Leadership Training And Coaching
The leadership training and development journey is rewarding and fruitful when we have high levels of self-awareness and there is a system of accountability and support for achievement in place.
No matter where your organisation’s managers are on their leadership journey, our programs help them to set new benchmarks in success through improved levels of effectiveness.
Workplace Conflict Resolution can tailor part, single or multiple full day leadership training programs with a number of module topics as selected by the client. It is preferred that any leadership training program includes some form of ‘follow up’ to support improved transfer of learning into everyday practices. ‘Follow up’ formats include setting actions plans, delivering on mini-projects, reporting back into the facilitator and participating in 1-1 telephone or onsite coaching sessions in between the delivery of training sessions.
A half or full day training session which explores the concepts of ethical decision-making and behaving ethically. Key topics include defining what it means to be ethical, values which underpin ethical behaviour in the workplace, the neuroscience of decision-making, the discipline of decision-making, offering a variety of decision-making scaffolds, understanding bias and implementing bias minimisation strategies, and exploring strategies to constructively address unethical behaviour.
Effective Communications (including giving and receiving feedback)
Understanding the impact of context, verbal language, body language and the need to develop active listening skills. The importance of rephrasing and reframing in regards to the use of oppositional position statements and being able to present and explore (or uncover for the other participant) the real interests driving the communication.
Developing a Positive Culture
Discussing the complexities of culture, identifying which factors define a positive culture, agreeing on actions to explicitly develop a positive culture within organisational policies, identifying and having strategies to manage covert behaviours/actions which do not encourage or embrace the agreed positive culture.
Incorporating the concepts of mindfulness, stress triggers, unconscious reactions, staying ‘above the line’ and learning strategies to remain logical and objective to absorb and constructively respond to what may seem as adverse impacts.
Framing the context of the training on the premise that change is a process of continual transformation and viewing this from the perspective of a senior leader, the team, and as a team individual. Providing participants with strategies to achieve smooth progression through any transformation cycle.
High Performing Teams
Discussing the complexities of team dynamics, the components necessary for a high performing team, exploring individual responsibilities, alignment with and commitment to teams, being accountable, holding others to account, and using constructive communication skills.
High Performing Teams (Senior Leaders)
Discussing the complexities of team dynamics as well as the complexity of senior leaders belonging to a number of teams (both horizontally, vertically and externally to the organisation), exploring individual responsibilities, alignment with and commitment to teams, being accountable, holding others to account and using constructive debating and negotiations skills.
From Management to Leadership
Management and leadership are two different skill sets which often become lost in the blurring of these roles. Untangling these skill sets and placing focus on individual components supports participants to become more effective managers and more flexible and influential leaders.
Understanding self and others for improved workplace communications and relationships, leadership development and/or team building using
•DISC or Extended DISC profiling;
•Human Synergistics Life Styles Inventory Profiling; and/or
•Team Management Systems.
Performance Management: informal and formal processes
Reframing performance management so that it is no longer a task to be avoided but rather a constructive process embraced by managers. Upskilling managers to be confident to provide informal feedback to individuals and teams on a frequent basis, knowing when to escalate the situation to a formal process and successfully managing that process with positive regard for the employee and the process.
The Fire Within
This half day program focuses on ‘Leadership Transformation’ - understanding and harnessing our real desire that drives improved personal performance for the greater benefit of the organisation. This is a reflective exercise, drawing each leader to personally define success and recognise their own personal ambitions then weaving these into sustained support for organisational change and success. The purpose of this half day is for leaders to reconnect with their authentic selves and to be more purposeful, calm and responsive. Organisational change and organisational success are underpinned by personal ambition for change and personal successes.
Energised Thinking (Whole Brain Thinking)
Energised Thinking is a half day leadership training session that provides strategies for leaders to access a new way of thinking called ‘whole brain’ thinking. This type of thinking improves creative thinking and problem solving. Energised Thinking offers a process to shift leaders out of the pressured cycle of ‘try harder, think harder’ to be able to solve complex problems with ease thus lowering stress levels and improving business outcomes with more effective decision-making skills.
Research shows 71% of leaders are believed to restrict people’s thinking and are seen as restrictive, stressful, inhibiting change, over-rated and not visionary. When leaders are stressed and frustrated they stress the whole team. Energised Thinking teaches leaders how to move their decision-making processes between the conscious mind and the unconscious mind and present as more relaxed and visionary leaders.
Additional material covered in a Workplace Harmony Solutions leadership training program can include some or all of the following components:
- Role clarification
- Professional workplace relationships (including professional boundaries)
- Giving and receiving feedback
- Complaints handling
- Conflict management, including working with difficult or aggressive staff/clients
- ‘Above the line’ ‘below the line’ management behaviours
- Prevention of unlawful discrimination, bullying and harassment
- Addressing incidents of inappropriate behaviour ‘in the moment’
- and more
Depending on the needs of your business our leadership programs can be delivered in a half-day or full-day format or an extended interactive program incorporating ‘homework’ and one-on-one leadership coaching. Our intensive programs also include a final report submitted to the CEO outlining the progress and achievements of each participant in relation to their leadership development.
“Thank you for your wonderful contribution to the hospital culture this year.”
Jayne Boyle, Director of Nursing & Clinical Services
ST JOHN OF GOD BENDIGO HOSPITAL
“Catherine recently provided a series of leadership programs across our organisation. Catherine’s energy and engaging approach resulted in strong participation from our staff. Catherine provided some valuable tools for our leaders,as well as ongoing support for participants where necessary. Her adaptable approach and desire to address issues was evident in the planning and delivery of the program. I would have no hesitations in recommending Catherine and her team to other organisations seeking her insights and support.”
ST JOHN OF GOD BENDIGO HOSPITAL
“We have had some really fantastic feedback on the Performance Management Leadership Module. This feedback has come back to me, to other Exec Managers, as well as to the Executive Director (CEO). A couple of the participants have apparently described it as a ‘revelation’. This program is a critical part of our L&D strategy, our strategy to expand our leadership capability and our strategy to reduce the number of significant IR issues in the organisation. It looks like it’s working! We have retained a coach to work from our staff to help ensure that the skills you are imparting are translated into changed behaviour back in the business. The CEO has not only approved this but has been a major driver of it, and he would not have been had the feedback not been so positive. Thank you again for your hard work on our behalf. You have really delivered on these modules.”
AUSTRALIAN FOUNDATION FOR DISABILITY (AFFORD)
“I have really enjoyed and feel I have gained a lot through participating; so thank you for running such an excellent program. I feel that some significant inroads have been made into the connections and ongoing peer relations amongst the managers present which is a great outcome.”
Deborah Kottek, Director of Mission
ST JOHN OF GOD FRANKSTON REHABILITATION HOSPITAL
“Catherine recently facilitated a fantastic one day program for key managers within our Operations team. The program was well structured, engaging and really met the needs of our business providing our managers with useful tools and strategies to assist them to resolve conflict in a practical way. We would certainly recommend this program for any managers, particularly those in a fast paced retail environment.”
Robyn Batson Group People and Development Manager
Thank you for an excellent training session this week with the executive team – feedback received has been excellent. The content and forum were highly appropriate and was very much appreciated by my fellow colleagues.”
Muriel Marczynski Director, People & Culture and Information Management Corporate Services
BUILDING COMMISSION & PLUMBING INDUSTRY COMMISSION