Understanding & Developing High Performing Teams
Half Day Workshop
Understand your team dynamics to improve business performance.
This highly interactive and enlightening workshop, designed for managers and their team members, will help improve interactions and team performance. It incorporates individual psychometric assessments to help team members discover more about their own and others natural style and approach at work. The psychometric profiling tool can also draw out other support and assistance that might be beneficial to the business direction and strategy. This workshop also includes an exercise to identify the desired team culture and how that can be achieved.
Summary of Inclusions:
Half Day Workshop
Client debrief and planning session
Team members and their managers complete an online personality profiling questionnaire prior to the workshop, which takes approximately 10 minutes. (Further information about the Extended DISC psychometric assessment tool is detailed here.
The workshop commences with the company leader/manager presenting a review of the company’s current goals, team goals, values and mission to their team members. Question time and discussion is included to ensure there is a shared understanding and the scene is set for the workshop.
Identify the desired culture, what that looks like and how it aligns with the company’s goals/success.
The psychometric assessment reports and Extended DISC tool is then explained to the group, outlining the various styles, how it will be used in the session and how it can then be used by the business.
Each participant is given their report to review their results and personality style.
Team members get to share a few of the details from their report with the wider team (if they are comfortable to do so).
The combined team results are discussed with the group.
- What does it identify? how does the team dynamic match the business needs? are there any gaps?
- How do the results align with the company’s strategy/team goals?
- Personality dynamics and team performance
- Understand the key building blocks of an effective team and how to attain them
- Understanding the existing team and creating a positive and productive workplace
The workshop concludes with a look at the following areas, as time allows:
- Identify unacceptable behaviours and how to prevent them.
- Examine any identified barriers to achieving the desired culture for your team.
- What factors contribute to a high performing team?
- Tips for a happy workplace.
- Discuss follow-up homework: setting 2 – 3 actions.
By the completion of the workshop the participants will:
- Gain a clear understanding of company goal and mission
- Develop self-awareness and how people are different
- Understand the different styles and learn to identify the styles of others
- Know how to modify behaviours appropriately to improve interactions with others
- Understand how to capitilise on team strengths,
- Know the desired workplace culture and what that looks like on a day-to-day basis
- Know what behaviour is acceptable and what is not
- know areas of focus going forward
Post Workshop Debrief and Future Development Plan:
- Discuss workshop outcomes and identify any areas for development and options for ongoing support
A Great Place to Work
3.5 Hour Seminar
This workshop looks at how to achieve your desired culture, what behaviours are unacceptable and how to address these. Designed for teams within a workplace, including staff, team leaders and managers. We encourage management to attend with their team, to get the maximum potential from this workshop.
Benefits to your Organisation and Learning Outcomes:
- Identify the ideal workplace culture and be able to describe what would or wouldn’t happen in that culture. Also consider how this aligns with the organisation’s strategy, vision and values.
- Clarify what behaviours are unacceptable and provide communication tips and the processes staff can follow to address these.
- Ensure everyone understands the legislation that relates to unacceptable behaviour.
- Consider what makes a high-performing team and how to increase happiness in the workplace.
- Assist managers to know the best way to continue to improve the culture going forward.
- Identify the desired culture, what that looks like and how it aligns with the organisation’s goals/success
- Identify legislation relevant to unacceptable behaviour
- Discuss and define Bullying, Harassment & Discrimination
- What is not bullying (but may still be unacceptable)
- How to prevent unacceptable behaviour
- What not to do
- Investigation process
- False allegations of unacceptable behaviour
- Examine any identified barriers to achieving the desired culture for your team
- What factors contribute to a high performing team
- Tips for a happy workplace
- Discuss follow-up homework: setting 2 – 3 actions
Successful People Management
A series of 6 x 2 hour workshops that will assist team leaders and managers to become more confident and competent in handling everyday problems that arise when managing staff performance.
6 x 2 hour sessions either at your venue or Chapman Employment Relations, 56 Waimea Road, Nelson
Session 1: Effective Communication 1
Session 2: Effective Communication 2
Session 3: Managing Difficult People
Session 4: Everyday Performance Management
Session 5: The Disciplinary Process
Session 6: Bullying in the Workplace
Effective communication is a critical skill for successful supervisors and managers. Unfortunately we often carry through our communication styles from earlier in life, and find it difficult to adjust how we communicate in differing circumstances.
