Corporate behavioral and leadership training usually focus on the ‘doing’ part which means the behavioral skills and competencies. But it is also becoming necessary that the delegates understand how their thoughts, beliefs, and values drive their behavior and hence, the results. Hence, every person is different because of this and operates through their own ‘model of the world’, and once delegates are able to appreciate this fact, it creates a deeper understanding of people and builds in an environment of trust, confidence, and motivation in their work, and also others’. All our trainings provide a focus towards this aspect while also learning about the behavioral aspects.
Our USP is to conduct training programmes where we blend NLP and Coaching while imparting them the skills, which makes it very unique and highly effective.
Key Success Factors
1. Customisation of the training to the organizational requirement based on individual challenges. The customization provides the participants with relevant examples and scenarios that they can relate. During the Training Need Analysis, we take into account their individual background, competencies, responsibilities and the organizational expectations. Based on the TNA discussions, an outline of the workshop will be presented to the organization.
2. We recommend a follow-up at least 2 session(s) with the participants (after the classroom session is over) where we do a group coaching in smaller groups to discuss how they used the skills that they learnt during the workshop, what worked for them, what did not work for them, and what could they do differently. This is actually a discussion where we instigate the participants to come out with solutions and share the experiences. Our experience has been that, this model has worked brilliantly and provides confidence to the delegates in their usage of the skills they learn in real-time, and the organization also sees the change in behavior at the earliest.
Training Modules
Collaborative Team Development
Team building is about cohesive bonding of individuals and their collaborative working relationships to work towards a common objective.
There are the initial challenges of forming, storming, norming, and performing that teams go through, but the real effectiveness of collaborative working happens when the individuals perform together as a team, and the results are shared in a way that brings out the best in every individual. The module aims at changing behaviours and building in a sense of responsibilities when the transition is made from the individual contributor to a team contributor.
- The difference between individual contributor and a team contributor.
- Understand the challenges when people join a team; team dynamics.
- About their own values, goals, and expectations of the organisation.
- Building trust and unity.
- Changing attitudes.
- Understanding roles that each member can play.
First-time Managers
It is said that, “60% of New Managers underperform during their first two years. Those that survive develop bad habits that stay with them throughout their career”.
This can happen especially if the person who was probably very successful in the individual role has been pushed into a managerial role because of a sudden manager requirement, or as per policies, a person has been promoted to the managerial level with bigger expectations. The transition from an employee to a successful manager can be quite daunting, and requires a completely different skill-set and a change in attitude. This module aims at creating awareness amongst the people of this difference in roles, the responsibilities that are expected, and the methods they can employ to effectively managing their teams and the tasks.
- Personal Accountability
- Create team Vision and Goal
- Plan and Organise
- Manage Change and Conflicts
- Manage Pressures
Leaders as Coaches
It is said “Leadership is not about showing others how good you are; it’s about showing others how good they are”. Coaching is all about asking the right questions to encourage people to think out the solutions on their own.
It’s about engaging the team in a thoughtful discussion that brings out the best in them and encourages them to perform. When managers and leaders are equipped with the coaching skills, it empowers them to create trust, belongingness, motivation and a sense of purpose to the team. This module is about adopting a coaching approach and using coaching conversations in their discussions, meetings, and appraisals with their teams.
- The Coaching Philosophy
- Aligning ‘Inner’ (or mental) Changewith their ‘Outer’ (competencies)Change
- Using Coaching conversations in their discussions to bring out the best from the team
- To empathize and provide the right kind of feedback that creates win-win situations
- Coaching a Team