Team Development

Target Audience:

Managers and team leaders.

Duration:

1 day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

To equip managers and team leaders with both fundamental and innovative strategies which enable them to develop and grow existing teams. Participants will be able to challenge the status quo and the ineffective communication habits that often set in with existing teams, in order to create a more cohesive and motivated team than before.

Overview:

The emphasis will be on practical analysis of the current team situation, with the learning of tools and strategies to improve on the current situation be it from a performance point of view or a people point of view, or both. Participants will learn not to be held back by the current team’s ‘history’, but rather break through existing patterns of behaviour, their own and that of their team members.

Participants will develop an understanding of:

• How to develop and implement a new vision for the team
• The range of intervention styles to be adopted according to the needs of the situation.
• How their attitude unawarely influences the outcome of every interaction with team members.
• Their own communication and team-management style.
• Their individual team members’ needs and expectations.

Participants will learn key skills to:

• Involve team members in re-shaping their roles and the overall direction of the team.
• Redesign effective and meaningful communication systems.
• Influence the attitudes and expectations of the team towards these changes.
• Nurture and guide team members towards the new goals.
• Develop conflict resolution strategies and assertively handle tough feelings that may come up due to the changes.

Team Building & Development

Target Audience:

Managers and team leaders.

Duration:

1 day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

To equip managers and team leaders with both fundamental and innovative strategies which enable them to create effective teams. Participants will be fully equiped to take on a newly formed team or even put one together from scratch, and prepared to take from the very beginning the important steps needed to ensure that the various team members’ strength gel and complement each other.

Overview:

The emphasis will be on practical theories of team leadership, task setting and team composition that can be applied to build highly motivated and productive teams. Participants will get a chance to examine their own ‘baggage’ in terms of negative team experiences and dealing with ‘difficult’ people, so that these can be learnt from and put aside.

Participants will develop an understanding of:

• How to develop and implement a vision for the team
• The range of intervention styles to be adopted according to the needs of the situation.
• How their attitude unawarely influences the outcome of every interaction with team members.
• Their own communication and team-management style.
• Their individual team members’ needs and expectations.

Participants will learn key skills to:

• Provide individuals with a clear role and direction within the overall framework of the team.
• Put in place effective and meaningful communication systems.
• Influence the attitudes and expectations of the team.
• Nurture and guide team members to be able to work together well.
• Develop conflict resolution strategies and assertively handly new or difficult team members.

Project Management

Target Audience:

Managers and team leaders.

Duration:

1 day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

To give managers who are either already involved in project management or will occupy key positions in the future, the opportunity to delve into the responsibilities attached to the design, implementation and evaluation of projects. As a result, managers will be more confident and motivated to take responsibility and authority, maximising their chances to lead future projects to fruition.

Overview:

This course outlines the vital steps taken by different stakeholders during the course of a project to ensure high performance and a successful outcome. Managers become familiar with the different phases of a project and the opportunities and traps that arise at each level. They also get a chance to evaluate the development and outcome of past projects in order to learn from their own and others’ experiences.

Participants will develop an understanding of:

• What makes or breaks high performance projects.
• The full project cycle and how to distinguish between the different phases.
• Project management terminology.
• The importance of leveraging project stakeholders and potential partnerships.
• Their options in terms on getting their team on board.

Participants will learn key skills to:

• Define inspiring project outcomes.
• Generate innovative and creative ideas that both complement and fit in with organisational vision and culture.
• Model leadership and good team management skills.
• Get things back on track when necessary.
• Transfer experience and knowledge gained from one project to another.

Personal Development for Managers

Target Audience:

Managers and team leaders.

Duration:

Half-a-day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

To allow participants to take a step back from the daily pressures at work and at home to assess where they are at in their lives and where they want to go from here, from a career as well as from a personal point of view.

Overview:

Delegates are encouraged to take part in various self-discovery exercises that will indicate to them how satisfied they are with their current situation and what they may want to do about it. They then go on to devise a detailed action plan for change. This is an inspirational course where participants are only asked to share as much as they feel comfortable with. Most of the work is done individually or in pairs, in the strictest confidence.

