Learning and Development
Training: Growing People

Practical understanding of how to address difficult/uncomfortable, but important topics in a way that achieves the best possible outcome.

Clear understanding of how to apply relevant techniques for conducting difficult conversations.

Clear definition of roles and responsibilities during difficult conversations.

Clear understanding of the business benefits of having difficult conversations.

Develop a thorough understanding of the strategic value of influencing and managing up.

Develop an improved understanding of yourself and your manager, and how to use that knowledge strategically in influencing and managing up.

Understand the concept of “motivation” and its role in influencing people.

Gain a solid understanding of and apply the different influencing styles effectively.

Develop an in-depth understanding of the concept of negotiation and the dos and don'ts during negotiations.

Develop skills to deal with micro-management and/or conflict-averse managers/leaders.

Ability to use influencing skills to partner effectively with manager/leader.

Skills to juggle multiple managers/leaders' priorities.

Building trust and team resilience.

Enhanced problem-solving and decision-making capacity within a team.

Clarification of roles and responsibilities within a team.

Skills and knowledge around setting goals and objectives within a team.

Skills to tailor Rewards and Incentives.

Promotion of meaningful work.

Skills to encourage and promote career development amongst the employees.

Skills to encourage autonomy amongst employees and teams.

Skills to promote and implement a work-life balance and create a positive work environment.

Developed techniques amongst employees to manage their emotions effectively, including methods for reducing negative emotions such as stress and anger, and promoting positive emotions such as resilience and optimism.

The ability to understand and empathise with others' emotions, perspectives, and feelings, facilitating better interpersonal relationships and teamwork.

Enhanced communication, conflict resolution, and teamwork skills and capabilities. This includes building rapport, influencing others positively, and collaborating effectively.

Leaders equipped with emotional intelligence skills to inspire and motivate others, handle conflicts and challenges constructively, and create a positive and productive work environment.

Employees are empowered to make better decisions by considering emotional factors, understanding the emotional implications of their choices, and integrating emotional insights with rational analysis.

Employees capacitated on stress management and resilience-building strategies and techniques to cope with pressure and adversity effectively.

Promote overall mental health by fostering emotional awareness and healthy coping mechanisms.

Increased awareness of cultural differences in emotional expression and understanding, facilitating respectful and effective interactions in diverse environments.

Improved support for individual employees in their personal development journey and enhancing their professional effectiveness and success.

Well-developed practical skills for constructive managing and resolving conflicts. This includes techniques such as active listening, assertiveness, negotiation, problem-solving, and mediation.

Enhanced communication skills to foster clearer and more effective interactions during conflicts. Training focuses on expressing and articulating thoughts and emotions clearly through asking clarity-seeking questions and paraphrasing to ensure understanding.

Building of emotional intelligence competencies that help individuals regulate their own emotions and empathise with others' feelings during conflicts. This enhances the ability to manage emotions constructively and de-escalate tense situations.

Promoting collaboration skills to encourage cooperative problem-solving and decision-making among conflicting parties. Training may emphasise the importance of teamwork, mutual respect, and collective goal achievement.

Participants equipped with strategies to identify potential sources of conflict and take proactive measures to prevent conflicts from arising or escalating.

Increased sensitivity to cultural differences in communication and conflict resolution styles. Training may include awareness of cultural norms, values, and communication preferences to facilitate respectful and effective interactions in diverse environments.

Leaders and managers are equipped with the skills to manage conflicts within their teams or organisations effectively. This includes coaching on fostering a positive conflict resolution climate and role-modelling constructive conflict management behaviours.

Participants skilled in understanding how effective conflict management contributes to organisational success, including improved morale, productivity, employee engagement, and retention.

Encouraging ongoing learning and development in conflict management skills through feedback, reflection, and practice. Training may include opportunities for participants to apply what they have learned in real or simulated conflict scenarios.

Enhancing participants' practical negotiation skills, such as preparation, planning, and conducting negotiations effectively. This includes learning to set objectives, prioritise interests, and create value.

