75 Motivation courses in Banbury

At Madeleys First Aid Plus, we recognise the importance of mental health and its impact on overall well-being. That's why we offer comprehensive Mental Health First Aid courses designed to equip individuals with the knowledge and skills to provide initial support to someone experiencing a mental health crisis or developing a mental health problem.

Also known as Life Coaching, this area of the practice focuses on life satisfaction, motivation and aims to increase your general well-being. By taking a step back, you will be able to get a helicopter view of your situation and tackle individually the areas of concern with the right tools for you.

This one day course provides an excellent introduction to managing and supervising volunteers covering the skills, paperwork and processes needed to recruit, induct and support them. The course can be expanded to run as a series of half day sessions and can also be adapted to the specific needs of organisations who would like the session to be run in-house.

Overview This is a 2 day course on understanding credit markets converting credit derivatives, from plain vanilla credit default swaps through to structured credit derivatives involving correlation products such as nth to default baskets, index tranches, synthetic collateralized debt obligations and more. Gain insights into the corporate credit market dynamics, including the role of ratings agencies and the ratings process. Delve into the credit triangle, relating credit spreads to default probability (PD), exposure (EAD), and expected recovery (LGD). Learn about CDS indices (iTRAXX and CDX), their mechanics, sub-indices, tranching, correlation, and the motivation for tranched products. The course also includes counterparty risk in derivatives market where you learn how to managed and price Counterparty Credit Risk using real-world, practical examples Understand key definitions of exposure, including Mark-to-Market (MTM), Expected Exposure (EE), Expected Positive Exposure (EPE), Potential Future Exposure (PFE), Exposure at Default (EAD), and Expected Loss (EL) Explore the role of collateral and netting in managing counterparty risk, including the key features and mechanics of the Credit Support Annex (CSA) Briefly touch upon other XVA adjustments, including Margin Valuation Adjustment (MVA), Capital Valuation Adjustment (KVA), and Collateral Valuation Adjustment (CollVA). Who the course is for Credit traders and salespeople Structurers Asset managers ALM and treasury (Banks and Insurance Companies) Loan portfolio managers Product control, finance and internal audit Risk managers Risk controllers xVA desk IT Regulatory capital and reporting Course Content To learn more about the day by day course content please click here To learn more about schedule, pricing & delivery options, book a meeting with a course specialist now

Course Duration: Half-day or full-day program (with virtual delivery options) Target Audience: Mid-to-senior level leaders, executives, managers, HR professionals, and leadership development coaches looking to enhance their leadership capabilities and create high-performing teams. Course Objectives By the end of this course, participants will be able to: Understand the role of coaching in leadership development and high-impact performance. Learn effective coaching strategies to inspire and elevate team performance. Develop skills in active listening, providing feedback, and fostering accountability. Enhance their ability to set clear goals, motivate teams, and create a culture of continuous improvement. Build an action plan for coaching their teams towards high-impact performance. Course Outline Module 1: The Role of Leadership in High-Impact Performance What defines high-impact leadership and performance? The difference between managing and coaching: leadership approaches that drive results The impact of leadership on organisational culture, productivity, and morale Essential leadership competencies for driving high performance Module 2: The Coaching Mindset Understanding the coaching mindset: shifting from directive leadership to empowering leadership Coaching as a tool for leadership development and team performance The benefits of a growth mindset in leadership and performance Key attributes of an effective coach: empathy, active listening, emotional intelligence Module 3: Key Coaching Skills for Leaders Active listening: asking the right questions, listening beyond the words Giving and receiving feedback: providing constructive feedback to motivate and improve performance Building rapport and trust with team members Coaching for growth: helping individuals unlock their potential and build confidence Challenging and supporting: knowing when to push for growth and when to provide support Module 4: Setting Clear, Achievable Goals The importance of goal-setting in coaching for high-performance Setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) Aligning team goals with organisational objectives and strategy Techniques for holding team members accountable to their goals Creating a culture of continuous feedback and improvement Module 5: Motivating and Inspiring Teams The psychology of motivation: intrinsic vs extrinsic motivation Leveraging strengths: identifying and utilising team members’ core strengths for high impact Building team ownership: fostering a sense of responsibility and autonomy Using recognition and reward systems to motivate performance Building resilience: coaching through setbacks and challenges Module 6: Coaching for Performance and Development Balancing short-term performance goals with long-term development needs Identifying potential and growth opportunities in your team Conducting effective one-on-one coaching sessions: structure and frameworks Using assessments and data to drive coaching decisions (e.g., 360-degree feedback, performance metrics) Encouraging self-reflection and self-coaching in team members Module 7: Leading through Change and Uncertainty Coaching leaders to navigate change: resilience in times of uncertainty The role of leadership in creating clarity and stability during change Helping teams embrace change and uncertainty with a growth mindset Leading with emotional intelligence during periods of transition Module 8: Action Planning for High-Impact Leadership Coaching Reflecting on your coaching style and leadership strengths Developing an action plan for coaching individual team members and leading high-performing teams Defining key coaching strategies and techniques for ongoing leadership development Creating a culture of feedback and continuous growth within your team Setting up regular check-ins and performance reviews to monitor progress Delivery Style Highly interactive with coaching demonstrations, role-playing, and peer-to-peer coaching exercises Real-world case studies and leadership scenarios to apply key concepts Practical tools, templates, and frameworks for implementing coaching in the workplace Personal action planning for leadership development and team performance Group discussions and reflection activities Course Materials Provided Leadership Coaching Framework and Templates SMART Goals Worksheet and Coaching Conversation Guide Feedback and Accountability Tools Leadership Development Action Plan Resource list: Books, podcasts, and articles on leadership coaching Optional Add-ons One-on-one leadership coaching sessions for personalised development Post-course check-ins and follow-up coaching to track progress Group coaching sessions for team leaders to share best practices and support one another Tailored modules focused on specific leadership challenges (e.g., change management, team dynamics)

Course Duration: Half-day or full-day program (with virtual delivery options) Target Audience: Mid-to-senior level leaders, executives, managers, HR professionals, and leadership development coaches looking to enhance their leadership capabilities and create high-performing teams. Course Objectives By the end of this course, participants will be able to: Understand the role of coaching in leadership development and high-impact performance. Learn effective coaching strategies to inspire and elevate team performance. Develop skills in active listening, providing feedback, and fostering accountability. Enhance their ability to set clear goals, motivate teams, and create a culture of continuous improvement. Build an action plan for coaching their teams towards high-impact performance. Course Outline Module 1: The Role of Leadership in High-Impact Performance What defines high-impact leadership and performance? The difference between managing and coaching: leadership approaches that drive results The impact of leadership on organisational culture, productivity, and morale Essential leadership competencies for driving high performance Module 2: The Coaching Mindset Understanding the coaching mindset: shifting from directive leadership to empowering leadership Coaching as a tool for leadership development and team performance The benefits of a growth mindset in leadership and performance Key attributes of an effective coach: empathy, active listening, emotional intelligence Module 3: Key Coaching Skills for Leaders Active listening: asking the right questions, listening beyond the words Giving and receiving feedback: providing constructive feedback to motivate and improve performance Building rapport and trust with team members Coaching for growth: helping individuals unlock their potential and build confidence Challenging and supporting: knowing when to push for growth and when to provide support Module 4: Setting Clear, Achievable Goals The importance of goal-setting in coaching for high-performance Setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) Aligning team goals with organisational objectives and strategy