Participants will develop an understanding of:

• Their life achievements to date.
• Their dreams and aspirations for the future.
• Their current level of satisfaction in various areas of their life, including work.
• What motivates them to want to change.
• What their next steps are.

Participants will learn key skills to:

• Separate emotions from facts when looking at their situation.
• Set a clear direction for themselves with short-term and long-term goals.
• Put in place the support they need to achieve these personal and work goals.
• Communicate their plan to others.
• Find and hold on to the right attitude to achieve success on their own terms.

Managing Change

Target Audience:

Managers and team leaders.

Duration:

1 day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

Creating highly skilled managers with the ability to successfully lead others through change, avoiding the confusion and uncertainty that often accompanies these processes. Pressure and stress for staff will be reduced and staff will be more co-operative and willing to adapt to new initiatives enabling organisational growth and development.

Overview:

The focus is on providing participants with the fundamental concepts to support and integrate their staff through the process of change. This is achieved through a thorough understanding of these transition times and the pitfalls to be expected and avoided, along with enhanced interpersonal skills to guide others through the sometimes threatening and challenging circumstances of change.

Participants will develop an understanding of:

• Why change is unsettling for everyone to varying degrees.
• Why change often stalls in organisations.
• How to handle cynicism, fear and resistance.
• How their own attitude is decisive in helping their team to cope with change.
• The stages of change and their corresponding role in each stage.

Participants will learn key skills to:

• Assess and monitor the evolution of the change process
• Develop strategies to support staff through change
• Provide direction and clarity for all
• Build trust and lead by example
• Encourage staff to take personal responsibility and fulfil their role to achieve the planned changes.

Emotional Intelligence

Target Audience:

Members of staff, team leaders, managers.

Duration:

1 day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

To provide participants with the opportunity to learn new skills in the vital interpersonal field of emotional intelligence, with tools and strategies that can be implemented as soon as they are back in the workplace. Delegates will be able to ‘read’ themselves and others more effectively, hence be in a better position to reach a satisfactory solution to any problem encountered - to everyone’s benefit.

Overview:

Participants learn to accurately perceive, understand and express their feelings, in a way that allows their emotions to work for them rather than against them. Self-awareness is key here and there is plenty of opportunity for eye-opening insights into themselves and their interactions with colleagues.

Participants will develop an understanding of:

• Why emotional intelligence is so important and how it compares to IQ.
• What promotes and hinders emotional intelligence.
• The art of looking at things from different perspectives.
• How their own behaviour impacts on others.
• How to go about addressing areas where there is ‘room for improvement’.

Participants will learn key skills to:

• Develop self awareness - recognising their feelings and thoughts.
• Practice self-regulation - being able to control their emotions.
• Realise motivational factors - being able to persist in the face of discouragement.
• Experience empathy - being able to read emotions in others.
• Social skills - influencing and handling others

Coaching Skills

Target Audience:

Managers and team leaders.

Duration:

1 day.

Logistics:

The ideal number of participants for this training is 9 to 12.

Objective:

To enhance managers’ appreciation of the impact of good coaching and boost their confidence in using this vital tool in developing strong teams. The momentum built by learning and practising key coaching skills and strategies on the day should carry over to their workplace where they will be able to implement the action plans developed with specific members of staff in mind.

Overview:

This course addresses all pre-conceived ideas and misconceptions delegates may have about coaching and how to do it well. Most of all it focuses on understanding the dynamics of this one-to-one exchange and avoiding one of its most common pitfalls: taking the reins out of the hands of the coachee and providing solutions that he/she would have done better to find out for themselves. With plenty of opportunity to practice, managers will get a chance to examine their own blind-spots and make sure they don’t inadvertently get in the way of their coachee.

Participants will develop an understanding of:

• The difference between coaching, mentoring and supervising.
• The importance of encouraging the coachee being self-directed and owning the learning experience.
• The subtle interplay of personal, hierarchical and functional aspects of the coaching relationship.
• Common pitfalls to avoid and where their own strengths and weaknesses lie.

Participants will learn key skills to:

• Plan, prepare for and initiate a coaching relationship with specific members of staff.
• Build rapport and gain the trust of their coachee.
• Monitor and analyse how the coaching relationship is evolving.
• Set appropriate boundaries.
• Give effective feedback.