This practical yet highly engaging Workshop will ensure the continued development of learning and development professionals by equipping them with the latest in accelerated/experiential learning and brain-friendly techniques to engage and connect with their participants and increase their retention.
This Workshop enables the Learner to develop and practice the techniques using a comprehensive trainer tool-kit in a safe environment, and to receive feedback from peers and experienced facilitators. This is an invaluable opportunity for learning and development professionals to produce and deliver motivational, memorable and dynamic Workshops.
There is something in here for everyone – including cartooning, icebreakers and energisers, preparation and set-up, high-impact introductions, AL techniques, the power of the brain when learning, creative learning opportunities and lots, lots more.
This Workshop will enable the Learner to make training more relevant for the workplace by applying a comprehensive and flexible tool-kit of training skills, and be applied with confidence. The Workshop allows the Learner to practise new and innovative learning transfer techniques that can be applied into any learning solution or subject matter.
This Workshop enables the Learner to manage and develop talent in the 21st century – no longer is it the war for talent, but the war for the talented. This Workshop focuses on developing the talent of your organisation’s current and future leaders and high-potential employees to squeeze every last inch of talent from the individuals in your organisation.
The Workshop tool-kit includes career systems and talent assessment processes to facilitate retention and develop individual career strategy paths. Also included is developing management and high-potential development processes and finding the best on-the-job and classroom learning solutions to satisfy individual needs and nurturing the potential in your organisations. Finally, the Workshop will enhance your understanding of the importance of development centres and the relevant assessment methods and outcomes for same to produce specific PDP's and career pathways for individual talent.
The Learner will gain invaluable knowledge in the design and management of career and talent development assessment processes, leaving the Workshop with a whole host of tools to identify future potential from the employees in your organisation and meet their development needs exactly on an individual, group and strategic level within your organisation.
This Workshop is suitable for all levels of Learner who want to get the most out of not just performance management, but also maximising the potential and leadership talent from the individuals in your team. The Workshop enables the Learner to identify the skills and knowledge required to manage and evaluate the performance of the individuals in your team but also ascertain their ‘potential-ometer’ (low/medium/high) using a nine-box performance/potential matrix.
The Workshop therefore breaks down the fundamental differences between performance and potential and working with stakeholders throughout the performance management cycle and process to gauge where each individual sits on the matrix. Competency frameworks play a significant part in this workshop and how to maximise the use of them for recruitment, reward, development and performance reviews.
The Workshop then focuses on high-potential employees and growing them through coaching and other on-the-job skill enhancement opportunities, as well as using assessment and development centres for validity, consistency and reliability.
The Learner will be able to truly differentiate between performance and potential and be able to effectively use competency frameworks to design management development strategies for developing performance and assess and nurture high-potential employees using talent management activities to grow and retain talent within your organisation.
This Workshop will enable the Learner to get the best out of regular one-to-one conversations against progress against objectives, personal development plan progress and general valued updates on your direct reports progress. Too often in the workplace, 1:1s are either cancelled at short notice, or the duration is shortened and the individual does not feel valued as a result of a perceived feeling in the psychological contract between manager and direct report.
The Workshop focuses on a structured format to the 1:1 conversation but not making it ‘over-formal’. The Learner will focus on asking the right ‘open’ questions and using active listening skills to probe the learner and encourage, motivate and support their progress. If remedial action is required, techniques including appreciative inquiry will be explored and both parties will leave the discussion feeling that is was worthwhile and regular action planning updates are implemented. The intention is to leave this Workshop with getting the best from your discussions and to feel that they are not a ‘chore’ but a delight.
The Learner will realise the importance of getting regular weekly/monthly and quarterly updates reviewing every direct reports progress and not just wait until the formal half-yearly and yearly performance reviews and allows the individual to gather evidence so that these ultimately feed into the formal process and facilitates the time required for evidence gathering.
This Workshop enables the Learner to keep ‘tuned-in’ to their direct reports and that there is regular and valued conversations happening throughout your organisation.
This Workshop will enable the Learner to write and communication objectives that have an active verb, action, standard and condition in their construction and that they can be mapped to the SMARTER acronym, commonly used in organisational down to individual task and behavioural objectives against competencies.
The Workshop explores the cascade of objectives from strategic down to individual and the different ways to differentiate between task and behavioural objectives. SMARTER instead of SMART – the E and R are Exciting and Realistic, often elements missed out of traditional SMART ones in that they are motivational and achievable for a particular individual. The behavioural objectives often have less quantitative measures and therefore the Learner will understand how to measure positive and negative indicators of behaviour against key competency frameworks (if your organisation has one).
Too often in business, an individual’s objectives are not aligned to the organisational strategy. They are very operational and tend to be Task focused and not behavioural. It is how someone does the job as well as what they do, those are true differentiators within team and departmental success and make them both more stretching and motivational to achieve.
The 21st century organisation needs to have staff that does the job in a different way i.e. behaviours but still meet their targets. This Workshop also gets the Learner out of ‘straight’ cascade objectives and the ‘one-liner’ objective that cannot be made SMARTER.
This Workshop will explore and engage the Learner to really get the most out of the Formal performance review and make it more future-focussed than past oriented. The performance review should be 30% looking back and 70% looking forward at next year’s objectives, personal development and talent management planning. If the Learner wants to move away from ‘tick the box’ performance reviews as a ‘necessity’ and an HR thing, the Workshop, through its range of interactive activities and Case Studies will practise planning, preparing and conducting effective performance reviews, even with challenging individuals and situations.
