5522 Leadership courses in London delivered Online

CRRUK equips professionals with the concepts, skills and tools to build conscious, intentional relationships, and to coach relationship systems of any size.

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Are you a Credible Agile Leader? Credibility is not granted with a job title. Authority, maybe, but credibility must be earned. Leaders are losing credibility in Agile adoptions. They seek training and education for teams asking them to use Scrum or another Agile framework. The very same leaders then announce programs, policies or structures that directly contradict Agile and Scrum values and principles. This can hinder leadership's credibility and subsequently, their organization's Agile adoption. In this session, we explore some of these common leadership mistakes and how they can be avoided for greater success with Agile and Scrum. This and other IIL Learning in Minutes presentations qualify for PDUs. Some titles, such as Agile-related topics may qualify for other continuing education credits such as SEUs, or CEUs. Each professional development activity yields one PDU for one hour spent engaged in the activity. Some limitations apply and can be found in the Ways to Earn PDUs section that discusses PDU activities and associated policies. Fractions of PDUs may also be reported. The smallest increment of a PDU that can be reported is 0.25. This means that if you spent 15 minutes participating in a qualifying PDU activity, you may report 0.25 PDU. If you spend 30 minutes in a qualifying PDU activity, you may report 0.50 PDU.

Managing Complex Projects: Virtual In-House Training As knowledge and technology expand exponentially, organizations are finding that the tools, processes, and methods used to select, plan, and manage their projects are insufficient for the challenges posed by them. The goal of this course is to provide participants with a working knowledge of project complexities and a framework for managing the ambiguities involved in today's fast-changing, competitive, and technology-based environment As knowledge and technology expand exponentially, organizations are finding that the tools, processes, and methods used to select, plan, and manage their projects are insufficient for the challenges posed by them. Complex projects don't necessarily follow the rules of traditional projects - in many instances the projects' end-products, and the methods by which they will be produced, are not easily defined. Stakeholder diversity and geographical dispersion contribute to the difficulties project managers face in their efforts to gain acceptance of project goals, objectives, and changes. Additionally, hierarchic leadership styles, traditional lifecycle approaches, and traditional project manager competencies may no longer maximize the efficiencies that need to be realized on complex projects. The goal of this course is to provide participants with a working knowledge of project complexities and a framework for managing the ambiguities involved in today's fast-changing, competitive, and technology-based environments. What you Will Learn The learning objectives of this workshop are to enable participants to: Appreciate complexity and its impact on the management of projects Describe the differences among traditional, complicated, and complex projects Explain the effects of complexity on the PMBOK® Guide's process groups Apply a high-level model in the management of real- world projects Complexity and Projects Some characteristics of complex systems Important models/characteristics of complex projects Major players in project complexity Landscapes and project typologies A supplemental framework for complex projects Framing Framing overview Potential pitfalls in framing complex projects Possible solutions Inception Centrality of risk management PM competencies, selection Stakeholder identification, analysis Blueprint Collaborative planning Stakeholder engagements Alternative methodologies/life cycles Collaborative scheduling Procurement management Oversight, Navigation, and Adjustment Leadership and the project team Stakeholder management Networks Close and Continuous Improvement Transition/support Post-project evaluations Rewards/Recognition

You have the pieces of the Leadership Puzzle; the knowledge of child Development, the knowledge of best practise, the knowledge of health and safety plus much more.  Now let's use these pieces of knowledge to help you connect and lead a team to excellence.

PfMP® Exam Prep: In-House Training This is an intensive PfMP® Exam preparation course. This learning experience guides you through the multi-faceted discipline of portfolio management by focusing on the related technical, leadership, and business skills required to navigate it in the real world. First and foremost, this is an intensive PfMP® exam preparation course. Over the course, we go beyond exam prep to provide selected practice in applying key portfolio management skills, tools, and techniques. This learning experience guides you through the multi-faceted discipline of portfolio management by focusing on the related technical, leadership, and business skills required to navigate it in the real world. The journey zooms in and out between governance context and specific operational activities. The ultimate goal is practical application, with the bonus of certification along the way. What You Will Learn By the end of this program, you will be able to: Align and manage the portfolio, strategically, to satisfy organizational objectives and priorities, through benefit realization Articulate and emulate the role of a portfolio manager Apply the principles and skills of a portfolio manager to your real-world environment Study and prepare for the PfMP® Examination Apply for the certification, per the PMI PfMP Handbook and pass the initial panel review on your application Getting Started Course Overview Details of the PfMP® Certification process Foundation Concepts Projects, program, and portfolios A portfolio management process Strategy and value The role of the portfolio manager The role of key stakeholders Life cycle management The Portfolio Life Cycle Overview of Life Cycle Portfolio Management Information System (PMIS) Governance within the Portfolio Life Cycle Strategic Management Strategy concepts Supporting documentation and the strategic plan Planning and optimization Organizational risk appetite Managing strategic change Governance Management Overview and Guiding Principles The Concept of Governance Effective Design Factors Governance Roles Capacity and Capability Management Overview and Guiding Principles Capacity Management and Planning Supply and Demand (Management and Optimization) Organization Capabilities (Assessment and Development) Performance Management (Reporting, Analytics, and Balance) Stakeholder Engagement The Importance of Stakeholders Overview and Guiding Principles Definition and Identification Analysis and Planning Communications Approaches and Management Value Management Overview (Guiding Principles, Definition, and Components) Negotiating Expected Value Maximizing Value Assuring Value Realizing Value Measuring and Reporting Value A Look at Tools Risk Management Overview and Guiding Principles Portfolio Risk Planning Portfolio Risk Identification Portfolio Risk Assessment Portfolio Risk Response Examination Content Outline (ECO) Overview Structure Strategic Tasks Mapping Governance Tasks Mapping Performance Tasks Mapping Risk Tasks Mapping Communication Tasks Mapping List of Knowledge and Skills Exam Prep and Practice Overview Documenting experience Submitting the application Preparing to sit for the exam

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Persuading the Bear Learn How to Build Engaged Communities Through Horizontal Influencing It was 9 pm on a Friday and I was at work. My spouse called asking when I'd be home; my boss was all over me. I had been working on a proposal for 5 months and couldn't get team, vendor and client's buy in! I became insufferable (even Ron, my best friend, declined our traditional Wednesday beer date). I changed jobs frequently, feeling disengaged, until I became physically ill. After a third round of antibiotics, I decided to quit another position and start working for myself.My feeling of disengagement was not unique. According to the Gallup engagement study, nearly 70% of employees suffer from work place disengagement - a true epidemic!For over 20 years, my personal transformation journey as a consultant and later as a leadership agile coach taught me to look for patterns in organizations. I have recognized recurring behaviours that plague unsuccessful and disengaged organizations.The overarching problem is the traditional approach to organizational power/influence which I named vertical influencing. Unsuccessful organizations suffer from high employee disengagement since they adopt vertical influence patterns.On the other hand, I discovered that successful organizations adopt a fresh paradigm of horizontal influencing. Presently, these horizontal influencing structures manifest themselves in lean agile approaches.Horizontal influencing includes a set of skills fundamental to building Dyad and Triad relationships; creating a true win-win environment at the individual, team and organizational level. Experience how to create engaged communities together, through building Horizontal influencing.

Persuading the Bear Learn How to Build Engaged Communities Through Horizontal Influencing It was 9 pm on a Friday and I was at work. My spouse called asking when I'd be home; my boss was all over me. I had been working on a proposal for 5 months and couldn't get team, vendor and client's buy in! I became insufferable (even Ron, my best friend, declined our traditional Wednesday beer date). I changed jobs frequently, feeling disengaged, until I became physically ill. After a third round of antibiotics, I decided to quit another position and start working for myself.My feeling of disengagement was not unique. According to the Gallup engagement study, nearly 70% of employees suffer from work place disengagement - a true epidemic!For over 20 years, my personal transformation journey as a consultant and later as a leadership agile coach taught me to look for patterns in organizations. I have recognized recurring behaviours that plague unsuccessful and disengaged organizations.The overarching problem is the traditional approach to organizational power/influence which I named vertical influencing. Unsuccessful organizations suffer from high employee disengagement since they adopt vertical influence patterns.On the other hand, I discovered that successful organizations adopt a fresh paradigm of horizontal influencing. Presently, these horizontal influencing structures manifest themselves in lean agile approaches.Horizontal influencing includes a set of skills fundamental to building Dyad and Triad relationships; creating a true win-win environment at the individual, team and organizational level. Experience how to create engaged communities together, through building Horizontal influencing.

Duration 1 Days 6 CPD hours This course is intended for This course is intended for customer service professionals with any level of experience who want to expand their knowledge, improve their skill set, and increase the understanding of customer benefits. This course teaches basic communication terms and organization basics. Students will learn how to communicate effectively, motivate employees, overcome communication barriers, develop leadership habits, understand how communication flows within an organization, develop networks, and identify the roles that individuals fulfill in an organization. Course activities also cover applying technology to organizational communication, discussing innovation and change, examining how environmental context affects communication, and discussion how power and politics affect an organization. Students will also learn how to manage change, stress, conflict, and empower individuals. The manual is designed for quick scanning in the classroom and filled with interactive exercises that help ensure student success. Prerequisites This course is intended for customer service professionals with any level of experience who want to expand their knowledge, improve their skill set, and increase the understanding of customer benefits. 1. Communication basics Effective communication Organizational management Organization types and characteristics Communication flow 2. Leadership and motivation Communication and leadership Communication and motivation 3. Relational context and organizations Relational context Relationships and organizations 4. Technology in the workplace Workplace technology Impact of technology Technology guidelines 5. Context, stress, and managerial tools Environmental context Stress and communication 6. Innovation and change Aspects of innovation Aspects of change 7. Power, politics, and diversity Power and communication Diversity and communication Empowerment and communication Additional course details: Nexus Humans Organizational Communication training program is a workshop that presents an invigorating mix of sessions, lessons, and masterclasses meticulously crafted to propel your learning expedition forward. This immersive bootcamp-style experience boasts interactive lectures, hands-on labs, and collaborative hackathons, all strategically designed to fortify fundamental concepts. Guided by seasoned coaches, each session offers priceless insights and practical skills crucial for honing your expertise. Whether you're stepping into the realm of professional skills or a seasoned professional, this comprehensive course ensures you're equipped with the knowledge and prowess necessary for success. While we feel this is the best course for the Organizational Communication course and one of our Top 10 we encourage you to read the course outline to make sure it is the right content for you. Additionally, private sessions, closed classes or dedicated events are available both live online and at our training centres in Dublin and London, as well as at your offices anywhere in the UK, Ireland or across EMEA.