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1
Develop Capability
Developing people can be challenging when you have budgetary constraints, differing learning styles and restricted availability. To get the highest level of return on what you invest – whether that’s money, time or effort – it pays to consider your options and how they might best be utilised.
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2
Accelerate Expertise
Going beyond the usual ideas of development within organisations, this session aims to help more experienced managers truly step into their roles of performance coaches, teaching them how to build environments within which the practise and acquisition of skills can be accelerated.
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3
Build Performance Habits
We are what we repeatedly do. Our brains are masters at running on autopilot, relying on habitual thinking and acting. By understanding the anatomy of habits and identifying the tangible, repeatable actions that contribute to achieving goals, you can drive success without even noticing.
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4
Guide & Mentor
As a manager, you have a responsibility to help the next generation build knowledge, skills and confidence by passing on what you’ve learnt. But mentoring is not instruction. It’s the more subtle making of offers through inspiring storytelling, appropriate challenge, and credible guidance.
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5
Drive High Performance
As a manager, it’s your responsibility to get the best from your best people. By creating the conditions for high performance through FLOW goals, the right kind of stress and mindset coaching, it’s actually amazing how much of an influence you can have on what your people are capable of.
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6
Situational Switch
Brilliant managers adapt their approach to meet the needs of their people. This is particularly true when helping them develop. Learning isn’t linear and while your default management style might work well for one situation, it’s the ability to switch it up that will supercharge your team.
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7
Build Fulfilling Careers
If you’re managing people, you’ve probably noticed that they are keen to talk about their career development. This is because the choices we make in our work lives can mean the difference between feeling fulfilled or just doing a job to pay the bills. We give you the tools to better facilitate these conversations.
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8
Coaching Toolkit
As individuals in the workplace seek to do more meaningful work that uses their strengths and skills, so the role of a manager has changed from director to coach. Going beyond the GROW Model, this session gives managers more coaching tools to help their people bring the best of themselves.
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The Sessions
While we’re obviously big fans, training is only one of many ways to develop capability. These sessions help manager’s recognise their role in the development mix whether as coaches, mentors or career growers.