Improving participants' communication skills to articulate their positions clearly, actively listen to others, and ask effective questions during negotiations. This includes understanding non-verbal cues and adapting communication styles.

Capacitation in techniques for managing and resolving conflicts that may arise during negotiations. This involves identifying common sources of conflict and applying strategies to reach mutually acceptable agreements.

Provision and capacitation on tools and frameworks to enable decision-making in negotiation situations. This includes evaluating options, assessing alternatives, and making informed choices based on priorities and objectives.

Skilling and capacitating participants on different negotiation strategies and tactics, such as distributive (competitive) and integrative (collaborative) approaches. Training may focus on when to use each strategy and how to adapt tactics based on the context.

Emphasis on the importance of building and maintaining positive relationships with counterparts throughout the negotiation process. This includes understanding trust-building behaviours and managing emotions effectively.

Promotion of ethical behaviour and integrity in negotiations, including principles of fairness, honesty, and transparency. Training may address ethical dilemmas and strategies for handling them.

Increased awareness of cultural differences in negotiation styles, communication norms, and decision-making processes. This includes strategies for adapting to and respecting cultural diversity in international or cross-cultural negotiations.

Providing opportunities for participants to apply their learning through simulations, case studies, and role-plays. This allows individuals to practice negotiation skills in a safe environment and receive feedback for improvement.

Developing active listening skills among participants to better understand others' perspectives, concerns, and emotions. This involves techniques such as paraphrasing, summarising, and asking clarifying questions.

Developing assertiveness skills to express thoughts, opinions, and needs confidently and respectfully. This includes learning to assert oneself without being aggressive or passive.

Fostering empathy and understanding in communication to build rapport and strengthen relationships. This involves recognising and validating others' emotions and viewpoints.

Improving awareness and usage of non-verbal cues (body language, facial expressions, gestures) to enhance communication effectiveness and convey messages accurately.

Participants equipped with communication techniques for constructive management and resolution of conflicts. This includes understanding conflict triggers, active listening during disagreements, and seeking mutually acceptable solutions.

Teaching participants to give and receive feedback effectively to promote continuous improvement and growth. This involves providing specific, constructive feedback and responding to criticism professionally.

Increased awareness of cultural differences in communication styles, norms, and preferences. This includes adapting communication approaches to diverse cultural contexts and avoiding misunderstandings.

Enhanced participants' abilities to prepare and deliver effective presentations. This includes structuring content logically, using visual aids effectively, and engaging audiences confidently.

Improved communication within teams and across departments to facilitate collaboration, coordination, and goal achievement. This involves fostering open communication channels, sharing information transparently, and promoting a supportive team environment.

Well-developed communication skills specific to leadership roles, such as inspiring others, motivating teams, and conveying vision and strategy effectively.

Improved professionalism in communication, including clarity, accuracy, and respect for confidentiality and organisational protocols.

Fostering skills in building and developing high-performing teams. This involves understanding team dynamics, roles, and responsibilities, as well as promoting collaboration, trust, and mutual respect.

Improved communication skills to convey expectations clearly, provide feedback effectively, and facilitate open dialogue within teams.

Participants equipped with skills for managing conflicts and resolving disputes among team members.

Developing skills in setting performance expectations, providing regular feedback, conducting performance reviews, and identifying opportunities for skill development and growth.

Increased knowledge of strategies to engage and motivate employees, enhance job satisfaction, and create a positive work environment. This includes recognising and rewarding achievements and fostering a sense of purpose and belonging.

Provision of tools and techniques to effectively manage organisational change and transition. This involves communicating change initiatives, managing resistance, and guiding teams through transitions.

Coaching and mentoring skills developed to support individual development and career progression.

Enhanced decision-making skills in people management contexts, considering factors such as team dynamics, organisational goals, and ethical considerations.

Increased awareness and skills in managing diverse teams and promoting inclusive practices. This includes understanding cultural differences, addressing biases, and creating an environment where all employees feel valued and respected.

Promoting ethical behaviour and integrity in people management practices, emphasising fairness, transparency, and accountability.

