The best way to improve your training for the new workforce is to encourage participants to interact with each other, with the content, and with you. In this workshop, Thiagi reveal secrets of effective interactive training that is faster, cheaper, and better. With Thiagi’s design approach you will learn to load different content resources into existing templates. You will also learn powerful principles of facilitating training for the new workforce.

Areas Covered in Session:
•          How to identify the characteristics and preferences of the new workforce
•          Applying agile training design to classroom sessions and online sessions
•          Incorporating different content resources in training design
•          Using training-design steps in a flexible fashion
•          New approaches to train-the-trainer
•          Handling disruptive participants from the new workforce
•          Using debriefing as a training technique

Session Style:
Interactive Workshop

Workshop Day Plan:
Module 1: Basic Principles and Procedures
Module 2: Designing Training for the New Workforce
Module 3: Facilitating Training for the New Workforce
Module 4: Managing Participants Expectations

In this highly interactive one day workshop we will explains 3 key areas; culture, diversity and unconscious bias in shifting organisational culture for the new talent landscape.

If we consider organisations as communities of human beings, it is easy to imagine that every organisation has a unique culture.  Organisational culture can be defined as the values and behaviours that contribute to the unique social and psychological environment of an organisation.  Culture in other words is all about the way we understand and do things around here.

In this segment of the workshop we explore personal culture and draw parallels to workplace culture; review Schein’s model of organisational culture and common styles of workplace culture.  We investigate enablers and inhibitors and consider how we can shift to a healthier workplace culture?

A diverse workforce is one inclusive of people such as those of various genders, ages, cultural backgrounds, approaches to thinking and people with physical and mental disabilities.

In this segment of the workshop we define diversity and consider cultural diversity. We explore the advantages of a diverse workforce and look at creating a business case for diversity; we identify challenges and barriers to diversity and consider steps and strategies to create a diverse workforce.

▪Unconscious Bias
The initial step in exploring unconscious bias is to recognise that we all possess biases. From birth our minds develop cognitive pathways that help us to deal with information that we cannot thoroughly process every time. These pathways are built on associations. When we observe a pattern of behaviour, our mind tends to make associations so quickly that we do not consciously think about them. This embedded thinking is our individual ‘autopilot’ de-fault setting. The problem with embedded or autopilot thinking, is that it is not based on fact or accuracy.

In this segment of the workshop we challenge ourselves to tackle these confrontational issues and consider proven strategies for addressing unconscious bias in the workplace.

Areas Covered in Session:
1.         Explore and define culture, diversity and unconscious bias
2.         Schein’s model of organisational culture
3.         Identify common types of workplace culture and behaviour
4.         Shifting organisational culture
5.         Creating a business case for a diverse workforce
6.         Steps and strategies to create a diverse workforce
7.         Identify the impact of unconscious bias in the workplace
8.         Strategies for dealing with unconscious bias in the workplace

Session Style:

  • Individual Pre-Workshop Activity
  • Workshop
  • Presentation
  • Participant Workbook
  • Experience Sharing
  • Case Studies
  • Group Activity

Workshop Day Plan:
Module 1: Introductions and Climate Setting Schien’s Context and Leadership
Module 2: Workplace Culture
Module 3: Exploring Diversity
Module 4: Unconscious Bias

The face of leadership is changing. It’s much more about inspiring others and building relationships of trust than it is about relying on the hierarchy and autocratic control. Leadership development now includes assessment, training, and coaching the emotional intelligence skills of managers. Join David Cory, M.A., leadership development specialist, as he shares with you how leadership is changing, introduces the skills of emotional intelligence, and provides you with a roadmap for change.

Areas Covered in Session:
Participants will be able to:
1. Distinguish between traditional models of leadership and contemporary models of leadership
2. Describe one of the world’s leading models of emotional intelligence
3. Explain how each of the 15 competencies of emotional intelligence are critical to effective leadership.
4. Understand how to assess and develop each of the 15 competencies of emotional intelligence

Session Style:
Interactive discussion and reflection

Workshop Day Plan:
Module 1: Introduction to Emotional Intelligence in the Context of Leadership
Module 2: Employee Engagement Model and the Connection with Emotions
Module 3: Being Intelligence about Emotions
Module 4: Competencies and Emotional Intelligence for Effective Leadership