English Business Writing
The key objective for this course is to give delegates the confidence and knowledge to write effective business documents. In order to achieve this, many writing exercises are given within the workshop, which are then evaluated and given back to the delegates with comments. In this way each delegate gets personal feedback on his or her strengths and weaknesses and is able to monitor his or her own improvements. It is only through this personal interaction that delegates can really improve and develop their confidence and skills.
At the end of this module delegates will be able to:
- Understand the importance of all communication having a clear objective
- Set objectives for written communications
- Plan and know the recipe for quick effective writing
At the end of this module delegates will be able to:
- Use simple, concise language and short sentences in a business letter, to achieve a “positive unloading rate” and to avoid “verbose, old-fashioned” language.
- Use the correct layout when writing a business letter, memo, e-mail or fax.
- Explain the importance of using grammatical sentences and how to achieve correct grammar through simple constructions (such as active rather than passive sentences, short rather than long sentences and vocabulary usage)
- Use paragraphs to break up the points of a letter, memo or fax into clear “bite-sized” pieces for the reader. Place such paragraphs in a logical sequence so as to create a logical structure.
- Understand the meaning of tone, identify the importance of tone and be able to correct inappropriate tone in the delegate’s own writing
At the end of this module, delegates will be able to:
- Edit, proof-read and check documents to make sure that they are clear, concise, correct and complete
- Demonstrate an ability to evaluate various documents against set criteria. Be able to “mark” a number of documents against pre-set standards.
Costs and Duration
A standard English Business writing course has the duration of two days. However, this can be easily modified into a one day, one and a half day course or it can be broken up into modules .
The cost of the course is R25 000.00 for a maximum of 25 delegates attending.
- The objective of the letter was met
- Planning and structuring of the letter
- The correct format/layout was used
- Correct paragraph usage
- Creating a positive unloading rate ( simple English sentence construction)
- Grammar and spelling
- Appropriate tone to meet the objective
Effective Mentoring/Coaching Skills
At the end of this programme the delegates will be able to apply internationally recognized mentoring / coaching practices and guidelines within an organization.
At the end of this programme, the delegates will be able to:
- Understand the differences between coaching, mentoring, therapy and training
- Understand the benefits of coaching / mentoring to the mentor and mentee
- Understand the rights and responsibilities of mentoring parties
- Understand and implement coaching and mentoring processes and approaches
- Be able to match mentors/coaches with mentees/coaches
- Understand social styles and the effect of emotional intelligence on business effectiveness
- Understand the involvement of other parties in the coaching process
- Understand and use effective listening and questioning techniques in the mentoring/coaching relationship
- Demonstrate an understanding of the three conversations in mentoring/coaching
- Determine the focus of the mentoring/coaching relationships
- Discuss, understand and implement coaching/mentoring relationships in 6 simple steps
- Understand and use mentoring/coaching agreements and codes of conduct
- Use effective self-assessment and mentee performance feedback tools
COSTS AND DURATION:
The duration of the course is 4 to 6 hours and will be held for a maximum of 15 to 20 delegates at a cost of R20 000,00.
There is an existing manual available. However should the organization require the development of a customized manual, there will be an additional cost of R6 000, 00.
People Management and Communication Skills
The People Management and Communication Skills training programme is a practical workshop focused on enhancing interpersonal and communication skills, for improved professional relationships.
Introduction: International research on EQ and business effectiveness
Increasing understanding of yourself and those with whom you work
- Understanding and accepting other people’s styles
- Understanding and adjusting your own style and becoming more versatile
- Strategies for working effectively with other styles
Diagnosing interpersonal skill based problems
- Case studies and problem solving
- Child behaviour in business
- Parental behaviour in business
Professionalism in office relationships
- Dealing with office politics
Making communication work for you
- The importance of communication
- How communication works
- Effective and ineffective communication
- Achieving communication objectives
- Your communication profile
- Neglected areas of communication: case studies in listening
- Clarifying needs and expectations
The key to achieving your potential and developing your people skills
- Unassertive communication
- Aggressive communication
- Assertive communication – with strategies and practice
Building communication skills
- Dealing with conflict
- Feedback: giving and receiving negative feedback and criticism
- Feedback: case studies and guidelines for feedback and appraisals
Costs and Duration
The course duration is one and a half days. However, other modules such as time management can be added or some content can be removed and the time period adjusted accordingly.
