13835 Organ courses delivered Online

The goal of this course is for you to effectively lead and manage people through times of change. Research shows that 70% of change initiatives fail in large organizations. The largest factor contributing to this failure rate is leadership - the inability to plan and lead people through change. In many change situations, tremendous focus is put on strategy, processes, and systems, while the issue of changing people's behavior is assumed it will 'just happen'. In this interactive course, you will learn why the people's side of change is crucial. We will begin by understanding why and how people resist change, and how important it is to become strong and effective change champions. Next, we will focus on critical change management practices - creating our vision of the future state, planning for acceptance in our change audience and stakeholders, mitigating threats, and capitalizing on opportunities. We will use metrics to plan, show progress, and confirm success. Lastly, we will focus on the need to reinforce and sustain change, and to prevent relapse to old ways and methods.

Strategic Thinking and Decision Making: On-Demand The goal of this course is to provide you with the building blocks and the motivation to develop the critical skill of strategic thinking. The participants will consider a four-part model that distinguishes strategic thinking from strategic planning and managing. With that understanding, you will investigate the critical components of strategic thinking and how to apply it effectively. What You Will Learn At the end of this program, you will be able to: Define strategic thinking and distinguish it from strategic planning and management Explain a high-level approach to gaining strategic thinking skills Integrate other interpersonal skills, such as self-awareness, systems thinking, leadership, constructive conflict, and collaboration, into the fabric of strategic thinking skills Select appropriate techniques to apply strategic thinking in specific situations Recognize and emulate effective strategic thinking behaviors Foundation Concepts Strategic thinking versus strategic planning, decision making and management Strategic thinking attributes Strategic Thinking Critical Success Factors Strategic thinking competency and tools at an organization level Strategic Thinking Tools and Techniques at an Individual Level Interpersonal and Team Emotional Intelligence Team Leadership and Trust Constructive Conflict and Collaboration Applying the Critical Skill of Strategic Thinking Team versus client Trusted Advisor

Politics and Project Management - Turn Project Politics into a Positive Force for Project Objectives: On-Demand The goal of this course is to provide project managers with a strong working ability to recognize and successfully navigate organizational politics for the good of projects. What You Will Learn You'll learn how to: Explain how positive politics are a valuable method for getting things done in projects Apply positive political principles and techniques in an ethical manner Use politically sound strategies, tools, and techniques for positive achievement of project objectives Getting Started Introductions Course structure Course goals and objectives Introduction to Project Politics Framing project politics Characterizing project politics Distinguishing self-interest from project politics Political Skills in Projects Embracing positive politics Identifying political competencies in projects Exploring personal political competencies Politics and Power in Projects Positioning power in projects Exploring sources of power Comparing power and influence Developing strategies for power and influence Project Politics and Conflict Facing conflict - a fact of life Turning conflict into a positive force Channeling conflict into good decisions Resolving conflict in and around project politics Tackling deeper conflicts Managing conflict that escalates Summary What did we learn and how can we implement this in our work environments? Creating your own personal action plan

Building High Performance Project Teams: On-Demand This course pulls together the most current and popular theories and writings on this complex topic and presents this amalgamated view in a highly interactive workshop and activity-based approach. Students will understand and have the skills required to build and participate in high-performance project teams and will possess the insight to proactively affect change within their respective organizations by guiding the existing culture to one that promotes high performance. What You Will Learn At the end of this program, you will be able to: Define a team and describe the optimum team size for effective performance Describe characteristics and guiding behaviors of high-performance teams Describe the major elements of each development stage in two distinct models Recognize cultural barriers in achieving high performance List the attributes of a high-performing corporate culture Assess your own corporate culture Discuss corporate leadership as a factor in building high-performance project teams Describe the three A's of selecting team members State three leadership responsibilities Describe leadership responsibilities, styles, and roles List and describe the eight components of the team charter model for building high-performance teams Foundation Concepts The Nature of Teams Characteristics of High-Performance Teams Understanding Team Development Stages of Team Development - Model 1 Stages of Team Development - Model 2 Designing a High-Performance Culture Corporate Cultures Corporate Leadership Establishing the Attributes of High Performance Choosing the Right People Team Effectiveness Team Leadership The Team Charter Model

