All Leadership and Management Courses

Who said “it’s lonely at the top.” It is certainly a truism. This course is usually conducted one on one with the CEO. Sometimes the EA attends too.

Previous CEO’s have remarked that this niche course helps to clear the mind and focus on what’s really important.

NUTS AND BOLTS

Would you like to attend this program?

For maximum effectiveness, this course is best conducted as an in-house program.

Venue: For your convenience, you can choose to conduct this course at your workplace. Alternatively, we can provide a training venue at a small additional cost.

Duration: Each course can be tailored to suit your timeframes.

Target Audience: Chief Executive Officers and EA’s

“Employees have infinite training needs yet organisations have finite training resources” – B Charles

Participants will also learn how to reset unrealistic training expectations. Your technical people might be demanding for technical training. But the organisation might have prioritised other training.

Managing Relationships With Direct Reports & Peers Plan of Action

Often, people who perceive they are in the middle of opposing views get frustrated. They don’t realise that everyone is often in between opposing views. A prime example is your CEO. If you think a CEO is not stuck in the middle, you are completely wrong. CEOs spend their careers managing various expectations and get a fair amount of dissatisfaction from angry stakeholders. Consider a school principal. School Principals walk a tightrope between employee expectations, legislative requirements and a child’s wellbeing every day.

This program helps participants manage the relationship with their manager and the relationship with their direct reports simultaneously.

How do you currently manage relationships with peers and direct reports? Do you agree with the following statement?

1. Delegated and allocated tasks are delivered seamlessly.

2. I feel comfortable with my relationship with my boss and my reports.

3. I understand the need for opposing wants and needs.

4. I believe I juggle tasks well and meet critical deadlines.

5. I provide the required information to complete the task.

6. I have a trusted relationship with my peers and reports.

7. I do not feel any resentment towards my peers or my direct reports.

8. I can build rapport even with diametrically opposed stakeholders.

9. I search for win/win outcomes even when it seems impossible.

10. I monitor the progress of projects and give upward and downward feedback.

11. I rely on customer feedback to feed forward information to reports and peers.

12. I am very approachable by reports and peers.

13. I actively engage my peers and reports.

14. I encourage a culture of open, honest and courageous feedback.

Did you know . . .

People who are good at managing relationships generally score “YES” to 10 of these questions.

If you scored less, you should think about learning how to improve managing your relationships.

If you disagreed to question 7 then it is vital for your emotional and career success to improve the current relationship with your reports, your boss or both.

Managing Relationships With Direct Reports & Peers In-House Program Details

For maximum effectiveness, this program is best conducted as an in-house program.

Ideal group size: 4–12 participants.

Venue: For your convenience, you can choose to conduct this program at your business premises. Alternatively, we can provide a training venue at a small additional cost.

Duration: This program can be adapted to meet your requirements.

Cost: Price on request. Target Audience: Supervisors, Team Leaders and Management.

If you would like more information on this training program, please contact: Deborah Dear on 1300 323 752 or email: [email protected] or contact us online today.

‘Delegation Skills’ Workshop Action Plan

Here is a way to find out how good you are at delegating and letting go. Ask yourself the following:

1. I delegate tasks that are not cost-effective for me to carry out.
2. I make a list of tasks that I want to delegate.
3. I believe delegation is not very time-consuming.
4. I select people who are capable and willing to perform the task.
5. I am not afraid that the employee will make mistakes.
6. I provide all necessary information to the person carrying out the task.
7. I find out what the employee already knows about the task.
8. I clearly define the authority and responsibility of each person carrying out the task.
9. I establish deadlines and milestones.
10. I monitor progress and give feedback.
11. I empower people by letting them use their own mind and creativity to complete the task.
12. I always follow up with the person whom I delegate the task to.
13. I give credit to the employee when a task is successfully completed.

Score Check

– People who are good at delegating generally score “Yes” to 9 of these questions. If you scored less, you should think about learning how to improve your delegation skills.

‘Delegation Skills’ In-House Workshop Details

For maximum effectiveness, this program is best conducted as an in-house program.

• Ideal group size: 4–12 participants
• Venue: For your convenience, you can choose to conduct this program at your business premises. Alternatively, we can provide a training venue at a small additional cost.
• Duration: Your Delegation Course can be modified to fit inside your timeframe.
• Cost: Price on request.
• Target Audience: Employees, Supervisors, Team Leaders, Senior Managers or CEO’s

If you would like more information on this training program, please contact: Deborah Dear on 1300 323 752 or email: [email protected] or contact us online today.

A major challenge for Australian organisations will be to keep critical personnel. A major opportunity will be to lure key employees from your competitors. The last 2 recessions lasted 8 months each. Don’t let your organisation make the mistake of losing your key people and then find yourself in an abyss next year without them.

