EQ EXCLUSIVE TRAINING

The essential skills every manager needs to be more effective with and through people are packed in the programmes below

DEVELOPING HUMAN PERFORMANCE

Click the tabs below for modules details

Developing Human Performance: Powerful Skills for Today’s Leaders and Managers from World Leading EQ Practitioners (DHP 1: Being a Leader) 
is a complete module every productivity driven professional should partake in.

From orienting new managers to building skills for diversity, collaboration, change, or customer care, these workshops blend engaging learning and powerful content with the perspective of emotional intelligence experts. Each module includes a facilitator guide, plus PowerPoint® slides and handouts. DHP includes an outstanding curriculum on being a leader, managing teams, and improving organizational performance.

Volume one includes five outstanding modules on Being a Leader

 DHP 1: Being a Leader 

1.1 Intro to EQ

This introduction to emotional intelligence provides leaders with a broad overview of the key competencies of emotional intelligence.  Participants will have an opportunity to gain a greater understanding for how emotions impact people in the workplace and will gain practice identifying their own and others’ feelings, patterns of behavior and, with practice, identifying areas for continued development in themselves.

1.2 Leadership Defined

The intent of this lesson is for participants to examine the connection between their expectations of an ideal boss and their understanding of leadership.  This lesson helps clarify what leadership is and the role of emotional intelligence as participants identify skills required to be an effective leader.

1.3 The Leader-as-Coach

In this session, participants will consider what it takes to build a trusting relationship that allows them to be effective in their role of developing people. The Six Seconds Emotional Intelligence Model is introduced as a framework for building the coaching relationship.

1.4 The Essence of Change

Change is an ever-present reality in today’s business world.  This session helps participants to be prepared for change, understand the process, and be more nimble in change.

1.5 All Stressed Out

Stress inhibits performance and is a massive financial and personal cost to organizations and employees. This workshop provides a new perspective on stress, the causes and cycles of stress, and how to shift back into balance.

Developing Human Performance: Powerful Skills for Today’s Leaders and Managers from World Leading EQ Practitioners (Volume 2: Leading Teams)

 

is a complete module every productivity driven professional should partake in.From orienting new managers to building skills for diversity, collaboration, change, or customer care, these workshops blend engaging learning and powerful content with the perspective of emotional intelligence experts. Each module includes a facilitator guide, plus PowerPoint® slides and handouts. DHP includes an outstanding curriculum on being a leader, managing teams, and improving organizational performance.

Volume Two includes five complete modules on Leading Teams.

 DHP 2: Leading Teams

2.1 Building Trust

Trust is a barometer to measure the strength of a relationship.  When people don’t trust a leader, the leader loses influence and efficacy because people cease to believe him or her.  On the other hand, when trust is high, credibility goes up, and teams become more functional.  This module explores the causes and feelings related to trust and the leadership behaviors that can build, break, and rebuild this essential “glue” for organizational health

2.2 Managing Performance

Most organizations have Performance Management as a process and yet there is more heartburn rather than positive emotions connected with the process.  Most managers avoid the performance management system; they find it emotionally taxing and a waste of energy and time. This module helps participants consider both the technical and emotional skills required for effective performance management, and provides a process framework for each. 

2.3 Effective Constructive Feedback

One of the keys to management is the ability to deliver useful, timely guidance that supports increased performance – in other words, effective feedback.  The challenge is that typically “feedback” is either not useful, not timely, or delivered in a way that does not support increased performance; in these cases it exacerbates tension, diminishes trust, and undermines effectiveness.  The module explores the keys to making feedback work. 

2.4 Motivation from the Inside Out

One of the central challenges of leading is to motivate people to engage in the agenda set by the leader and the organization.  Those becoming leaders often wonder, “Why won’t my people do what I need them to do?”  This module examines different aspects of motivation from the lens of emotional intelligence, focusing participants on the underlying drivers of lasting motivation.  

2.5 Handling Conflict in Global Teams

Conflict is a natural part of life.  Everyone has different ideas and perspectives that may come into conflict with someone else’s ideas.  When people come from different cultures, the differences in their views about conflict can be even greater. By recognizing their own and others’ emotions in conflict, participants gain important insights that will help them manage cross-cultural conflicts more effectively.