Building High Performance Project Teams: On-Demand This course pulls together the most current and popular theories and writings on this complex topic and presents this amalgamated view in a highly interactive workshop and activity-based approach. Students will understand and have the skills required to build and participate in high-performance project teams and will possess the insight to proactively affect change within their respective organizations by guiding the existing culture to one that promotes high performance. What You Will Learn At the end of this program, you will be able to: Define a team and describe the optimum team size for effective performance Describe characteristics and guiding behaviors of high-performance teams Describe the major elements of each development stage in two distinct models Recognize cultural barriers in achieving high performance List the attributes of a high-performing corporate culture Assess your own corporate culture Discuss corporate leadership as a factor in building high-performance project teams Describe the three A's of selecting team members State three leadership responsibilities Describe leadership responsibilities, styles, and roles List and describe the eight components of the team charter model for building high-performance teams Foundation Concepts The Nature of Teams Characteristics of High-Performance Teams Understanding Team Development Stages of Team Development - Model 1 Stages of Team Development - Model 2 Designing a High-Performance Culture Corporate Cultures Corporate Leadership Establishing the Attributes of High Performance Choosing the Right People Team Effectiveness Team Leadership The Team Charter Model

Leading People through Change: On-Demand: On-Demand Research shows that 70% of change initiatives fail in large organizations. The largest factor contributing to this failure rate is leadership - the inability to plan and lead people through change. In many change situations, tremendous focus is put on strategy, processes, and systems, while the issue of changing people's behavior is assumed it will 'just happen'. In this interactive course, you will learn why the people side of change is crucial. We will begin by understanding why and how people resist change, and how important it is to become strong and effective change champions. Next, we will focus on critical change management practices - creating our vision of the future state, planning for acceptance in our change audience and stakeholders, mitigating threats, and capitalizing on opportunities. We will use metrics to plan, show progress, and confirm success. Lastly, we will focus on the need to reinforce and sustain change, and to prevent relapse to old ways and methods. What you will Learn At the end of this program, you will be able to: Realize the nature of change and describe how resistance manifests in people Compare prevalent change models and categorize their similarities Identify and rate the skills, traits, and behaviors of effective change champions Envision the future state and assess stakeholders Plan for change communication, training, and risks Evaluate change effectiveness using feedback and metrics Develop reinforcement practices for benefits and communication Foundation Concepts What is Change? Resistance to Change Common Change Management Theories Becoming a Change Champion Plan Envisioning the future state Planning for people Change management plan Do Change communication Training Piloting Risks Study Feedback Metrics Variance analysis Act Benefits realization Change sustainment Reinforcement messaging and communications

Leading People Through Change (Free L&I Conference Course) (On-Demand) Research shows that 70% of change initiatives fail in large organizations. The largest factor contributing to this failure rate is leadership - the inability to plan and lead people through change. In many change situations, tremendous focus is put on strategy, processes, and systems, while the issue of changing people's behavior is assumed it will 'just happen'. In this interactive course, you will learn why the people's side of change is crucial. We will begin by understanding why and how people resist change, and how important it is to become strong and effective change champions. Next, we will focus on critical change management practices - creating our vision of the future state, planning for acceptance in our change audience and stakeholders, mitigating threats, and capitalizing on opportunities. We will use metrics to plan, show progress, and confirm success. Lastly, we will focus on the need to reinforce and sustain change, and to prevent relapse to old ways and methods. What you will Learn At the end of this program, you will be able to: Realize the nature of change and describe how resistance manifests in people Compare prevalent change models and categorize their similarities Identify and rate the skills, traits, and behaviors of effective change champions Envision the future state and assess stakeholders Plan for change communication, training, and risks Evaluate change effectiveness using feedback and metrics Develop reinforcement practices for benefits and communication Foundation Concepts What is Change? Resistance to Change Common Change Management Theories Becoming a Change Champion Plan Envisioning the future state Planning for people Change management plan Do Change communication Training Piloting Risks Study Feedback Metrics Variance analysis Act Benefits realization Change sustainment Reinforcement messaging and communications

