A Great Place to Work
2 or 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
- Clarify what behaviours are unacceptable and provide a few communication tips and the processes staff can follow to address this
- Ensure everyone understands the legislation that relates to unacceptable behaviour
- Assist managers to know the best way to continue to improve the culture going forward
- 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
- 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: Bullying in the Workplace
Session 4: Health & Safety
Session 5: Managing Difficult People
Session 6: Everyday Performance Management
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
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
Health and Safety
The impact of not meeting your legislative requirements in health and safety can be significant. Although the financial implications are an important factor (and the possibility of prison), keeping your employees safe should be the driver. A clear understanding of the health and safety legislation is essential, alongside your organisation’s policies and procedures. This session will guide managers and supervisors through their legal obligations and introduce the ideas and strategies that will assist you to ensure your business is as healthy and safe as possible.
- The cost of getting it wrong
- Do what is reasonably practicable
- The legislative framework
- Hazard/Risk identification
- Managing training and supervision
- Monitoring the workplace
- Reporting accidents
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.
- The ABC Behaviour Model
- Traits versus behaviour
- Influencing behaviour
- Understanding the motivation
- The “Dead Person” request
- Identifying challenging personalities
- Strategies for managing them
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
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.