38 Team Leading courses in London

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

Our Team Building Programmes are 'simply excellent' (quote from Unilever). They always deliver much greater energy' motivation and efficiently accelerates to a galvanised, integrated team for their Manager/Team Leader. They're great fun and very commercially orientated - the best of both key elements to a successful and long-lasting high performance team. A successful company is always made up of successful teams. Teams that can work autonomously with a clearly defined set of goals, roles, vision, responsibility and culture will always reach for and achieve far greater success than a team that works just as a group of individuals. Our team building solutions are individually built and geared towards teams at any level within an organisation, providing an independent and objective perspective to promote a common purpose such as the creation of a 'high performance team'. Out With The Old Traditionally, team building events have been restricted to certain levels of management where they head off site for a bit of archery, quad biking and paintballing or something along those lines. Then over some coffee and cocktails, business plans and more efficient ways to work are casually discussed. Whilst being out having fun instead of being at work may improve an individual person's mood, the effect will only be short-term, and will not go far in creating permanent and cohesive teams who are able to overcome challenges together and drive the business forward when back in the workplace. In With The New Today's business thinking is more strategic and certainly has to look for returns on the investment. That is why Dickson Training Ltd's team building programmes are bespoke and built to your requirements through research, understanding your business and, most importantly, what results and achievements you are looking to get out of the programme. Once "what success looks like" has been established, we create tasks and activities that will test your leadership, problem solving, communication and team work skills. When the tasks have been completed, the learning - both practical and theory - is debriefed to the group as well as how it will translate back in your business. Not only are our events great fun, but they provide participants with learning points they can act upon to improve or enhance the working practices/environment. Team Building That Gets Results We have a highly innovative team who design team builds to suit all budgets and time or space restrictions. Large or small, we will develop the perfect event to meet your commercial objectives, keeping in line with your values and company culture. More recently we have combined team galvanising events with ways to engage the participants with and support their local communities. This solution has proved extremely popular with our clients and we are continuing to develop more and more programmes doing exactly this. " Phil did everything in a very professional and focused manner, without losing sight of the overall aims or having 'fun'. When I moved to Airbus UK and subsequently European Aeronautic Defense and Space Company (EADS), I had no hesitation in recommending Phil and the team to deliver the required training and team events.  Without doubt Phil and his team are excellent providers of training, to suit even bespoke requirements, and I would not hesitate in recommending the team to any business in the future. " Glenn Brown, Systems & Expertise Manager, Airbus Personnel Service Augmented Skills – an Essay by Phil Dickson All of you, who are reading this, and all the people you meet and work with will have – ‘Augmented Skills’. So – if you are an IT Engineer or a Pharmacist; perhaps you are, or know, a Departmental Leader and you work with a Logistics Project Manager; these roles will demand core skills, whether they be technical know-how or qualifications in the discipline. But to be that bit better; more reliable; more effective & productive and therefore more valuable and, frankly, marketable – capitalizing on ‘Augment Skills’ comes into play. The I T Engineer who was a Chess Champion at Uni, which would indicate that they possess some key ‘Augmented skills’ including how they plan 3 steps ahead and are always prepared for the unexpected. The Pharmacist, who is a keen sportsperson in their private life, will likely be tenacious, team-orientated and disciplined – again these are superb qualities to have in this – or any – role. Your colleagues, as well as yourself, will have ‘Augmented Skills’ that will be an asset if only they are explored and applied to their role and indeed, career. Everyone has their own 'Super-power' If they love gardening, they are probably strategic, patient and inclined to research; if they cook or bake, they are usually well organized and comfortable with multi-tasking. A big reader will tend to be considered and possess good critical thinking faculties, and an amateur mechanic or keen DIY person will often be practical, resourceful and very determined. I have observed that many new Parents discover they have ‘Augmented Skills’ they didn’t know they had... such as getting order out of chaos and displaying industrial amounts of patience and good grace when they really do not feel like it. They very often become far more compassionate and empathetic. Most people have their very own ‘Superpower’. Invite your team members to offer their ‘Augmented Skills’ to your work-place – and just watch as it elevates the motivation levels and improves results. It’ll be very rewarding for all concerned – and for meeting the Team’s objectives, to encourage the person who is a talented artist to be a sounding board on some of the marketing imagery and layouts; for the team member who is great at Maths or resolving crosswords to be asked for their input to solving a problem that is causing logistical or operational headaches. Never exploit a Team member’s unique special skills at their expense I would like to stress, however, that it must never be an area where a team member gets exploited by harvesting their unique special skills to coerce them into taking on greater responsibilities and tasks without providing them with the commensurate salary and status. To do so would be immoral and, ultimately, counter-productive as it would lead to resentment and disenfranchisement. This is about encouraging people’s capability and inviting their input to boost confidence and enhance the team’s capability. Often, we need to be more than what our Job Description says It is also important to highlight that whatever a person’s role or function is – they will definitely need to have additional capabilities to be effective. The best example of this is when we designed and delivered a range of ‘Advanced Customer Care skills’ training sessions for the Met Office a few years ago…we met so many remarkably super-bright Meteorologists, many of whom were having to make significant adjustments to answering questions from Customers that seemed to be illogical and often, obtuse. It wasn’t enough for these Meteorologists to be highly skilled at interpreting data and identifying patterns – they needed ‘Augmented skills’ to make that information accessible to members of the public (and Council workers and Air Traffic controllers and Shipping agents) and many other people, as to what that particular weather system was going to be like in their area and at what time. They have to know how to ‘de-jargonise’ the material and provide succinct, clear, and yet temperate, descriptions without ever appearing exasperated, impatient or judgmental in response to sometimes quite silly questions. For a highly trained scientist – that can be counter-intuitive. Being Philosophical... and a wee bit pretentious At the risk of being a little Philosophical (and probably a wee bit pretentious) – in my own role of Trainer – my core skills have to include – being a very good communicator, an active listener and have innovative and engaging ways to convert an idea, or a model, into practical application that my Delegates and Clients gain tangible benefits from. This is how it applies to me... I really enjoy composing short, light classical-style piano pieces. Now, to do this well, you need to be able to find a transition from one chord or melody to a different theme or key. It has to be worked out very carefully to have incremental transitions and pleasant-sounding developments as the piece unfolds. I think I have become better at this as I have honed my skills as a composer. But I have realized that these very same skills have ‘Augmented’ my ability to help a Manager, or a Team, move from a state of conflict; tension; disfunction; disenfranchisement; lack of confidence to a place that is more harmonious with far greater productivity. The very same process of careful listening, considering options, taking well-considered steps, having a creative, sometimes brave, move towards a resolution are at play in both Training and Piano Compositions! Scheduled Courses Unfortunately this course is not one that is currently scheduled as an open course, and is only available on an in-house basis. Please contact us for more information.

