Do you want to?:
Build your team’s impact within your organisation?
Optimise the efficiency of your Senior Management Team?
Resolve deep routed issues between team members?
Understand the emotional behaviours behind capability?
Get disruptive teams to work well together?
Have clear action plans for high performing teams?
Create a Shared Vision and Strategic Plan for your Team based on individual skill sets?
Measure exactly HOW Emotionally Intelligent your Team is?
Perhaps you can’t quite assess why it is that a Group of Great People
are, sometimes, unable to make a Great TEAM?
This two-day CPD Accredited Workshop from MTC utilises approved British Psychological Society’s Emotional Intelligence Profiling for each Team Member and will create a detailed assessment of the TEAM’s Emotional Intelligence.
The E.I. Profiles will create a dashboard view for the all of the Team measuring all of the key business drivers for Team Effectiveness.
Click here to see a sample of an Emotionally Intelligent E-Team Profile Report
Click Here to a video to see the processes of the EBWt Team Effectiveness Interventions
This 2-Day, CPD Accredited Workshop is £1,495 + VAT + £60 per (includes TWO E.I. Profile Reports – 1 for the Individual Personal Emotional Intelligence Profile and one for the E-Team profile) – for up to 12 delegates, in-house.
Nowadays the word ‘Innovation’ seems to appear in every organisations Values or Mission Statements! …and we are, probably, claiming that our Business Processes are ‘Innovation in Action’ ?… but is that three words…or two?
To see the current and true definition of the word ‘Innovation’ – we have to consider the individual elements and understand the 3 Attitudes which constitute true Innovation.
This workshop is facilitated by an ex Senior Manager of 3M – who, according to Tom Peter’s Best Selling Book “In Search of Excellence” – is the BEST COMPANY in the World for Innovation.
Delegates will learn some fascinating insights into companies who have mastered the art of innovation: 3M, Apple, Nike, several leading Local Authorities and NHS Foundation Trusts and will hear best practice examples of Innovation and Creativity across every Sector.
- Learn how to create a culture of Innovation within their Teams.
- Learn the impact of Leadership Styles: Are they encouraging or stifling innovation?
- Learn how to overcome the “Blame Culture” which kills innovation.
- Consider the 3 Attitudes required for Innovation to Thrive
- Learn the secrets of Innovation from 3M, Apple, Nike, Local Authorities and Several NHS Foundation Trusts
- Explore the 10 Success Factors for Innovation to Thrive
- Consider the 7 Principles to Encourage Innovation:
– Separate Idea generation from evaluation
– Test Assumptions – Don’t Assume
– Avoid Patterned Thinking – Shifting that Paradigm!
– Creating New Perspectives
– Minimise Negative Thinking
– Applying the 3 attitudes of Innovation
– Choosing the Correct leadership Style and Culture
- Learn how to Leverage Innovation to achieve Competitive Advantage
- Applying Solution Focussed Thinking Solutions with Appreciative Inquiry
- Creating Shared Visions embracing creativity and innovation
- Learn how to optimise their Decision Making and Creative Thinking processes with Edward DeBonos 6 Thinking Hats Concepts
- Consider Peter Senge’s Fifth Discpline Insights – How to create a Culture of Innovation and Learning
CLICK HERE to Download an Overview of this inspirational workshop
Winning Behaviours: Training your Mind
After a great performance, athletes have described a feeling of being “in the zone.” In this state, they feel invincible, as if the game slowed down, the crowd noise fell silent and they achieved an incredible focus on their mission. What is this Superman-like state and how can players enter it when they most need it?
Like the feeling of being moved down a river by the current, this positive groove has been described as a “flow.” In fact, Mihaly Csíkszentmihályi, psychology professor at Claremont Graduate University in California, coined the term in his book, “Flow: The Psychology of Optimal Experience” (Harper & Row, 1990).
Creating those Winning Behaviours in your Team – by knowing HOW to get your Team into the Peak Performance Zone
Click Here to read an overview of this motivational workshop
Bringing together highly engaging, award winning, experiential activities with traditional and modern, breakthrough thinking leadership theories and models, our accelerated learning modules engage leaders at all levels and equips them with CPD accredited professional development leadership techniques.
