261 Leadership courses in Leatherhead

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Overview This 2 day course focuses on best practice bank ALM in today’s environment of a multiplicity of regulatory constraints on the balance sheet Who the course is for Asset Liability Committee (ALCO) members Treasury Risk Finance and internal audit capital management Funding management Liquidity buffer investment team Derivative structurers and salespeople; IT software providers Regulators Course Content To learn more about the day by day course content please request a brochure To learn more about schedule, pricing & delivery options, book a meeting with a course specialist now

Running a successful project requires skills in planning, budgeting, tracking deliverables and stakeholder management. An area that can be neglected by project managers is the 'people side' - not the project team themselves but the end-users, those who will be affected by the project. Too often there is a single line at the end of the project plan that says 'Comms and Training'. If people are going to have to work differently and learn some new processes, then there is work to be done by the project team to help them through the emotional side of the change. This session explores why it's important to bring people along when a change is being made. It will provide project teams with the skills and knowledge either to manage the people change plan themselves or to secure the right resources for their project. Understand the importance of the 'people side' of change 8 'Golden Rules' of change management - overview How to create a simple but effective change plan Adoption Benefits of good change management 1 Introduction Objectives and agenda People and projects - why is it important? The Change Curve - the emotional side of change 2 8 'Golden Rules' of change management - including... Role of the sponsor Communication Resistance to change 3 Change plan Elements of a change plan Change impact assessment Alignment with the project plan 4 Adoption Who owns the change? The vital role of the manager Feedback and action loops 5 Benefits Estimating the costs / benefits 6 Next steps Summary of key learning points Reflection on next steps 7 Close

Developing the high performing team takes time and effort. But above all, it requires an understanding of the dynamics of high performing teams. This programme helps managers and leaders understand what high performing teams do and how they do it. It focuses on enabling managers to see their teams from different perspectives, allowing them to adapt their styles to maximise team outputs. A core theme is the need for managers of teams to 'hold up the mirror' to themselves and to see themselves as a leader of people, to reflect on how others see them and to modify their style accordingly. This programme will help managers / team leaders: Analyse the constituents of a 'high performing' team Apply essential influencing techniques Use a range of communication techniques to support effective teamwork Create and articulate team vision Generate common values Assess team effectiveness and take/recommend the appropriate actions Make more efficient use of team time Understand and agree on techniques to manage conflict Define and implement team meeting protocols that will facilitate team effectiveness Use the Prime Focus model to create the environment and framework for a high performing team Draft your team strategy to take them to the next level Day 1 1 Welcome and introduction Participants are welcomed to the programme and invited to share their personal objectives and people challenges Participants are given an action plan template to complete throughout the workshop 2 Your team The concept of 'positive intention' The difference between a team and a high performing team Assess your team effectiveness What is your 'interference'? 3 The team environment Setting the scene Building rapport Active listening Team goals and role profiling 4 Your style Tuckman model of team stages - how do you manage each stage? Team standards and goals Your team vision 5 Effective team meetings Influencing in team meetings How to make them interesting and relevant The pure role of the chair Day 2 1 Effective communication techniques Giving and receiving feedback Your communication style How to adapt, pace and lead to build rapport The Mehrabian theory of communication 2 How to manage conflict What is conflict? What is your default conflict approach? Tools and tips for managing conflict Practice sessions 3 Team skills Undertake a team skills analysis Types of team member Motivating team members Reframing situations 4 Setting your strategy Seeing the bigger picture The Prime Focus Model Your strategy for success Articulating your strategy Action plans revisited

