Introduction

Coaches in the sporting world have fine-tuned their coaching skills to ensure their athletes win, set records or at least achieve their best results. In the same way team leaders, supervisors, managers and mentors need to be workplace coaches to help their workplace team members to reach their fullest potential and be the best they can be. Coaching and Mentoring is an integral part of today's "learning" organisations.

This Course is uniquely designed to be used with a diverse audience in a variety of learning settings.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Apply coaching and mentoring skills to enhance the performance of the team
• Use appropriate feedback techniques to provide feedback on progress and performance
• Identify underlying causes of conflict in interpersonal relationships
• Render help to those involved in conflicts to identify mutually beneficial solutions

Who Should Attend

Senior Executive Assistants, Supervisors and Executives

Programme Outline

1. Coaching to Clarify Expectations
   - How to encourage everyone in the organization to take responsibility for clarifying expectations.
   - How to communicate your expectations clearly and specifically.
   - How to listen to others and negotiate a fair set of expectations with them.
   
   
2. Coaching to Build Skills
   - How to avoid mistakes that coaches make when attempting to build skills.
   - How to use a four-step technique for building a particular skill
   - How to explain tasks simply and clearly.
   - How to demonstrate a task and have the employee practice it.
   - How to provide feedback on the employee’s progress.
   
   
3. Coaching to Enhance Confidence
   - How to identify if a person has a low level of confidence.
   - How to build someone’s confidence by using positive coaching techniques.
   - How to challenge a person’s negative self-perceptions.
   - How to offer concrete help.
   
   
4. Coaching to Encourage Flexibility
   - How to understand and respond appropriately to people’s psychological reactions to change.
   - How to explore concerns that people may have about change.
   - How to help someone alter their negative perceptions about a change.
   - How to understand the importance of flexibility.
   
   
5. Coaching to Resolve Conflict
   - How to avoid the wasted time and effort caused by conflict
   - How to break a conflict spiral
   - How to gain cooperation and commitment
   - How to generate creative solutions that result in mutual satisfaction.
   
   
6. Coaching to Develop Motivation
   - How to tell if someone is suffering from poor motivation
   - How to avoid the most common mistake people make when trying to motivate someone else.
   - How to coach someone to take responsibilities for motivating themselves.
   
   
7. Mentoring Skills
   - Seven types of Mentors assistance
   - Growth influences
   - Shifting context
   - Envisioning outcomes
   - Listening
   - Productive confrontation
   
   
8. Special Mentoring Situations
   - New areas for mentoring
   - Identifying special issues
   - Cross-gender mentoring
   - Cross-cultural mentoring
   - Mentoring by a Supervisor or Manager

Methodologies

• Video Case Studies – Performance Excellence Video Series
• Lecture
• Skits and Games

Programme Trainer

Jeffrey Goh graduated from the Teacher’s Training College in 1968 and taught a total of 5 years before he was enlisted for National Service. He was absorbed into regular service and served the Ministry of Defence (MINDEF) for 22 years before he opted for early retirement in May 1992. While there, he was instrumental in the setting up of SAF’s School of Methods of Instruction (SOMI) – a training institute set up to train SAF officers and specialist techniques of effective communication. He was Head, Public Relations for six years in the Ministry of Defence and has trained various SAF and MINDEF personnel on PR and skills like how to manage complaints from the public.

As a PR/Training Consultant for the past 16 years, he specializes in event management, media relations, marketing and product publicity, conferences, seminars and exhibitions. He is also involved in personal development courses covering public, government and community relations, interpersonal skills; customer service; leadership; basic management and motivation. Some of his clients include Singapore Press Holdings, Thomson Multimedia, Ministry of Health, Ministry of Finance, Ministry of Defence, Sony Display Device, Lend Lease Asia, EM Services, POSBank, GE Life and others. He has trained in Malaysia, Indonesia, Thailand, Philippines, Hong Kong, China and Cambodia and has spoken at conferences and seminars organized by the Institute of International Research, Asia Business Forum and Success Resources.

