BMGI To Host Vital Team Leadership and Change Management Workshops

Team Leadership and Change Management Workshops

LEADING HIGH PERFORMANCE TEAMS

August 31 to September 2

Companies in the midst of the cut-and-thrust of normal market operations often do not find time to address issues around their most important asset – their people. Fighting fires in the marketplace often leads to a lack of investment in people. “Research consistently shows that holistic, effective, cross-functional teams are significantly more likely to produce better business results,” says BMGI’s HR and Change Management Specialist Ginty Chalk.

Of the best performing companies, 66 percent show good crossfunctional co-operation on project teams, whereas only 24 percent of the worst performance companies do. “Organisations with high performing teams significantly outperform their peers by effectively leveraging the capability and experience of each individual team member,” Chalk says.

BMGI Training

The Leading High Performance Teams workshop is designed to lift the performance of teams and empower team leaders to get the most out of their teams. Delegates participate in games, exercises, evaluations, practice sessions and meaningful interactions, learning how to deal with difficult situations through role-playing.

The course provides opportunities to link to real life challenges and conditions and ensures that participants focus on the specific plans and actions needed in their working environments.

 

THE FOUNDATION OF CHANGE

September 7 to 9

The environment around companies changes regularly. The key questions are: is there a resistance to change in your company? Does your company know how to manage change? The change model in this workshop was derived from the proven work of experts such as John Kotter. The course is practical, experiential and personal; it focuses on the specific actions and behaviors needed to successfully manage change initiatives in a company.

“As interactive this workshop will build skills around tools and techniques that will provide a sound foundation of change.  The behavioural assessment DiSC is used, and the workshop will leave participants with practical tools and techniques to achieve a successful change implementation,” Chalk explains.

Interested? Call BMGI on 012 460 0304 or click here to sign up.

 

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Six Steps to Effective Adult Training

gintyBy Ginty Chalk, Organisational Design and Change Specialist at BMGI South Africa

Ever wondered why training isn’t successful?

Ever wondered why delegates aren’t engaged?

Ever wondered why you just can’t get through to your delegates?

Wonder no more… Because adults prefer learning situations which:

1. ARE PRACTICAL AND PROBLEM-CENTERED, SO…

  • Give overviews, summaries, examples, & use stories to link to the content
  • Discuss and help them plan to apply their new knowledge and skills
  • Use collaborative problem-solving activities
  • Anticipate problems applying the new ideas to their setting so, offer suggestions
  • CAUTION: Don’t be too theoretical.

2. PROMOTE THEIR POSITIVE SELF ESTEEM, SO…

  • Provide low-risk activities in small group settings
  • Plan for building individual success incrementally
  • Help them become more effective and confident through guided practice and establishing routines.
  • CAUTION: Readiness to learn depends on self-esteem

3. INTEGRATE NEW IDEAS WITH EXISTING KNOWLEDGE, SO…

  • Help them recall what they already know from prior experience that relates to the topic of learning.
  • Share your agenda and assumptions and ask for input. Adjust time for topics to fit their needs.
  • Use a continuum that describes a range of skill & knowledge. Ask them to apply stickers or marks showing what their current level of knowledge/skill is in the topic(s)
  • Ask what they would like to know about the topic
  • Build in options within your plan so you can easily shift to address needs.
  • Suggest follow up ideas and next steps for support and implementation after the session
  • CAUTION: Collect needs data and match the degree of choice to their level of development

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4. SHOW RESPECT FOR THE INDIVIDUAL LEARNER, SO…

  • Provide for their physical needs through breaks, snacks, coffee, comfort
  • Provide a quality, well organized, differentiated experience that uses time effectively and efficiently
  • Avoid jargon and don’t “talk down” to participants
  • Validate and affirm their knowledge, contributions and successes
  • Ask for feedback on your work or ideas, provide input opportunities
  • CAUTION: Watch your choice of words to avoid creating negative perceptions

5. CAPITALISE ON THEIR EXPERIENCE, SO…

  • Don’t ignore what they already know, it’s a resource for you
  • Plan alternate activities and choice so they can adjust the process to fit their experience level
  • Create activities that use their experience and knowledge
  • Listen and collect data about participant needs before, during and after the event
  • CAUTION: Provide for the possibility of a need to unlearn old habits or confront inaccurate beliefs

6. ALLOW CHOICE AND SELF-DIRECTION, SO…

  • Build your plans around their needs, compare desired behaviors (goals) & actual behaviors
  • Share your agenda and assumptions and ask for input on them
  • Ask what they know already about the topic (their perception)
  • Ask what they would like to know about the topic
  • Build in options within your plan so you can easily shift if needed
  • Allow time for planning their next steps.
  • CAUTIONS: Match the degree of choice to their level of development. Also, since there may be things they don’t know that they don’t know, use a mix of their perception of needs AND research on needs and organizational needs and calendar to guide your planning.