Experiential learning and development techniques harnessed with Appreciative Inquiry review and application of learning outcomes concepts, have a proven track record of assuring the highest possible level of knowledge retention than traditional methods with the highest levels of delegate engagement. As one of our clients once said about our Workshops… “Serious Learning…but GREAT Fun!”
Leveraging leadership theories and experiential applications, MTC’s Modular Leadership Development Programmes have become the preferred option for the RAF, Army, Navy, 200+ Local Authorities, 24 NHS Foundation Trusts and over 250 Corporate organisations.
From First Line Supervisors through to Middle, Senior and Executive Leadership roles, delegates will use the Award Winning MTC kit to explore outcome based activities focussed on developing winning behaviours and attitudes at all levels within your organisation.
Today’s managers have a challenging role as they are asked to build high performance teams, deliver on KPI expectations, create and deliver Team and Organisational ‘breakthrough thinking strategies’, optimise performances and LEAN processes, implement transformational cultural change programmes …and….do their “day” job!
MTC’s Modular Leadership Development journey leads our delegates through all of these challenges on their way to becoming the ultimate Emotionally Intelligent Leader.
Cost: £1,650 per Group of 12 per each Module – 2 Days In House
Phase I – First Line, Team Leader, Supervisor Level
Phase II – Middle Manager Level
Phase III – The Emotionally Intelligent Leader – Middle / Senior and Executive
“Leadership is a combination of strategy and character. If you must be without one, be without strategy”.
General H (Storming) Norman Schwarzkopf: Commander of “Desert Storm”.
Transformational leadership can inspire positive changes in those who follow. These leaders are generally energetic, enthusiastic, and passionate. Not only are they concerned and involved in the process; they are also focused on helping every member of the group succeed as well.
Motivated and empowered individuals with strong personal leadership skills will not only be self-motivated but they will also impact Teams, Organisations and Clients.
Our modular Leadership Development programmes are closely aligned to the ILM Leadership levels 3 or 5 and the modules can be chosen and tailored to suit the learning and development needs of the individual or team and / or the job role of the delegate.
Alternatively we can conduct a Training Needs Analysis to identify any training gaps and then we can design a modular programme (non-ILM accredited) around the identified gaps.
Courses are CPD Accredited.
Choose which modules are relevant for your Staff and design your own Professional Development for Employees:
- Leadership, Followership and Conflictors!
- Understanding the Role of Leadership and Management
- Creating your High Performance Team
- Strategic Planning and Creating Shared Visions with Breakthrough Thinking Techniques
- Leading through, and beyond Change – Preparing for and navigating through Change: The role of the Leader during “Change”
- Managing Stress and Conflict in the Organisation: Turning Conflict to Collaboration
- Goal Setting and Decision Making / Problem Solving
- Understanding Organisational Culture and Ethics
- Managing Customer Relations
- Managing for Efficiency and Effectiveness
- Managing Projects in the Organisation: Lean and Six Sigma Principles
- Developing and Leading Teams to Achieve Organisational Goals and Objectives
- Assessing Your Own Leadership Capability and Performance – profiling your preferred Leadership style
- Becoming an Effective Leader – “The 7 Habits of Highly Effective Leaders”
- Partnership Working
- Understanding the Skills, Principles and Practice of Effective Management Coaching and Mentoring
- Motivating People in the Workplace
- Managing and Implementing Change in the Workplace
- Understanding the Importance of Marketing for an Organisation
- Developing a Culture to Support Innovation and Continuous Improvement (Kaizen)
Click Here to view a Sample of a bespoke Modular Leadership Development programme
For a bespoke proposal for your Leadership Development needs either:
- Choose the desired modules from the menu below and we will create your tailored programme.
- Alternatively, we would be pleased to create a programme around the development needs which you have identified – or we can conduct an online – “The Emotionally Intelligent Leader” Profiling on all delegates to assess current status and which will also identify individual and group training needs from which we will create your bespoke Leadership Development programme.
Click Here to download “Leading for Success: Modular Leadership pdf
This course combines adventure experiential learning and self awareness techniques on-site.
Likely Cost: £875 per Group of 15 for 1 day or £1500 for 2 Days – on the 2 day course, delegates will receive a personalised 15 page Emotional Intelligence Profile (retail price £77per delegate usually) following a 20 minute on-line E.I. assessment.