He was an Accredited Member of the Institute of Public Relations of Singapore (IPRS) and has guest lectured in PR-related subjects in the Singapore Polytechnic, Ngee Ann Polytechnic and IPRS, teaching public relation officers in government and business organizations. He has also guest-lectured for Nanyang Technology University.

He is also a regular trainer in the Institute of Public Administration, a training institute for Civil Servants. He is also a Certified Trainer for “Who Moved My Cheese?” program and “Fish Philosophy”. He was certified in the USA.

He has also been a local lecturer for the Royal Melbourne Institute of Technology in the Bachelor of Business in Business Administration (Full-Time) for 10 years and has also lectured for Curtin University in the Singapore Institute of Human Resources (SIHRM) B Com (Public Relations) Course.

Introduction

Have you ever wondered why you click with some people in your team and others can drive you mad? Have you ever asked yourself, "How can I build and get the best out of this team, when I'm not even sure I want to spend time with some of the individuals in it?" In this high-energy workshop, you will understand why people behave the way they do and what you need to do to draw out the best from your team. Learn how to mould different individual styles into a strong and high performing team and boost productivity and results in your workplace by giving your people the knowledge and tools to not only help them understand diversity, but value it as well. You will learn practical tools, tips and strategies to help you build relationships, improve communication, identify your personal potential and most importantly, show you how to build powerful teams that Click!

Key Takeaways

Upon completion of this workshop, participants will be able to;

• A thorough understanding of why relationships are the foundation of all achievement and how and why successful people understand people
  
• Understand why people think and behave the way they do so that you can build rapport with colleagues, clients and customers.
• Strategies to identify your own personal style so you can communicate effectively with others and boost your team productivity. The ability to connect with different personalities and to influence different types of people.
• Understand how people perceive behaviour and intentions, and how those perceptions can impact upon relationships within teams.
• Strategies to understand the applications and pitfalls of behaviour analysis and innovative ways to ensure you're using it in the right way!

Who Should Attend

Team leaders, supervisors, coaches and executives who desire to build great team relationships to achieve company goals.

Programme Outline

1. Great Teams don’t Just Happen
   • Why People Behave the way they do
   • Personality Styles impact on how People Think, Feel and Act at work
   • Successful People understand People better
   
   
2. Relationship is the key to Successful Teambuilding
   • Relationships are the Foundation of all Achievements
   • Developing Strategic Relationship with People
   • Diversity Impacts on the Workplace
   
   
3. Use Click! Colours to Boost Success
   • Everyone has 4 Sub-Personalities
   - The Analyser – Blue
   - The Safekeeper - Green
   - The Player – Yellow
   - The Carer - Red
   • Some Personalities shine brighter than Others
   • Beware of Stereotyping and Generalisations
   
   
4. Effective Team Communication Strategy
   • Identifying Your own Personal Style
   • Communicating with others and Boosting your Personal Productivity
   • Building Quality Workplace Relationships
   • Improving Rapport with Colleagues, Clients and Partners
   
   
5. Building Strong Teams that Click!
   • How Perceptions impact Relationships within Teams
   • Understand the Applications and Pitfalls of Behaviour Analysis
   • How to connect and influence different Personalities
   • Leverage on Diversity and maximise your Team Potential

Methodologies

A practical approach consists of 70% on course application with hands-on techniques and 30% on conceptual and reflective learning. Training comprises a combination of:

1. pre and post workshop questionaire
2. self-reflection on learning points (using a journal)
3. visually stimulating sessions with video and image-rich presentation slides
4. group activities and break up discussions
5. real-life application activities
6. practical worksheets
7. useful checklists and systematic guidelines
8. follow through blended learning with e-learning modules (to be developed)

Application activities, bite-sized learning, practical sessions and application work.

Programme Trainer

Trainer 2:

George has achieved the Best Work Improvement Team Facilitator at the RSAF Level and he was awarded the Air Power Generation Command Cardinal Award for facilitating his people achieve their maximum potential. He has been recognised by RSAF for his motivational and leadership ability to organise and execute logistics support by commanding a team of 50 soldiers. He was also involved as Logistics and Finance Officer for various overseas deployments.

