Delivering High Quality Safety & Leadership Training!
Your Success is Our Business!
Innovation & Opportunity: Living Outside Your Comfort Zone
Do Not be Afraid: Seeing Failures as Opportunities
Women being Successful in a Man’s World
Think Positive: You Control Your Thoughts & Thoughts Decide Realities
General Health and Safety
Leadership Development Mentoring Programs
with Continuous Feedback!!
Check out our New Online Generation Inclusion Webinar Today!
Improve Performance through Leadership Development. Miranda Allen creates a powerful link between executive development, long-term profitability, and business growth. A company can improve performance and accelerate meaningful results through executive coaching.
Generational Inclusion Training: How to Successfully Work with all the Generations
There is a critical new problem in the workplace, and it has nothing to do with downsizing, or global competition. Instead, it is the problem of the generations — the Veterans, the Baby Boomers, Gen X and Millennials — working together and colliding as they work together to make the industry successful. This is the first time in American history that we have four (some say five) different generations working side-by-side in the workplace. Employees from all generations must take on the responsibility to overcome generational differences and bridging the generation gap.
Business is always demanding – bigger, better, faster, smarter – and we must all rise to the occasion. There is a critical new problem in the workplace, and it has nothing to do with downsizing, or global competition. Instead, it is the problem of the generations — the Veterans, the Baby Boomers, Gen X and Millennials — working together and colliding as they work together to make the industry successful. This is the first time in American history that we have five different generations working side-by-side in the workplace. Employees from all generations must take on the responsibility to overcome generational differences and bridging the generation gap. One-third of workers report they have been insulted, hurt or upset by a remark, a joke, an outfit or an attitude of someone in a different generation. This hurts productivity, profits, and leads to higher turnover. Generational diverse companies are more successful, have higher revenues, and attract better employees so working together is essential.
We have 5 generations working side by side. Employees from all generations must take on the responsibility to overcome generational differences and bridge the generation gap.
Minimize the effects of the generation gap in the workplace
Develop better workplace communication
Overcome conflict due to generational differences in the workplace
Develop more understanding and improve collaborative work efforts
Develop better work relationships between new hires and long-term employees
Improve multi-generation team performance
Participants Learning Objectives:
Personal and lifestyle characteristics by generation
Work place characteristics by generation
Myths about generations
How to effectively communicate with, work with, and manage generational differences to maximize team performance and improve workplace effectiveness.
Discover techniques to effectively deal with conflict among different generations and learn strategies to recruit, retain, and motivate employees of all ages.
Verbal, Written, and Electronic communication and the impact on the generation gap
How to be aware of generational differences and anticipate miscommunication
Generational differences need not divide the workplace. The key to working with different generations lies in our ability to understand generational motivations and values. Being able to appreciate and use these differences to enhance the workplace environment is what this training is all about.
Surviving and Thriving: Living Through Life Threatening Illnesses and Coming Out on Top
“You can’t have breast cancer you are too young!“ After being diagnosed with breast cancer at age 34, Miranda started the fight of her life. The disease could of consumed her but as CEO of a national company, a wife & mother of 4 adopted children, and of course her type A personality, she put on her boxing gloves and started the fight of her life. With a very grim diagnosis of triple negative & having the genetic predisposition, She started a series of chemo, followed by double mastectomy & reconstruction. IF anything was going to go wrong it has happened to Miranda & through it all she has carried on with her attitude of gratitude.
This workshop will not only help empower anyone struggling in a similar situation, but there is knowledge to be gained that Miranda has learned herself throughout her fight.
Contingency Plan for Retiring Leadership: How to Maintain Institutional Knowledge
As the Baby Boomer generation – those born between 1946 and 1964 – reaches retirement age and younger workers are changing jobs more frequently than ever before, businesses are facing new and increasing complicated challenges. Skills, knowledge and experience are vital to a successful business and retaining existing institutional knowledge is an increasing priority.
Your company's future success is tied to the skills of employees. Retirement cost can be difficult to quantify because so many components of the business will be affected. It’s always hard replacing a great employee. It’s even harder when the employee is someone with decades of knowledge, vast understanding of how the organization works, and a great work ethic. In fact, finding someone to fill the retiree’s position it’s almost impossible.
The good news is, most seasoned employees announce their retirement a year or two in advanced. This enables the company to make preparations. So what can businesses do to bridge the knowledge gap and be sure their company is set up for success? How do companies transition that irreplaceable knowledge and know how?
Every year, four million Baby Boomers leave the workforce in the U.S. alone, with 10,000 people a day hitting retirement age. This workshop will discuss ideas for transition and successful succession planning.
Miranda is a successful entrepreneur, a world-renowned speaker, a not for profit founder, and a motivational coach. In 2016 she ran for US Congress against Mike Pompeo, the USA Secretary of State, as an Independent. She is also a 6th generation Kansan, a breast cancer survivor, and a mom to 4 beautiful adopted children.
Miranda is currently the CEO for RSI a national health and safety consulting firm. She has founded several successful businesses and has served in management positions for privately held and government organizations in the US and abroad to include Hewlett Packard and the US Army.
She is a published author and a national speaker. Mrs. Allen holds a Bachelor of Arts degree in Public Relations from Northwestern Oklahoma State University and a MBA from the University of Colorado. Miranda completed the highly recognized Kansas Leadership Center (KLC) leadership training course and also is a graduate of the Kansas Ag and Rural Leadership (KARL) program.
Ms. Allen is an accomplished speaker/presenter and has provided training and educational workshops on a variety of topics to numerous different audience segments nationwide. She has vast experience with change management and has led organizations in successful turnaround efforts. Miranda is keenly interested in organizational management and routinely provides training on topics of customer service, leadership, mentoring, women’s leadership, fear/failure, and generational collaboration.
Her purpose in life is to leave the world a better place, and this is achieved through contagious positivity, active participation, collaboration with change agents, and involvement in the community and industry. She recently co-founded a residential living facility, named Project Pink, for pregnant unsupported women where they can live and learn life skills to transform their lives and live independently.
She also helped led the effort to establish Women of NATE (National Association of Tower Erectors) which is a mentorship and empowering program for women in the telecommunication construction industry. She is an active member of NATE (National Association of Tower Erectors) and serves on the NATE member service committee. Miranda is also active in economic development with an interest for rural areas. She is especially involved and skilled in mentoring, coaching, leadership development, and organizational collaboration.
Wife, mother of 3 Sons, raised 4 boys, and grandmother of 4, Brenda has been involved in sales and customer service most of her adult life. She owned & operated her own flower & gift shop for seven years, “Blooms, Bouquets & Blessings.” When she closed that she went to work at RSI and has worked there ever since; working her way up through the ranks to her current position of Chief Customer Officer. She oversees the staff of customer service representatives & the marketing & business development departments, also an independent distributor for SeneGence. Her love of helping others acquire skills to support themselves through mentoring & belief that attitude is everything is evident in all she does. Brenda is active in her church and community & an avid supporter of youth & mentoring programs
Brenda loves to travel and can pack a suitcase on a moment’s notice. Pat & Brenda like to go out on the road and travel by motorcycle with friends, take cruises and of course travel to see the grand children whenever possible. Brenda is a 5 year breast cancer survivor and proud advocate for early detection & genetic testing. She is a huge supporter of adoption, as her 3 grandsons are adopted. She Is active in many events, is a co-founder and serves on the board of Project Pink (a not for profit for unsupported pregnant women) and realizes that every single day is a gift from God and should be lived as such!
RSI Leadership has top industry experts on staff to present topics on include: sales, marketing, management, entrepreneurism, sales, and organizational leadership/team building.