilize positive reinforcement to ensure employees
alert when a dangerous condition may threaten
them.
Page 45
TRAINING CATALOG
SAFETY TRAINING
HYDROGEN SULFIDE GAS SAFETY PERSONAL PROTECTIVE EQUIPMENT

2 HOURS Use it or Lose It!
2 HOURS
Learn the who, what, where, how and why of

Hydrogen Sulfide (H2S) is an extremely dangerous personal protective equipment to reduce employee
chemical even in low concentrations and is found exposure to hazards in the workplace.
in many workplace environments.
Training will:
Training will: Review related ANSI Standards and OSHA stand-
Review OSHA Standard 29 CFR 1910.1200. ards.
Provide basic knowledge to identify characteristics, Conduct hazard assessments to determine proper
sources and hazards of H2S including symptoms of personal protective equipment.
exposure. Ensure employees understand OSHA color and
Teach employees proper use of H2S detection meth- marking guides to protect employees head to toe.
ods to protect employees from exposure.
Demonstrate proper use and maintenance of PPE
as well as emergency and first aid procedures and
safe handling and storage.
BENZENE AWARENESS COMPRESSED GAS SAFETY

2 HOURS Under Pressure
2 HOURS
Training will:
Benzene is a volatile chemical formed from both nat-
Meet the OSHA Compressed Gasses General Re-
ural processes and human activities. It is a natural quirements (29 CFR 1910.101).
part of crude oil, gasoline and cigarette smoke. Emphasize the hazards associated with compressed
gasses: oxygen displacement, fire, explosion, toxic
Training will: exposure, etc.
Review OSHA Standard 29 CFR 1910.1200 and re- Review precautionary topics including pre-visual
quired exposure limits. inspections, safe cylinder storage and use as well as
Provide basic knowledge to identify characteristics, safe handling procedures.
sources and hazards of Benzene including symp-
toms of exposure.
Discuss short-term and long-term effects of Ben-
zene exposure.
Demonstrate proper use and maintenance of PPE as
well as emergency and first aid procedures and safe
handling and storage.
Page 46
TRAINING CATALOG
SAFETY TRAINING
SAFETY DEVELOPING THE CULTURE SAFETY OBSERVATION & FEEDBACK

4 HOURS 4 HOURS
Skills-based training that teaches employees how to Utilize your safety observations to
create and maintain a safety culture. correct employee behavior without
damaging employee morale.
Training will: This training is a follow-up to
Explore the access path to employee commit- Safety-Developing the Culture.
ment.
Cover a variety of motivations that can affect safety Training will:
performance. Examine the theory: We only have access to em-
Develop a safety culture gaining employees com- ployee behavior if we have access to employee atti-
mitment to safety. tude.
Emphasize the importance of praising good safety
behavior to enhance employee morale and motiva-
tion.
Case studies and role plays are utilized to re-
enforce training.
OSHA REPORTING & RECORDING SAFETY COMMUNICATIONS

Tell It Like It Is Breaking the Barriers
2 HOURS 8 HOURS
Learn the rules, regulations, standards and forms Learn how to improve safety communications
of OSHAs recording and reporting of occupational between leaders and employees.
injuries, illnesses and fatalities.
Training will:
Define the purpose of reporting and scope of ex-
emptions.
Extensively review the 5-step recording criteria and
how to accurately report to OSHA.
Training will:
Use interactive scenarios to
Concentrate on communication influence skills to
help answer these questions:
ensure leaders and employees are motivated to
Is it an injury or illness? Is it
utilize the safety information.
work related? Is it a new case
Explore common communication barriers which
or not? How do you count
tend to breakdown safety commitment.
days? When does the clock
Develop communication strategies to overcome
start ticking? Etc.
outdated practices.
Page 47
TRAINING CATALOG
SAFETY TRAINING
RISK ASSESSMENT BASIC RIGGING AWARENESS

4 HOURS All Tied Up
4 HOURS
Training Logic will assess your organizations culture
and integrate strategies to achieve an Employees who assist with or work in the area
incident free workplace. of lifting operations will benefit from this
basic rigging awareness training.
Training will:
Cover basic rigging terminology, sling inspection
Assessment will: and rigging equipment identification.
Utilize a Risk Assessment tool to determine each NOT designed for professional or certified riggers.
employees potential for risk through behavior and This course will NOT result in OSHA certification.
decision making skills. Each employee will receive a
customized assessment.
Provide feedback to allow leaders to strategically
utilize employee strengths for maximum productivi-
ty.
Identify areas of risk and implement appropriate
safety measures.
CHECK IT OUT! FOR SAFETY LEADING EFFECTIVE SAFETY MEETINGS

Its all about YOU! Everyone, Listen-Up!
4 HOURS 4 HOURS
Encourage your employees to create an Gain knowledge and add dimension to your
incident free workplace through their contributions safety meeting effectiveness before,
to a proactive safety observation system. during and after each meeting.