George has attained a Diploma in Electrical Engineering at Ngee Ann Polytechnic and is pursuing a BEng(Hons) Aerospace Systems at Singapore University of Social Studies.

Introduction

What happens when a staff member is very troubled in the workplace? This can bring about productivity issues as well as cause tension in the workplace. Leaders should not just be work-focused and leave affected staff to their own devices.

This workshop imparts to participants basic counselling knowledge and skills in dealing with staff who are suffering emotionally and psychologically. The workshop helps leaders to use basic counselling skills to engage, help and support troubled staff.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Understand what is counselling and it roles and applications
  
• Gain a deeper appreciation of the mechanisms behind emotionally and psychologically troubled people
• Apply counselling and psychology in practice when dealing with emotionally and psychologically troubled staff
• Learn and apply basic counselling skills (verbal and non-verbal)

Who Should Attend

• Leaders;
• Managers; and
• Supervisors.
  

Programme Outline

• What is counselling and ethics in counselling
  
• Qualities of a good counsellor
• Understanding emotionally and psychologically troubled individuals
• Non-verbal skills in counselling
• Verbal skills in counselling
• Role-playing
• Self-care for the counsellor

Methodologies

Experiential activities, short lectures, role-playing and profiling

Programme Trainer

Donus Loh has more than a decade’s experience in the facilitation of workshops, speech-giving and coaching. He began his career as a psychologist in the Ministry of Community, Youth and Sports, working on juvenile delinquency and child abuse cases. He then moved to the Institute of Mental Health where he became Senior Psychologist, with areas of expertise in psychological therapy and assessments, and research. He has also been a psychologist with MINDEF and has lectured at James Cook University (Singapore), UniSIM and Nanyang Polytechnic.

Donus has an Honours degree in Psychology from the Australian National University and is also a double Masters holder; he has a Masters in Research Psychology from the University of Edinburgh and a Masters in Clinical Neuroscience from Institute of Neurology, University College London. He is a certified Adaptive Resiliency Coach and Trainer and a C-VAT(Identi3) certified Master trainer and Level 3 Enlightened Coach. In addition, he is also a Mindfulness coach and a Certified Gottman Educator in Singapore. He is a full member of the Singapore Psychological Society.

Introduction

Engage Employees with Effective Feedback is a practical, hands-on workshop on how to give and receive feedback to engage employees to improve performance. Participants will practice essential interpersonal communication and performance management skills to give constructive feedback in any workplace context, e.g. supervision, coaching, mentoring, and performance review. Participants acquire knowledge and skills through experiential and interactive learning.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Use the skills of giving constructive feedback to engage employees
  
• Give constructive feedback to employees and co-workers to improve job performance
• Give both positive and negative feedback professionally
• Deal with feedback, complaints, and criticism effectively

Who Should Attend

• Supervisors; and
• Managers
  

Programme Outline

• The drivers of employee engagement
  
• How to engage employees
• Feedback and performance management
• Benefits of giving regular and timely feedback
• Positive and negative feedback
• Giving constructive feedback
• Receiving feedback positively
• Dealing with complaints and criticism effectively
• Communication skills for giving and receiving feedback: rapport building, listening skills, empathy, non-verbal  communication

Methodologies

Interactive and experiential learning through group discussions, case studies, games, role-play, demonstration, and application exercises

Programme Trainer

Albert Kho is a UK-certified speech and communications trainer with more than 20 years of industry experience in sales, marketing, and senior management. In the past 15 years, he has conducted more than 100 workshops yearly in oral and written communications, interpersonal communication, personal effectiveness, and performance management.

His clients include MNCs, government agencies, and training institutes. He has trained extensively in ASEAN countries, Mauritius, and the Maldives. An Arts graduate from the University of Singapore, his training qualifications include Teaching Licentiate Diploma (LTCL) in Effective Communication awarded by Trinity College London; TESOL Diploma from the London Teacher Training Centre; Diploma in Counselling Psychology; NLP Master Trainer; WSQ ACTA and DACE certification. Albert is passionate about helping others communicate confidently and effectively. Learners like his interactive, activity-driven, warm and engaging style of facilitation.