Developing Human Performance: Powerful Skills for Today’s Leaders and Managers from World Leading EQ Practitioners (DHP 3: Transforming Organizations)

 

is a complete module every productivity driven professional should partake in.From orienting new managers to building skills for diversity, collaboration, change, or customer care, these workshops blend engaging learning and powerful content with the perspective of emotional intelligence experts. Each module includes a facilitator guide, plus PowerPoint® slides and handouts. DHP includes an outstanding curriculum on being a leader, managing teams, and improving organizational performance.

Volume Three includes four outstanding modules on Transforming Organizations.

DHP 3: Transforming Organizations

3.1 The Context for Customer Care

While most organizations and managers talk about customer care, few focus on creating a context for really caring!  This module introduces the importance of an emotional component to customer care, offers a simple process for improving customer care, and focuses participants on the importance of caring for the internal customers to create the context for great customer relationships.

3.2 Change That Works

It is estimated that over 70% of change initiatives in organizations do not yield the results that are needed.  There are many reasons for these failures; one key reason is the lack of preparation for and skill with the human side of change.  Great strategies fail when people don’t buy-in and execute them.  This module helps those leading change to consider the emotional dynamics of change.  It introduces them to a powerful roadmap for considering the people side of change and helps them identify the key skills they need to develop and leverage in order to follow that map.

3.3 Building a Customer-Oriented Culture

An effective customer-centric culture provides customer experiences so moving and memorable that they increase customer loyalty. Ardent loyalty is an emotional connection with a business that leads customers (1) to always choose your product or service when they have other choices AND (2) to recommend your service or product to others.  This module helps managers to identify the characteristics of a customer-centric culture and rate their work unit against those cultural characteristics.  Participants will explore the importance of keeping employees close to customers regardless of their position in the customer service chain and learn more about facilitating lasting culture change to increase customer engagement.

3.4 Engagement and Organizational Climate

Each day people come to work there is an emotional component to their experience.  They might say, “it feels good to come to work,” or they might report, “it’s a really toxic environment at work.”  This general “organizational mood” can be described as the organizational climate, and it has a major impact on performance.  When people feel good coming to work, they take positive risks, are more open and innovative, they share information, and are more resilient.  When work feels unpleasant, they disengage.  So how is organizational climate formed?  And what does it take to improve the climate?

MANAGEMENT ESSENTIALS

Management Essentials are six workshops to equip every manager with the most important tools for the people-side of their job. The curriculum strengthens performance with a powerful emotional intelligence framework to understand the job of managing people and practical tools to make it happen.

This program is part of the Developing Human Performance series; complete modules every development professional can use to build the skills for everyday leadership needs. These workshops blend engaging learning and powerful content with the perspective of emotional intelligence experts.

Introduction – Background

ME1 EQ on the Dashboard – Emotions drive people, and people drive performance. Using the “Dashboard” from the Brain Profiles, managers learn how to make this formula work. This module introduces managers to key ideas for working WITH people by understanding a little about emotional intelligence as a key driver of performance.

ME2 Essentials of Trust – Recent Chartered Institute of Personnel Development (CIPD) reports have found that Trust – or lack of it – is going to be one of the biggest leadership issues in the coming years. This module explores aspects of trust and leverages the Brain Brief Profile to build more productive and trusting relationships.

ME3 The Challenge of Change – The real challenge of change is rooted in neurobiology – the human brain wires itself to respond in a particular way. This module helps people gain insight into ways they can successfully navigate change by forming new and lasting connections utilizing their Brain Talents.

ME4 Igniting Motivation – Employees perform optimally when leaders inspire and engage by providing meaning, freedom to innovate and building trust. This module helps managers see that different kinds of motivators drive different kinds of performance with different people.

ME5 Enhancing Teamwork – This module supports performance by helping managers understand the meaning of “team” and the key drivers of team performance. Topics include fostering a climate where divergent viewpoints contribute to innovation – while also building collaboration and harmony.

ME6 Accelerating Execution – The climate the manager creates within the team/organization supports or undermines the ability to generate results. High performance grows when managers create the conditions for execution by increasing focus, creating accountability, and increasing the quality of feedback. In this module, managers learn a framework of the keys to execution and how they can leverage and develop their own capabilities to best support their teams to achieve quality results.