BMGI Offers a Structured Innovation Course For Businesses

You cannot successfully innovate in business by focusing only on idea generation.  And without a proven framework and tools, even good ideas seldom reach their full potential.

BMGI’s Structured Innovation course teaches the importance of a growth strategy and a balanced innovation portfolio to select the right innovation projects for your business. This is followed by teaching a diverse set of tools within a complete roadmap that takes the project from problem identification to ideation to implementation to commercialisation in a structured, four-step process.

Our Structured Innovation course follows a systematic innovation roadmap, D4 (Define, Discover, Develop and Demonstrate). D4 helps companies identify unmet customer needs, generate ideas to fulfill those needs, analyse the most promising solutions and test the end product/process.

strucutred innovationThe course teaches Innovation and Design techniques in a focused workshop environment with interactive lectures, practice exercises for each of the four steps, simulations and individualised mentoring that focuses on real-life problems and challenges.

The course has a hands-on, applied focus, with participants solving mini-problems and case studies.  At the end of the course, participants apply the full spectrum of thinking and tools across the D4 innovation-design continuum when they solve a major case-study problem.

Although this course has a standard curriculum, instructors will deviate when necessary to discuss the individual needs of participants.  Time is also set aside for peer-to-peer learning, where participants share their unique perspectives, problems, projects and best practices.

At the end of the course, participants will be able to:

  • Solve business problems using a variety of innovation and design tools;
  • Understand how the outputs of some tools become inputs into subsequent tools along the chain of innovation;
  • Identify customer needs and get to the heart of innovation and design dilemmas;
  • Discover alternative solutions using innovative problem-solving tools;
  • Convert ideas into solutions and demonstrate success with prototyping and piloting;
  • Apply a roadmap for innovation and design to solve business problems with measurable success.

The course consists of thirty-six hours of classroom instruction given over five consecutive days.

For more information, please click here.

Business coaching and training: the answer lies within…

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Do you feel that you and your staff could benefit from some high-quality coaching or training? Those are two of the things that BMGI recognises as being vital components of a successful business.

For many, the terms “coaching” and “training” are interchangeable, especially when applied to businesses. While this is perfectly acceptable, it’s also worth knowing the basic difference between the two.

Training is directive and instructional, with the trainer very much in control of the content and process, most of which is expected to be new to learners.

Coaching is far more interactive. It’s driven by questions and discussions, and it grows and develops learners’ existing knowledge and skills. Instead of being lectured at, learners are expected to take ownership of the process and its content so that they develop personally.

Effective coaching leads the learners to think about, question, evaluate and adopt what they are taught and apply their newfound, more advanced knowledge and skills. It teaches them to become less dependent on the coach and to think for themselves.

We at BMGI have found that often the best trainers and coaches can come from within your organisation. Compared to outsiders, your own staff will have greater insight into your organisational culture, group dynamics and the individual personalities of your team members.

BMGI’s Train-the-Trainer course is an intensive skill-building experience that teaches attendees how to become better instructors, presenters, meeting leaders, mentors and coaches. Attendees learn the practices, behaviours and tools they need to improve audience participation, buy-in, comprehension, retention and application.

Our training programmes are aimed at building and enhancing your employees’ skills by adopting practical, interactive and experiential methods and disciplines. While we will always be available to guide, mentor and advise you during and after the process, our aim is to set learners free from us, to apply their talents to real life, real time issues in the workplace, equipped with finely honed skills and loads of confidence in their own abilities.

Observe your staff and identify those who exhibit the most promising levels of leadership potential. To make the most of this potential, enroll them in our next Train the Trainer course by registering here. The course runs for five days in Johannesburg and begins on August 4.

For more information, read our article on coaching and training here or contact us. And share your views by posting a comment below or by connecting with us on FaceBook, Twitter or LinkedIn.

Supervision: the most important level of management

By Stan Shaw

Here’s a simple but often overlooked business success strategy: Get your first line supervision right and you potentially have the best management level in your organisation. That’s because effective supervisors can respond much quicker to sub-standard performance and resolve process issues.
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Weekly, and even daily feedback is too slow. The most productive companies monitor performance on an hourly basis while the very best monitor an on-going basis. This requires a supervisor that can develop supervisory skills to an extent that they become sub-consciously habitual.

This all sounds great, but have you asked your supervisors or team leaders what supervision is and how they go about it? Don’t be surprised at the variety of answers that range from the vague to the convoluted, and herein lines the problem. Continue reading