Introduction

There is one certainty in any organisation; change or be changed. At the forefront of this, the first line of defence is a group of people in your organisation who must be good in the Basic Managerial Skills.

These people may not necessarily be Managers only, they can be anyone who has subordinates or needs to work with a group of people (e.g. in a project). The Top Management sets the vision and they depend on people who are efficient in the execution. It is always at the execution point that differentiates between the good and bad consequences, outstanding results or a complete disaster.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Understand the role of management in the organisation
  
• Improve overall performance through effective and positive confrontation
• Be more confident in practising management
• Motivate people better
• Enhance and improve leadership skills
• Upgrade communication skills
• Increase team skills
• Achieve better overall results

Who Should Attend

This is intended for all those who have formal subordinates and that personnel who have to manage the various resources and/or projects.

Programme Outline

• Leadership
  
• - What Is Leadership and Why It Is Important?
  - Leadership Approaches / Styles
  - Case Exercise on Leadership
  - Guidelines to Application
  
  
• Communication
  - Introductory Exercise: “Dream Of A King”
  - Definition and Example
  - Common Pitfalls of Poor Communication
  
  
• Tool on how to avoid them
  - Giving Directions
  - How to Provide Effective Directions
  -The Smart Approach
  - Follow Up: The “Twin Brother” Of Giving Directions
  
  
• Motivation
  - Survey: What Do People Want?
  
  
• Definition: How to Manage Motivation
  - Problem Solving
  
  
• Workplace Problems
• Problem Solving Tool
  
  
• Time Management
  - How to be Productive Compared to Others
  - Case Discussion on Prioritisation
  
  
• Work and Project Management
  - Principles of Project Management
  - Project Management Tools
  
  
• Delegation and Empowerment
  - Case: “Smoking And Driving”
  - Why Delegate?
  - How to Delegate?
  - Things Which You Should Not Delegate
  
  
• Managing Difficult Staff
  - Why Do People Behave The Way They Do?
  - Relationship Between Attitude and Behaviour
  - Tactical Handling of People
  
  
• Teambuilding
  - Case Study: Game Theory
  
  
• What is a team?
  - How To Select The Best Team

Methodologies

Combination of lecture with the practical or hands-on approach such as case studies, presentation, commentary on other companies/industries, and exercises

Programme Trainer

Mr. Andrew Cheah has been a trainer and management consultant since 1991, specializing in the areas of performance management, productivity improvement, behavioural change, and leadership. Andrew has trained clients from such diverse industries (see list below) as banking, insurance, hospitality, sales and distribution, manufacturing, food, property development, government/public services, and higher education. Being tri-lingual (English, Mandarin, and Malay Languages), Andrew has extensive regional exposure in Singapore, United Arab Emirates, Malaysia, China, Thailand, Indonesia and Vietnam. In addition to training, Andrew has guided and provided consulting services to clients, leading to one of them winning the prestigious Malaysian National Productivity Award presented by the previous Malaysian Prime Minister, Tun Dr. Mahathir.

Andrew has an MBA degree qualification with the University of Portsmouth, UK. At the professional level, Andrew has a certificate in Blue Ocean Leadership Masterclass, as well as Leading Dimensions Profiling Trainer Certification (LDP certified). In addition to being a qualified ISO9000 assessor, his experience in international consultancy has also earned him a membership with the Association of Productivity Specialist (New York).

Introduction

There are teams in today’s contemporary world which do not work at the level desirous to deliver results for their organizations. The unproductive behaviours and inattentiveness to results in dysfunctional teams can be attributed to people, with varied interests and vulnerabilities,” says Patrick Lencioni, author of The Five Dysfunctions of a Team.

The overall purpose of this workshop is to enable our targeted audience in understanding the dysfunctions of teams, recognising the signs of dysfunctions in the team, and manage the dysfunctions. The emphasis throughout this seminar is on the application of practical tools and techniques to enhance the effectiveness of managing dysfunctions in teams in organisations.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Explain how teams become dysfunctional and relate it to the five dysfunctions of teams.
  