Techniques for holding team members accountable to their goals Creating a culture of continuous feedback and improvement Module 5: Motivating and Inspiring Teams The psychology of motivation: intrinsic vs extrinsic motivation Leveraging strengths: identifying and utilising team members’ core strengths for high impact Building team ownership: fostering a sense of responsibility and autonomy Using recognition and reward systems to motivate performance Building resilience: coaching through setbacks and challenges Module 6: Coaching for Performance and Development Balancing short-term performance goals with long-term development needs Identifying potential and growth opportunities in your team Conducting effective one-on-one coaching sessions: structure and frameworks Using assessments and data to drive coaching decisions (e.g., 360-degree feedback, performance metrics) Encouraging self-reflection and self-coaching in team members Module 7: Leading through Change and Uncertainty Coaching leaders to navigate change: resilience in times of uncertainty The role of leadership in creating clarity and stability during change Helping teams embrace change and uncertainty with a growth mindset Leading with emotional intelligence during periods of transition Module 8: Action Planning for High-Impact Leadership Coaching Reflecting on your coaching style and leadership strengths Developing an action plan for coaching individual team members and leading high-performing teams Defining key coaching strategies and techniques for ongoing leadership development Creating a culture of feedback and continuous growth within your team Setting up regular check-ins and performance reviews to monitor progress Delivery Style Highly interactive with coaching demonstrations, role-playing, and peer-to-peer coaching exercises Real-world case studies and leadership scenarios to apply key concepts Practical tools, templates, and frameworks for implementing coaching in the workplace Personal action planning for leadership development and team performance Group discussions and reflection activities Course Materials Provided Leadership Coaching Framework and Templates SMART Goals Worksheet and Coaching Conversation Guide Feedback and Accountability Tools Leadership Development Action Plan Resource list: Books, podcasts, and articles on leadership coaching Optional Add-ons One-on-one leadership coaching sessions for personalised development Post-course check-ins and follow-up coaching to track progress Group coaching sessions for team leaders to share best practices and support one another Tailored modules focused on specific leadership challenges (e.g., change management, team dynamics)

Course Duration: 1 or 2 days (or modular format across 3–4 sessions) Target Audience: Team leaders, managers, project leads, HR professionals, and change champions responsible for initiating or supporting change within their teams or organisations. Course Objectives By the end of this course, participants will be able to: Understand the dynamics and psychology of organisational change. Apply change models to plan and implement change effectively. Communicate change with clarity and empathy. Anticipate and manage resistance to change. Sustain momentum and embed change in culture and practice. Course Outline Module 1: The Nature of Change Why change initiatives succeed or fail Types of organisational change (strategic, cultural, technological, etc.) The human side of change: uncertainty, fear, and motivation Change vs transformation Module 2: Change Management Models Lewin’s Change Model (Unfreeze–Change–Refreeze) Kotter’s 8-Step Change Model ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) Choosing and applying the right model for your context Module 3: Planning and Leading Change Assessing readiness and mapping stakeholders Creating a compelling vision for change Developing a change plan and roadmap Roles and responsibilities of leaders and change agents Module 4: Communicating Through Change Crafting key messages and change narratives Communicating with transparency and empathy Engaging employees and addressing concerns Channels, timing, and frequency of communication Module 5: Managing Resistance and Building Buy-In Identifying sources of resistance Strategies to understand and reduce resistance Building coalitions and early adopters Creating participation and ownership Module 6: Embedding and Sustaining Change Reinforcement strategies and recognition Aligning systems, structures, and behaviours Monitoring progress and adjusting plans Measuring change success (KPIs, feedback loops) Module 7: Leading Yourself Through Change Emotional resilience and adaptability Supporting your team while navigating uncertainty Mindsets for change leadership Self-reflection and personal action plan Delivery Style Interactive workshops with case studies and real-life examples Group discussions, change simulations, and planning activities Practical tools and templates for immediate workplace use Course Materials Provided Participant workbook Change management templates (e.g. stakeholder map, change comms plan) Change models quick reference guide Personal action plan template Optional Add-ons Custom case study based on your organisation’s current change program Post-course coaching or implementation support Manager toolkit for cascading change conversations