The course costs R20 000.00 for a maximum of 25 delegates attending.
STRENGTHSCOPE MODEL BACKGROUND
Strengthscope was designed by a team from Strengths Partnership Limited founded by James Brook and Dr Paul Brewerton. James is an expert in innovative assessment methods, talent management and leadership development and Paul is an expert in organisational development and psychometric design. They have been running consulting businesses for over 15 years.
The importance of the strengths approach is that it focuses on behavioural strengths in the workplace as opposed to the normal societal focus on limiting weaknesses (while not denying that they exist).The model accepts that peoples’ underlying personality does not change much and assumes that they achieve results in different ways.
It has been statistically proven that if an organisation focuses on strengths, staff engagement increases substantially. Departments/organisations supporting individual strengths have a 38% probability of higher productivity and a 44% probability of higher loyalty and retention.
Strengths are defined as underlying qualities that energise us, contribute to our personal growth and lead to peak performance. They reflect our passions and values and enable us to perform at our peak in both good times and during tough, challenging times.
The model selects twenty four performance-critical strengths in the workplace which are broken down into four clusters: emotional strengths (how to manage and express your emotions in relation to people and work), relational (establishing and maintaining effective relationships), thinking (intellectual skills and ability to gather effective information) and execution (delivering results in terms of content and delivery)
STRENGTHSCOPE MODEL IMPLEMENTATION
An electronic questionnaire is sent out to each participant which takes approximately 30 minutes to complete.
An individual’s strengths are fairly stable over an extended period of time as they are a core part of who we are. However important/stressful life events may bring certain strengths to the fore or push others into the background, hence it is essential to be in a calm frame of mind when answering the questionnaire and not to be interrupted while completing it.
The model is intentionally more straightforward than other psychometric testing tools to make it more practical and useable for the user.
Within days a full written report and graph with a standardised scale of one to ten is produced as this is the most commonly used scale in psychometric testing.
The individual’s scores are then charted in the different areas and a detailed description is provided of all 24 behaviours with specific reference to the significant seven strengths.
It has been psychologically identified that people typically retain this number of items (seven) in their short term memory hence the focus on the seven strengths that have rated the most strongly in the assessment.
Once the report has been formalised it is arranged by the accredited user (myself) to have a one on one coaching feedback session with the individual assessed in order to discuss and internalise the feedback from the report as well as the process. This takes approximately one and a half hours.
The report is not sent back to the individual beforehand in order not to leave it open to any possible misinterpretation. It is handed to the individual at the abovementioned feedback session.
It is recommended that at least three coaching sessions (at three to four week intervals for a period of one and a half hours) are arranged for each individual following the first feedback session in order to have coaching/mentoring on how the individual’s strengths overlap with their job specific competencies and the organisational goals. Where there is a lack of follow through in this regard there is sometimes a lack of alignment between the learning on an individual emotional intelligence level and how these strengths play out in the work environment.
It is most beneficial for an individual to visualise and name their behavioural strengths in this manner as well as assess themselves graphically/statistically as they progress within the organisation.
COSTING OF THE PROGRAMME
The cost for the assessment as well as the first feedback session is R2500.00 (V.A.T. exclusive) per registered candidate, of which a deposit of R500.00 is required in order to pay administrative costs involved the initial report generation.
Each subsequent coaching session costs R2500.00 per session (V.A.T. exclusive).
Broad concepts in respect of the process and modality can be offered in team context if specifically requested but individual feedback is not given in this context unless express permission is obtained from the individuals concerned. It is my experience working with project examples and not named individuals works better in the team context within the professional environment. Team sessions cost R5 000.00 (V.A.T. exclusive) for a maximum group of 8 (eight).
CLIENT COUNSELLING EVALUATION AND FEEDBACK
- Use of questioning techniques
- Use of compassion /empathy with the client
- Use of clear explanations with the correct “register”
- Wrapping up the session and explaining the way forward for the client
- Conducting the session within the allotted time
- Displaying legal knowledge
- Working as a team – if applicable