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Enhance or develop your management, leadership, or supervisory skills. Our engaging instructors will provide you with new techniques you can apply immediately to your work environment.

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Hawkeye Business and Community Education provides professional skill development for individuals and businesses. Browse a complete list of our courses or course series and if you do not see the type of course you are looking for contact us to learn more about designing customized training for your workforce.

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Six Sigma professionals are in strong demand by organizations around the world. On the front-lines of Six Sigma efforts are Green Belts. LERN’s Green Belt training teaches participants problem-solving skills, using the DMAIC (Define, Measure, Analyze, Improve and Control) model. After completing this challenging course, Six Sigma Green Belts serve their organizations as a trained specialist able to work on Six Sigma projects that benefit the organization. Although not required, participants are strongly encouraged to have a project during the course. The instructors and mentors work closely with the class to not only teach the material, but to guide candidates as they work projects. Three courses: Introduction to Six Sigma Green Belt, Intermediate Six Sigma Green Belt, and Advanced Six Sigma Green Belt.
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The best predictor of future behavior is past behavior which is the premise behind behavioral-based interviewing. In a traditional job interview, you answer questions on how you might act in a given situation. How does the interviewer know, after all, if you would really react the way you say you would in a given situation? You have minimal accountability. In a behavioral-based interview, however, it’s much more difficult to give responses that are untrue. You give answers based on your behavior in past situations. More and more employers are using this interview approach and this class will prepare you so you are the one who scores the job.

Start date: 05/15/17

End date: 05/17/17

Tuition: $79.00



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The best predictor of future behavior is past behavior which is the premise behind behavioral-based interviewing. In a traditional job interview, you answer questions on how you might act in a given situation. How does the interviewer know, after all, if you would really react the way you say you would in a given situation? You have minimal accountability. In a behavioral-based interview, however, it’s much more difficult to give responses that are untrue. You give answers based on your behavior in past situations. More and more employers are using this interview approach and this class will prepare you so you are the one who scores the job.

Start date: 07/21/17

End date: 07/25/17

Tuition: $79.00



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Most new hires who fail in their job do so in the first 18 months after being hired. The primary reason is they lack interpersonal and motivational skills. If you just hired a new person, or you are the new employee and want to stay employed, or if you are planning to return to the workforce after being gone for a length of time, this class is for you. The fundamentals of staying employed will be covered and include attitude, self-insight, customer service, getting along with others, courtesy and manners, holding oneself accountable, punctuality, keeping promises, focus, handling conflict, and responding to criticism.

Start date: 05/08/17

End date: 05/10/17

Tuition: $79.00



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Most new hires who fail in their job do so in the first 18 months after being hired. The primary reason is they lack interpersonal and motivational skills. If you just hired a new person, or you are the new employee and want to stay employed, or if you are planning to return to the workforce after being gone for a length of time, this class is for you. The fundamentals of staying employed will be covered and include attitude, self-insight, customer service, getting along with others, courtesy and manners, holding oneself accountable, punctuality, keeping promises, focus, handling conflict, and responding to criticism.

Start date: 07/18/17

End date: 07/20/17

Tuition: $79.00



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Every successful person in the workplace utilizes financial information to aid effective decision making. Accounting and Finance for Non-Financial Managers explains the financial concepts and accounting processes used in most businesses and will provide practical techniques that will increase your effectiveness and career. Get a foundation to understand the seven steps in the accounting cycle and use financial information in decision making. Come away with the knowledge to analyze resource allocation and evaluate financial performance. Agenda Unit 1 Introduction to Finance - The Vocabulary of Finance - The Four Basic Elements of Finance - The Basic Financial Statements Unit 2 Introduction to Accounting -Basic Terminology -The Purpose of Accounting -The Accounting Cycle -Preparing Financial Statements Unit 3 Managing Liabilities -Overview of Liabilities -The Liabilities of a Business - Short-Term Liabilities -Long-Term Liabilities Unit 4 Financial Planning - Overview of Financial Planning -The Importance of Financial Planning -The Business Planning Process