• Identify the reframing of blame and use a 3-step process to enable the better productive behaviour.
• Apply the new understanding of five dysfunctions of a team to a current workplace-related dysfunction in your team.
• Apply a structured 3-Step process to analysing dysfunctions in teams and ensuing conversation to enable productive, better behaviours.

Who Should Attend

Professionals and managers currently engaged in working in teams. Much of the work will be based around applying theory to the current challenges and dysfunctions observed in teams which people are involved with.

Programme Outline

• Introductions
  - Check-it OUT
  - Dysfunctions of a Team
  
  
• Understand the dysfunctions of a Team
  - Individual review scoring of Dysfunctions of a Team and debrief
  - Trust as the foundation
  
  
• Essentials to know – how team become dysfunctions and reframe blame
  - Signs of Dysfunctional Teams and debrief of experience-observations of “signs of dysfunctions in …” with examples
  - Application on signs of dysfunctions and debrief
  
  
• Understand the dysfunctions of a Team
  - Individual review scoring of Dysfunctions of a Team and debrief
  - Trust as the foundation
  
  
• What works and Further Expectations
  
  
• A 3-Step Process – Part 2
  - Application on workplace-related examples using the 3-Step Process
  
  
• Dysfunctional Conversation
  
• Playing the Victim at a Personal Level disclosure and debrief
  
• Crucial “Dysfunctional” conversation
  
• Applying a structured conversation approach in addressing team dysfunctions
• Guided Practice “Applying structured conversation approach in handling dysfunctions” in small-group and debrief
• How you know it’s working
• Working Together as a Team
• Develop an Action Plan

Methodologies

This program will be delivered via conceptual briefing using written and visual aids. Participants will be provided with the opportunity to work with real workplace related examples so as to apply the tools and techniques taught. Time will be allocated to practise the use of the tools and techniques on actual work-related situations back at work. The workshop leader will facilitate group discussions and feedback on the application of processes and techniques on the workplace related situations.

Programme Trainer

Jack Chua leads, facilitates and consults client organisations in workshops, boot-camps and organisation development assignments such as assessment centre, team development (include diagnostic work and 1:1 coaching), executive coaching and strategy cascades/implementations.

He is an adjunct staff member with the Center for Creative Leadership. He has certifications or professional competence in numerous Human Resource and Organization Development related activities such as job analysis, work profiling, teamwork, coaching, cycle time reduction through cross-functional process mapping, career planning, MBTI® Step I and II, CPI 260, Conflict Dynamic Profiling, Voices 360- degree feedback, 360 by Design, Benchmarks, Workplace Big 5 Profiling, competency-based interviewing, performance management, HR audit, and HR planning process.

Jack holds a degree in management and an M.B.A. in Strategic and International Management. He is proficient in both English and Mandarin.

Introduction

Performance Management is ensuring the employee and the organisation are focused on the same priorities. It focuses on the organisation itself by improving productivity and reducing waste. It helps the employee or individual, set and meet their goals and improves the employee-manager relationship. It is vital in keeping an organisation and employee aligned, which enhances the overall performance and productivity.

When changes occur, Performance Management helps the transition to be smoother and less hectic. It helps the organisation and employee have a streamlined relationship, which improves communication and interactions between the two groups. It will also help close any gaps that exist in an employee's skill-set and makes them a more valuable employee through feedback and coaching.

This workshop will look at why setting Key Performance Indicators (KPIs) is crucial that the goals are aligned with the department’s strategy, which in turn supports the overall strategy of the organisation. Hence, there is a critical link between employee performance and organisational success.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Understand how performance management works and the tools to make it work
  
• Learn the three phases of project management and how to assess it
• Discuss effective goal-setting
• Learn how to give feedback on performance management.
• Identify Kolb’s Learning Cycle
• Recognize the importance of motivation.
• Identify how best to set KPIs
• Develop a performance journal and performance plan
• Apply the learning in the workplace

Who Should Attend

Managers, executives, officers, project team leaders, supervisors and anyone in an organisation who is responsible for reviewing the performance of their team members, for setting goals for their team, as well as guide their subordinates to set relevant goals.

Programme Outline

1. What is Performance Management
   - How does Performance Management Work
   - Tools to consider
   
   
2. The Fundamentals of Performance Management
   - Three Phase process
   - Assessments
   - Performance Reviews
   
   
3. First Things First – Goal Setting
   - SMART Goal Setting
   - Monitoring Results
   
   
4. Establishing Performance Goals
   - Strategic Planning
   - Job Analysis
   - Motivation
   
   
5. 360 Degree Feedback
   - Introduction and explanation
   - The Components
   
   
6. Assessing for Competency
   - Competence Assessment Defined
   - Implementation
   - Final Destination
   
   
7. Kolb’s Learning Cycle
   - Introduction and explanation
   
   
8. Motivation is Personal
   - Key factors
   - The motivation organisation
   - Tailor rewards to employees
   
   
9. The Importance of Incentives and Recognition
   - Incentives foster teamwork
   - Mark milestones
   - Recognition motivates
   
   
10. Designing Motivating Jobs
    - Five Key Characteristics
    - Techniques for Job Design or Redesign
    
    
11. Training Employees for Success
    - Why Continuous Learning
    - Making Connections
    - Getting out of your comfort zone
    
    
12. The Performance Journal
    - Record goals and Achievements
    - Linking back
    - Keeping Track
    
    
13. Creating a Performance Plan with KPIs
    - Goals and desired results
    - Prioritization
    - Measurement and evaluation

Methodologies

Relevant videos to demonstrate strategies, case studies, self-analysis, group discussions and hands-on exercises will ensure participants can apply what they learn at their workplace.

Programme Trainer

Annie has over 20 years of leadership and customer service experience at Global organisations such as DBS Bank, Standard Chartered Bank and FISERV. She has extensive training experience in employee engagement, customer service, leadership, performance management and professional development. She is also a judge for the upcoming Call Centre Awards in 2016 organised by Contact Centre Association of Singapore (CCAS).

Annie has trained for clients in financial institutions, information technology, sales and service, electronics, B2B and public service sector. She had trained managers and leaders on performance management, interviewing skills, managing and leading people, new manager transition skills and experienced managers who looked towards to enhance their leadership skills. Annie uses a blend of learning and development approaches including assessment tools, role plays and experiential activities which allow participants to learn and apply practical techniques to deal with workplace situations successfully. She has worked with many clients in their employee journey towards building a well-trained organisation. Fluent in English and Chinese, Annie had delivered programs in China, Taiwan, and India including lunch and learn sessions.

In DBS Group HR, Learning and Talent Development team, Annie was the Deputy to the Head of Leadership Institute where she designed and facilitated the Leadership, Performance Management and Cultural Development related to programme curriculum for the bank across the region. She is trained in Competency Based Interviewing techniques and has interviewed roles from officer to Vice Presidents levels since 2008. Annie designed and facilitated interviewing skills training for hiring managers since 2011.

An accredited facilitator for DISC, Myers-Briggs Type Indicator MBTI ™ and Fundamental Interpersonal Relations Orientation FIRO ™, Annie uses profiling tools for leadership and individual development, team off-sites and self-awareness programs. She is ACTA certified with IAL and has knowledge in instructional design and development. Under her leadership, her trainers were awarded Best Trainer (Gold and Silver) and other accolades awarded by Call Centre Association Singapore include Best Contact Centre for 3 consecutive years in 2010, 2011, 2012, Gold Award for Best Customer Experience in 2012, and Bronze Award for Employee Retention in 2013. Annie was also responsible for the successful certifications on People Developer and Service Excellence for DBS Customer Centre.

Introduction

The supervisors play an important role in the organisation. In the current competitive business environment, supervisors are under pressure to maintain the momentum and make a difference in their work. This will be possible only when the supervisors possess the right skills.

This two-day workshop is designed to provide the participants with techniques and skills to enhance their effectiveness as supervisors.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Apply the supervisory principles for managing the workplace
  
• Apply motivational techniques to enhance employee performance
• Adopt effective communication techniques to suit their work
• Resolve internal conflicts with ease

Who Should Attend

Administrators, supervisors, junior managers and team leaders who wish to improve their people management skills.