Are you keeping your people in the picture?

1. Our people are aware of how our organisation intends to deal with current uncertainties.
2. Our people feel they have an open platform to ask questions.
3. Our managers spend time reassuring our employees.
4. Our critical people have been identified and fenced off to thwart off any external luring attempts.
5. Our management team uses active listening and questioning skills.
6. Our people are aware of what is expected of them.
7. Our people are aware that change in an inevitable part of business.
8. Our people are motivated to cut costs and save money.
9. Our people will give discretionary effort when needed.
10. Our people know the importance of process improvement during economic uncertainty.
11. Our people know the organisation values.
12. Our management team knows what motivates each employee.
13. Everybody has been primed to look for opportunities.
14. Our culture embraces creative solutions to existing problems.
15. Our people remain focused.
16. Our people are empowered and have a ‘can do’ attitude.
17. Our management team ‘walks the talks’.
18. Our people are aware of their role boundaries, thus removing role ambiguity.

Keeping Your People In The Picture In-House Program Details

For maximum effectiveness, this program is best conducted as an in-house program.

• Ideal group size: 4–12 participants.
• Venue: For your convenience, you can choose to conduct this program
• Duration: This program can be adapted to meet your requirements.
• Cost: Price on request.
• Target Audience: Team Leaders, Middle Managers, Senior Managers or CEOs.

If you would like more information on this training program, please contact: Deborah Dear –  1300 323 752 Email:[email protected] or visit our website today.

Too many leadership development projects get too complicated. It’s easy to get caught up in the diagnostic and theoretical components of leadership without actually doing anything. A major criticism of leadership programs is that they often substitute “doing” with “deliberating”. RealTime Leadership® enables you to move from thinking about leadership development to actually delivering leadership development programs in an effective and efficient manner.

Are you an authentic leader?

We’re teaching the wrong things in the wrong ways. There is a massive difference between what we know about leadership and what we do as leaders. What makes leadership hard isn’t the theoretical, it’s the practical. It’s not about knowing what to say or do. It’s about whether you’re willing to experience the discomfort, risk, and uncertainty of saying or doing it.
—P Bregman 2013

LEADERSHIP CLUSTERS

To get an idea of what clusters are available to you, the examples below are categorised by number of employees. The clusters can alternatively be sorted by

1. industry
2. profession
3. leadership level

Contact your consultant to discuss the ideal cluster categories for your organisation.

Tailored Leadership in Real Time Program Overview

STEP 1 — LEADERSHIP NEEDS IDENTIFIED
(Plus beginning the leadership training)

A facilitated session with your leadership group to prioritise leadership gaps and identify your leadership capabilities.
This session is conducted by a highly qualified facilitator, and will quickly focus your leadership group on identifying and prioritising your leadership gaps.
The facilitated session is immediately followed by leadership training of the group’s identified highest priority. This means that you’ve actually started the leadership skills delivery piece.

TENSILE STRENGTH OF THE COURSE

The capability and content can be tightened or loosened depending on the combined strengths of the leadership group. There will be some areas of leadership where you just need a refresher and then there will be other areas that will need to be explored in depth. The leadership development is very similar to an acrobat’s performance. It looks easy. But as every great acrobat will tell you, it takes years and years of refinement to achieve a perfect 10.

STEP 1 (A) — LEADERSHIP GAPS REPORTED BACK
(Cluster of targeted leadership programs recommended)

The identified leadership gaps are reported back to the group together with a suggested cluster of targeted leadership programs. Your leadership programs can be delivered in module, half day and full day formats. This flexibility means that the RealTime Leadership® program can be delivered with minimal operational disruption and maximum impact. The report will outline the recommended program content that will address your leadership gaps. Preferred Training Networks will tailor the content to ensure that it has the right mixture of theory and practical. The practical components will be aligned to your organisation, industry and context.

Your leadership programs can be delivered in module, half day and full day formats.

STEP 2 — CLUSTER DELIVERY

RealTime Leadership® is delivered as a cluster to the leadership group. On the previous pages, you’ll see some examples of training clusters.

REALTIME LEADERSHIP® CORE CAPABILITIES

1. Leadership capabilities: Preferred Training Networks has significant experience in the identification and development of leadership capabilities and these capabilities form the basis of our course curriculum
2. Practical experience: The Preferred Training Networks team have a range of practical leadership experience from holding senior roles in a wide range of industries
3. Industry experience: Your accredited facilitators and trainer will all have a proven track record in your industry

WHERE TO FROM HERE: 

If you would like to move your leadership development from “deliberating” to “doing” then this course is perfect. If you’d like to initiate (obligation free) RealTime Leadership® discussions then contact us to arrange a consultation and assessment of your RealTime Leadership ® readiness.

Ph: 1300 323 752 Email: [email protected]