Emotional intelligence (E.Q.) is the ability to identify, use, understand, and manage emotions in positive ways to relieve stress, communicate effectively, empathise with others, overcome challenges, and defuse conflict. Emotional intelligence impacts many different aspects of your daily life, such as the way you behave and the way you interact with others.
If you have high emotional intelligence you are able to recognise your own emotional state and the emotional states of others, and engage with people in a way that draws them to you. You can use this understanding of emotions to relate better to other people, form healthier relationships, achieve greater success at work, and lead a more fulfilling life.
Perhaps the biggest surprise has been the impact of E.I. in the world of business, particularly in the areas of leadership and employee development (a form of adult education). The Harvard Business Review has hailed emotional intelligence as “a ground-breaking, paradigm-shattering idea,” one of the most influential business ideas of the decade.
What is Business Emotional Intelligence?
Business Emotional Intelligence is a practical, work-based approach to Emotional Intelligence that helps individuals and teams understand why people behave the way they do and how to maximise their engagement with, and performance at, work.
Business Emotional Intelligence or Business EQ focuses on the critical emotions and underlying behavioural traits that predict occupational performance.
The key to the Business Emotional Intelligence is self-awareness and awareness of others, it explains peoples’ capability to manage their emotions and behaviours at work and what effect it has on their potential and their performance.
The practical, straightforward approach of Business Emotional Intelligence, with its engaging and accessible business language, makes it ideal for leaders and teams to quickly understand how critical emotions and behaviours impact on the success of themselves and others.
Business Emotional Intelligence consist eight main Emotional Behavioural Clusters (as seen below) that focus on the emotional drives and behaviours that predict success.
By developing these 8 Emotional Behavioural Clusters, we are seeing the positive impact across all aspects of Businesses; in the Individual, the Departments or Teams and ultimately, the entire Organisation.
How does your Emotional Intelligence bear up under Pressure?
Click here to download the When Business Intelligence Meets Emotional Intelligence PDF
Click here to hear Daniel Goleman explaining Emotional Intelligence
Click here to see a sample Emotional Intelligence Profiling Report
- Complete an on-line Emotional Intelligence Profile prior to attending the workshop and will receive a 15 page personal report.
- Analyse their Self Awareness and Self Management Scores
- Develop a greater understanding of all “self” behaviours leading to increased professional skills.
- Develop a greater understanding of all Intra and Inter Personal Relationships and people “types”.
- Create a personal development plan for all 8 E.I. behaviours against their profile
- Practice Emotionally Intelligent Leadership Skills
- Develop “Other Awareness” – Understanding the impact that OUR style has on our Colleagues, Partners and our Clients Experience.
- Develop their “Self Management” and E.I. Behaviours
- Explore how to make their personality, their Departments and their Organisation “stand out from the Crowd” by practising their E.I. behaviours daily
- Develop their “Relationship Management”
- Learn how to create group synergy and motivation
- Demonstrate how to display inspirational and motivational “Winning Behaviours and Attitudes” to our Colleagues and fellow Staff members
- Discover how to apply the ABC of Behaviour Management using E.I. techniques
- Explore the powers of Influence that E.I. can offer
- Learn how to select and apply The 6 Leadership Styles of the Emotionally Intelligent Leader – identifying our Style
N.B. The MTC/EBW also has an impression management tool (IMT) built into the psychometric assessment system that provides insight into what an individual may be trying to hide from themselves and others.
- Cost: £ 875 per Group of 15 – 1 day: £1,450 for 2 day Workshop
NOW with Myers Briggs or Emotional Intelligence Profiles at £30.00 + VAT per delegate
“Coming together is a beginning, staying together is progress, and working together is success.”
A variety of bespoke Workshops that demonstrate the way to unleash collective potential power in Teams in order to maximise their effectiveness and to give them a competitive edge. The sessions explore Team dynamics, Team psychology, Shared Visions/Goals and Belbin models whilst also building trust, confidence, motivation and morale and utilises innovative Coaching techniques in the pursuit of Team Excellence and effective Teamwork.
This course combines adventure experiential learning and self awareness techniques – either at our Adventure Centre or on-site. The course refers to Patrick Lencioni’s “The 5 Dysfunctions of a Team” and also Dr Stephen Covey’s “The 7 Habits of Highly Effective People”.