Course Duration: 1 or 2 days (or modular format across 3–4 sessions) Target Audience: Team leaders, managers, project leads, HR professionals, and change champions responsible for initiating or supporting change within their teams or organisations. Course Objectives By the end of this course, participants will be able to: Understand the dynamics and psychology of organisational change. Apply change models to plan and implement change effectively. Communicate change with clarity and empathy. Anticipate and manage resistance to change. Sustain momentum and embed change in culture and practice. Course Outline Module 1: The Nature of Change Why change initiatives succeed or fail Types of organisational change (strategic, cultural, technological, etc.) The human side of change: uncertainty, fear, and motivation Change vs transformation Module 2: Change Management Models Lewin’s Change Model (Unfreeze–Change–Refreeze) Kotter’s 8-Step Change Model ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) Choosing and applying the right model for your context Module 3: Planning and Leading Change Assessing readiness and mapping stakeholders Creating a compelling vision for change Developing a change plan and roadmap Roles and responsibilities of leaders and change agents Module 4: Communicating Through Change Crafting key messages and change narratives Communicating with transparency and empathy Engaging employees and addressing concerns Channels, timing, and frequency of communication Module 5: Managing Resistance and Building Buy-In Identifying sources of resistance Strategies to understand and reduce resistance Building coalitions and early adopters Creating participation and ownership Module 6: Embedding and Sustaining Change Reinforcement strategies and recognition Aligning systems, structures, and behaviours Monitoring progress and adjusting plans Measuring change success (KPIs, feedback loops) Module 7: Leading Yourself Through Change Emotional resilience and adaptability Supporting your team while navigating uncertainty Mindsets for change leadership Self-reflection and personal action plan Delivery Style Interactive workshops with case studies and real-life examples Group discussions, change simulations, and planning activities Practical tools and templates for immediate workplace use Course Materials Provided Participant workbook Change management templates (e.g. stakeholder map, change comms plan) Change models quick reference guide Personal action plan template Optional Add-ons Custom case study based on your organisation’s current change program Post-course coaching or implementation support Manager toolkit for cascading change conversations

Key Objectives for the Training provision Effective listening to a client's needs and requirements during various stages of the sales process. Engage in meaningful communication with clients, learn to identify challenges and opportunities that relate to the prospects. Overcome the identified challenge. Build long term rapport and establish trust with the prospect throughout the sales process, Ensure continued customer satisfaction that can turn into repeat business. Be able to build rapport with customers or clients. Know the right questions to ask to fully understand the customer or client’s needs without putting on any pressure. Be able to check you have the right information from the customer or client. Be able to match products and services to the customer or client using the information you have gathered. Be able to influence effectively. Know how to stand out from your competitors. Stage 1 – Research the Company’s ‘Value Propositions’ and USP Analysis  Conducting 30 min confidential interviews with a cross-section of the eligible Attendees & the Stakeholders, in order to gain an objective understanding of the various scenarios and clients that the Participants work with. the Company’s ‘Value Propositions’ Unique Selling Points The Customers’ journey(s) The Competition’s offers for analysis and comparisons. From these findings, a carefully calibrated bespoke Programme will be designed and delivered.  Stage 2 - Design the Bespoke 2 x day Course  nd Stage 3 - Delivery of the Course Programme This Programme can be delivered in 2 x consecutive days, or split between 2 – 3 weeks, to make it more ‘work-friendly’ – if required. It is very practical and commercially focussed in approach, with lots of interactive exercises designed to draw out the learning applications via the debriefings. The ‘Real Play’ scenarios on day 2 will be based on specific case studies drawn from the Research findings so that they are authentic to optimise the learning. Individual Action Plans will be captured at the end of each day to be debriefed by the Participants’ respective Line Managers.  