Managing - High Performance Teams (HPT)

This short two-hour face to face workshop delivered in house is the first of our ‘mindfulness’ workshops designed to identify and improve levels of self-awareness in the workplace. The workshop has been designed to highlight the skills required to build resilience and adaptability in the workplace to help cope with the demands of the business and the constant change that development brings. The workshop clarifies resilience from a workplace perspective in the sense of being able to bounce back from adversity and to adapt to demanding situations whilst managing stress levels before they can have a negative impact.

This module formally closes the programme and celebrates the overall learning process, providing an opportunity through the Lumina Platform to assess an individual’s personal progression from a skills and personality perspective. The are two tasks, the first ‘Management Envelopes’ utilises Fayol’s Management Principles with a competitive edge, where colleagues demonstrate how POLC translates to their role and how they apply themselves to the completion of their management tasks. The 2nd task focuses on revisiting the MDP programme, choosing the module which had the greatest influence/impact on them and the business culminating in a formal presentation.

A short, virtual workshop delivered on the Zoom Platform, designed to highlight a Manager's basic responsibilities when conducting a monthly Performance Development Review (PDR) in the workplace. The workshop provides an overview of an updated PDR process, discusses the preparation, approach and content of a monthly review. It revisits basic communication processes, in how best to hold a structured, effective and motivational conversation. This culminates with a short role-play to demonstrate understanding. Due to the delivery, method delegates will be provided with abridged training material in advance.

We explore a variety of coaching techniques, providing delegates an opportunity to develop their knowledge of the GROW Model, assisting in the development of individuals under their remit. Commencing with a basic exercise to demonstrate how miscommunication can affect a coaching event. Followed by a Lumina exercise to discuss their prominent strengths, and deal with any ‘blind spots’ in a potential coaching situation. Discussing outcomes of a Learning Styles questionnaire (Honey & Mumford) to demonstrate learning styles require different approaches to the coaching application. The main impetus being built around the GROW Model (perfected by John Whitmore post Graham Alexander).

This workshop explores the basic ingredients of a coaching culture, within a package of development initiatives. Over three hours, the workshop through a variety of small group exercises and facilitated learning, will challenge the delegates existing knowledge and approach to coaching.We will examine the value of coaching, reintroduce the GROW Model examining the four pillars of ‘goal setting,’ the ‘current situation,’ ‘options’ and establishing the ‘way forward.’ We will refer to the Society’s current PDR process and its use as a developmental tool. Delegates will have an opportunity to discuss the learning journey and review the ‘Coaching Culture Cycle.’

This Module examines the direct link between good time-management and good organisation. It introduces the learner to basic time management principles, encouraging them to become better organised both in the workplace and at home. It explores the benefits of being time-aware, to encourage becoming more effective and efficient. Utilising simple exercises to ascertain the learner’s concept of time and being organised. This is followed by an in-depth Lumina exercise to demonstrate how different personality types approach the two concepts of time and personal organisation The main body delves into a variety of exercises designed to encourage collaboration, in time-bounded workplace situations, culminating in personal exercise to measure efficiencies’.

A short, virtual workshop delivered on the Zoom Platform, designed to highlight the importance of organisational socialisation and the correct line management approach to team members and colleagues, in creating an environment of control and direction, aligned with respect and inclusivity. The workshop introduces the concepts of Diversity and Inclusion in the workplace by exploring the potential misuse of the authority vested in a manager or supervisor unwittingly or for personal advantage. The overall objective being to raise awareness of developing and maintaining a diverse and inclusive workforce. Sent a new submission form.

This face to face workshop, delivered internally is the second in the series of our ‘Wellbeing’ programme and integral to our Diversity & Inclusivity Strategy. The workshop explores the Management/Colleague relationship in a flexible working environment, relative to general communication style. The workshop is designed to promote a more empathetic and supportive management team to ensure business objectives are met with the wellbeing of team members at the fore front of our communication processes. With an emphasis on maintaining and improving levels of engagement.

This short one hour, face to face awareness workshop, delivered in house, follows on from our successful Managing the Menopause Workshop and is designed to be a standalone session delivered under our ‘Wellbeing at Work’ strategy. The workshop has been designed to raise awareness for colleagues who may be experiencing the menopausal journey, wish to have more information about the journey or know someone who is, and wish to have more information on how to support them.

This workshop is designed to support learners through a series of high-level business changes to improve levels of self-awareness and mindfulness. The workshop will home in on the skills required to build resilience and adaptability in the workplace, to help cope with the demands of the business and the uncertainties associated with change. The workshop explores the concept of the ‘Resilience Circle’ and the understanding and acceptance of controls or influences outside of an individual’s remit. Focusing on resilience from a workplace perspective, how to focus on the positives, acknowledging concerns and issues, without a personal blame culture taking place.

This face-to-face workshop, delivered in house, is the first of three of our ‘development’ workshops designed to support our management team through a period of strategic transition. The Workshop will ensure that by having the right conversations, everyone in the organisation understands what is required of them, and are geared up to achieve their best, to deliver an excellent service. The workshop explores the concepts of People Management and Performance Management. It raises awareness around conversational techniques to recognise if team members are performing well, are engaged, and are conducting themselves in a manner associated with the cultural values of the organisation.

