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 John Cleese Training Programs Hosted by John Cleese At the top of the list of why people think of leaving their jobs is the fact that they feel they aren't appreciated enough. This new program makes the point that giving praise where it's due is a management tool that's powerful, cheap and easy to use. It can bring amazing results in terms of increasing the quality and quantity of the output of the people who work for them, providing it is correctly applied. A department with a high staff turnover is in danger of losing another member: the individual displayed initiative and commitment in helping a customer, yet their manager could only criticize the unauthorized expense of a taxi fare. The Employee's attitude changes with renewed enthusiasm when the manager shows interest and appreciation in a job well done. Among the rules learnt are that it's important to let people know why they are being praised, make sure that the effect isn't ruined by a sting-in-the-tail remark, and to pass on praise from customers or superiors. Features and applications:
Program includes: 24 minute VHS or DVD video
 Free Online Preview
Everyone has to manage projects, but not everyone knows how to do it well. Bad management skills can be a costly drain on time and money, causing frustration and stress for everyone concerned. This programme provides a complete solution to the issues, exploring the techniques for project team leaders to better manage their project team, and so meet the project's objectives. In the DVD a manager is organising an office move, but she's made some common mistakes. She has failed to define the objectives of the project properly, her team's responsibilities are not agreed and the project is in danger of failing. Fortunately she is shown the right way to do things. She has a special program on her PC which provides invaluable advice to her - and to the programme's viewers - and helps her learn the key stages of project management. With the right project technique and by following appropriate people management skills, the move is achieved on time and on budget. The manager enjoys greater job satisfaction from her accomplishment, and her team is more motivated, happy and committed to her and the business.
Free Online Preview Someone resigning often comes as a complete shock. Even if you saw the warning signs, and just didn’t do anything about them, the number of thoughts that simultaneously rush into your head is immense. Why are they leaving? Could I have stopped it? How much is it going to cost to find a replacement? How will we manage without them? How to stop them leaving: talent management can help prevent all of this from happening in the first place. There are many different reasons why employees might want to leave, and money isn’t usually one of them. How to stop them leaving: talent management highlights the 3 key reasons why employees might want to leave – stress, feeling undervalued or just plain boredom - and gives managers the practical solutions for spotting, and keeping hold of, people planning to. The program demonstrates how to spot when employees might be thinking of going, how to find out what has caused the situation and how to prevent it from turning into a resignation. The learning points are easy to understand and new, all too recognisable characters have been introduced to make them even more memorable. Spot the warning signs highlights how you can tell when employees might by contemplating leaving, and why it’s imperative these signs aren’t ignored. Ask questions shows how easy it can be to get to the bottom of someone’s problem, simply by talking to them and listening to what they have to say. Look for solutions demonstrates how you can formulate a plan to stop the problem escalating and ultimately stop someone from leaving. The benefits
Program includes: DVD(25 mins), Course leader’s guide, Customizable worksheets on disc, PowerPoint slides/OHPs on disc and Self-study workbook on disc
 Produced in 2006 Behavioral Interviewing: taking the guesswork out of recruitment shows how to conduct an effective interview. It shows that past behaviour is the key to predicting future performance. Rather than using intuition (I'll know them when I see them), an interviewer can use the questioning techniques demonstrated to retrieve relevant information based on their past experiences. A candidate's qualifications, experiences, posts they've held, level of responsibilities taken are all important details that you need to know. But the unanswered question is 'how will they actually perform in the precise job you're advertising?' Because behavioral interviewing is a technique that is so important, so effective and always successful that it needs to be used consciously and systematically in every selection interview. This new program covers the following five stages of behavioral interviewing technique:
Program includes: DVD(25 mins), Course leader's guide, Group training workbook, Self-study workbook and Powerpoint presentations slides
 Featuring John Cleese The Going to a Meeting series is an engaging two-part program hosted by John Cleese (that's right...he's back). The series focuses on the attendee's role and how to make the most of meetings. Free Preview - Part 1, Messing Up a Meeting The two part Going to a Meeting Series in based on a group of middle managers in a large hospital. Part 1 - Messing Up a Meeting, focuses on Jeremy preparing to go to a regular meeting with his colleagues. Unfortunately "preparing" doesn’t describe what we see him doing. "Grabbing a few papers and turning up late" would be more accurate.
