WORKSHOPS, TRAINING SESSIONS AND SEMINARS
IDEAS AND TRAINING

Our ability to develop, maintain and build relationships with our customers is the most important single factor that will contribute to our personal success and the success of our businesses.

In a market where the products and services we deliver are becoming increasingly similar to those offered by the competition, it will be our ability to build strong relationships with our customers that will set us apart and ensure our success.

To build relationships we need to develop new skills. Skills that enable us to understand why people react in different ways and that everyone has different needs and preferred patterns of behaviour.

Just like anything else we do, if we are to be truly proficient at building relationships, we need to take the time to learn the rudiments, and then practice the skills regularly.

Key Learning Objectives:

Purchase Building Business Relationships on CD-ROM for $395.00.

No matter what your job description or area of work, effective communication is a pre-requisite for success – not a competitive advantage.

Each day we are called upon to communicate with other employees, suppliers, contractors, government authorities, customers and staff.

Key Learning Objectives:

Motivating people to make their full contribution to the organisation is the fastest way that a manager or supervisor can multiply his or her personal effectiveness.

All good managers and supervisors have developed the ability to interpret what motivates individuals and to develop a core set of motivation tools that they can use to get peak performance.

Key Learning Objectives:

In an age of computers and technology, the one thing that sets us apart from machines is our ability to be creative. Managers and supervisors who can nurture an ideas environment where employees and team members are encouraged to see problems and solutions through new eyes - and then develop solutions that add to the organisations value through improved processes, new products or better marketing, will achieve success.

Key Learning Objectives:

Whether you are presenting an idea to one person, 100 people or 1,000, and you have a definite purpose in mind, you are “making a presentation”.

You may be telling an employee about a new system, a group of clients about a new product, or talking to an industry group about the impact of new technology on work practices, whatever your purpose and your audience, in each of these instances you are making a presentation.

Key Learning Objectives:

To remain competitive and to respond effectively to the demands of change, organisations are looking for greater leadership from their people.

While managers and strong management teams are always important to the continued success of an organisation, it is during times of rapid change that organisations most need leaders.

Key Learning Objectives:

Many organisations profess to be customer focused. But few actually achieve that result. Yet, there are proven links between the level of customer satisfaction and customer loyalty, and an organisation’s market share and profitability.

Key Learning Objectives:

Organisations, governments, countries, everyone is either going through a change process, about to go through a change process or just completing a major change process.

The clear message is: to survive you must be ready to change.

Key Learning Objectives:

Today, with the emphasis on teamwork and bringing people together from different cultures and backgrounds, and then looking to give those team members POWER; managers and employees alike are increasingly being called upon to interact with a broad spectrum of people. Clearly conflicts are inevitable.

Key Learning Objectives:

Effective time management enables people to focus on those tasks that are important and eliminate those that are non-essential.

Key Learning Objectives:

Negotiation is something that we do everyday. Whether we are trying to win a new contract, encouraging staff to take on more responsibility, buying something for business or personal use, or asking for increased benefits, we are negotiating.

Key Learning Objectives:

Today, there are few organisations that are not changing, in an effort to cope with the increased demands of competition. A common feature to emerge from much of this change is that employees are being encouraged to work as teams. These teams are often self-reliant and self-motivating.

Key Learning Objectives:

Have you ever witnessed a winning sports team, a well-rehearsed orchestra, or a synchronized surgical unit and felt the commitment and energy the team demonstrated? What you saw was more than just teamwork — it was team synergy, a phenomenon that occurs when a team achieves greater results than the sum of its parts.

Creating Team Synergy is a complete, ready-to-train workshop that revolves around five key issues that can block team effectiveness. Using learning instruments, hands-on activities, and an interactive team simulation, teams gain a clearer sense of direction, clarify roles and responsibilities, improve operating processes, and bolster both interpersonal and interteam relationships.

Creating Team Synergy Learning Outcomes:

Creating Team Synergy is flexible! Ideal for teams at all levels, the workshop can be presented in one full day, two half-day sessions, or combined with other training sessions to create an expanded learning experience.

Implementing Creating Team Synergy is easy!

To get started, order one Facilitator Kit and one participant guide per participant. The Facilitator Kit includes a Facilitator Guide and enough reusable support materials to train up to 16 participants. Additional support materials may be ordered for larger groups.

Facilitator Kit includes:

Facilitator Guide includes:

Participant Guide includes:

The Creating Team Synergy Facilitator's Kit Includes: Includes: Facilitator Guide in 3-ring binder, reusable support materials for up to 16 participants, step by step instructions, alternative training designs, overhead transparency masters, reproducible trainer evaluation form and certificate of achievement, CD-ROM with PowerPoint® presentation, tote bag.
Purchase for $287.00 - Item #PDDC-HRDQ2401E1KT

Creating Team Synergy Participant Guide
Purchase for $78.00 - Item #PDDC-HRDQ2401E1PG

Creating Team Synergy Support Materials - Additional materials for one team (up to 16 participants)
Purchase for $99.00 - Item #PDDC-HRDQ2401E1GP1

Purchase Creating Team Synergy Facilitator's Kit for $287.00.

Purchase Creating Team Synergy Participant Guide for $78.00.

Purchase Creating Team Synergy Support Materials for $99.00.

Introduction
Today’s work environment presents its leadership with an array of increasingly complex challenges. There is a growing need for opportunities for learning and skill practice under risk-free conditions to support and reinforce more traditional learning approaches.

