Reinforce Insights

“The ultimate freedom for creative groups is the freedom to experiment with new ideas.

Some sceptics insist that innovation is expensive. In the long run, innovation is cheap. Mediocrity is expensive – and autonomy can be the antidote.” - Tom Kelley, General Manager of IDEO.

Supervisors are an important interface between managers of the organizations and employees. They represent a driving force of the economy. Supervising others requires a variety of skills, including, managing, delegating and controlling efficiently, setting correct expectations and allocating task. This course will give you the skills in communication, coaching, and conflict that you need to be successful.

At the end of this workshop, participants will be able to:

• Understand leadership and develop some flexibility to use other leadership styles.
• Recognize and alter your primary leadership style.
• Learn ways to prioritize, plan, and manage your time
• Establish ways you can meet the needs of staff and colleagues through communication and coaching.
• Identify ways to make conflict a powerful force for creative problem solving.
• Identify the techniques of dealing with conflict and difficult issues.

IQ can land you a job but it is your Emotional Intelligence (EQ), your ability to understand people’s emotions and ability to manage those emotions, can take you to the top of hierarchy. In a competitive marketplace, where intelligence levels are equal, EQ can be the determining factor for success. Emotional Intelligence is twice as important as intellect and expertise in terms of performance. In leadership positions, EQ is more than five times as important. Professionals who understand the connection between emotions and actions and can apply EQ skills to maximize effectiveness have a stand-out advantage in any organization. With EQ, people can strengthen their relationships with co-workers and can add success to both professional and personal life.

Working with extraordinary people and recognizing differences among them can help us realize who is great and who is not. These brilliant people’s ability to connect at emotional and personal level can inspire us to lead difference. It is their EQ that sets them apart from IQ which contributes to their personal excellence and leadership.

At the end of this workshop, participants will be able to:

• Define emotional intelligence
• Understand the role of emotional intelligence at workplace and techniques to apply it.
• Recognize link between emotional and physical health
• Validate emotions in others
• Identify the different emotions and ways to manage them
• Create a personal vision statement
• Recognize the distinction between optimism and pessimism

“Punishing honest mistakes stifles creativity. I want people moving and shaking the earth and they’re going to make mistakes.” - Ross Perot

If workplace leaders look at feedback as an opportunity to make employees work better rather than feel better, they are more likely to do it successfully. As human beings, we often hunger for feedback but our subconscious mind often feels that feedback given was because of something we have done wrong. This one day workshop will help workplace leaders understand the effective ways of providing structured formal or informal feedback, whether it is provided to workers, peers or anyone else. Participants will learn ways to deliver a message so that people accept it and make needed changes. They will also learn how to accept feedback when offered by others.

At the end of this workshop, participants will be able to:

• Explain the importance of effective feedback
• Provide feedback in real situations
• Describe six characteristics of effective feedback
• Apply a framework for providing formal or informal feedback
• Deliver feedback using descriptive language

“It’s not the hours you put in your work that count; it’s work you put in the hours.” - Sam Ewing

Some studies have assessed that office workers spend between 30% to 50% of their time in meetings. Yet many people regard them as time-consuming, annoying, and wasteful. Even though meetings are extremely important, an ineffective meeting not only stops routine productivity for little gain, it also affects employee self-esteem.

This workshop will be concerned with small working meetings; with groups that have a job to do requiring the energy, commitment, and talents of those who participate. Members of such a group want to achieve key outcomes of an effective meeting such as solving problems, brainstorming, or simply sharing information. At its best, such a group knows what it is about, and knows and utilizes the strengths of individual members.

This workshop will teach participants how to:

• Understand the value of meetings as a management tool
• Identify the characteristics of successful meetings, effective meetings and ineffective meetings.
• Learn about ground rules, different techniques for engaging meetings, and facilitation skills
• Recognize the critical planning step that makes meeting time more effective
• Explore types of difficult dynamics and solutions in a group exercise
• Identify process tools that can help create an open and safe forum for discussion
• Build up and practice techniques for handling counterproductive behaviours

“The first half of our lives is ruined by our parents and the second half by our children.” -Clarence Darrow

For the first time in the history five generations in the workforce - Silents, Boomers, Xers,Y’s, and Millennials - have presented new challenges for managers and their employees inthe workplace. Handling people from different generations requires understanding of theenvironment in which they developed their personality along with the skills to handle thedifferences. A definite lack of awareness exists among these five distinct generations.Typically, those of each generation feel they know best, better than those who came earlierand certainly much better than the new kids on the block. This leads to managementchallenges and productivity issues. This course examines the history and reality of thegeneration gap. Whether defining the actual limits of each generation is most important, orwhether the merits of people within the context of employment is the bigger issue,understanding others helps us to understand ourselves and to manage the people that we work with. In this workshop, we will explore problems, solutions, and strategies to help overcome issues of the generation gap.

Participants will learn to:

• Discover the sources of generation gap issue, how to approach differences and its impact on modern workforce.
• Overcome language barrier that is specific to each generation currently in the workplace.
• Identify targeted ways to appeal to different generations.
• Overcome gap issues by exploring organization strategies.
• Use the generation gap to the advantage when developing retention strategies.

“Don't tell people how to do things, tell them what to do and let them surprise you with their results.” - General George S. Patton

The roles and responsibilities of a leader entails much more than setting goals, lighting a path and persuading others to follow. Leaders should deliver their message in an inspirational way, construct bridges to carry over precious resources, and maximize output within their limited time. Leaders should know how to deal with alliance, motivate their colleagues and draw a parallel between the employee’s ambition goals with the needs of organization.

What makes for a great leader?

Is it something to do with internal characteristics, such as self-confidence and focus? Is it more about external presence, including personality and empathy? Or is it about the ability to create a mental picture and get others to commit to it?

The answer is all of the above. By accepting the challenge to lead, you come to realize that the only limits are those you place on yourself. This three-day workshop is a tool for your leadership development. It is designed to help you create and accomplish your personal best, and to help you lead others to get extraordinary things done.

In this workshop, we will:

• Define your role as a manager and identify how that role differs from other roles you have had.
• Understand the management challenge and the new functions of management.
• Discover how you can prepare for and embrace the forces of change.
• Identify ways to get you and your workspace organized and get a jump on the next crisis.
• Identify your leadership profile and explore ways to use this knowledge to improve your success as a manager.
• Enhance your ability to communicate with others in meetings and through presentations.
• Create an action plan for managing your career success.