Free Preview - Part II, Menaces Part II of the Going to a Meeting Series, Meeting Menaces, contains five short sequences, introduced by John Cleese. These show how to cope with colleagues whose behavior stops meetings from getting results. Jeremy fails to handle the destructive behavior of each of the menaces and the meeting they are all attending becomes a farce. These two videos are available separately. Package Contents: Two 20 minute VHS Videos or DVD's, Series Course Leader's Guide, Series Delegate worksheets on disk, Series Powerpoint slides and Series Self-Study Workbook on disk
Here’s an opportunity for you to purchase some of john Cleese's best selling programs at a huge savings. The regular price of this package is $3,480.00 When you buy all four programs, you’ll save $348.00 The John Cleese Best-Seller Library includes:
Additional information about each program is listed on our site.
In Part 1, Valuing your customers, a ‘Flash-Harry’ salesman takes every opportunity to show off his expertise. He’s all action - rushing from call to call, trying to satisfy customers’ every whim. But it soon descends into chaos and inevitably he starts missing appointments. In contrast, his colleague takes time to research customers and targets those that offer the greatest opportunity. Her approach means fewer calls, even fewer individual sales, but more long-term profit for her organisation.
In Part 2, Valuing yourself, ‘Flash Harry’ learns that by valuing himself and his time he will in turn be valued by customers as someone who can offer them specialist knowledge. He also realises that he has to manage his sales meetings and agendas. The truth eventually dawns that being trustworthy is more important and valuable than making a one-off sale. The benefits
This program production features Harry Enfield, Miranda Richardson, Art Malik and John Cleese. Release date: 1990
Featuring Hugh Laurie, Dawn French, John Cleese, Simon Shepherd and Philip Franks. Release date: 1993
A selection interview is a bit like detective work. Suspects must be eliminated until the right person is found, whether from inside or outside the organisation. Making the right selection choice means knowing the budget was spent well, a valuable asset has been acquired and that colleagues will be motivated by the new team member. It's your choice shows that too many people get the costly decision wrong, introducing three managers who make common mistakes. It then shows the viewer how each manager learns from these mistakes. Ethelred the Unready is unprepared, knows little about the job or the candidate, and is constantly interrupted by colleagues as the interview progresses. It is not until he is more organised and professional that he is able to make the best choice. Ivan the Terrible would rather trumpet his own opinions than encourage the candidate to talk. He eventually learns about asking open questions and listening to what the candidate has to say. Gillian the Silent allows the candidate to take over. She fails to probe or voice her doubts, and realises she has to be more affirmative and specific to gain the information she needs. The benefits
The Interviewee preparation program, which also forms part of the It's your choice programme, explains to job candidates how to research a company and question interviewers to find out the things that matter to them. It is suitable for internal candidates, as well as for schools and colleges to prepare graduates for the job market. Style: Humorous drama Program includes: DVD or VHS,(30 mins), Interviewee programm (5 mins), Meeting break DVD, Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
Featuring John Cleese, Peter Capaldi and Jennifer Saunders. Release date: 1991
Techniques of assertive behavior are shown in action in a series of different settings from a management meeting to a one-to-one conversation between colleagues. Straight talking shows that the basic rule of assertive behavior is honesty and that it's usually for fear of the response that honesty is avoided. However, this fear is generally over-exaggerated. The video is highly reassuring on this point for anyone who has doubts about volunteering what they think - even when asked to do so. It also demonstrates why aggressive behavior doesn't work in the long run and why it's important to establish a negotiating position and stick to it. The benefits
Style: Humorous drama Program includes: DVD or VHS,(27 mins), Meeting break DVD, Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
 Once again Julian Carruthers (John Cleese) is on the receiving end of good advice from his patient friend Scroggs (John Bird). This time he learns the importance of valuing returns. This video unravels the complexities of return on investment by explaining the relationship between investment and profit, and establishing the true rates of return in the marketplace. Features and applications
This Free working capital trapped in your organization. Ready to grow, but wondering where the money will come from? Even a flourishing business can find itself hamstrung by a lack of ready cash. The Control Of Working Capital shows how to unlock cash that is tied up in unproductive aspects of the business. Carruthers (John Cleese) has struck out on his own! Since learning the basics of finance in The Balance Sheet Barrier, Carruthers feels ready to be his own boss. As he takes the financial reins of his new company, Carruthers is eager to implement his exciting plans, many of which use precious working capital. Fortunately, Carruthers has a financially savvy friend named Scroggs (Ronny Corbett) who is happy to explain the meaning of working capital. He shows Carruthers where working capital is locked up in the business and how to free it. To avoid future problems, Scroggs instructs Carruthers in two techniques of working capital control: sales forecasting and regular meetings of all people responsible for keeping down the level of working capital. Suggested Uses:
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Program includes: DVD(26 mins) & Course Leader's Guide. Produced in 1978
This program uses humour to explain the steps that should be taken by a manager or team leader to ensure that their employees facing bad news accept the decision with as little damage as possible to morale. Three sections highlight how to prepare for the interview, cope with the reaction, and face up to responsibilities. The benefits
Programme includes: DVD(27 mins), Briefcase booklet and Discussion guide
Free Online Preview A team briefing is a vital event in every organisation; it tells people what is happening and why. Team leaders therefore need to know how to talk to the team in order to exercise effective leadership. After all, people's attitudes are heavily influenced by their immediate boss who needs to secure the team's understanding, co-operation and support. Using three core lessons and a variety of locations - to demonstrate that the lessons apply to all types of business - the video makes it clear that preparation is a major component in running a successful meeting. That means giving advance notice, forestalling interruptions and preparing notes. But it doesn't end there. Preparation becomes redundant if the host is unable to control the meeting by keeping to the point, to anticipate questions, or to support management decisions. Programme includes: DVD(28 mins), Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
Humorous Drama Featuring John Cleese and Robert Lindsay A manager has made some poor decisions - making them himself, rather than using his team's experience. He learns the four stages of professional team decision thinking: asking the right questions, creating a choice of answers, looking at the dangers of each particular option and then weighing up the chances of success. The video is based on the book The Professional Decision Thinker by Ben Heirs, included with each purchase. The benefits
Featuring John Cleese, Angus Barnett, Lorraine Brunning, Ricky Gervais and Jaye Griffiths. Release date: 2001
Many people are still not comfortable talking about their personal problems openly at work but in general we've come a long way from the 'lunch is for wimps' attitude that characterised business just a few years ago. Indeed today people are more concerned about how they can achieve work/life balance rather than being macho about their workload. The drivers for this change in focus aren't hard to find. Market competition is fierce, the pace of work is intense and change is endemic. Add to this environmental stress such as commuting and the ongoing demands of home life and it's no surprise that companies are looking ever more seriously at the ways in which they can support their staff. It's within this context that forward-thinking managers need to develop their counselling skills. All managers will face the issue of dealing with staff whose personal problems are affecting their work and they need the know-how and sensitivity to address such situations. The benefits
Style: Humorous drama Program includes: DVD or VHS,(25 mins),Meeting break video, Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
Free Online Preview Middle managers, inexperienced team leaders and anyone who has demands placed on their time will benefit from 30 ways to make more time. It provides people with three steps to putting time management into action at work. Firstly, it will provide them with ideas for planning and controlling time, making best use of the time that's available, using time that might otherwise be wasted, and minimising interruptions and disruption. Then they should identify which of these are most relevant. Finally, they should use some of the 30 helpful hints and tips covered in the video to help make themselves more efficient and effective. The benefits
Program includes: DVD(20 mins), Summary (4 mins), Trainer's guide, PowerPoint slides / OHPs on disk, Quick guide and the book: 'Effective Time Management' John Adair