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

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

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

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

An accredited qualification to prepare supervisors and team leaders for a future management role. This programme gives Team Leaders & Managers the skills, disciplines and confidence to manage their team effectively and add a great deal more value to the organisation - where they have to apply their learning in order to achieve the highly coveted ILM qualification. In order for a business to obtain maximum results, it is important that employees are motivated and supported in their job roles. It is the responsibility of the team leader or supervisor to lead their team effectively and present feedback to management. This 3-day programme will guarantee to boost your performance as a team leader and help you make the transition from working in a team to leading a team. We use a combination of theory and practical to help you develop yourself, and a toolkit of resources to use in the workplace. This is an internationally accredited course which not only carries kudos but it ensures you apply the learning back into the workplace for an immediate impact. All of our ILM Programmes are provided in partnership with BCF Group Limited, which is the ILM Approved Centre we deliver under. Course Syllabus The syllabus of the ILM Level 2 Award in Leadership and Team Skills course is split into three main modules, covering the following: Module One Developing Yourself as a Team Leader Learning the various roles, functions and responsibilities of a team leader - depending on workplace Recognising limits of authority and accountability, and how these are defined Developing personal skills and abilities for effective team leading Using reflective learning skills to improve performance Identifying areas of strength and possible improvement Finding ways of obtaining feedback from others Receiving and responding positively to feedback Module Two Workplace Communications Learning stages in the communication process Consideration of the recipient's needs Spotting barriers to communication and how to overcome them Establishing a range of direct communication methods relevant to the team Collating a range of direct communication methods relevant to people outside own area of responsibility. This includes written, telephone, e-mail and face-to-face Recognising the aspects of face-to-face communication, including appearance, impact, body language Realising the importance of succinct and accurate records of one-to-one oral communication Reasons for maintaining records of one-to-one communication (e.g. potential disciplinary or legal issues) Module Three Managing Yourself Setting SMART objectives and using them to prioritise own actions Learning simple time management techniques Developing an awareness of own skills and abilities Giving yourself personal objectives in relation to team objectives Developing flexibility and responding to daily changing circumstances Diagnosing the causes and impacts of stress at work Identifying symptoms of stress in yourself Knowing the implications of stress for workplace and non-work activities/relationships Developing simple stress management techniques Available sources of support Action planning and review techniques Accreditation As with all ILM accredited programmes, participants will need to complete the post-programme activity in order to achieve their full ILM Level 2 Award in Team Leading. This element is designed to show to ILM that you are able to apply what you have learned in the workplace. Who Is It For? This programme is ideal for practising or aspiring team leaders, in any industry sector, who is looking to gain a solid foundation or develop their existing skills as a team leader. This internationally recognised course will give you a solid understanding of what is needed to be a successful team leader, how to delegate, motivate and how to implement these skills in to your work place. What Will I Learn? At the end of the course, successful candidates will: Have a good understanding of the team leader role Apply a range of effective communication skills to overcome barriers Know how to motivate, build confidence and gain the best from their teams Identify, build and encourage effective team behaviours Apply practical skills and knowledge to be transferred to the workplace Gain an internationally recognised qualification What Is Required? There are no formal entry requirements, but participants will normally be either practising or aspiring team leaders, with the opportunity to meet the assessment demands and have a background that will enable them to benefit from the programme. Scheduled Courses Unfortunately this course is not one that is currently scheduled as an open course, and is only available on an in-house basis. For more information about running this course in-house at your premises, please contact us for more information.

