A Trusted Learning and Development Advisor
A Trusted Learning and Development Advisor
This niche workshop helps participants to interact strategically with the NDIS. It’s easy to have an adversarial mindset with the NDIS. But that mindset is going to blinker you. You’re going to miss opportunities. Participants discover ways to boost their bargaining power in a professional manner. Indeed, this course will also give you tools to communicate more effectively with the NDIA.
One of the biggest gripes of the NDIA staff is that they receive poorly written plans and emails. A plan gets buried in adversarial correspondence. If you treat the NDIA staff with contempt, you’ll receive the same in return.
Suitable for anyone who has been asked to take up the role of a mentor, our mentoring training course equips people with outstanding skills. Learn how to establish a meaningful mentoring relationship with our mentor training course.
For maximum effectiveness, this program is best conducted as an in-house program.
Venue: For your convenience, you can choose to conduct this program at your workplace. Alternatively, we can provide a training venue at a small additional cost.
Target Audience: Mentors
Cost: Price on request.
If you would like more information on this training program, please contact:
Preferred Training Networks on 1300 323 752
Email: Deborah [email protected]
or visit our website today: www.preftrain.com
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]
This program will provide participants with the foundation skills to be effective facilitators. Participants will learn how to incorporate adult learning principles, differentiate between process and content and understand group dynamics.
MODULE 1: Adult Learning Styles
MODULE 2: Purpose of Facilitation
MODULE 3: Process and Content
MODULE 4: Questioning and Listening Skills
MODULE 5: Group Dynamics
MODULE 6: Facilitation Techniques
Group Size: An ideal group size is 4– 10 participants.
Venue: For your convenience, you can choose to conduct this facilitation skills program at your offices. Alternatively, we can provide a venue at a small additional cost.
Duration: This course can be tailored to meet your timeframes.
Cost: Upon request.
Target Audience: Trainers, Facilitators and Projects Leads
Complementary and aligned courses include:
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 tailored ‘Employee and Industrial Relations’ training program will provide participants with the confidence to better manage employee relationship issues. Whether it is dealing with a formal behavioural issue or simply talking with staff about pay and conditions, managers need to be correctly informed. Without the correct information, managers run the risk of making poor decisions on the run or shooting from the hip and potentially inflaming the original issue.
For maximum effectiveness, this program is best conducted as an in-house program.
Ideal group size 7–12 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:
Preferred Training Networks on 1300 323 752
Email: Deborah at [email protected]
Tuckman’s stages of group development describe the four different stages of a group as they get together to operate collectively. The stages of group development by Tuckman enable people to gather a better understanding of how groups work.
Forming: This stage is marked by the desire of people to be accepted by others without any conflict. People avoid issues and focus on understanding team structures. However, people are gathering information about each other.
Storming: People can remain polite to each other only as long as issues are being addressed. This stage is marked by the presence of minor confrontations and, depending upon the organisation’s culture, most of the issues are suppressed.
Norming: This stage marks the establishment of ‘rules of engagement’. People understand each other better and learn to appreciate skills.
Performing: This is the stage of interdependence and flexibility. People know each other well and are able to trust them to make way for independent activity. Group identity and morale are high and people are able to direct their efforts towards desired goals.
Adjourning: This phase marks the completion of the task and dissolution of the team. Following this stage, team members may either become less focused or highly focused. The behaviour at this stage varies.
If you are looking for professional development course in Australia, get in touch with Preferred Training Networks. We have the best trainers, facilitators and instructional designers in Australia. We offer a wide range of courses to meet your specific requirement. To know more about our courses, get in touch with us. You can contact us through our online form or call us to receive a free quote.
“Appreciative Inquiry is revolutionising the field of organisation development and change.”
— Robert Quinn, University of Michigan
Appreciative Inquiry was adopted from work done by earlier action research theorists and practitioners and further developed by Dr David Cooperrider and Suresh Srivastva. Cooperrider and Srivastva suggest that an organisation is a miracle to be embraced rather than a problem to be solved.
Appreciative Inquiry — A proven problem-solving methodology to achieve your vision
3 Immediate Benefits of using AI with your Senior Leadership Team
What’s in it for us?
Your facilitator will help you visualise your three biggest challenges from different perspectives. A SWOT analysis can often leave people dejected, feeling there is a huge burden of tasks to carry. The SWOT reminds everyone of the organisation’s weaknesses. Whereas, an Appreciative Inquiry harnesses the positive power of your organisation. It helps you to build on existing strengths. Everyone leaves in a positive frame of mind, and this positivity filters through the senior leadership team and the organisation.
How does it work?
A step-by-step approach is as follows:
Where does it take place?
Your boardroom is ideal. We need a whiteboard and 3 flip charts. Participants are supplied with wind-up mice and workbooks.
Who is the facilitator?
We have accredited facilitators in Melbourne, Sydney, Brisbane and Canberra. We can send you a bio of a facilitator who has extensive experience facilitating sessions to senior leaders within your industry.
How long does the session last?
The course is usually run as a 3-hour course. A morning start time is preferred.
Why bother?
Just imagine if you find some new solutions to tackling your persistent challenges. This is a completely different way of framing your key challenges.
Is this course guaranteed to work?
We are so confident in this course that we even guarantee the outcomes. If you don’t believe the session helped you tackle your persistent challenges, you don’t pay our invoice, and we will send $500 to a charity of your choice. However, if as a result of the session, you implement a strategy that saves your organisation (or adds value to your organisation) of more than $500,000, you agree to pay $500 to our favourite charity, The Christina Noble Children’s Foundation. www.cncf.org The current project is supporting Tay Ninh, an orphanage for visually impaired children in Vietnam.
This program can be conducted as in-house training at your offices anywhere in Australia.