SO…. you think you know your Team? …click here to see…..
The 5 Dysfunctions of a Team: Patrick Lencioni
Patrick Lencioni has been described by the One-Minute Manager’s Ken Blanchard as “fast defining the next generation of business thinkers.”
His passion for organisations and teams is reflected in his writing, speaking and consulting. He is the author of five business books, including The Five Dysfunctions of a Team, which continues to be highlighted on The New York Times, Business Week, Wall Street Journal and USA Today best-seller lists
Pat’s work has also been featured in numerous publications such as Fast Company, INC. Magazine, USA Today, Entrepreneur, Drucker Foundation’s Leader to Leader and The Harvard Business Review and this module will encourage delegates to carefully consider Lencioni’s 5 dysfunctions of Teams.
In brief summary, the 5 principles are as follows:
1. Absence of Trust
The first dysfunction is the absence of trust amongst team members. The type of trust the author is talking about here is the ability of group members to show their weaknesses, to be vulnerable and open with one another. Trust is never generated in teams when the team members are not prepared to be vulnerable. Instead they feel the need to be right, to be strong and competent, so much that they are unable to be vulnerable and open with one another. Trust requires that team members have confidence in each other intentions, that they are good and therefore have no reason to be protective and careful in the team. The when I ‘m vulnerable it will not be exploited and used against me by the team. The lack of trust amongst teams is a huge waste of time and energy as team members invest their time and energy in defensive behaviours, reluctant to ask for help and to assist others.
The key to overcoming a lack of trust is shared experiences, multiple follow-throughs and integrity. In the fable the team completes a Myers Briggs assessment to get the team talking about one another’s strengths and weaknesses and so become comfortable with one another. There are many other personality profiling tools and activities available and one of the more simple concepts is to understand the diversity of personalities and characters by considering the 6 “Types” as described in Edward DeBono’s Six Thinking Hats.
“…teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability.”
The primary role of the leader is to lead my example, be the first one to be vulnerable, and create an environment where it’s safe to be vulnerable. Building trust makes conflict possible!
2. Fear of Conflict
Trust is the foundation of great teams and its trust that makes team conflict possible. Teams become dysfunctional when they are unable to productively deal with conflict. All meaningful relationships require productive conflict for them to grow. Healthy conflict occurs when people talk about the issue at hand avoiding personal attacks, looking for the best solution for the team. Teams tend to avoid conflict often replacing it with an artificial harmony.
“Harmony itself is good, I suppose, if it comes as a result of working through issues constantly and cycling through conflict. But if it comes only as a result of people holding back their opinions and honest concerns, then it’s a bad thing.”
We wear masks and focus on being nice to everyone. However, productive conflict is required for teams to become functional. This allows for meaningful dialogue where people are open to share, without feeling fearful of reprisal or criticism. One of the worst team dysfunctions is when you have a team of “yes men”.
Leaders need to encourage debate, support it and keep it productive. Teams who avoid conflict spend much time “off-line” never making decisions that the group can commit to. Healthy and productive teams accept that conflict is a normal part of being in a team to learn to deal with it productively.
“…meetings and movies have a lot in common…A movie, on average, runs anywhere from ninety minutes to two hours in length. Staff meetings are about the same…And yet meetings are interactive, whereas movies are not…And more importantly, movies have no real impact on our lives…. [And]…Every great movie has conflict. Without it, we just don’t care what happens to the characters.”
When working with teams leaders need to understand the importance of conflict in teams, being careful not to try and steer the team towards premature resolution of conflict with the intention of protecting people. It’s important for leaders to help the team members to learn and develop positive conflict resolution skills. The beast way to do this is for leader to “lead by example”, modelling the appropriate behaviours, rather than trying to smooth over the conflict.
What Leaders and their teams must do is learn to identify artificial harmony when they see it, and incite productive conflict and resolution in its place. As Bruce Tuckman identified, every Team goes through a “STORMING” stage in its dynamic evolution and this frequently manifests itself as “conflict”.
3. Lack of Commitment
When teams engage in productive conflict they can confidently commit and buy-in to decisions. Commitment is a function of clarity and buy-in. Productive teams make clear decisions and are confident that they have the support from every team member. A lack of commitment usually arises from not hearing all the teams concerns before making a decision. There can be no commitment without debate. People will not buy into something when their opinions and thoughts on the matter were not included and discussed. “If they don’t weigh in, then they won’t buy in.” This is not as much about seeking consensus as it is about making sure that everyone is heard.
