Managerial Training

Managerial Training

 

 

 

 

 

 

 

Feedback conversation


Feedback conversations
are often critical moments in a company’s life. Improving the moments in which feedback is shared can present a challenge for every employee.

Well-delivered feedback can open many paths while, at the same time, feedback delivered poorly can have the opposite effect.
Every successful organization must have a system of communication which leaves space for structured and efficient feedback: feedback which knows how to recognize and highlight excellence, which builds on potential, and which is able to point out and help resolve flaws and errors.

Structured feedback opens the path to:

• Increased motivation for its recipient
• Helping bridge the gap between desired result and obtained result
• Consolidating success
• Influencing and helping change
• Developing growth
• Helping to preserve relationships

The goal of this workshop is to teach the basic rules and fundamental elements of knowing how to receive feedback while also providing training for how to give it.

By participating in this workshop, managers will learn:

1. The secret ingredient which multiplies the power of positive feedback
2. The only approach which makes constructive feedback more easily “digestible”
3. How to structure a feedback conversation to reduce resistance and maximize the taking and accepting of responsibility
4. How to use feedback to enter into a coaching conversation
5. How to deal with defensive reactions
6. How to receive difficult feedback

Participants in the workshop can be:

1. Leaders of various levels (from executives to the frontline) and in various sectors
2. Professional vocational trainers and facilitators, and HR people
3. Team and project leaders
4. Anyone who works with people and who wants to improve their own capacity of offer constructive and efficient feedback

Impact SpeakingTM

Each different verbal expression (one’s way of speaking, tone of voice, the properties of the language used, the structure of their conversation, confidence, and oratorical abilities) communicates different information about us.
The most capable and gifted of professionals will not be able to obtain excellent results if they can’t manage to involve and convince.

For this reason it’s important to learn how to communicate the ESSENCE of what we want to say, clearly and efficiently, with written prompts, words, and the use of body language.
The goal of NSE’s Impact Speaking™ workshop is to provide the tools and techniques necessary to be credible and convincing, using communication to influence others.
Working with professionals of high caliber, with advanced oratorical abilities and communication skills, we’ve learned that the best way to make forward progress is through a method which is very similar to the “one-on-one approach”.

The approach which we adopt in our Impact Speaking™ seminars is therefore coaching oriented.
Participants will become aware of their starting points and of possible areas of improvement.
The awareness of one’s starting point is essential: our training is personalized, and will be centered on what can be improved upon in each participant.

Influential Conversation

Within organizations that are increasingly less hierarchical, to reach goals that are increasingly more ambitious, it’s important to have the utmost credibility with and influence on clients, colleagues, subordinates, and coworkers at the same level. In a business world where teams are more and more interfunctional and power structures more and more “flat”, the power of persuasion represents a crucial characteristic for getting results. In these times of great changes, it’s indispensable to get “all aboard” quickly in order to then navigate new seas together.

Having “influence” over those who we lead is a key creative leadership skill.
It is possible to have an effect or to obtain some temporary results through command, hierarchical power, and pressure. Influence, however, is not founded upon a position of authority, while it is able to bring about long-lasting change in others.

For us, being influential means:

• Helping others SEE what they don’t yet see
• Helping others DO what they haven’t yet done
• Helping others BELIEVE in something which they don’t believe in at the moment

The ability to have an impact on others, the ability to inspire others to follow, although in part innate, can nevertheless be trained.

The goal of this one-day workshop is to provide the tools necessary to train one’s own ability to inspire others to follow and to bring about change in others.
Managers who participate in the workshop will learn:

1. How to map networks of influence and identify key points therein
2. Four approaches for stimulating change in others
3. The key to tapping into an “influential mindset”
4. The five main principles of persuasive conversations and the strategies which support them
5. A structure to guide conversations
6. The role that sympathy plays in influencing others, and how to become more likable
7. How to plan a persuasive conversation

Participants in the workshop can be:

• All those who wish to develop the fine art of influencing, starting either from positions of authority or from the same level
• Leaders working within companies interested in becoming more persuasive in daily interactions with their teams

Navigational Conversation

Nav_conversationThis two-day workshop is a bona fide path towards individual and team development.
In working towards the goal of acquiring key coaching skills for the efficient development and management of collaborators, managers will in fact strengthen individual and team abilities, simultaneously training concrete behaviors which lead to a change in mindset.

The need for change today stems from the fact that most managers spend their time doing things firsthand, making a wider-scale vision more difficult to develop.
Another good reason to change consists of the hidden and “compressed” potential of talents within companies, which struggle to emerge.

The program therefore represents a fast, simple, and practical way to help managers shift from a “problem solving” mentality to a more proactive, “coaching-like” approach which encourages the growth of collaborators.
In short, managers will learn how to train and let loose natural creative leadership abilities.

By participating in the workshop, managers will learn how to:

1. Recognize the basics of a managerial relationship using a coaching approach
2. Identify when and where to use the coaching approach
3. Become familiar with the five steps of the coaching model
4. Experiment with the fundamental skills of the manager-coach:

a. The art of conscious listening
b. The art of asking questions
c. The art of speaking
d. How to provide efficient feedback
e. How to gauge one’s own progress in using the coaching approach

5. Accelerate results through individual development
6. Improve organizational communication and team efficiency
7. Support personal and professional commitment to company goals
8. Create a person plan of action through which participants will be able to apply the abilities acquired doing their individual jobs.

Participants in the workshop can be:

• Leaders of various levels (from executives to the frontline) and in various sectors
• Professional vocational trainers and facilitators, and HR people
• Team and project leaders
• Anyone interested in reinforcing their own ability to develop others