The ability to influence others is a life skill but also one that has never been so critically useful at work. This one day workshop will set you on the road to discover what you need to be able to think and do that will help you take people with you. This involves learning some new tools and strategies that fit the situation you are in and making sure you use the right skills and behaviours to influence well, whether it is a single person or a room full of cynical expectant people! This workshop will enable you to: Learn about and understand influencing styles and strategies available and formulate plans and ideas on how to use them in influencing situations Understand which skills and behaviours to use to be the most effective influencer Have greater confidence in situations where they need to influence someone Use thinking, speaking and behavioural techniques that enable influencing to be effective and positive Review and evaluate learning and have an action plan to take back and implement in the workplace 1 Welcome, introductions & getting to know you and why you are here Course objectives 2 Personal objectives Introducing a learning diary 3 Gallery exercise - using images of exemplars brought by participants Plenary discussion The skills and behaviours of an exemplar influencer 4 Group task - what does your self-evaluation say? Discussion and conclusions 5 Influencing - what is it? - why do we need it? The current organisational landscape including values and behaviours the influencer operates in 6 Pit Stop - 'pull / push', 'the lost horse' and 'talking at' 7 Direct / support / delegate / coach: the different choices and approaches to choose from 8 Updating the learning diary 9 Power and types of power - its impact on influencing ability and approach and what is within your control Group task and discussion 10 The 5 influencing styles tool Series of tasks and exercises Drilling down to a personal action plan for maximising influence 11 'The person with the most flexibility has the most influence' Skills and behaviours for effective influencing Exercises and techniques that develop skills for influencing 12 Review and evaluation Action planning

The need for key staff to have commercial skills is paramount, as the public sector is increasingly opened up as a commercial market, in which organisations compete against each other and the private sector for contracts. Generating additional income and being commercially aware is vital for this to be a success, and is what many public sector organisations are looking to do. This programme will help you: See commercial awareness as not just another skill-set, but as a different mind-set Use a variety of tried-and-tested commercial, analytical decision-making techniques and tools Define your commercial objectives Develop a strategic focus Start looking at service clients as market segments Analyse, in a competitive context, your service offering Plan a commercial strategy, prepare for its implementation and see it through to execution 1 What is commercial thinking? Understand what it means to be a commercial thinker Identifying commercial opportunities often involves not only a different skill set but also a different mindset; looking at the services that you provide 2 Defining strategic commercial objectives Defining your key commercial objectives Prioritising your strategic objectives Two key strategic planning tools:Resource and Competency MatrixPESTLE How to apply these tools to your particular situation 3 Developing a strategic focus Decision-making on how to compete in the markets identified by your strategic objectives requires a strategic focus Developing strategic focus A tool for helping you to make those decisions: using the Ansoff Matrix 4 Defining customer targets How to think more commercially by understanding who all your customers are and how they differ from each other how to apply the principles to your areas to identify the type of customers you have and their key characteristics - Customer segmentation Who are your customers? How do their needs vary? - Scenarios 5 The competitive market place Understanding the competitive forces at play Different types of competition Analysing your competitive environment using Porter's 5 Forces model 6 Meeting stakeholder expectations Two simple models to help you identify the key stakeholders who could influence your commercial environment How to use your stakeholders to help you achieve your commercial objectives 7 Implementation - systems, structures and processes Effective commercial activity involves working with others to implement ideas and strategies What do you need to have in place before you implement your commercial strategy? How to health-check your organisation prior to implementation using the McKinsey 7S framework 8 Implementation - people and culture A good commercial strategy only works if the people involved buy in to the ideas and if the culture of the organisation is conducive to the effective implementation How the latest thinking in behavioural economics can help you develop your culture and people to work commercially 9 Tools and checklists Be more commercial within your sphere of influence using a commercial checklist to help you Using the checklist as a benchmark against the most commercially aware organisations Using the checklist as a health check - both corporately and individually

Self-understanding is a prerequisite for leading and managing others responsibly and honourably. The field of Neuro Linguistic Programming has helped us to gain a better insight into how we all think and behave. Upon completion of this course participants will be able to: Gain an insight into the purpose and functions of the unconscious mind Develop flexibility to increase their for behaviours in different circumstances Appreciate how different people experience the world Create and set effective goals and direction Understand the NLP Model of Communication Adapt their communication style to maximise effectiveness Influence and persuade others by connecting with people Understand how empowerment can make life easier Appreciate how creativity works Learn creativity techniques to tap into the power of the team 1 Self-awareness Autopilot - your unconscious mind Developing flexibility How identify, values & beliefs shape our behaviour Models of the world 2 Creating direction Describing present and desired state Designing your direction Making it happen Self-mastery 3 Communication The NLP Model of Communication Insights to the way people think Understanding representation systems Reframing the way people think about negative experiences Using metaphor 4 Influence and persuasion Building trust Connecting with people Purpose intention and outcomes The difference empowerment makes 5 Creativity and innovation Hindrances to creativity and innovation Your natural state of creativity Getting unblocked Creativity techniques 6 Action plan Course summary and presentation of action plans