Template Programme Day One – Foundation – Strategic Approach Section One – The Principles of Consultative Selling Defining ‘Consultative Selling’ The Company’s ‘Unique Selling Points’ & Value Proposition The Consultative Selling model – the five stages Avoiding appearing ‘pushy’, ‘pressurising’ or ‘talking through the sale’ Section Two –Strategy & Preparation  ‘Buy-Class’ Matrix Strategic plan Template – matching services/products to identified needs & opportunities. Preparing a range of objectives Constants and variables – USP’s Researching key Client/Decision Makers’ priorities, profile & background (LinkedIn etc.) Preparing for potential & likely Objections Section Three – Email etiquette & ‘influencing’ email correspondence.  Email etiquette A.B.S.U.R.D model Clarity and tone – discovery of clients’ needs & motivational factors. Techniques to influence and ‘nudge’. Ensuring the data and content have a ‘gentle’ motivational & appealing message. Top Tips Day Two – Practical Application Section Four – Rapport Building & Effective Communication skills ‘Behaviour Labelling’ techniques – setting a positive tone. Asking Open Questions – gaining a full understanding of the clients’ priorities & expectations. EQ - Inviting opinions; perspectives; experiences – winning confidence. Active Listening – focus and commitment to understand. ‘Reading the room’ – adapting to responses and reactions. Maintaining focus on relevant topics that the Client cares about; carefully consider the opportunities to influence. But NO PRESSURE! Building a ‘bond of trust’ with commitments and authentic, shared values. Section Five – Explaining the Benefits – aligned to the Customers’ Priorities Understanding ‘Why do People Buy?’ Research data analysis. Open questions that lead to understanding the key issues and Clients’ priorities. Avoiding the danger of ‘pressurising’ the Client. Responding to objections effectively, with confidence and sensitivity. Explaining the benefits that are aligned to the Clients’ stated requirements. Making the Data ‘sing’ – memorable takeaways for the Client. Augmented benefits – Brand confidence; Case studies; Warranty; Service; Range; Flexibility etc. in alignment with their stated preferences/requirements Differentials compared to Competitors Section Six – Winning Commitment Inviting commitment – with confidence Consultative Selling Closing techniques (e.g. Alternative Close/Assumptive Close et al) Avoiding ‘talking through the sale’ – knowing when to ‘Shut UP!’ Confirming agreement – ensuring Clients’ motivation for repeat business Section Seven – Practical Application ‘Real Play’ From the Research findings, carefully devised scenarios can be generated to provide the most valuable learning opportunities to underpin all the skills & techniques covered in the Programme.  Potential Real Play scenarios: A well-established customer has indicated that they are soon to be opening up additional new offices – this presents an opportunity to arrange for the Company to support them with their upcoming needs. After some very positive feedback and with the upcoming contract renewal imminent – how can the Company give the Customer more high-quality support in other areas of their business? A Competitor has been to see the client and they have prompted some concerns about ‘value for money’ & ‘quality of service’. How Real Play works… The group is split the group into 2 sub-groups, one with our Professional Actor (option available); the other with the Trainer or a willing Participant. Each group has a brief and has to instruct their Trainer/Actor/Participant on how to approach the scenario supplied. The Actor and Trainer (or willing Participant) perform the role play(s) as instructed by their respective teams; however, during the action they can be paused for further recommendations or direction. The outcome is the responsibility of the team(s) – not the performers. Debrief the full Programme Individual Action Plans - to be followed through. ‘Best Practices’ for application into the business Options for Exercises within the Programme  Sample Exercise – Red & White  There is a specific time managed agenda and itinerary, which puts the group under pressure.  