Teach Training Logics (TLI) 9-point employee-based Teach communication skills and techniques to im-
system for proactive safety behaviors. prove attention and attendance of each safety
Utilize TLIs SOS self-assessment guideline and basic meeting.
principle checklist. Target employees attitudes and behaviors to en-
Customize TLI safety observation cards to your safe- sure they Listen Up! to the safety message.
ty procedures, policies and initiatives.
Enforce the concept of: Safety-Do it for LIFE!
Page 48
TRAINING CATALOG
SAFETY TRAINING
JOB SAFETY PRACTICES DEVELOPING SAFETY ATTITUDES

Practice Makes Perfect 4 HOURS
2 HOURS
Safety starts with how we think.
Focus on employee attitude, at-risk behavior, This training is a good complement to
unsafe conditions and other elements of proactive Safety Developing the Culture.
safety programs. The perfect complement training
to any safety program. Training will:
Stress how critical a positive attitude is in safety
Training will: behavior.
Educate participants to visualize and identify un- Emphasized through a series of role plays and ex-
safe conditions and how these factors contribute to amples.
job safety. Dramatically increase safety awareness.
Ensure participants know how to report unsafe con- Develop a safety foundation to help employees
ditions to management and how to approach co- continue to work safely.
workers when there are concerns.
Briefly cover topics of proper lifting, chemical haz-
ards, and proper PPE.
PREVENTING WORKPLACE VIOLENCE A PROACTIVE VIEW OF SAFETY

4 HOURS The Power of Change
2 HOURSAwareness Level
Reduce the chances of a violent incident in your 8 HOURSProfessional Level
organization by increasing employee awareness of
workplace conflict/violence and understanding the Focus on the concept of why workplace injuries/
devastating effects it has on the workforce. illnesses are incidents not accidents.

Review operational procedure in the event of work- Establish how to identify and reduce at-risk behav-
place violence. iors and unsafe conditions to proactively reduce
Present a plan of action for informing employees of injuries and incidents.
procedures. Review nine (9) common root causes of workplace
Form an incident management team and create an injuries/incidents and illustrate each with at-risk
aftermath plan. behaviors in the workplace.
Develop a behavior-based safety concept and tran-
sition it into current safety programs for a 360o
view of success.
Page 49
TRAINING CATALOG
SAFETY TRAINING
STRATEGIC SAFETY PLANNING

Getting in the Zone!
16 HOURS
The strategic safety plan is a business compass which will keep you organization pointed in the right direction
accomplishing your safety mission and your safety vision.
Utilizing The Process Modelthis plan will:

Develop a shared safety vision of the future.
Communicate safety values and strategies with co-workers, customers,
communities and families.
Align everyone's personal and professional goal of ZERO injuries.
Empower employees through proactive safety thoughts and behaviors.
THE PROCESS MODEL

Vision gives the Mission is Achieving goals Strategies attain Action steps put
organization a to fulfill allow realization goals into operation
purpose/focus the vision of the mission strategies
Vision Mission Goal Strategy Action
Vision is Mission is Goals are Strategies are Action steps

fulfilled by executed by accomplished by achieved by produce results
realization attaining goals implementing strat- producing results
of the mission egies from action steps
Page 50
TRAINING CATALOG
SAFETY TRAINING
TRAIN THE TRAINER PRINCIPLE CENTERED SAFETY

16 HOURS 32 HOURS
Dynamic training is one of the organizations Improve your safety culture to create an
most effective methods to educate, empower incident free environment.
and develop teams. Get your incident rate below 1.0 and keep it there!

Focus on the specific skill sets necessary to deliver Teach participants how to recognize needs, values
high impact training. and motivations of co-workers and utilize these when
Concentrate on the confidence and skill develop- communicating risk.
ment of each trainer. Focus on attitude, communications and teamwork as
Identify goals to improve trainer skills and perform the cornerstones to a successful safety culture.
training exercises which target those goals. Result in teams that are more open to safety account-
Ensure training is planned and well-executed by ability with less communication barriers.
carefully monitoring details before, during and after Gain team input and ownership through safety analy-
a training event. sis and team suggestions.
Provide video feedback to each trainer to display Conduct roundtable discussions after each training
their individual growth and development targets. session to discuss participant questions and findings.
Develop a strong safety culture that is value-based
and principle-centered.
Page 51
TRAINING CATALOG
SAFETY TRAINING
Additional Courses & Services Available

Training Logic can conduct a Needs Analysis for your organization to determine your training needs.
Conducting Effective Safety Audits Occupational Health and Environmental