Leading People Through Change (Free L&I Conference Course): On-Demand The goal of this course is for you to effectively lead and manage people through times of change. Research shows that 70% of change initiatives fail in large organizations. The largest factor contributing to this failure rate is leadership - the inability to plan and lead people through change. In many change situations, tremendous focus is put on strategy, processes, and systems, while the issue of changing people's behavior is assumed it will 'just happen'. In this interactive course, you will learn why the people's side of change is crucial. We will begin by understanding why and how people resist change, and how important it is to become strong and effective change champions. Next, we will focus on critical change management practices - creating our vision of the future state, planning for acceptance in our change audience and stakeholders, mitigating threats, and capitalizing on opportunities. We will use metrics to plan, show progress, and confirm success. Lastly, we will focus on the need to reinforce and sustain change, and to prevent relapse to old ways and methods. What You Will Learn At the end of this program, you will be able to: Realize the nature of change and describe how resistance manifests in people Compare prevalent change models and categorize their similarities Identify and rate the skills, traits, and behaviors of effective change champions Envision the future state and assess stakeholders Plan for change communication, training, and risks Evaluate change effectiveness using feedback and metrics Develop reinforcement practices for benefits and communication Foundation Concepts What is Change? Resistance to Change Common Change Management Theories Becoming a Change Champion Plan Envisioning the future state Planning for people Change management plan Do Change communication Training Piloting Risks Study Feedback Metrics Variance analysis Act Benefits realization Change sustainment Reinforcement messaging and communications

This Strategy Challenge workshop is designed to provide an opportunity for senior management teams to practice and develop their strategic thinking skills - individually and collectively. It gives a 'safe space' and uses examples designed to 'stretch the strategic thinking muscles'