Each module includes PowerPoint® slides, handouts, and videos.
This training curriculum is intended to meet the “everyday” needs of HR and development professionals. While the content is about practical daily leadership and management issues, there is a “golden thread” of emotional intelligence woven throughout. This makes the modules more powerful and creates a consistency that allows you to deliver multiple modules knowing they will interlock and reinforce one another.

Click the tabs below for modules details

EQ on the Dashboard – Management Essentials 1

This 2-hour module introduces managers to key ideas for working WITH people by understanding a little about emotional intelligence as a key driver of performance.

Description
Emotions drive people, and people drive performance. Using the “Dashboard” from the Brain Profiles, managers learn how to make this formula work.

This 2-hour module introduces managers to key ideas for working WITH people by understanding a little about emotional intelligence as a key driver of performance. This module introduces basic concepts from the powerful BRAIN PROFILES and the EQ Dashboard. It focuses on how this kind of data can be used as an essential for management.

Outline of this module

  • Introduction
  • Intro to EQ
  • EQ Styles – Case Study & video about stress & the brain
  • SEI and Dashboard
  • Dashboard Case: ABC
  • This Group’s Dashboard
  • Optional: Dashboard Insights
  • Conclusion

Essentials of Trust – Management Essentials 2

This 2-3 hour module explores aspects of trust and leverages the Brain Brief Profile to build more productive and trusting relationships.

Description

Recent Chartered Institute of Personnel Development (CIPD) reports have found that Trust – or lack of it – is going to be one of the biggest leadership issues in the coming years. It is at the very root of any relationship we have. Trust may not be visible but it holds the relationship sturdy, strong and upright.

Trust is becoming increasingly complex and yet because of trust, people will take the risk to change, to work together, to dig deeper, and to go further. On one hand we need to understand why we do not trust easily and on the other hand, we need to ask ourselves if we are trustworthy.

This 2-3 hour module explores aspects of trust and leverages the Brain Brief Profile to build more productive and trusting relationships.

Outline of this module

  • Introduction to Trust
  • Elements of Trust
  • Trust Data
  • Looking Deeper
  • Brain Style
  • Earning Trust
  • Way Forward
  • Conclusion

Navigating Change – Management Essentials 3

This 2.5-hour module helps managers gain insight into ways they can successfully navigate change by forming new and lasting connections utilizing their Brain Talents.

Description

According to Dr. Kotter, a pioneer in the field of organizational change, successful large-scale change requires engaging not just the minds of colleagues but, more importantly, their hearts.

It is about moving from fear, frustration and judgment towards courage, curiosity and excitement. The real challenge of change is rooted in neurobiology – the human brain wires itself to respond in a particular way. The patterns of thoughts, feelings and actions are already formed based on previous experience, so whenever we associate a particular concept or a feeling with another we reinforce a connection.
This 2.5-hour module helps people gain insight into ways they can successfully navigate change by forming new and lasting connections utilizing their Brain Talents.

Outline of this module

    Introduction to Change; Change Clues

  • Changing Brain Patterns
  • The VUCA Challenge
  • INSIDE Change
  • Talents for Change
  • Brain Talents
  • So What?
  • Conclusion

Igniting Motivation – Management Essentials 4

Igniting motivation involves engaging the heart and the mind. To set employees up to perform optimally, managers need the skills to inspire and engage by providing meaning, freedom to innovate and building trust. In this 2.5 hour module, managers learn how.

Description

Employees perform optimally when leaders inspire and engage them by providing meaning, freedom to innovate and by building trust. This module helps managers see that different kinds of motivators drive different kinds of performance with different people. In order to do so, we’ll use an insightful tool to understand people and what drives them.

Igniting motivation involves engaging the heart and the mind. Most companies still think the carrot and stick approach works, but current research says otherwise. To set employees up to perform optimally, managers need the skills to inspire and engage by providing meaning, freedom to innovate and building trust. In this 2.5 hour module, managers learn how.

Outline of this module

  • Introduction, Motivation data
  • Three Motivating Questions*
  • Look Deeper + Motivation Interviews
  • Managing Motivation
  • One More Ingredient*
  • Motivation Cases
  • Star Shine + Conclusion

Enhancing Teamwork – Management Essentials 5

Is a group that happens to work together a “team”? What does it mean to be a team? Can “teamness” be increased? This 2.5 hour module examines how individual talents can be strengthened to strengthen the team as a whole, and how talents can be used to build a shared commitment to performance.

Description

Is a group that happens to work together a “team”? What does it mean to be a team? Can “teamness” be increased? This 2.5 hour module examines how individual talents can be strengthened to strengthen the team as a whole, and how talents can be used to build a shared commitment to performance.

Outline of this module

  • Introduction, Motivation data
  • Three Motivating Questions*
  • Look Deeper + Motivation Interviews
  • Managing Motivation
  • One More Ingredient*
  • Motivation Cases
  • Star Shine + Conclusion

INSIGHT TO PEOPLE MANAGEMENT

EQ - Insight for People Management (IPM)

EQ Insights for People Management (IPM), a remarkable program which includes personalized courseware incorporating the insights of the Brain Profiles with practical applications for management. The result: Growing self-awareness and practical strategies to improve managerial competence.

“IPM is a journey to effectively managing people, powered by awareness of self and others. Great blend of tools, practices, and action planning.” Solafa Batterjee, CEO, Doroob, Jeddah, KSA

IPM is a powerful 1-day workshop to build insight for managing people. Participants attending the IPM program each receive a personalized workbook-report of about 50-page that is a combination of their emotional intelligence assessment results, individual guide to the course activities, and personalized tips to improve managerial competence.

 

Training Benefit

 

Step 1: Clarify the value of emotional intelligence and your vision of leveraging EQ.

 

Step 2: Recognize why EQ and the insights from the Brain Profiles are essential for leaders in this VUCA context – and learn how to use these tools in practical organizational applications such as communication, talent and strategy.

 

Step 3: Become certified to deliver this powerful 1-day program to build insights for effectively managing people.

 

In volatile markets and rapid change, what really creates performance? New insights from neuroscience and organizational research reveal key drivers that make the difference. In an action-packed training, managers and people responsible for increasing managerial performance will access key insights and powerful tools to work better with people. “Emotional intelligence” isn’t just a buzzword for people-skills, it’s a specific, learnable, measurable skillset to improve performance.

“Great program that brings emotional awareness with content and credibility. Perfect level of interaction, theory and activities”. Marcelo De Paulo, Director L&D, Viceroy Hotels

Other Details on IPM

EQ Insights for People Management In an active, engaging workshop, managers increase self-awareness, build confidence and improve people management skills to enhance performance.

 

Emotions drive people, and people drive performance. How do you make that practical for manager?

EQ Insights for People Management (IPM) is a hands-on workshop that equips managers with the insights that “great managers know.” The 8-hour program (can be a day or divided) is structured through a personalized workbook (a combination of course materials, Brain Brief, Brain Talent, and Brain Discovery Profiles) – with extensive custom information for each participant.

 

After this day introduction, in combination with steps 1 & 2 of this certification, you’ll know how to use this insightful content. As a learning & development professional, you’ll be equipped with the courseware (slides, facilitator’s guide, sample proposal, sample workbook) and your own IPM personalized workbook.

 

In IPM, managers…

1. Identify a current workplace challenge and map specific actions to support successful outcomes.

2. Recognize their personal Brain Profile and how this impacts their focus, decisionmaking and drive in their role as a people manager.

3. Gain insight into the Brain Profiles of others, and how this can be utilized to improve interactions.

4. Identify their Brain Talents and how these can be leveraged to put EQ into action to increase your effectiveness in leading, collaborating and working with others to improve performance.

5. Develop a personal SWOT analysis and commit to an action plan to apply their knowledge to improve people management.

 

Each participant receives a personalized workbook with their EQ assessment results plus custom exercises and tips to put their learning into action.

 

“After IPM, now I understand how I can work with different people and scenarios effectively – instead of relying on just one approach.” – Hatim Ali, Head of Quality Assurance

 

Who should attend 

L&D professionals; everyone working to develop the people side of performance.

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