This Workshop will also explore the different types of appraisee and how to manage them effectively, and a toolkit for getting the most out of the performance review conversation. The Workshop will introduce a structured WASPS framework. Nobody likes wasps, but this one has a ‘positive sting’ for the manager and employee as the ethos is to ask the individual for their feedback
on their performance, before supply your feedback/review from your perspective, enabling stronger buy-in. The Facilitator will really challenge your current technique and the Learner will leave the Workshop with a whole host of actions to implement.
This Workshop enables the managers or anyone responsible for conducting performance review conversations to do this in a structured, consistent and forward-looking way, and get away from tick-the-box reviews that are held on time and go over time if necessary. This is the key part of the
performance management cycle in a year and no surprises should form part of the review, something that is still a consistent remark from employees who are reviewed across business sectors.
This Workshop will enable the Learner to design and construct tailored resumes and profiles that really grab the attention of the reader. A pre-requisite for attending is bringing either the information you want to put in your profile and resume, or a copy of your most up-to-date CV, so that it can be analysed by the Facilitator and the Learner and also includes writing high-impact covering letters, which are often too short and are just ‘copying’ what’s also been said in the resume/CV.
This Workshop will also demonstrate how to post your CV online, the best and most relevant job-sites for the business sector and also using professional networking sites to make the maximum impact for making those positive connections and getting yourself seen in the future workplace and also for internal applications in your organisation.
Having an up-to-date two-page description of each of your employees make internal applications easier for the recruiter to sift and also is good for those that want to or have to move out of your organisation e.g. redundancy/departmental re-structures.
This Workshop will enable the Learner to plan, prepare and be confident in interview situations. This includes answering competency-based questions using the STAR model, how to prepare for the interview including appearance, preparing high-impact presentations (if required), how to conduct yourself in group exercises, completing psychometric tests and actively listening to the questions asked to you.
This Workshop is highly practical and interactive, and engages the Learner to be proactive and invest the time in planning and preparation, including finding out about the organisation, department, role that they are going for and how to impress and stand out from the rest of the interviewees for a particular position.
This Workshop will enable interviewees to plan, prepare and conduct themselves thoroughly in the interview process and if unsuccessful how to react to the feedback and ‘bounce back’ and make improvement suggestions for the next position that they hope to secure. This could form part of a talent management strategy or development centres for graduates, high-potential employees and redeployed staff.
This Workshop gives the Learn the skills and knowledge to assist in reducing absence and tackling poor performance in the workplace, including the formal actions such as disciplinary procedures. This Workshop consists of key legislation including discrimination legislation and the Data Protection Act and even how to handle claims of victimisation and bullying. With regards to managing absence, the Workshop explores capability, attendance, absence levels, trends, avoiding discrimination and the differences in managing short- and long-term absences.
With best practice advice, the Workshop can be tailored to fall in line with particular organisational policies and obtaining medical evidence. Performance management procedures will also be examined and how they are linked to handling poor performance through tackling the issues, preparation, who to involve, tackling the issues head-on, confidentiality, potential outcomes and poor performance issues and how best to deal with them.
The Learner will be able to identify statutory and organisational policies regarding the identification and resolution of absence and performance issues in a timely and effective manner and ensure the organisation’s policies and practices are reviewed in the light of recent employment law changes.
This Workshop will enable the Learner to understand the fundamental management practices of managing stress, anxiety and frustration, which are all closely linked emotional and psychological conditions. The Learner will utilise probing questions to identify the root cause of the condition (workplace, workplace-contributory or non-workplace) and understand the emotional, psychological and communication signs of stress.
The Workshop will give the Learner a tool-kit of questionnaires, techniques and tips on how to manage stress in a timely manner and identifying the best way forward based on individual circumstances. This is also an opportunity for managers to discuss the legislative implications of not managing stress effectively and dealing with short-term and long-term stress and its link to potential discrimination legislation.
This Workshop will enable line managers to have a consistent approach to identifying and managing stress and dealing with it effectively and not stereotyping or labelling it as each individual is different and could lead to employment discrimination if every stressed, anxious or frustrated individuals is ‘tarnished with the same brush’.
This Workshop will enable the Learner to recognise the psychological, emotional and physical signs to stress and its derivatives and complete a series of questionnaires, tips, techniques and tools to control and manage personal stress. This includes ‘Are You Stressed’ questionnaires, the impact that this has on team and personal relationships, coping mechanisms, breathing techniques and a tailored approach, which can be delivered on a 1:1 coaching basis or as a group Workshop, due to the personal nature and information that the Learner may divulge.
This Workshop will enable the Learner to define the nature of their stress on emotional, psychological and physical levels and building and maintaining coping levels to control this in the workplace (and out). This Workshop may lead the Learner to seek professional and independent counselling advice, and will uncover any ‘stress stones’ that are preventing them from currently and in future working at their maximum performance and potential.
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This Workshop will enable the Learner to truly value diversity and recognise the primary and secondary factors of diversity. For example, the primary factors are the diversity that people can see e.g. ethnicity, race to the secondary factors that are not easily to recognise e.g. religion, marital status, upbringing.
The primary focus on this Workshop includes the following elements: values and attitudes, equality, inclusivity, avoiding discrimination (direct and indirect), recent case law, avoiding bullying and harassment, developing policies and procedures and what’s on the diversity horizon.
The Learner will identify the key legal principles that impact on diversity in the workplace and advise your organisation on developing and maintaining a diversity policy.