Start date: 04/03/17

End date: 04/28/17

Tuition: $195.00



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Every successful person in the workplace utilizes financial information to aid effective decision making. Accounting and Finance for Non-Financial Managers explains the financial concepts and accounting processes used in most businesses and will provide practical techniques that will increase your effectiveness and career. Get a foundation to understand the seven steps in the accounting cycle and use financial information in decision making. Come away with the knowledge to analyze resource allocation and evaluate financial performance. Agenda Unit 1 Introduction to Finance - The Vocabulary of Finance - The Four Basic Elements of Finance - The Basic Financial Statements Unit 2 Introduction to Accounting -Basic Terminology -The Purpose of Accounting -The Accounting Cycle -Preparing Financial Statements Unit 3 Managing Liabilities -Overview of Liabilities -The Liabilities of a Business - Short-Term Liabilities -Long-Term Liabilities Unit 4 Financial Planning - Overview of Financial Planning -The Importance of Financial Planning -The Business Planning Process

Start date: 06/05/17

End date: 06/30/17

Tuition: $195.00



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The final course in the Six Sigma Green Belt program is the Advanced Six Sigma Greenbelt course which teaches participants to improve and control processes. Topics included in this course include hypothesis testing, design of experiments, and statistical process control. Participants will have to apply the concepts learned in the Introduction and Intermediate Six Sigma Green Belt courses. The instructor will share many handouts, spreadsheets, and web links that have tools participants will use while completing Six Sigma projects. Upon successful completion of this course, participants will be awarded certification as a Six Sigma Green Belt.

Start date: 06/05/17

End date: 06/30/17

Tuition: $195.00



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The final course in the Six Sigma Green Belt program is the Advanced Six Sigma Greenbelt course which teaches participants to improve and control processes. Topics included in this course include hypothesis testing, design of experiments, and statistical process control. Participants will have to apply the concepts learned in the Introduction and Intermediate Six Sigma Green Belt courses. The instructor will share many handouts, spreadsheets, and web links that have tools participants will use while completing Six Sigma projects. Upon successful completion of this course, participants will be awarded certification as a Six Sigma Green Belt.

Start date: 08/07/17

End date: 09/01/17

Tuition: $195.00



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Mentoring and coaching have come to be used more frequently in organizations to improve leadership competencies and provide employee support. It has benefits for the employer and employee. Develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Take home the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Building on Coaching and Mentoring in the Workplace Course I, C/M II take a further in-depth look at variables involved in employee support. Additionally, in this course you will develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Critical analysis and improvement of your programs alongside group dynamics and innovative strategies will also be examined in terms of coaching and mentoring programs. This course offers the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Agenda - Month One Unit 1 Introduction to Mentoring/Coaching Coaching and Mentoring – Defined Why Mentor or Coach? What are the types of mentoring? (Career development and Skills development) Unit 2 Coaching versus Mentoring (What’s the Difference?) Role Model - Define Which one is right for you? (Assess yourself as a Mentor/Coach) What is Peer mentoring Unit 3 The Effective Mentor or Coach (Leadership Tools & Techniques etc.) Setting Realistic Expectations Get Creative Communicate Effectively Unit 4 Issues in Mentoring and Coaching Teamwork (Group Dynamics) Diversity Increasing your Emotional IQ (Civility in the Workplace) Agenda - Month Two Unit 1 Special Employee Considerations in Workplace Coaching and Mentoring Programs The Remote Worker The Part-time Worker/Just-in-Time Workforce Generational Differences The Power Differential Unit 2 Development of a Coaching/Mentoring Program at Your Workplace Setting Your Workplace Goals & Objectives Making Your Workplace A Learning and Growth Organization Buy-in & Rewards Promotion of Your C/M Pr Investment & Support Unit 3 Critical Evaluation of Your Workplace Coaching/Mentoring Program Checkpoints for successful coaching/mentorship programs Successful Workplace Models of Coaching/Mentoring Programmatic and individual evaluations in coaching/mentorship programs When are you “Done”? The Feedback Loop Unit 4 Final Issues to Build On in Mentoring/Coaching in the Workplace Trust Group Dynamics Innovation