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Customers who are fatuous, difficult or helpless are every call centre operator's worst nightmare. However, it often requires more than just a good telephone manner to deal with these types of people - good training is essential. On the receiving end shows how customers can be kept satisfied and loyal to an organisation. The video demonstrates how to listen carefully, ask relevant questions and assess customers' needs. It explains how a successful relationship is developed by clearly outlining the available options to customers and agreeing upon a course of action. By looking for opportunities staff will be able to add value to their service, developing as an agent who is able to solve customers' problems efficiently and easily. The result is a satisfied customer who will be comfortable with conducting business over the phone and who will not hesitate to call again. The benefits
Programme includes: DVD(25 mins), Showreel tape, Meeting break video, Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
Wherever two people get together to do a deal, there's the possibility that at least one will end up feeling cheated, angry or resentful, even though both set out believing that they could achieve a solution that would benefit each of them. The program plots the course of a negotiation from first meeting to successful conclusion, using the analogy of the developing relationship of two people. In the case of marriage, the aim is not for either side to win but to reach a mutually beneficial arrangement. Stage by stage the main characters negotiate their way to the altar in scenes that illustrate the training points defined by the presenter. The medium of video is unbeatable for demonstrating the various techniques and body language that can be employed and how emotional behaviour leads to totally unproductive rows. There are also textbook demonstrations of how to deal with threats and ultimatums and to overcome deadlocks. The benefits
Program includes: DVD(31 mins, Course leader's guide, Delegate worksheets on disk, Powerpoint slides/OHPs on disk and Self-study workbook on disk
Using feedback is a skill central to the success of any team and its leader. Everybody needs recognition when they are doing well and guidance when they could be doing better. The main video and course guide give clear guidelines for giving feedback: ask don't tell; describe, don't judge; focus on behavior, not personality; be specific; be constructive. It also explains how to receive feedback: be open, not defensive; listen and clarify; seek specific suggestions for doing things differently. A 'feedback skills pack' has 30 short video triggers to demonstrate and contrast specific skills, and to stimulate discussion about difficult situations. The benefits
Program includes: DVD(18 mins), Course guide and Quick guide
Produced - 2003
Every organization has a different kind of performance review system. Even so, the reaction to reviews is often the same - one of horror. Performance review sets out to encourage individuals to think about reviews in a new way, so they stop dreading them and start seeing them in a more positive light. Performance review comes in two distinct parts - one for the manager and one for the appraisee. Unless both sides know what to expect, and how to get the most from the meeting, it will always fall short of the mark. Both sides have an equally crucial role to play. Part one: Every manager's nightmare (length 30 minutes) is aimed specifically at managers. They know the importance of an employee's performance review, but this rarely makes having to do them any less painful. In fact, because they often end up being emotionally charged, they are seen more as 'excruciating' than 'crucial'. To overcome this, and to show that we understand their apprehension, we identify six manager's 'nightmares': Defensive Dennis; Weepy Wendy; Silent Steve; Non-stick Nigel; Bolshy Becky and Bored Betty. We show these classic difficult characters in action and provide simple and effective strategies for getting them on-side. Through these characters we are able to demonstrate key review techniques managers can develop. By making them less confrontational and more productive managers will be able to fearlessly deal with all performance reviews. Part two: Every appraisee's dream (length 20 minutes) is aimed at staff whose review is coming up shortly. This section really shows the positive side of performance reviews and gives a full and vivid illustration of just how well they can go when they're handled properly by both parties. It gives the appraisee something to aim for during their own review, but is also very useful for managers - showing them what can be achieved from a successful review. We also introduce another new character - Tracy. Like many employees she feels her annual performance review is a complete waste of time. We see her learn the secrets of preparation, based on a new three-part structure to help her thinking process:
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Includes: Two DVDs (30 minute and 20 minute), leader's guides, participant worksheets on disk and PowerPoint slides on disk.
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