Programme Outline

1. Introduction to Supervisory Management
   - Supervisory roles in a Changing Business Environment
   - Qualities of an effective supervisor
   - Understanding Diversity at the Workplace
   - Supervising Multi-Generation and Multi-Cultural Team
   - Group Work
   
   
2. Supervisory Skills
   - Mastering The Key Supervisory Skills
   - Guiding The Work of Team Members
   - Organising and Distributing Work
   - Supervising Multi-Generation and Multi-Cultural Team
   - Skills for Managing Relations with Key Stakeholders
   
   
3. Organising and Distributing Work
   - SMART Goals
   - Guiding the work of team members
   - Organising work
   - Managing Relations with Key Stakeholders
   - Role Play/Group Work
   
   
4. Time Management
   - How Time is wasted in the workplace
   - Managing Time Waters@Work
   - Priority setting & Managing time wisely
   - Delegation
   - Role Play
   
   
5. Decision-making skills
   - The Art of Effective Decision making
   - Problems solving skills
   - Effective decision-making steps
   - Using the power of teams in decision making
   
   
6. Managing Employee Motivation
   - What Motivates People @ Work
   - Herzberg Theory of motivation
   - Creating & Sustaining  Favourable Work Environment
   - Role Play/Group Discussion
   
   
7. Managing Performance@Work
   - Performance Appraisal
   - Practices for enhancing Performance@Work
   - Managing Feedback
   
   
8. Communication
   - Understanding the Barriers to communication
   - Managing inter-personal communication
   - Communicating across Culture
   - Active listening
   - Experiential Group Activities/Role Play
   
   
9. Conflict Handling
   - Understanding Workplace conflicts
   - Reducing Conflicts@Workplace
   - Tools for Conflict Resolutions
   - Experiential Group Learning Activity

Methodologies

The trainer will use a variety of training methods, including small group discussions, individual reflection, group sharing exercises, case studies, and work-related role-play.  Videos clips will be used to highlight key concepts.

Programme Trainer

Arul John Peter holds an MBA and majored in strategic human resource management. He also holds a Bachelor of Science as his basic degree and professional qualification in administrative and people management from the Institute of Administrative Management, United Kingdom.

He is a certified EQ Skills Trainer. He is a member of the American Creativity Association. He follows up the trends in key areas through his membership with the US-based World FutureSociety. Through his membership with American Society for Training & Development (ASTD), he keeps track of training related issues. He specializes in HR related training and development topics.

After 15 years with the Singapore Civil service (Ministry of Health), he joined an International Trade Secretariat, based in Geneva, as a Project Officer (responsible for training and development) for the Asia-Pacific region. During his 10 years tenure with the International Trade Secretariat, he was conducting training workshops on employee-related issues in countries such as Japan, Korea, Taiwan, Hong Kong, Malaysia, Fiji, Philippines, Thailand, India and several other Asian countries. He is well versed with the multi-cultural work environment in the Asia-Pacific region. Since 1997, he is actively involved in staff training and staff development activities.

Introduction

As Supervisor or Manager, you lead and manage a team daily. It is a challenging task to manage a team for anyone who manages people.

When people work well together they produce a synergy and enables the team to ultimately accomplish organisation goals. Working in a happy and successful team is extremely satisfying to any leader or member of a team.

The cooperative atmosphere, the ease of achieving results and the sense of belonging to a successful team is very appealing. Working as part of such optimal teams is the dream of any individual and organisation. An effective leader earns the respect of his/her team members and builds a harmonious working environment.

Key Takeaways

Upon completion of this workshop, participants will be able to;

• Analyze your team and balance it efficiently to receive maximum results
• Identify how teams progress over time and how does this impact team members and the leaders’ leadership style Interpret the sources of team problem
• Apply Team Building skills
• Evaluate a team’s balance based on Team Roles
• Fine tune communication skills when relating with team members
• Manage Team conflicts
• Apply emotional intelligence skills
• Understand the how to delegate
• Deliver constructive feedback and praise
• Use Coaching techniques to improve team performance

Who Should Attend

Team Leaders, Project Leaders, Managers, Supervisors or anyone who manages a team.