These 2 x 2 hour workshops will enable participants to recognise their own communication and behavioural styles, the challenges different styles present, and adopt new communication tools for alternative circumstances.
- Why don’t they understand what I’m saying?
- Barriers to effective communication
- Understanding yourself and others – Identifying personal communication styles
- Verbal and non-verbal components of communication
- Assertive, aggressive and passive communication
- Three point communication
- Responding Not Reacting: Keeping the Emotion Out
- Giving and Getting Feedback
- Handling criticism and other forms of manipulation
- Distinguishing between ”reasons” and “excuses”
- Handling “difficult” people and situations without being aggressive
- Negotiation, Persuasion, and Influence
Managing Difficult People
What can be done with the person that just doesn’t fit in, or worse, their behaviour is confrontational and uncompromising? Personality clashes and ongoing disharmony is costly for business, and the employee needs to be either effectively managed in the business or managed out. We explore the traits of various personality types and ways to manage them.
- Personality traits versus behaviour
- Influencing behaviour
- Understanding the motivation
- Identifying challenging personalities
- Strategies for managing challenging personalities
Everyday Performance Management
This session covers tips on how to effectively utilise informal performance management processes, both when performance isn’t at the standard required and to assist your staff who regularly perform well to continually look at how they can keep improving their performance. This session includes tips on developing and coaching others on the job.
- Developing People
- Positive Reinforcement
- Giving and receiving feedback
- Coaching styles
- Continuous Improvement
- Performance versus behaviour
- The performance improvement plan
The Disciplinary Process
Understanding the process is only part of conducting a successful disciplinary investigation. How can you tell if someone is lying to you, what can you do if an employee refuses to provide a witness statement, can you tape a meeting, can you secretly monitor employees? All these questions and many more are answered in this session.
- Performance versus behaviour
- Misconduct versus serious misconduct
- The three step warning process
- Company Rules
- Terms of the Employment Agreement
- The investigation
- Reaching an outcome
Bullying in the Workplace
Bullying in the workplace is a difficult issue to deal with. This 2 hour workshop is designed to raise their awareness of what bullying is (and isn’t), strategies to prevent it, and what to do if they are advised of bullying in the workplace. This workshop will enable participants to adopt an effective initial approach to concerns about bullying, ensuring the steps they take meet the employer’s legal obligations. In this hands on workshop the participants will learn about:
- What is bullying?
- Bullying versus strong management
- What does the law say?
- The effects of bullying
- Investigating claims
- Taking action
One on One Coaching
External coaching can be an invaluable tool for the development of leadership in a business. It can have a positive impact on individuals in many ways and can create a fundamental shift in their approach to their work.
Our One on One coaching will help individuals to:
- Become more self-confident and self-reliant
- Contribute more effectively to the team and the company
- Take greater responsibility and accountability for actions and commitments
- Work more collaboratively and productively with others
- Communicate more effectively
- Gain more job satisfaction
We recommend monthly 1 – 2-hour coaching sessions, initially for 3 months, followed by a review that includes their manager, where it can be determined if ongoing or a set number of additional sessions may be of benefit.
Coaching plan outline:
- First meeting – discuss challenges and agree on goals and coaching plan (with input from manager)
- Establish a coaching style that the individual will relate to
- Draft a coaching plan with the framework for the individual to agree
- Each meeting will include reviewing actions from the last meeting and any additional matters
- Talk through approaches/actions and how to apply them. Discuss current and upcoming actual work scenarios.
- Allow time for questions for clarification
- Recognise wins or successes throughout the process
- All items discussed are noted in the coaching plan document and copies are supplied.
As noted above. to ensure that the learnings from these One on One sessions are fully utilised by the Manager on the job, we propose a debriefing discussion with you after each three-month interval (or sooner, if any particular concerns are identified), so that the specific learnings can be reinforced by you in the workplace. For transparency, it is recommended that the managers involved in the coaching be advised by you that we will debrief you about their participation and development during the coaching, and about the expected learning outcomes.