How human resource (staff) capacity could be developed or trained and how do you manage knowledge acquired in your organisation to achieve good performance? Clear, systematic ongoing identification of training and development needs is key in ensuring effective training provision across your organisation. However, the process can be seen as a rigid, box-ticking one-time exercise unless it’s aligned with organisational requirements.
The need for organisational agility means our Training and Development professionals are on standby to help you deliver a Training needs analysis when required. Our modern learning suite includes a learning management system and all the tools that small & medium businesses need to inspire continuous and collaborative learning.
Our training modules are created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks. We are proud to be at the ‘epicentre’ of changing your organisational learning and development needs.
Leadership Toolkit Modules
■ Building a positive work environment
■Coaching
■ Empowerment and motivation
■ Feedback conversations
■ Influencing, collaboration and networking
■ Leading teams
■ Personal qualities for leadership
■ Success strategies for new leaders
■ Time management
■ Difficult conversations
■ Leading change
■ New starters
| Building a positive working environment | After participating in this session you will be able to:Understand why a positive working environment is importantUnderstand your role as leaders in creating a positive environmentDescribe the components of a positive working environmentPractice stress management techniques Articulate tangible steps you can take to creating a positive working environment |
| Coaching | After participating in this session you will be able to:Describe the characteristics of a good coachDescribe when to use coaching as a line managerUnderstand the skills required for coachingUse the GROW coaching model in coaching conversations. |
| Difficult conversations | After participating in this session you will be able to:Describe the importance of properly and effectively handling difficult conversations Describe how the emotional stages of the change curve apply to people who receive difficult messages Discuss the importance of planning for difficult conversations Understand different manifestations of difficult behaviour and describe how to deal with themDemonstrate the appropriate skills to plan a difficult conversation. |
| Empowerment and motivation | After participating in this session you will be able to:Be aware of what motivates youUnderstand the role of leaders in empowering and motivating staff membersDescribe different theories of motivation and identify situations in which they are most effectiveDelegate effectivelyUnderstand the power of recognition, feedback and positive thinking |
| Feedback conversations | After participating in this session you will be able to:increase awareness of how ongoing feedback and coaching conversations impact performance build skill in having balanced conversations build skill in using feedback toolsbuild skill in preparing for feedback conversations |
| Influencing, collaboration and networking | After participating in this session you will be able to:Describe the difference between power and influence Build your influence skillsUnderstand how to build collaboration Describe the benefits of networkingBuild skills in networking |
| Leading change | After participating in this session you will be able to:Explain change in relation to both personal and organisational changeIdentify how change initiatives provide opportunities for improvementsDescribe how people respond to change and why they resist changeDiscuss the stages of change and how to support people through these stages Communicate change messages |
| Leading teams | After participating in this session you will be able to:Optimise team effectiveness Enhance the performance of the teamUnderstand the stages of team development Classify individual and team roles preferences and how this affects team performance Understand how to build team commitment and high performanceApply team conflict resolution techniques and strategies |
| New Starters | After participating in this session you will be able to:Understand the role of line managers in induction and probationDescribe the importance and benefits of induction Demonstrate skill in running effective inductions for new starters. Understand the requirements of the probation policy |
| Personal qualities for leadership | After participating in this session you will be able to:Describe what good leaders do and how to build leadership skillsUnderstand the concept of Emotional Intelligence (EI) and reflect on own EIUnderstand the importance of self-awareness for both personal and management developmentUnderstand the concepts of stress, mental toughness and the development of mental toughnessBuild your wellness @ work plan |
| Success strategies for new leaders | After participating in this session you will be able to:Set up a plan to transition into your new roleDevelop an approach for understanding the context to the accountabilities of your new roleUnderstand your own leadership style and plan actions to better lead with that stylePlan for building your new teamPlan for early wins to build your credibility and that of your new teamPrepare to communicate your plan with your leaders and direct reports |
| Time management | After participating in this session you will be able to:Understand why important time management and planning are importantPrioritise and manage your workloadUnderstand the fundamentals of project planningIdentify priorities and how to focus time and energy on them |
Contact our L&D Professionals for more information about these modules and how we they could be tailored to suit your organisational needs.