Programme Outline

1. About Team
   - Group versus Team
   - Characteristics of Team
   - What is a Team?
   - Why Team?
   - Benefits a Team Can Bring to an Organisation
   - An Elegant Model (Action-Centred Management) and Adair Model
   - Team Effectiveness Model
   - Principles of Working Within a Team
   - Individual Exercises
   - Group Activities
   
   
2. Team’s Life Cycle
   - Four Stages of Team Formation
   - Events Occurring at Different Stages
   - Team Leader and Team Members
   - Characteristics of an Effective Team Leader and Team Member
   - Individual Exercise
   - Group Activity
   
   
3. Leadership Style
   - Factors Influencing Leadership Styles
   - Four Leadership Styles
   - Style Divisions
   - Leader to Aware Why Teams Fails – Five Reasons
   - Group Activity
   
   
4. Sources of Team Problems
   
   
5. Team Building
   - The Twelve C’s Checklist in Building a Team
   
   
6. Team Roles
   - Belbin Roles
   - Categorized into Three Areas
   - Using Belbin Types
   - Group Activity
   
   
7. Fine Tuning Communication Skills
   - Communication Within Team
   - Some Barriers to Communication
   - The Three V’s of Communication (Verbal, Visual and Vocal)
   - Avoiding Toxic Words
   - Improving Team Communication
   - Group Activity
   
   
8. Team Conflicts
   - What is Conflict?
   - Consequence of Conflicts
   - Ways of Managing Conflicts
   - Manage Team Conflicts to Prevent Team Disunity – Eight Step Approach
   - Group Activity
   
   
9. Improve Your Emotional Intelligence Leading a Team or Staff
   - Emotional Intelligence in Teams
   - Interpersonal Intelligence and Intrapersonal Intelligence
   - Five Competency Model of Emotional Intelligence – Daniel Goleman
   - Characteristics of ‘A’ Star Performance
   - Emotional Self-Awareness
   - Self-Assessment
   
   
10. Delegation
    - Difference Order Giving and Delegation
    - Effective Delegation
    - Benefits of Delegation
    - Eight Tips How to Delegate
    - Group Activity
    
    
11. Giving and Receiving Feedback
    - Feedback
    - Two Types of Feedback
    - Four Step Constructive Feedback
    - Why Don’t We Praise
    - Group Activity
    
    
12. Coaching Your Team
    - What is Coaching
    - Coaching Team Members to Improve Performance
    - Structured Coaching Session Using The Grow Model
    - Two Important Skills for Coaching
    - Coaching Guidelines

Methodologies

Interactive style using adult learning principles, Group Activities with a presentation, Individual exercise and self-assessment and role play.

Programme Trainer

Francis Claudius has more 25 years of training experience. His training working experience comes from a Learning & Organisation Department in the large organisation. He was a professional trainer facilitator and an in-house training consultant. Currently, he is an Associate Trainer and Assessor for the Employability Skills(ES), Work Skills Qualifications (WSQ) Training Programmes and Executive Development & Growth for Excellence ( EDGE ) He is also an Associate Lecturer teaching the Training & Development Module for Diploma Students, Human Resource Development Module and Change Management Module for Advanced Diploma Students.

His previous appointments include Learning Account Manager and Senior Training Executive. In these capacities, he had performed training needs and rolled out training roadmaps specific to business units. He has also designed, developed and delivered training programmes in the areas of technical, computer, soft skills and management-related courses to meet specific business needs of an organisation. He has trained both the junior and senior officers in his organization and public-run courses thereafter. He has been consistently receiving very good ratings and appraisals from course participants.

As a trainer and facilitator, he has an interest for human development to excel in their work or personal life as well. He strives to conduct his training in a lively manner with enthusiasm, passion and dedication. He conducts training programmes in an interactive style by engaging participants to contribute ideas and their experiences too so as to add value for benefit of all participants. He does this by trying to link concepts, examples and experiences discussed in the workshop to actual scenarios and situations faced by participants in the workplace and in life. He is well versed in the different training approaches that relate to participants learning outcomes. He is well versed with the adult learning approach and applies it.