The key challenge is for the sub-groups to maximise the commercial value from the task, however there is always a great danger that the individuals attempt to gain financial progress at the expense of the other group! Debriefing points: Persuasive communication and influence across barriers Gaining buy-in when others are sceptical Strategic planning accounting for others’ behaviours Sample Exercise – Communication Challenge Each Participant has different pieces of information, but are not allowed to share it visually. They are only allowed to communicate to work out the solution hidden among the large amount of data. Debrief: Structured approach Maintaining focus through distractions/interference Active Listening Controlled communication Sample Exercise – Persuasive emails Sample emails are shared to be critiqued and improved upon to be debriefed: Tone & impact Making the Data ‘sing’ Influential & motivational language Customer centric message. Sample Exercise –Juggling   Each Participant has to pass the ‘Customers’ (Juggling balls) carefully through the system with all the other Participants to reach a profitable conclusion  Debrief: EQ to read the room and effectively communicate, when the pressure is on Customer focus and adapting to challenges Devising a plan that wins buy-in Overcoming competing ideas to get to ‘best practice’ Consistent commitment, communication and motivational drivers that influenced performance. Sample Exercise –Critical Path  The group are provided with 30 x discs and some ‘post-it’ notes. (no pens or pencils are allowed) Their brief is to create a grid shape with the 30 x discs, which will act as ‘stepping stones’ for the ‘Critical Path’ But they have to follow the correct order through the grid from the start to finish, which they will have to work out through ‘trial & error’ All of the team must pass through the ‘Critical Path’ worked out on the grid, observing the constraints, within the time limit. No talking is permitted once they start using the materials Debrief: - Clear communication focussing on the ‘client’s journey’ Planning for challenges Identifying risks and mitigating them Role allocations & support Quality control and disciplines  Sample Exercise –Back to Back  Each Participant is positioned back-to-back with a partner. They have to work out precisely what the ‘statement’ given to the other person is without looking around. Each person has a different brief. Debrief: - Asking Open Questions Active Listening Accuracy in identifying the objective.

Course Duration: 2 days (or modular format over 3–4 half-day sessions) Target Audience: New or aspiring trainers, facilitators, team leads, or subject-matter experts who deliver training or knowledge-sharing sessions. Course Objectives By the end of this course, participants will be able to: Understand the principles of adult learning and training design. Confidently plan and structure engaging training sessions. Deliver content clearly using effective facilitation techniques. Manage group dynamics and encourage learner participation. Evaluate training effectiveness and improve performance. Course Outline Day 1: Designing Training for Adult Learners Module 1: Understanding the Trainer’s Role Role and responsibilities of an effective trainer Differences between training, presenting, and facilitating Characteristics of great trainers Module 2: Adult Learning Principles How adults learn: motivation, barriers, and learning preferences Learning styles and engagement strategies Applying adult learning theory to real training contexts Module 3: Training Needs Analysis Identifying learning needs and performance gaps Defining clear learning objectives Aligning training outcomes with organisational goals Module 4: Structuring a Training Session Designing training using ADDIE or the 4MAT model Creating session plans and timelines Balancing content delivery with interaction Day 2: Delivering and Evaluating Engaging Training Module 5: Facilitation Skills and Training Delivery Verbal and non-verbal communication Creating a safe and inclusive learning environment Encouraging participation and managing learner resistance Techniques for in-person and online delivery Module 6: Using Training Tools and Technology Using visuals and presentation aids effectively Incorporating activities, case studies, and role plays Facilitating discussions, group work, and Q&A Tips for hybrid and online delivery (Zoom, Teams, etc.) Module 7: Handling Group Dynamics and Challenges Managing difficult participants or situations Reading the room and adjusting on the fly Building confidence as a trainer Module 8: Evaluating Training Effectiveness Gathering and using learner feedback (Kirkpatrick Model) Self-reflection and peer observation Continual improvement of training materials and delivery Delivery Style Practical, hands-on workshops with active participation Peer feedback, group work, and presentation practice Real-time coaching and confidence building Assessment and Certification (Optional) Mini training delivery by each participant with peer and trainer feedback Completion of a training session plan Certificate of completion (customisable to organisation) Course Materials Provided Participant workbook and templates Sample training session plans and evaluation forms Trainer’s checklist and facilitation guide Resource list for further development