Background
The Vortex SimulationÔ is an active learning experience designed to provide participants with a dynamic opportunity to learn and practice new skills and behaviors in a ‘learning laboratory’ environment. The Vortex Workshops integrate different versions of the simulation, typically referred to as The Vortex and Strategic Vortex Workshops, that have been developed in order to meet a slightly different focus and learning needs.

The main difference between the two simulation-based designs is that Vortex provides an engaging opportunity to design and run a new organization by developing marketing strategies, product designs and products to address a changing and demanding marketplace.

Strategic Vortex begins as if this work has already occurred, as participants develop a powerful and innovative strategic direction for the company to successfully move forward. In essence, it is a live case study in which participants get ‘inside the case’ to learn and demonstrate Strategic Thinking and Planning skills.

The Vortex Workshop: Scenario and Process
A rapidly declining company launches a new division of newly hired employees to create its future. As members of seven functional areas, this new division (called Vortex) begins its work as it is overloaded with information from its Distributors, Customers, and Suppliers, as well as from Market Research and Competitive Intelligence sources.

Beginning with a new employee orientation that provides insight into the past, the Vortex Division operates for a series of quarters (1 month = 10 minutes), separated by ‘out of simulation’ debriefs, discussions and facilitator-led presentations.. In addition, ‘real life’ application work is integrated throughout the simulation experience.

The process concludes with cross-functional teams developing and delivering compelling presentations for the Company CEO.

The Vortex Workshop: Learning Objectives*

The Strategic Vortex Workshop: Scenario/Process

A rapidly declining company launches a new division to create its future. This new division (called Vortex) begins its work in seven functional areas, as it is overloaded with information from its Distributors, Customers, and Suppliers, as well as from Market Research and Competitive Intelligence sources.

After the (imagined) first quarter, the company’s CEO decides to convene a group of talented project managers with expertise in each of the seven functional areas in the Vortex Division. The charter of this newly-hired Strategy Project Team is to integrate and align their perspectives, specific information received from Vortex’s first quarter, and their collaborative strategic thinking to create a powerful direction for the company’s future.

Beginning with their own experience of the Vortex new employee orientation that provides insight into the past, this new Strategic Project Team separates into one or more cross discipline sub teams. Through two phases of work, separated by ‘out of simulation’ debriefs, discussions, as well as facilitator training and presentations, participants practice strategic thinking and planning tools to accomplish their task.

The outcome of the workshop is a set of compelling presentations to the company CEO. As in the Vortex Workshop, ‘real life’ application work is integrated throughout this dynamic experience. Ultimately, the group emerges with strategies and approaches for their own company, department, and/or leadership team’s strategic direction.

The Strategic Vortex Workshop: Learning Objectives*

* Note: Most of the objectives indicated in the description about The Vortex Workshop also apply. In addition, typically all stated objectives these are adapted and/or added to based upon client learning needs

General Areas of Focus (Both Workshops):

Additional Design Features & Options
Vortex incorporates the 3D Learning ‘Perspective in Action’ ModelÔ, along with opportunities to develop strategies and actions for later use. The design is easily customized to meet learning objectives as defined by the context within which it is utilized. Alternative designs have been developed for Strategic Thinking, Team Development and Virtual Team Effectiveness. An Assessment Tool, related to the ‘Perspective in Action’ model is available for both inside and outside (real life) the simulation experience. Performance tracking via The Vortex Scoreboard

The Vortex Simulation can be done as a stand-alone workshop or imbedded within a program or learning curriculum. The simulation can be done for as few as 6 and as many as 100+ participants. The basic simulation design requires a minimum of 6-7 hours. Participants have ranged from Senior Management to non-management professionals, though a majority of those involved in Vortex-related programs can be broadly defined as ‘Middle Management’. Strategic Vortex is often done with higher level managers who may prefer its information-based focus and/or may be reluctant to participate in a hands-on experiential activity

Partial Client List:

Change is constant and inevitable — it’s one of the few things in life we can count on. We can also count on the fact that, whether change is organization-wide or specific to individual departments or employees, everyone has a reaction to it. The organizations we work for demand that we both adopt and adapt to change. The more we know about the process of change, the better equipped we are to take steps towards the acceptance of change and adapt to it effectively in our work and our lives.

Through the use of assessments, activities, discussion exercises, and simulations, this action-packed, one-day workshop covers all aspects of change, helping individuals make a conscious effort to support the changes they encounter. Based on experiential theory, Working Through Organizational Change enables participants to learn and practice specific actions that can be taken to help them deal more effectively with change in the workplace.

Working Through Organizational Change Learning Outcomes:

This complete workshop is perfect for any organization in the midst of change or anticipating a change. Ideal for any individual or team that experiences frequent change in their work, Working Through

Organizational Change can be presented in one day or two half-day training sessions.

Implementing Working Through Organizational Change is easy!

To get started, order one Facilitator Kit and one participant guide per participant. The Facilitator Kit includes a Facilitator Guide and enough reusable support materials to train up to 21 participants. Additional support materials may be ordered for larger groups.

What to Order/Product Contents
To get started, order one Facilitator Kit per trainer and one Participant Guide per participant. Participant Guides are sold separately. For larger groups, order additional Participant Guides and facilitator support materials.

Facilitator Kit includes:

Facilitator Guide includes:

Participant Guide includes: