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| Interviewing, Assessment, Measurement and Competency Development |
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Leadership & Team Effectiveness Programmes Development Programmes for Leadership Performance:(All Wilson Learning programmes can be reinforced and supported and integrated into daily work processes with on-the-job tools and follow up resources. We are happy to work with your organisation to ensure alignment around the Performance Improvement Initiative for best possible business impact over time.) Leading for Performance (LFP): A suite of contemporary leadership development
modules that provides mid-level managers, team leaders, and other first
line managers with the skills necessary to be competent in their roles.
Participants explore proven employee selection, communication, team building,
conflict resolution, coaching, goal setting, performance review, and
other leadership best practices that provide organisations with a sustainable
advantage despite external market forces. The Leader Manager (TLM): This
3 day instructor-led programme is designed in a flexible, modular format
so that it can be configured to your
organisation’s needs. It helps leaders to build strong, high-performing
teams by balancing the five key practices that shape the performance
of individuals. The learning experience can be enhanced by the use
of the Leadership Survey. Leading from Within (LFW): A
unique 1 day workshop that explores the challenges of leadership. The
discovery process that helps participants
define “who they are” as Leaders. It requires deep self-assessment
and a willingness to grow and develop. Participants learn the tools
and strategies they need to develop their personal effectiveness, at
the same time enhancing their relationships with employees and customers. Leading for Growth (LFG): An
advanced 2 day instructor-led programme that challenges managers to “re-think” their roles as leaders,
shifting from traditional “heroic managers” to growth leaders
who fully develop their employees’ potential to achieve business
results. The programme can be further enhanced by use of the Growth
Leadership Inventory. Leading in Challenging Times (LCT): A flexible 2 day instructor-led programme
designed for every employee who functions as a leader or influences
others. It is a powerful organisational development programme that
will help your leaders understand their role in implementing business
strategy, taking charge of the change process and re-focusing their
people. It is especially beneficial for organisations anticipating
change from new initiatives, or enterprises that have gone through
/ are going through mergers and acquisitions. Innovation in Action Series: Consists
of a brief context-setting introduction and five comprehensive modules
that can be configured to your organisation’s
needs. It systematically addresses all 3 levels that impact ‘change’ – The
Individual, The Process and The Workgroup. The tools and techniques used
are easy to learn and participants have an opportunity to apply the concepts
to real work challenges. The Power of Versatility (TPOV): A ‘reinforcement’ application
that can be added to Wilson Learning Programmes such as Social
Styles Series.The programme’s modular design
can be configured to your organisation’s needs or presented in
the traditional 1 day format. The Power of Versatility offers participants
a comprehensive review of the concepts of ‘Social Styles’ and
includes a personalised Versatility Profile. Social Style Series (SSS): An
evolutionary, research-based programme that uncovers value in the diversity
of your people and their individual
strengths. ‘Social Styles’ helps participants to improve
interpersonal relationships with colleagues and associates based on a
proven framework of tools and skills necessary to understand and work
with individual differences in a variety of situations. A 2 day instructor-led
programme, the learning experience is enhanced by the ‘Social Styles
Profile’ – a multi-rater instrument that identifies the participant's
social style: Driver, Analytical, Amiable or Expressive. Negotiating To Yes (NTY): The programme derives from the work of Dr.
William Ury of the Harvard Negotiation Team. The participants learn
how to focus on the interests (as opposed to the positions) of both
themselves and their counterparts. The programme builds skills in questioning,
listening, problem-solving, persuading, strategizing, and countering
the unfair tactics used by others. Development Programmes for Team Performance: Creating Team Mastery (CTM): A
highly adaptable 2 day team development process designed to foster
unity in team relationships and create strategic
focus in team performance. This programme is always customised for your
organisation, so the exact format of Creating Team Mastery depends on
the specific needs of your team. It includes practical exercises, assessments
and the ‘Team Map’ – a unique team building tool. The Contributing Team Member (TCTM): A 1 day companion course designed
to help teams leverage the unique talents of team members for richer,
more innovative solutions. A pre-requisite for participating is a past
attendance in a Social Styles programme. High Performance Team Workshop (HPTW): An
energetic 3 day instructor-led programme that supports intense participant
involvement and incorporates
your organisation’s real situations to help people work together
to reach alignment on the critical issues they are facing, resolve interpersonal
differences and learn how to collaborate to solve problems. High Performance Virtual Teams (HPVT): A
highly flexible programme that can be delivered in various modular
combinations or customised so that
each module is developed into a stand-alone programme for teams with
specific needs. The complete programme consists of six modules, each
typically delivered via a live, interactive web cast and lasting approximately
2 hours. The programme is designed to help participants understand how ‘virtual
teams’ form, how to overcome the barriers to virtual working, improve
team effectiveness and even lead a virtual team. It is supported by a
rich set of skills and processes and online tools are available to participants
to reinforce their learning. Social Style Series (SSS): See above Interviewing, Assessment, Measurement & Competency Development for ‘Leadership & Team Performance’: Performance Based Interviewing (PBI): A
highly effective ‘selection
tool’ that gives your organisation a detailed appreciation of the
kind of skills and talents required for a targeted job role. The tool
enables you to conduct meaningful evaluations and hire the candidates
most likely to achieve performance expectations. Strategic Work Profiling (SWP): A process that helps you to link individual
capabilities of your workforce with your business strategy. Leader Navigator (LN): A 360 degree measurement tool that provides individuals with personalised feedback and development planning. This assessment programme is a research-based effective method for identifying and developing skill sets in both leaders and individual contributors necessary to build their talent for the future.
Leadership Survey (LS): A multi-rater assessment designed for managers,
supervisors, project leaders, or anyone who provides leadership to a
group of people. The results provide participants with personalised feedback
on the six leadership factors measured, as well as a basis for management
coaching. It can be used as a stand alone individual diagnosis and planning
tool, or as an enhancement to a leadership development programme, such
as The Leader Manager. Growth Leadership Inventory (GLI): A
multi-rater assessment that measures a leader’s capability to
build a strategically-oriented, collaborative culture, as perceived
by the people he/she leads. It will help you to
identify the critical skills your leaders need to maximise the potential
of their workforce and produce results. Assessment Based Executive Coaching (EC): Wilson
Learning’s Executive
Coaching provides an individualised learning approach for reaching desired
outcomes and building strong leaders. Executive Coaching offers a full
range of service options that can be configured to meet each participant’s
needs. |
| Page Last Updated: 31 May, 2007 |
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