“The point here is that most reasonable people don’t have to get their way in a discussion. They just need to be heard, and to know that their input was considered and responded to.”
At the end of the day everyone needs to get to the point where they can say, “I may not agree with your ideas but I understand them and can support them.”
“When people don’t unload their opinions and feel like they’ve been listened to, they won’t really get on board.”
Leaders can help to facilitate commitment by reviewing all key decisions made at the end of team meetings, making responsibility and deadlines clear.
4. Avoidance of Accountability
Without team commitment you cannot have accountability. If the team is to be accountable, everyone must have a clear understanding of what is expected of them.
“People aren’t going to hold each other accountable if they haven’t clearly bought in to the same plan.”
At the end of the day it’s about each team member being accountable to the team. This means that a team member never lets the team down when it comes to meeting commitments. The team needs to hold their peers responsible for achieving results and working to high standards. It’s the responsibility of each team member to hold one another accountable and accept it when others hold them accountable.
It’s often the case, that when teams are not holding one another accountable it’s usually because they’re not measuring their progress. It’s important to make clear what the team’s standards are, what needs to get done, by whom and by when. Ambiguity is the enemy of accountability.
5. Inattention to Results
When teams are not held accountable the team members tend to look out for their own interests, rather than the interests of the team. A healthy team places team results as the most important goal. When all team members place the team’s results first the team becomes results orientated.
“Our job is to make the results that we need to achieve so clear to everyone in this room that no one would even consider doing something purely to enhance his or her individual status or ego. Because that would diminish our ability to achieve our collective goals. We would all lose.”
Leaders need to make the teams results clear for all to see, rewarding the behaviours that contribute to the team’s results. It’s the responsibility of the leader to keep the teams focus on results.
Click Here to watch a short video of The Five Dysfunctions of a Team
Click Here to see how Myers Briggs Type Indicator Profiles link with how to AVOID Patrick Lencioni’s The 5 Dysfunctions of a Team
By addressing these dysfunctions, what results, is a cohesive team….
“…and imagine how members of truly cohesive teams behave:
- They trust one another. 2. They engage in unfiltered conflict around ideas. 3. They commit to decisions and plans of action. 4. They hold one another accountable for delivering against those plans 5. They focus on the achievement of collective results.
Developing High Performance Teams
through Team Working Excellence
“The 7 Habits of Highly Effective Teams”
£ 875 + VAT for a Group of 12 – NOW Includes a personal
Myers Briggs Type Indicator Profiling for all Delegates
and an Individual & Team Mapping
£1,450.00 + VAT for a 2 Day Programme – includes Myers Briggs or Emotional Intelligence Profiling FREE OF CHARGE including a “5 Dsyfunctions of a Team Assessment” of YOUR Team… and LOTS of in-house Team Building Activities!
What better time is there than the present to develop your team into a High Performance Team in order to take on the challenges of the current climate?
This workshop has been specifically designed:
- To create Team Bonding and Team Working
- To create Team Excellence and Team Spirit
- To inspire and motivate individuals to “Play as a Team”
- To understand the roles that people play in Teams (Belbin) – delegates will participate in a Belbin Profiling to see their preferred role in a Team environment.
- To strengthen relationships within the Team
- To build trust within the Team Members
- To explore “Leadership, Followership….and Conflict!”
- To identify “The 7 habits of highly effective teams” (Covey)
- To enhance honesty and respect for each other team members.
- To appreciate and embrace diversity within Teams – covering Conflict Management and Resolution within Teams
- To build professional rapport within the Team
- To explore Effective Communication within the Team (NLP)
- To create a Team Vision and Objectives (Appreciative Inquiry)
- To SOAR! – identify individual and team Strengths, Opportunities, Aspirations and measurable Results in your Team and Business (Disney Creative Strategy)
- To learn Breakthrough Strategic Thinking Techniques
- To develop an understanding of people types (Myers Briggs) – The 1 day Workshop covers Myers Briggs Types in Group and each delegate will receive a personal MBTI profile report and (subject to team agreement and approval to share their MBTI types) will map the Teams’ profiling types on a group matrix.–
- To participate in state of the art Experiential Activities – make Personal and Team Development FUN!!