This face to face workshop, delivered internally is the first in the series of our ‘Wellbeing’ programme and integral to our Diversity & Inclusivity Strategy. The workshop explores our ‘Management Approach’ initially educating candidates on the cause and symptoms of the menopause. Moving on to discuss limiting the impact the condition can have on performance and relationships, by creating an environment of trust and confidence, though guidance and support. The workshop aims to dispel myth and taboo, and promote inclusivity by adopting an empathetic approach by Managers and Supervisors, thus dispelling all aspects of apathy.

This two-hour workshop introduces our Mentees to the roles and responsibilities of both the Mentor and the Mentee in a Mentoring relationship. The Mentoring Programme is an integral element of our Development Framework and piggy backs our Leadership Programme and Management Development Programme, with nominations being derived from our Annual Personal Development Reviews. The workshop explores the relationship of trust and confidence that needs to exist in a mentoring relationship and the roles and responsibilities of both parties. The workshop challenges the Mentee to examine their personal development journey and the support role a mentor plays in the process.

This two-and-a-half-hour, workshop, is designed to introduce, colleagues to the importance of ‘getting’ a Mentoring relationship ‘right.’ The Mentoring Programme is an integral element of our Development Framework and piggy backs our Leadership Programme and Management Development Programme, with nominations being derived from our Personal Development Reviews. The workshop explores the relationship of trust and confidence that needs to exist in a mentoring relationship and the roles and responsibilities of both parties. The workshop introduces the concept and the support role a mentor plays in the process, without being directive, or controlling allowing the mentee to create their own path.

This face to face workshop, delivered internally is the first of a series of eight modules which will make up the Society’s Management Development Programme. The programme commences with a Learning Styles Questionnaire, to ensure the contrived delivery approach meets the requirements of all candidates. This Module is designed to introduce learners to the general roles and responsibilities of a Manager in any organisation. We will explore both style and qualities of a ‘good’ manager followed by a session on Self Awareness, allowing the learners to view how they may be perceived by their colleagues and peers.

This face to face workshop, delivered internally is the 2nd module in a series of eight making up the Society’s Management Development Programme. The module commences with a Communication Style Questionnaire, to identify the spectrum of approaches in the group followed by a 1,1 meeting. It commences with a facilitated ‘story’ demonstrating how easy it is for the receiver to make assumptions during a conversation, second guessing outcomes, and unconsciously filtering out relevant facts. We will review established communication techniques, designed to achieve a mutually agreed outcome in most situations, enabling the delegates to hold a meaningful, workplace conversation.

This workshop - delivered internally is the 3rd module in our Management Development Programme. The module commences with a general presentation skills self- assessment to help the pitch of the module and to establish which team the colleague will be placed during the module. This module takes the learner on a journey through the basic presentation process gradually building confidence through practice and involvement, building on the collaborative approach already generated. The main aim being to add structure to the process of delivering a presentation by creating a safe environment to help improve confidence through good planning and preparation.

The workshop introduces the learner to the basic skills required to manage performance through people, incorporating the learner’s first introduction to Lumina Spark psychometric profiling and how it can influence colleague behaviour and approach. The workshop refers to a variety of performance management tools to help improve performance and also influence poor performance. To provide effective feedback utilising emotional intelligence. The workshop includes a number of performance related scenarios, three Case-Study exercises, and a number of collaborative pairs and team exercises to support understanding. The overall objective is to link individual colleague development to improved levels of performance.

The workshop introduces the learner to some basic skills to identify and solve problems, aligned with effective decision-making skills. The key areas covered in the module include problem identification in the workplace, utilising theoretical processes on both problem solving and decision-making. Commencing with Drucker’s 7- Step Decision Making Process, providing real time examples. The learners will have an opportunity, through team and pairs exercises, to demonstrate the process. They will review five categories of decision making, rational, intuitive, satisficing, support systems and recognition. Followed by the eight-step process, with a brief look at ‘design thinking’ before undertaking a group exercise.

A short, virtual workshop delivered on the Zoom Platform, designed to highlight a Manager’s basic responsibilities and instil a professional approach within the Recruitment Process. The workshop provides an overview of current recruitment stages with the emphasis on CV perusal and unconscious bias avoidance. The workshop revisits questioning techniques referring to ‘Parito’ with regards to 1st & 2nd stage interviewer/interviewee balance. Culminating in an evaluation quiz & team exercise to design ‘Killer Questions’ to demonstrate understanding. Due to the delivery method delegates will be provided with abridged training materials in advance.

A short workshop which can be delivered both in a face to face capacity and virtually, designed to verify a manager’s basic responsibilities when approached with a protected disclosure in the workplace. The workshop provides a very brief history of whistleblowing, allowing the managers to provide and share their current understanding or experiences of whistleblowing. The workshop includes a short video on the terminology, a short quiz on the difference between a disclosure and a grievance, reviews current MBS Policy and Procedures and culminates in a collaborative case-study. If delivered virtually delegates will be provided with the training material in advance.