Encouraging participants to think strategically about people management, aligning actions with organisational goals and long-term objectives.

Skilled mentors or coaches can guide their mentees or coachees in setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals and creating action plans to achieve those goals.

Mentors and coaches are capacitated to give feedback in a constructive and supportive manner that encourages growth and development. This includes techniques for giving specific, actionable feedback.

Capacitation on questioning and probing techniques that enable mentors or coaches to explore issues, facilitate reflection, and promote critical thinking in their mentees or coachees.

Participants capacitated with coaching skills such as asking powerful questions, exploring assumptions, and challenging perspectives to foster deeper insights and learning.

Capacitation of mentors with strategies for sharing knowledge, offering advice, and providing guidance while allowing mentees to take ownership of their own development.

Capacitation of mentors and coaches to handle conflicts and facilitate problem-solving discussions effectively, promoting constructive dialogue and resolution.

Development among mentors to support mentees in identifying career goals, developing career paths, and preparing for future roles within the organisation.

Improved awareness for mentors and coaches in working effectively with individuals from diverse backgrounds, respecting cultural differences and promoting inclusion.

Encouraging mentors and coaches to reflect on their own strengths, weaknesses, and biases to enhance their effectiveness in supporting others.

Establishing methods for mentors and coaches to monitor progress, track goals, and hold mentees or coachees accountable for their commitments.

Fostering a mindset of continuous learning and improvement among mentors and coaches, encouraging them to seek feedback, reflect on their experiences, and refine their mentoring or coaching approaches

Helping participants recognise and manage expectations, both their own and those of others, within the workplace context. This includes understanding how perceptions of fairness and reciprocity influence these expectations.

Fostering trust and transparency between employees and employers by aligning mutual expectations and commitments, promoting a positive work environment.

Define and clarify roles, responsibilities, and mutual obligations between employees and employers to reduce ambiguity and enhance clarity in the psychological contract.

Improved communication skills among participants to facilitate open dialogue and negotiation regarding the psychological contract. This includes encouraging constructive feedback and addressing misunderstandings.

Equip participants with strategies to navigate changes in the psychological contract due to organisational restructuring, leadership changes, or shifts in job roles.

Promoting alignment between organisational values and individual expectations to foster a sense of shared purpose and commitment among employees.

Capacitation on techniques and approaches for resolving disputes or conflicts arising from discrepancies in the psychological contract, promoting fairness and equity.

Enhanced employee engagement and retention by fostering a positive psychological contract that meets the expectations and needs of both employees and the organisation.

Deep understanding by the participants of the legal implications and compliance requirements relating to the psychological contract, including employee rights and employer responsibilities.

Development of tools and methods to assess the effectiveness of the psychological contract training program and its impact on employee satisfaction, commitment, and organisational outcomes.

Embracing continuous learning and adaptation of the psychological contract training program based on feedback, changing organisational dynamics, and evolving employee expectations.

Participants are capacitated to identify tasks and responsibilities that can and should be delegated based on factors such as complexity, urgency, and skills required.

Fostering trust and confidence between managers and team members by demonstrating effective delegation practices that empower employees while providing support and guidance.

Improving participants' understanding of how effective delegation can contribute to better time management, allowing managers to focus on strategic priorities while team members handle delegated tasks.

Improved strategies for making informed decisions on what to delegate, whom to delegate to, and how to communicate expectations and outcomes.

Strengthening the skills and capabilities of team members through delegation, promoting professional development and readiness for increased responsibilities.

Improved communication skills among managers and team members to clearly understand delegated tasks, expectations, deadlines, and feedback mechanisms.

Well-developed methods for monitoring progress on delegated tasks and providing constructive feedback to ensure alignment with goals and expectations.

Participants equipped with strategies to anticipate and address potential risks associated with delegation, such as misunderstandings, delays, or quality issues.

Fostering accountability among team members by establishing clear guidelines for ownership and responsibility of delegated tasks.

Empowering managers to delegate effectively as a leadership skill that promotes team engagement, autonomy, and morale.

Established metrics and methods to evaluate the effectiveness of delegation practices within the organisation, promoting continuous improvement and adjustment as needed.