Start date: 02/06/17

End date: 03/31/17

Tuition: $295.00

Call 319-296-4290 to register


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Mentoring and coaching have come to be used more frequently in organizations to improve leadership competencies and provide employee support. It has benefits for the employer and employee. Develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Take home the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Building on Coaching and Mentoring in the Workplace Course I, C/M II take a further in-depth look at variables involved in employee support. Additionally, in this course you will develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Critical analysis and improvement of your programs alongside group dynamics and innovative strategies will also be examined in terms of coaching and mentoring programs. This course offers the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Agenda - Month One Unit 1 Introduction to Mentoring/Coaching Coaching and Mentoring – Defined Why Mentor or Coach? What are the types of mentoring? (Career development and Skills development) Unit 2 Coaching versus Mentoring (What’s the Difference?) Role Model - Define Which one is right for you? (Assess yourself as a Mentor/Coach) What is Peer mentoring Unit 3 The Effective Mentor or Coach (Leadership Tools & Techniques etc.) Setting Realistic Expectations Get Creative Communicate Effectively Unit 4 Issues in Mentoring and Coaching Teamwork (Group Dynamics) Diversity Increasing your Emotional IQ (Civility in the Workplace) Agenda - Month Two Unit 1 Special Employee Considerations in Workplace Coaching and Mentoring Programs The Remote Worker The Part-time Worker/Just-in-Time Workforce Generational Differences The Power Differential Unit 2 Development of a Coaching/Mentoring Program at Your Workplace Setting Your Workplace Goals & Objectives Making Your Workplace A Learning and Growth Organization Buy-in & Rewards Promotion of Your C/M Pr Investment & Support Unit 3 Critical Evaluation of Your Workplace Coaching/Mentoring Program Checkpoints for successful coaching/mentorship programs Successful Workplace Models of Coaching/Mentoring Programmatic and individual evaluations in coaching/mentorship programs When are you “Done”? The Feedback Loop Unit 4 Final Issues to Build On in Mentoring/Coaching in the Workplace Trust Group Dynamics Innovation

Start date: 04/03/17

End date: 05/26/17

Tuition: $295.00



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Mentoring and coaching have come to be used more frequently in organizations to improve leadership competencies and provide employee support. It has benefits for the employer and employee. Develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Take home the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Building on Coaching and Mentoring in the Workplace Course I, C/M II take a further in-depth look at variables involved in employee support. Additionally, in this course you will develop skills in the development, implementation, and support of coaching and mentoring programs in your workplace. Critical analysis and improvement of your programs alongside group dynamics and innovative strategies will also be examined in terms of coaching and mentoring programs. This course offers the much-awaited toolkit you have been searching for to improve your employees’ performance and create the working environment that your employees will find truly rewarding. Agenda - Month One Unit 1 Introduction to Mentoring/Coaching Coaching and Mentoring – Defined Why Mentor or Coach? What are the types of mentoring? (Career development and Skills development) Unit 2 Coaching versus Mentoring (What’s the Difference?) Role Model - Define Which one is right for you? (Assess yourself as a Mentor/Coach) What is Peer mentoring Unit 3 The Effective Mentor or Coach (Leadership Tools & Techniques etc.) Setting Realistic Expectations Get Creative Communicate Effectively Unit 4 Issues in Mentoring and Coaching Teamwork (Group Dynamics) Diversity Increasing your Emotional IQ (Civility in the Workplace) Agenda - Month Two Unit 1 Special Employee Considerations in Workplace Coaching and Mentoring Programs The Remote Worker The Part-time Worker/Just-in-Time Workforce Generational Differences The Power Differential Unit 2 Development of a Coaching/Mentoring Program at Your Workplace Setting Your Workplace Goals & Objectives Making Your Workplace A Learning and Growth Organization Buy-in & Rewards Promotion of Your C/M Pr Investment & Support Unit 3 Critical Evaluation of Your Workplace Coaching/Mentoring Program Checkpoints for successful coaching/mentorship programs Successful Workplace Models of Coaching/Mentoring Programmatic and individual evaluations in coaching/mentorship programs When are you “Done”? The Feedback Loop Unit 4 Final Issues to Build On in Mentoring/Coaching in the Workplace Trust Group Dynamics Innovation

Start date: 06/05/17

End date: 07/28/17

Tuition: $295.00



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