This is an opportunity to benchmark your current and future safety and health vision and priorities in line with global models of safety, and to benefit from good practice gathered from leading organisations from around the world. Through lively discussion, debate and exercises, including benchmarking, gap analysis and case studies, leaders attending this programme deepen their understanding of how to use their skills to drive their organisation to the next level in its safety and health performance. The programme is designed to help leaders:

All organisations today operate in an environment of constant and rapid change. Managing this change effectively is often achieved through a portfolio of formal projects. Many organisations today have qualified and experienced project management staff to run their projects. Some organisations today have dedicated functions, staff or processes to support their project management teams. The very largest organisations have in-house Enterprise Programme Offices, or project management specialists in corporate audit or risk functions; or organise 'Red Team Reviews' of a project by other staff with project management experience who are not participating in the reviewed project. But for many mid-size businesses and SMEs - and even some larger organisations - these resources are simply not available. For them, having access to external expertise to assure project management disciplines and to coach project managers can be a major contributor to project success. Such reviews can take place at project initiation; at major stage-gates (especially if significant capital is to be committed at the stage-gate); or at any other time if concerns arise concerning project quality, cost or timescales. And it is for those organisations that we offer the necessary expertise, on an ad hoc basis, in reviewing projects and coaching senior project management staff. A document review and workshop led by one of our consultants can help you assess whether: The strategic goals and priorities for the project are clear and being addressed Governance of the project within the business is defined and being effectively executed Project roles and responsibilities are clear and effective The credibility and robustness of the project plan can be enhanced Performance measures and reporting procedures are effective Critical risks are identified and being managed and contingencies are agreed The roles, responsibilities and capabilities of the key players in the project team are fit for purpose Budgets are realistic and costs being managed effectively Communication and change management activities are effectively planned and being executed At your discretion, you can capture the outcomes from the workshop for yourselves, in terms of identifying opportunities for improvement, or you can have our consultant write a report and make recommendations to you.

This programme concentrates on the core planning skills needed to develop sound practical project plans in a team environment. This enables the plan to be modified should requirements change or difficulties arise. The programme also gives participants the confidence to practise those skills and apply them in the work environment and deliver their projects more successfully in the future. Participants learn fundamental project management concepts and terminology, demystifying the project management process, and, in particular, how to: Break a project down into manageable sections and ensure nothing is left out Understand and apply estimating techniques to develop realistic estimates Sequence work effectively and carry out critical path analysis to determine project duration and which tasks to pay closest attention to Manage project risk effectively to protect project value Monitor, control and re-plan the project to best keep it on track Close out the project and ensure the project comes to an orderly end 1 Introduction Self-introductions and personal objectives Course objectives Sharing of project issues 2 Project management concepts Characteristics of a project and what should be kept as operational responsibilities Understanding the triple and quadruple constraints - and their limitations Prioritising requirements through the MOSCOW technique Product v project life cycle Key project roles and responsibilities - the importance of sponsorship and clarity of roles 3 Starting a project, and the importance of the terms of reference / project brief Avoiding the pressure to 'just do it'! The importance and benefits of planning The best time to learn! Initial project documentation - the BOSCARDI approach 4 Breaking the work down Understanding alternative breakdown structures such as the product breakdown structure and work breakdown structure Guidelines for creating a work breakdown structure to ensure the full work scope is identified 5 Estimating Alternative estimating techniques and associated confidence levels Further considerations - loss and resource factors 6 Organising the work Use of network diagrams to develop a clear sequence of work Critical path analysis and calculating the project duration and task float - and usage 7 The management of project risk Understanding the nature of project risk The risk analysis and risk management processes How to best manage threats and opportunities Running a risk workshop Using the risk register 8 Scheduling the work The importance of the Gantt chart and understanding its limitations The Gantt chart layout and using alternative views such as the tracking Gantt Using alternative dependencies 9 Resource issues Assigning resources and resolving resource overloads Crashing and fast-tracking your project and potential issues to look out for 10 Controlling the project The control cycle and alternative feedback mechanisms Alternative progress reporting Assessing the impact The importance of re-planning The benefits of control Change control - the importance of impact analysis The steps of change control and the use of the issue register 11 Closing the project The project closure checklist Reviewing the project - things to avoid Developing meaningful lessons and ensuring they are applied effectively The post-project review - its importance to the organisation