Introducing participants to various change management models and frameworks (e.g. Kotter's 8-Step Process, ADKAR model) to provide structured approaches for managing change effectively.

Developing leadership skills among managers and key stakeholders to effectively lead and sponsor change initiatives within their teams or departments.

Enhanced communication skills to effectively convey the rationale, goals, and benefits of change to stakeholders at all levels of the organisation. This includes managing resistance and addressing concerns.

Participants are capacitated on strategies to engage and involve stakeholders throughout the change process, fostering buy-in and commitment to change initiatives.

Fostering resilience and adaptability among employees to cope with uncertainty, ambiguity, and potential challenges associated with change.

Provision of techniques and tools to constructively identify, understand, and address resistance to change, promoting acceptance and support for new ways of working.

Skills development and training opportunities to ensure employees have the knowledge and capabilities required to succeed in the changed environment.

Establishing mechanisms for monitoring progress, evaluating change initiatives' effectiveness, and making necessary adjustments to achieve desired outcomes.

Alignment of organisational culture with new goals and directions emerging from change initiatives, ensuring cultural norms support and reinforce desired behaviours and outcomes.

Developed strategies for sustaining change over the long term, embedding new practices, behaviours, and mindsets into everyday operations and organisational culture.

Fostering a culture of learning and continuous improvement by encouraging reflection, feedback, and adaptation based on lessons learned from past change experiences.

Recognising and addressing unconscious bias, stereotypes, and prejudices that may impact decision-making, interactions, and workplace culture.

Enhanced communication skills to facilitate respectful and inclusive interactions among colleagues from diverse backgrounds.

Employees are capacitated and skilled to effectively work with people from different cultural, ethnic, and socio-economic backgrounds.

Educating participants about legal implications and organisational policies related to discrimination, harassment, and inclusivity.

Identifying and implementing inclusive practices and policies that promote fairness, equity, and equal opportunity for all employees.

Participants equipped with strategies to become active allies and advocates for diversity and inclusion within their teams and the broader organisation.

Developed leadership commitment and accountability to drive diversity and inclusion initiatives and foster an inclusive organisational culture.

Increased employee engagement by creating a sense of belonging and valuing diverse perspectives and contributions.

Established metrics and accountability measures to track progress toward diversity and inclusion goals and evaluate the effectiveness of training initiatives.

Provision of skills and strategies to manage and resolve conflicts arising from diversity-related issues in a constructive and respectful manner.

Fostering a culture of continuous learning and improvement by encouraging ongoing dialogue, feedback, and adaptation of diversity and inclusion practices based on organisational needs and feedback.

Improved awareness amongst participants on how unconscious biases can affect diversity, equity, and inclusion efforts within the organisation.

Exploration of different types of unconscious biases (e.g. affinity bias, confirmation bias, halo effect) and their implications for organisational culture and individual behaviour.

Improved understanding and awareness of the potential negative consequences of unconscious biases on talent management, recruitment, promotion decisions, performance evaluations, and team dynamics.

Provision of strategies and techniques to mitigate the influence of unconscious biases in decision-making processes, interactions with colleagues, and customer/client interactions.

Fostering a workplace culture that promotes fairness, equity, and inclusivity by addressing unconscious biases at individual, team, and organisational levels.

Participants encouraged to adopt behaviours and practices that reduce the impact of unconscious biases and promote more objective and inclusive decision-making.

Holding participants accountable for recognising and addressing unconscious biases in their own actions and decisions, as well as in organisational processes and policies.

Equipping participants with skills to create inclusive teams and work environments where diverse perspectives are valued and respected.

Providing opportunities for participants to receive feedback on their biases, reflect on their learning, and commit to ongoing personal and professional development in this area.

Establishment of mechanisms to measure the effectiveness of unconscious bias training, track changes in awareness and behaviour over time, and assess the impact on organisational culture and performance.

Demonstrating organisational commitment to diversity, equity, and inclusion by investing in unconscious bias training and integrating it into broader diversity initiatives and HR practices.