Are you a teacher looking to obtain QTLS - Qualified Teacher Learning and Skills status or enhance your teaching skills? You are at the right place! This comprehensive Level 5 Diploma in Education and Training | DET will equip you with the required skills to work as a teacher in the UK. This nationally recognized education and training diploma will help you advance to higher studies and become a well-trained teacher in the field of lifelong learning. No Previous Experience Needed Available to individuals from all backgrounds, regardless of their previous work experience Unlimited Tutor Support With endless support from an expert tutor, learning has never been simpler Recognised Qualification Ofqual regulation and NCFE accreditation make this course a highly reputable qualification in the industry Interest Free Instalment Plan Pay in 12 interest-free instalments and spread the cost of your purchase over time Fast Track Accelerate your success and start your rewarding career faster with the fast track program Exam Pass Guarantee We are committed to your success and will work closely with you to ensure your success in the exam Diploma in Education and Training (DET) and Post Graduate Certificate in Education (PGCE) are the same qualification. The employers do not discriminate based on the title or where you obtained the qualification. This DET qualification will help to get Qualified Teacher Learning and Skills (QTLS) status. QTLS is a professional status recognised in the Education sector. Course Highlights Course Type: Online Learning Guided Learning Hours (GLH): 360 Hours Teaching Practice Hours: 100 Hours (8 hours of observations of teaching practice) Accreditation: NCFE Qualification: Ofqual Regulated Access: 1 Year Access Certificate: Certificate upon completion (hard copy) Tutor Support- Personalised feedback on all your assignments Customer Support: 24/7 live chat available Level 5 Diploma in Education and Training This Level 5 Diploma in Education and Training | DET will set you up with the appropriate qualifications and adequate credentials that are required for you to have expertise in the field of teaching. NCFE accredits and Ofqual regulates this course, which enhances your resume as a nationally recognised qualification. Upon successful completion of this course, you will gain extensive teaching skills and knowledge to evaluate, create resources, and assist students to reach their full potential.  Learning Outcomes By the end of this Level 5 Diploma in Education and Training | DET, you will: Learn to plan and deliver inclusive teaching using various approaches and models. Use behaviour management techniques to create a safe and welcoming environment. Evaluate learning using assessment theories and reflective practices. Understand how to conduct diagnostic assessments and organize inclusive teaching. Recognize the importance of professionalism and accountability in education and training. Support quality assurance and improvement efforts and understand education policies. Who should take this course? This extensive Level 5 Diploma in Education and Training is suitable for:  Aspiring teachers Anyone looking to teach young people at school Anyone looking to teach adult people at a higher education level Anyone aiming to achieve Qualified Teacher Learning and Skills Status (QTLS) Entry Requirements This Level 5 Diploma in Education and Training | DET is available to all students of all academic backgrounds. No experience or previous qualifications are required.  Applicants must be 19 years of age or over. Before pursuing level 5 education and training, individuals are not required to have completed level 3 or level 4 education and training. Assessment structureAssignment Students must complete a number of brief assignments for each section of the award. The guidelines are designed to assess you according to the following criteria. Each of the ten modules in this qualification has assignments. The assignments can include calls for product evidence such as lesson plans, teaching materials, and other related paperwork. Completing these assignments will allow you to fully engage with and apply the teaching and learning cycle, with feedback provided by your tutor after review. Teaching Assessment In order to properly evaluate your teaching skills, you must submit a teaching assessment that will be based on the following guidelines: You must observe for a minimum of 8 hours. Each observation should last at least 30 minutes. This means you can do 16 observations at 30 minutes or 8 observations at 1 hour each. Either way, you must complete 8 hours of observation. A teacher with appropriate credentials must complete this witness testimony. In exceptional cases, we may also arrange a video link with your tutor to complete these observations. For this training, there is no prerequisite in terms of prior experience. To get your completion certificate, however, you must complete 100 hours of classroom teaching experience throughout the course. You will need to find an expert witness with a level 5 diploma in education and training to observe your practical teaching demonstration. If you prefer, we can help you by providing an expert witness for an additional fee of £250 + VAT for 8 hours. You'll have to keep a record of teaching practise hours and observations in the provided teaching log. Additionally, you'll need to provide a teaching record and documentation of continuous personal development As previously stated, one must observe practice for at least eight hours. These observations must correspond to the following essential units: Teaching, learning and assessment in education and training (level 4) Developing teaching, learning and assessment in education and training (level 5) Progression Opportunities Upon successfully attaining the NCFE Level 5 Diploma in Education and Training, you can: Work towards attaining Qualified Teacher Learning and Skills (QTLS) Improve your chances of getting a promotion Obtain employment in a variety of teaching roles Course Curriculum Course Overview Course Overview - Level 5 Diploma in Education and Training Lesson 1: Roles Responsibilities of Teachers in Education Learning Lesson 1: Roles Responsibilities of Teachers in Education Learning Lesson 2 : Pedagogical Principles Theory and Practice Lesson 2 : Pedagogical Principles Theory and Practice Lesson 3 : Functional Skills and the Minimum Core Lesson 3 : Functional Skills and the Minimum Core Lesson 4 : Planning in Education and Learning Lesson 4 : Planning in Education and Learning Lesson 5 : Selecting, Creating and Using Resources Lesson 5 : Selecting, Creating and Using Resources Lesson 6 : Augmenting Communication through Teaching Strategies Lesson 6 : Augmenting Communication through Teaching Strategies Lesson 7 : The Assessment Process Lesson 7 : The Assessment Process Lesson 8 : Managing Learners Lesson 8 : Managing Learners Lesson 9 : Professionalism and Continued Professional Development Lesson 9 : Professionalism and Continued Professional Development Lesson 10 : Developing Designing Curriculum Lesson 10 : Developing Designing Curriculum Lesson 11 : The Professional Practice Quality Management Lesson 11 : The Professional Practice Quality Management Additional Resource Additional Resource - Level 5 Diploma in Education and Training Assignment 1: Developing Teaching, Learning and Assessment in Education and Training Assignment 1 - Developing Teaching, Learning and