A Trusted Learning and Development Advisor
A Trusted Learning and Development Advisor
How good are your trust building skills?
For maximum effectiveness, this program is best conducted as an in-house program.
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.
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 conducted as a one day or half day program
Cost: Price on request.
Target Audience: Staff, Team Leaders, Supervisors and Management
If you would like more information on this training program, please contact: Preferred Training Networks on 1300 323 752 Email:Deborah at [email protected]
This course is designed to help participants understand the machinery of local government.
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 conducted as a one day or half day program
Cost Price on request
Target Audience Local government staff and managers
If you would like more information on this training program, please contact:
Preferred Training Networks on 1300 323 752
Email: Deborah [email protected]
In Part One (PAT1) the management group will be trained in conducting best practice appraisals in the morning session. In Part Two (PAT2), general staff will learn the best practice in participating, asking questions and maximising the performance appraisal in the afternoon. It’s a win/win course. Both parties win by conducting and participating in performance appraisals that not only fulfil and meet the organisation’s expectations but provide the participants with the skills for making performance appraisals more relevant. Instead of dreading performance appraisals, they will simply be seen as part of the ongoing relationship between managers and their staff and an easy system to carry out regularly. Both parties will be able to connect the performance appraisal to the bigger picture. By completing the appraisals more diligently (instead of randomly filling in boxes) staff and managers will have the opportunity for meaningful and realistic performance discussions.
Here are a few comments we’ve heard recently on the receiving end:
“We caught up on the footy results and talked about the draft pick.”
“I said to my manager that I had a few questions. She replied, there wasn’t enough time for questions.”
“I walked in the door, my manager handed me my appraisal and I left. It took about 20 seconds, which was a bit slower than last year.”
“We randomly ticked off some boxes for performance development and bid each other goodbye.”
“I have had mine done today!”
Here are a few comments on the delivery side:
“Every year, HR gives us these forms to fill in and expects us to know what to do.”
“We spend oodles of time changing the appraisal forms and zero time completing them.”
“What’s the point? We fill in their questions, and the silence till the next year is deafening.”
“It’s a 15-page form. Why can’t we just talk — it would be far more beneficial.”
“Both parties win by conducting and participating in performance appraisals that not only fulfil and meet the organisation’s expectations but provide the participants with the skills for making performance appraisals more relevant.”
This program can be conducted as in-house training at your offices.
Group Size: An ideal group size is 6 – 10 participants.
Venue: For your convenience, you can choose to conduct this program at your offices. Alternatively, we can provide a training venue at a small additional cost.
Duration: Each course can be tailored to your timeframe. We recommend a half-day course for each group.
Cost: Upon request.
If you would like more information on this training program, please contact us at 1300 323 752 or Email: [email protected]
Managers often report they’re frustrated when the same reporting problems keep reoccurring. Quite often it’s the same issue being delivered by the same person on a different day. The #1 cause of workplace conflict is role ambiguity, and roles are further complicated within the matrix framework. Traditional reporting lines are scrambled, tensions build as deadlines get tighter and confusion can reign over who was meant to do what!
Smart managers don’t accept that matrix mayhem is inevitable. Instead, they fence off and solve the problems that will occur within the matrix beforehand. Forward matrix planning is a proven productivity tool. This breakthrough course will provide you and your staff with the skills and knowledge to manage and perform within the matrix.
WHAT IS MATRIX MANAGEMENT?
Matrix management is a structure that uses specialist staff from different functional areas to work on projects or assignments being led by project managers. Staff in the matrix structure have two managers – their functional manager and their project manager. The functional manager maintains the line of authority over the day-to-day issues such as work allocation, performance, sign-offs, etc while the project manager has authority over the issues related to the project.
| Marketing | Information Technology (IT) | Human Resources (HR) | Sales & Service (S&S) | |
| Project 1 — Tony | Jim — Marketing | Jane — IT | Steve — HR | Tina — S&S |
| Project 2 — Simon | Sally — Marketing | Mario — IT | Jenny — HR | Marc — S&S |
| Project 3 — Kate | Stefan —Marketing | Deb — IT | Carrie — HR | Bruce — S&S |
| Project 4 — Naomi | Renae — Marketing | Greg — IT | Dom — HR | Ali — S&S |
WHAT DOES IT LOOK LIKE?
