once again working with managers from a global consultancy firm to develop presentation skills further, using a time saving process which started with an online learning session followed by the submission of a video which I view before the course.
This enables the content to be much more precisely matched to the needs of the audience.
The day is very interactive with all delegates delivering 3 more presentations a and getting feedback from their peers as well as the trainer.
Everyone’s presentations improved immensely, a fantastic day…
Spent the day with 10 people from a global consultancy firm, looking at ways to build teams, how to creatively solve problems to make better decisions and finally how to handle difficult people assertively.
The sessions all lasted 90 minutes and the delegates did a lot of deep thinking to help them make good action plans for the future.
A very enjoyable day…
Have spent the last 2 days with 11 managers from a global FMCG brand working to improve their presentation skills…
We first started by delivering our personal introduction to the group, this set the benchmark and each individual delegate received feedback from the group and myself.
We went on to look at a three step process, Prepare, Build and Deliver.
In the Prepare stage we looked at how to identify the key objectives for our presentation and how to make sure our message is communicated at the right level and using the right VAK language for our audience. We finished looking at what we want the audience to Think, Feel and Do as a result of our presentation. Delegates then delivered group presentations describing how to deliver presentations that appeal to each of the VAK preferences and again received feedback.
Once we understood all this we began to pull the information together which moved us into the Build phase. We looked at how to use PowerPoint, flip charts and samples etc. We then looked at the structure of a presentation and how to order our information so if flowed and engaged our audience, finally we looked at the story telling aspect of presentations and delegates prepared and delivered a short presentation linking three random pictures to a story about working for their company. Once again they received feedback.
It was clear to see much improvement already.
On day two we looked at how to handle nerves before entering the Deliver phase presenting 5 minutes of a business presentation before getting feedback and then working to improve the slides used.
Once this was complete we looked at the final part of the presentation which is how we use our bodies, voices and eye contact to engage and enthral our audience before doing a final group presentation about how to use all of this to deliver a rousing presentation about how to get the best from life.
All delegates left with actions and much more confidence.
Some of them are even looking forward to their next presentation!
Working for a major automotive manufacturer with a group of managers looking at how to ensure we get the right people, with the right skill set to join our business… We started by looking at how we are currently recruiting people, before breaking the whole process down into its component parts. We started by looking at Job Descriptions and how to create them based on essential skills, desirable skills and those that can be trained. This was then compared to some job adverts to see if they would attract the right candidates. We then explored where and how to place the adverts to ensure maximum exposure and ensure they were legal. We then identified advantages of using application forms to speed up the initial sifting and short listing. We then began to look at the interview process and the skills required and created the right environment, process and questions, before trying them out. Finally we looked at how to induct the successful applicant into the role so they become productive quickly and stay with the business for a long while. I highly interactive course enjoyed by all, each delegate left with a set of actions to ensure they achieve their goals…
have spent the last couple of days working with Sales managers from a global packaging company for the second and final part of this programme…
We started out by discussing how the performance management processes we designed in our last meeting had been implemented and identified any additional tweaks that could be added to them.
We then moved on to tackle the thorny issue of Time management, this is a real misnomer as it is not possible to manage time, we can do nothing to stop its progress in any way, however what we can do is manage ourselves and the decisions and priorities we set to maximise our effectiveness.
We used the Covey matrix to help us first identify which tasks were urgent and which were important and then used these to decide which tasks went into which of the quadrants.
From here on we looked at tools and techniques to minimise the time spent in quadrants III and IV so that we could spend more time in quadrant II.
We identified tasks that we proscrastinated about and resolved them, this reduces quadrant IV tasks before moving to on to identify tasks that should be delegated or declined assertively to minimise time in quadrant III.
This gave use time to plan and prioritise in quadrant II, plans were developed and broken down into small chucks and the diarised to ensure they happened. Thus minimising the time spent in quadrant I.
We finished up by focusing on coaching and using the GROW model developed our skills in this area, this valuable tool will help with delegation of tasks from quadrant III to ensure they are done well and on time.
A great use of our time…
Day two in Birmingham with trusted professionals from a global banking group, for the final stage of their journey…
We began by looking back at where they had come from, before moving on to look at influence and ways it can be used in the correct way to help customers make informed choices.
We went on to look at ways to manage customers and their requirements so each and every customer gets the experience they desire.
We then looked at ways to deliver great feedback to each other so we can continue to develop the skills within the team going forward.
We finished up by making plans to keep the journey going after the last session.
A great days work…
Have spent the last two days delivering short sharp coaching sessions with customer care professionals from a holiday village near Blackpool looking at ways to deliver stellar customer experiences at this exclusive hotel and spa resort…
They have already attended at one day session with a colleague and my role is to help the plans they made on the day become reality.
Each session takes place in a virtual classroom with audio and video, a really effective way of following training up and embedding new behaviours…
Have spent the last 3 days with some senior managers from a global FMCG company who’s products include chocolate!
We are working towards ensuring a new 6 step sales process is rolled out successfully across Pakistan, we stared by understanding the skills and behaviours of great facilitators before starting to build these skills.
Every delegate presented themselves to video throughout the course and they improved each time, they went from reading slides to building compelling and engaging presentations that stretched delegates and changed their behaviours.
All delegates left with action plans to ensure the new skills get used going forward.
I know the roll out will be successful…
Have spent the last two days working with managers from a global packaging company looking at ways to get the best from their people who work remotely…
We started by looking at the performance cycle before delving deeper into the Planning phase using Management By Objectives and a Balanced Scorecard to ensure that objectives that are set can be measured and support the business objectives at an individual level.
We moved on to the Do phase and looked at how to use the Situational Leadership model to ensure the correct approach was used to develop skills within the team.
On day two we began to look at what the blockers to performance were, how to identify them and handle them effectively.
We moved on to the Review phase and looked at the skills required to run PDR meetings and the best ways to conduct them either face to face or remotely and looked at what motivates people to perform at their best.
Delegates left with a plan of action to roll out, knowing that we were going to meet again in 6 weeks to complete the last phase Review, when we will look at what has happened so far, what has worked and what needs to be changed, before we start the whole cycle again…
Have spent the last two days with managers from a global vehicle manufacturer looking at ways to get the best performance from their greatest assets, people…
We started by identifying what managing performance meant and the 4 step cycle that is used to do so, before looking at what was already in place at each delegates dealership.
We went on to look at how objectives cascade down from the manufacturer to each individual in the dealership using SMART to set clear objectives that are easy to measure and manage.
We moved on to look at different approaches based on the skill and the will of employees to drive performance to higher levels using the Situational leadership model as a template.
Following on from this we identified different personality traits and learning styles and how they affect the ways we appraise, coach and drive each individual to success.
Finally we looked at causes of non performance and used the tools to improve the situation, before a practical session where each delegate tried the new ideas out and received detailed feedback.
All delegates left with a detailed action plan and new skills.
A great two days work that will make a real difference to the network as a whole…