- Having been quoted by several politicians over recent years, Hamlet once said…“We are living in extraordinary times, and extraordinary times require extraordinary measures”What “extraordinary measures” will you and our Team be putting together in order to stay ahead of the game ? Utilising the revolutionary Award Winning Mobile Team Challenge Experiential Equipment – the “indoor outward bounds” equipment…. all on YOUR premises.Listen to what the Red Arrows say…“Teamwork…It’s all about TRUST…” Squadron Leader Graham Duffy (Red 4) – Mobile Team Challenge Team Working Excellence Workshop: RAF Cranwell
Creating Team Working Excellence: Workshop Agenda
“The 7 Habits of Highly Effective Teams”
- Habit One – “Be Proactive!”
- What is a Team?
- The 5 Dysfunctions of a Team – Lencioni
- Assessing the functionality of our Team
- Understanding Team Dynamics
- There’s Leadership, Followership and there’s…CONFLICT!
- Experiential Activity: Trust Vee / Trust Me
- Habit Two – “Begin with the end in mind”
- Creating “buy-in” through Shared Visions using Appreciative Inquiry
- Increasing the level of Accountability in our Team
- Collaborative Working across Teams and Organisations
- Experiential Activity: Shared Visions and Buy-In
- Habit Three – “Put First things First”
- Creating optimised efficiency through prioritisation
- The “important and urgent” analysis of what we do in our Team
- Where do most successful teams spend their time?
- Experiential Activity: Spiders’ Web
- Habit Four – “Think Win-Win”
- Overcoming the Fear of Conflict on our Team
- Embracing Conflict in the Team
- Conflict Resolution and Management within Teams
- Experiential Activity: Levitation Challenge
- Habit Five – “Seek First to Understand – then be Understood”
- Analysing Communication Styles in Teams
- Increasing our awareness of Personality Types: Myers Briggs Profile Mapping
- Using Neuro-Linguistic Programming to improve Communications
- Transactional Analysis
- DeBono’s Six Hats
- Listening and Communicating Skills
- Experiential Activity: Teeter Totter Bridge
- Habit Six – “Synergise”
- The Roles People Play in Team – Belbin
- Motivating and Energising Techniques
- Experiential Activity: Belbin Profiling
- Experiential Activity: Big Foot and Matrix Walk
- Habit Seven– “Sharpen the Saw”
- Maintaining Peak Performance
- Recognising and applying the “Stress Busters”
- Overcoming Frustration and Conflict emotionally
- Experiential Activity: Operation Transfer
- Experiential Activity: Personal Bio-Rhythm Profiling with HeartMath Software as used by the Ryder Cup team
What’s with the Goose?
MTC use the goose on our logo because there are SO many lessons that we can learn from the geese to help us understand the power of teamwork. Take a look at our latest video here and see how many lessons you can learn.
Click Here to download the Winning Behaviours – Team Working Excellence
Likely Cost: £1,940 for 12 people for 2 days
Emotional Intelligence – 2 Day Course Content
- Need to have successfully completed MTC Phase I training before completing the Emotional Intelligence course
- Practice the advanced principles of Appreciative Inquiry and the 4D Review techniques
- Update themselves with the MTC activities which are focussed on enhancing Emotional Intelligence
- Learn the principles of Emotional Intelligence and how to apply E.I. to MTC activities
- Learn the impact of intra and inter-personal Emotional Intelligence
- Learn how to deliver MTC activities to demonstrate the 8 Emotional Intelligence Behaviours
- Receive a personal Emotional Intelligence Profile Report – recognised and endorsed by the British Psychological Society
- Learn how to map out the Emotional Intelligence of Teams
Click Here to see our Matrix of MTC Activities to Learning Outcomes
Likely Cost: £875 per Group of 15
Mobile Team Challenge combines Appreciative Inquiry Summit strategies with internal coaching teams to create whole systems change that sustains itself.
How can organizations change at the speed of imagination? Skilled facilitation of Change Management using Appreciative Inquiry results in high-energy collective buy-in at all levels of the organisation along with the enthusiasm, motivation, and energy to move forward quickly. Through collaborative inquiry and strategic visioning, organisations, teams, and individuals unleash the human energy and imagination necessary to spark powerful innovations and radically transform their future. Implement the revolutionary new concept of Breakthrough Strategic Thinking; The outcome? Your organisation will experience improved motivation and morale with results that are grounded in organisational goals and current best practices.