ControlNoise Exposure Awareness Level
Designing an Incident Free Team
Property Maintenance SafetyIndoor and
Environmental ExposureHeat Stress/Heat
Outdoor
Stroke and Hypothermia
Post Incident Efforts
Fire Prevention and Protection 1. Near Misses
Fire Extinguisher Training 2. Emergency Response/Action Plans
3. Spill Prevention and Containment
Hot Work Permitssite specific 4. Incident Investigations
Hand and Portable Power Tools and Other Proactive Safety Efforts
Hand-Held Equipment 1. Pre-Shift Safety Meetings
Material Handling and Storage 2. Job Hazard Analysis/Job Safety Analysis
3. Enhancing Observation Skills
Management Support of Safety 4. Courage and Willingness to Make Safety
1. Values/Visions Interventions
2. Commitment Levels (Safety-Quality- 1. Safety Committee Effectiveness
Productivity)
3. Management Involvement, Commitment Walking-Working Surfaces
and Visual Participation in Meetings 1. Compliance to Safety Issues
4. Mission Statement 2. Guarding Floor and Wall Openings
5. Measuring the Safety Culture 3. Fixed Industrial Stairs
6. Goals and Objectives 4. Ladder Safety
7. Accountability 5. Scaffolding Safety
8. Incentives/Appreciation
Page 52
Computer Courses
Computer Courses
Computing is not about computers any more.
It is about living.
Nicholas Negroponte
Page 53
TRAINING CATALOG
COMPUTER COURSES
Microsoft Word, Excel, PowerPoint and Outlook

Versions 2010
4 & 8 hour classes available

This training is offered by application as a
highly customized class for clients
designed to meet specific needs by type
of company, business goals, etc.
Lap-Top Computer Lab Available
Training can target a specific issue or project that the

For Courses at Your Worksite
client requires a focused partnership to complete. (Maximum of 10 Computers)
Or, the goal can simply be to raise employees
computer skills to a certain level utilizing one or
more of the Microsoft applications.
Page 54
Training Logic, Inc.
919 North Trenton St.

Ruston, Louisiana 71270
Phone: (318) 254-7993
Fax: (318) 255-3107
Email: tevans@traininglogic.net
Web: www.traininglogic.net
Page 55
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TRAINING LOGIC, INC.

Training that makes sense!

TRAINING LOGICS BACKGROUND INFORMATION

Training Logic, Inc. employs a wide variety

Leadership & Management Development 7

Team Building & Employee Development 18

Lean Six Sigma 21

Surveys & Reports 34

Safety TrainingCertification & General Courses 37

MASTER COURSE LIST

EXECUTIVE DEVELOPMENT SURVEYS & REPORTS

Utilizing The Process Modelthis plan will:

Training will be interactive to encourage open and candid dialog

THE PROCESS MODEL

Vision Mission Goal Strategy Action

Vision is Mission is Goals are Strategies are Action steps

Leadership & Management Development

A good objective of leadership is to help those who are doing poorly to do

LEADERSHIP & MANAGEMENT DEVELOPMENT

Mastering Influence Series

THE POWER OF UNDERSTANDING EMPLOYEE

By understanding communication positioning, Understanding employee perceptions will help

Training will: Training will:

IDENTIFYING EMPLOYEE MOTIVATIONS EXPLORING EMPLOYEE NEEDS

Training will: Training will:

THE DIAMOND DELIVERING DIAMOND

LEADERSHIP & MANAGEMENT DEVELOPMENT

Dynamic Leadership Series

THE FACES OF LEADERSHIP INCREASING EMPLOYEE PERFORMANCE

Principal-based leadership tool to present guidelines Strategic steps necessary to increase an

Training will: Training will:

ENHANCING EMPLOYEE WORK HABITS MAINTAINING PEAK PERFORMANCE

Strategic steps necessary to improve an Maintain an employees peak performance post-discipline.

EFFECTIVE FOLLOW-UP EFFECTIVE DISCIPLINE

What to do when counseling and discipline Steps necessary to conduct

Training will: Training will:

LEADERSHIP & MANAGEMENT DEVELOPMENT

LEADERSHIP WITH ATTITUDE LEADERSHIP & SAFETY

MANAGING & MOTIVATING A MOTIVATING GENERATION X

Training will: Training will:

LEADERSHIP & MANAGEMENT DEVELOPMENT

BEHAVIORAL INTERVIEWING SELECTION & HIRING

Training will: Training will:

PERFORMANCE WITH ATTITUDE CONDUCTING EFFECTIVE MEETINGS

Training will: Training will:

LEADERSHIP & MANAGEMENT DEVELOPMENT

THE ORIGINALITY FACTOR (O) THE ACCOMMODATION FACTOR (A)

THE CONSOLIDATION FACTOR (C)

LEADERSHIP & MANAGEMENT DEVELOPMENT

Succession Development Series

LEADERSHIP & MANAGEMENT DEVELOPMENT

Assessing & Preparing Succession Candidates

LEADERSHIP & MANAGEMENT DEVELOPMENT

PROBLEM SOLVING EFFECTIVE PERFORMANCE REVIEWS

DIVERSITY TRAINING SERIES TRAIN THE TRAINER

LEADERSHIP & MANAGEMENT DEVELOPMENT

MANAGEMENT SUPPORT CONFLICT RESOLUTION

COACHING & MOTIVATING EMPLOYEES

Human nature drives us to seek approval and

LEADERSHIP & MANAGEMENT DEVELOPMENT

Utilizing Employee Motivations Series LEADERSHIP PROFILING - DiSC

es and role plays.