Assessment in Education and Training Assignment 2: Teaching, Learning and Assessment in Education and Training Assignment 2 - Teaching, Learning and Assessment in Education and Training Assignment 3: Theories, Principles and Models in Education and Training Assignment 3 - Theories, Principles and Models in Education and Training Assignment 4: Wider Professional Practice and Development in Education and Training Assignment 4 - Wider Professional Practice and Development in Education and Training Assignment 5: Develop Learning and Development Programmes Assignment 5 - Develop Learning and Development Programmes Assignment 6: Identify the Learning Needs of Organisations Assignment 6 - Identify the Learning Needs of Organisations Assignment 7: Internally Assure the Quality of Assessment Assignment 7 - Internally Assure the Quality of Assessment Assignment 8: Understanding and Managing Behaviours in a Learning Environment Assignment 8 - Understanding and Managing Behaviours in a Learning Environment Assignment 9: Understanding the Principles and Practices of Internally Assuring the Quality of Assessment Assignment 9 - Understanding the Principles and Practices of Internally Assuring the Quality of Assessments Assignment 10: Working with Individual Learners Assignment 10 - Working with Individual Learners Recognised Accreditation This Level 5 Diploma in Education and Training | DET is independently accredited by NCFE and regulated by Ofqual. It is a nationally recognised qualification that will help you pave your path to higher education and fulfil the entry requirements of any skilled-oriented job. About NCFE The National Council for Educational Awarding (NCFE) is a national educational awarding organisation that creates, develops, and accredits a range of widely accepted qualifications and awards, including those for online courses. The NCFE Functional Skills certificate is the best option for students who want to gain useful, transferable skills that will enable them to function freely, with self-assurance, and effectively in the real world. Certificate of Achievement Upon successful completion of this Level 5 Diploma in Education and Training | DET and passing the internal assessments, and practical teaching assessments, you will be awarded the qualification: NCFE Level 5 Diploma in Education and Training which is valued by all employers in the UK and globally. FAQs What is a level 5 diploma equivalent to? The Level 5 Diploma in Education and Training qualification is equivalent to the Certificate of Education (CertEd). Additionally, it is equivalent to the second year of a bachelor's degree in the UK. What can I do with a Level 5 diploma in education and training? You can advance to further vocational study, apply for Qualified Teacher Status (QTLS), and earn a Bachelor of Arts in Education or a BA in Education (BEd). Besides these progression opportunities, you can also enhance your resume and increase your chances of getting hired. What is a BTEC equivalent to? BTEC Firsts are Level 2 qualifications, which are the same as GCSE coursework. The level of BTEC Nationals is Level 3, which is the same as A-level study. BTEC Higher Nationals are at the same academic level as the first two years of a degree program (Level 4/5 studies). Do I have to conduct my practical evaluation in a real classroom or workplace? For the Level 5 Diploma in Education and Training qualification, you must be seen teaching in an actual classroom; simulation is not allowed, and your observations must be conducted in an actual classroom. Who should complete the course's observations for the practical evaluation? This witness testimony must be provided by an expert with a Level 5 Diploma in Education and Training. For an additional charge of £250 + VAT for 8 hours, if you'd prefer, we can also assist you by providing an expert witness. How is this course assessed? The course is evaluated through the submission of eight observations of your teaching in a classroom environment and writing assignments based on the course's sections. You will also be required to provide an evidence log showing that you have completed at least 100 hours of teaching. Can I submit my assignment again? Your instructor will provide feedback and the option to resubmit assignments if additional work is required. How can I produce evidence to support my lessons? The teaching session must be recorded using a smartphone, tablet, or other camera device and uploaded to your web portal in order to be graded. In addition to that, you must also provide product evidence such as lesson plans, teaching materials, and other related paperwork How much time will it take to complete this course? For the supervised study, 360 hours are allotted. However, the total amount of time we anticipate you to spend on this award, including all the research and writing tasks is 1200 hours. These hours can be distributed in any way you desire as you have the choice to complete the course whenever it's convenient for you over the course of a year. Should I obtain the level 3 award or the level 4 certificate before taking this course? It is not necessary to have finished the level 3 award in education and training or the level 4 certificate in education and training before enrolling in this course. Will this course qualify me for the Qualified Teacher Learning and Skills Status (QTLS)? The Level 5 Diploma in Education and Training will provide you with the opportunity and skills to apply for QTLS, while it does not automatically grant you this status. For how long can I access this course? You have a year to access this course, so you can complete it at your own pace and convenience. Can I teach infants and children with a level 5 diploma in education and training? Since the majority of the training is geared toward adults, you won't be able to work with young children or teach in primary settings. Do I have to finish the 100 hours of teaching before I sign up for this course? There is no prerequisite in terms of prior knowledge for this training. However, you must complete 100 hours of classroom teaching experience throughout the course to receive your completion certificate. Can I use a smartphone or a tablet to study? With no time limit on completion, our online courses are accessible for life. If there is a safe internet connection, every course is fully accessible from a tablet, phone, or laptop. What will I receive once the course is over? You will be able to order the NCFE-recognised Level 5 Diploma in Education and Training, which is governed by Ofqual, after completing the assignments and the teaching assessment. What is the difference between Level 3, Level 4 and Level 5 Education and training? Education and training levels differ in the depth of knowledge and skills acquired. Level 3 is foundational, Level 4 is subject-specific, and Level 5 is for higher expertise. Completing Level 5 can lead to Qualified Teacher Learning and Skills status. To be able to teach Level 2, one must undertake Level 3; for both Level 2 and 3, Level 4 must be completed; and for all three levels, one must take Level 5. What is the difference between QTS and QTLS? QTS is for teaching up to age 16, while QTLS covers beyond that. QTS is necessary for teaching young students, while QTLS is ideal for teaching at a higher education level. QTS requires an intensive course with work practice, while QTLS requires sector competence and 100 hours of teaching experience.