“Equipping for Change”
“…We are living in Extraordinary Times, and Extraordinary Times require Extraordinary Measures…” so said Hamlet…
“…If you always do what you always did… you’ll always get what you always got…” …so said Einstein
Sadly the above statement is no longer true in the case of Woolworths, Saab and MFI…etc
The current climate dictates that we all need to do something different, and even perhaps something, “extraordinary”, this year in order to maintain, and to further improve, our performance of our individuals, teams and organisations.
This workshop on “Equipping for Change” will prepare us for the future challenges and adventures and will answer some Frequently Asked Questions… such as:-
- Why do we resist Change?
- How can we take a different approach to Change?
- How can we make ourselves more adaptable to Change?
- How can we develop a personal “Coping with Change Strategy”?
- How can we become involved in designing the “new”?
- How can we move from a “Let Go” to a “Let’s Go!” position?
- How do we get to feel “more in control” through Change?
- How can we learn to embrace change and accept it?
- How can we overcome our natural resistances to Change?
- How do we build a Positive attitude through Change?
- What are the 7 habits of Highly Effective People during Change?
- How can I get a better understanding of the emotional effects of Change?
- How will I know what is expected of me during Change?
…as someone once said…
“…organisations don’t change …….. PEOPLE do…”
The Workshop will be interactive and will include some Group Tasks on “Change”
David Cooperrider – The Founder of Appreciative Inquiry – said…. “Appreciative Inquiry is a way of THINKING, SEEING and ACTING to bring about powerful, purposeful, change. Focusing on the Positive and Desired Future results and not the negative past results.”
Whether you are a Learning and Development Facilitator, a Leader of Change or responsible for Strategic Development and Direction within your Organisation, the Principles of Appreciative Inquiry are vital for your professional development in our current times. Email us now for your in-house A.I. Workshop firstname.lastname@example.org
Click Here for an Overview of our Professional Change Facilitator Training utilising Appreciative Inquiry
Likely Cost: £ 875 for 12 people
“I like to listen. I have learned a great deal from listening carefully. Most people never listen.”
This a very practical and interactive course has been designed to enhance your ability to negotiate effectively and influence others to achieve results by utilising the powers of Emotional Intelligence and by unleashing strategies and tactics which will give you the Psychological Advantage in any Negotiation. As used by Unite the Union, Unison the Public Service Union and the TUC for disputes and mediation techniques as well as companies such as Vodafone, McAfee, IBM, Siemens, B&Q for Sales Contracts and Purchasing Negotiations.
Here’s a test … if you were given a choice as to which seat you would sit in to conduct a boardroom negotiation – which seat would you choose to give you the psychological advantage over your negotiator?
Get one step ahead of your negotiator by applying these techniques and achieve Mastery at the Negotiation table.
To develop a range of practical negotiation and influencing skills to improve own and team performance
- Analysing people, problems and opportunities
- When and why we can negotiate
- Analyse own communication style
- Analyse own Conflict Style: Thomas & Kilmann
- Working with the 5 styles of negotiators
- Key influencers skills, qualities and identify circles of influence
Key stages of negotiating and influencing
- Setting objectives
- Identify blockers and enablers
- Responding to resistance, objections and attacks
- Types of negotiation
- Using negotiation behaviour chains
- Developing a plan of action
- First impressions, attitude, the impact of body language and non-verbal communication
- Tuning in to Emotional Intelligence Frequencies
- Applying tactics to give you the psychological advantage
- Awareness of personal communication style
- NLP Communication and Negotiating Techniques / Myers Briggs / DeBono
- Transactional Analysis
- Empathic Listening Concepts
- The communication dynamic
- Behaviour Management
- The negotiation process
- Terms of reference
- Negotiation Styles
- The 4 Stages of Negotiation
- The Language of Communication
- Facts v assumptions Positional Bargaining versus Principled Negotiation
- Presenting a clear message
- Dealing with deadlock techniques
- Appreciative Inquiry Techniques – Negotiation Excellence
Click Here to download an Overview of this inspirational Workshop.