The figure below shows an example of a basic matrix structure. Across the top are the typical organisational functions of marketing, information technology, human resources and sales & service. Down the left-hand side are the various projects being undertaken by the firm. Each project has a project leader and is staffed by a person from each of the functional areas.
A unique dynamic of matrix management is that it creates a dual line of command, as the project team leaders report to their functional manager as well as their project manager. Jim from Marketing is part of Project 1, so his project manager is Tony, however he still reports to his functional manager. Our matrix management workshop enables participants to effectively work in matrix-managed teams with a matrix reporting structure.
DISADVANTAGES
The disadvantages of matrix management are caused by the dual line of command, and this typically plays out as a conflict around resource allocation between the line or functional manager and the project manager. Staff then find themselves lost in the matrix as their functional manager is demanding or refusing one thing while their project manager is demanding something else. The challenge for matrix management is to work through the role clarity issues and providing staff and managers with clear guidelines to address role ambiguity.
“Matrix management is a structure that uses specialist staff from different functional areas to work on projects or assignments being led by project managers.”
This program can be conducted as in house training at your offices.
Group Size: An ideal group size is 6 – 10 participants.
Venue: For your convenience, you can choose to conduct this program at your offices. Alternatively, we can provide a training venue at a small additional cost.
Duration: Each course can be tailored to your timeframe.
Cost: Upon request.
Target Audience: Project Managers, Project Leads, Stream Leads and Line Managers.
A program outline:
Want to know more about our matrix training? Look at what you receive within 24 hours at no cost:
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.
Managing virtual teams training courses became popular in the 20s. The lockdowns across the world meant overnight virtual teams. Some virtual teams excel and others implode. What’s the DNA of the ideal virtual team. Well, that’s the purpose of this workshop!
For maximum effectiveness, this program is best conducted as an in-house program.
Ideal group size: 4 – 12 participants.
Venue: This course can be delivered in-person, virtually or both (hybrid). For virtual delivery, we can use our virtual platforms or your organisations.
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.
In this managing upwards in-house training course, participants will learn that a one size fits all style will not work. Managing upwards needs flexibility, creativeness and an understanding of human psychology.
How good are you at delegating?
Ask yourself the following:
Your Managing Upwards program can be custom designed. The program provides participants with the practical techniques and tools to be better at managing upwards, thereby reorganising the workflow.
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: Employees, Supervisors, Team Leaders and Senior Managers.
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.
Managing upwards involves effectively communicating, influencing, and building a productive working relationship with your manager or senior stakeholders to achieve better outcomes.
Related courses:
Participants learn how to communicate expectations clearly, manage relationships with leaders, provide updates effectively, influence decisions, and align their work with organisational priorities.
Related courses:
Yes. The course helps participants improve clarity, reduce misunderstandings, and build stronger alignment with managers and leadership teams, leading to better performance and outcomes.
Related courses:
Spotting Reluctant Technical Managers in the Workplace
Look for the signs which include; more likely to focus on their own work, ignore staff issues until they explode, lack direction and vision for their team, won’t delegate, don’t provide feedback, micromanage, separate themselves from team performance issues, expect the team to sort things out themselves.
For maximum effectiveness, this program is best conducted as an in-house program.
Ideal group size: 4 – 10 participants
Venue: For your convenience, you can choose to conduct this program at your premises. Alternatively, we can provide a training venue at a small additional cost
Duration: This program can be conducted as a one day or half day program
Cost: Price on request.
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.
This course is designed for technical professionals who have moved into management roles and may feel unprepared or reluctant to lead people, as well as organisations supporting their transition into leadership.
Related courses:
The course focuses on common challenges such as shifting from technical work to managing people, handling difficult conversations, setting expectations, and balancing technical responsibilities with leadership duties.
Related courses:
Yes. Participants gain practical tools to communicate effectively, manage performance, lead teams, and build confidence in their role as a manager.
Related courses:
The workplace of older staff telling younger staff what to do is gone. Back in the day, the longer your tenure, determined your rank in the organisation. There is a great opportunity now to harmonise and harness the expertise of a range of generations that is inclusive and exciting.
For maximum effectiveness, this program is best conducted as an in-house program.
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.
This short Managing Organisational Capacity course will show you how to change the mindset about how your people view your existing capacity. Participants will also learn how to change your service model to meet capacity. This Organisational Capacity course is perfect for you if your people keep repeating that the demand on their time and resources is too great. Rethinking your capacity is a proven method to delivering greater value with the same resources.