Business Relationship Management Professional (BRMP)® Business Relationship Management (BRM) embodies a set of competencies (knowledge, skills, and behaviors) to foster an effective business value-producing relationship between a service provider and its business partners. The BRM Discipline rests on solid research-based foundations verified and enhanced over a decade of successful implementations in leading organizations across the world. Proven to be equally effective for shared services including Human Resources, Finance, Legal, external service providers and others, BRM practices have enjoyed widespread adaptation in IT. The Business Relationship Management Professional (BRMP) training and certification program provides a foundational understanding of business relationship management (BRM) for individuals at every experience level, with the training and certification designed to provide a solid baseline level of knowledge. In other words, this course provides the 'why' and the 'what' - 'why' business relationship management is important to your organization and 'what' a BRM capability does to add value to your organization. This interactive course, with discussions, partnering activities, and periodic knowledge checks, will provide you with the opportunity to apply learning to your unique organizational situations, creating solutions that you can use immediately upon returning to your workplace. This practical knowledge will allow you to demonstrate immediate value in your role, as well as prepare you for the BRMP Certification exam. What You Will Learn This course provides a foundational understanding of Business Relationship Management. Upon completion of the BRMP® course, participant will be able to demonstrate their understanding: Explain what business relationship management is and the value it provides to an organization Articulate the need for an organization to move beyond traditional goals of profit and products to encompass those that are appropriate for a relationship-centered organization Describe the importance of integrating business relationship management into every element of their organization Define the importance of educating their organization that a mature BRM capability will evolve culture, build partnerships, drive value, and satisfy purpose Apply business relationship management to their organization's triple bottom line of people, purpose, and planet Explain the basic knowledge, skills, and mindsets of the business relationship management role Clarify the core business relationship management approaches, tools, and templates used to achieve results Illustrate the value and impact the BRM capability has on an organization by completing a draft of the BRM Capability Workbook BRM Introduction - The Bigger Picture Why BRM = why now? Relationship-centered organization Theory of 'relationshipism' Triple bottom line BRM defined Activity domains BRM challenges BRM Capability BRM capability framework Organizational purpose and strategy Now-to-new Evolve culture Build partnerships Drive value Satisfy purpose Limitless growth and improvement BRM Capability - Evolve culture Evolve culture framework Purposeful narrative Desired behaviors Influential relationships Personal growth BRM Capability - Build partnerships Build partnerships framework BRM role competency model Relationship maturity and quality Partnering mindsets Relationship discovery Relationship nurturing BRM Capability - Drive value What is value? Types of value Sources of value Drive value framework BRM role competency model Value discovery Value realization Value results BRM Capability - Satisfy purpose Satisfy purpose framework BRM role competency model Through the BRM capability Through the triple bottom line Social value BRM Capability - Wrap-up Evolve culture capability framework Build partnerships capability framework Drive value capability framework Satisfy purpose capability framework BRM Role Our purpose and what we believe Role clarity Single point of focus BRM Code of Ethics BRM Role Competency Model BRM mindset Scope of BRM role BRM role with organizational factors BRM Team Our purpose and what we believe BRM team definition BRM team purpose, mission, and vision Assessing the value of a BRM team Organizing a BRM team Leading a BRM team Transition management Coaching BRMs Closing - BRM Key Learnings Key learnings from each module Closing - BRMP Course Wrap-Up What to do in the next 30/60/90/365 days Digital badge After passing the exam Recap learning objectives Review learning objectives Review expectations Course feedback

The work of a technical team is invariably challenging and often unpredictable. Definition of the work can be problematic, timescales can be hard to estimate and the right technical approach difficult to select. Staff involved in this type of work usually have very high levels of specialist knowledge in their field and have high expectations of those who lead them. In addition to the challenges of the work, the team leader often has to balance the need for professional excellence with financial and commercial considerations and to ensure that team goals are realistic by being an effective negotiator with other project and senior managers. These characteristics make technical team leadership a demanding and complex activity. This programme aims to help participants develop the skills needed to become an effective technical team leader. The objectives of this programme are to help participants: understand the significance of leadership skills and their impact on team performance review the key skills needed to be an effective, 'multi-dimensional' team leader and learn how to develop, adapt and apply them in practice learn how to identify the preferred leadership style for the context and organisational culture and how to develop personal style versatility understand the role of the project leader in building an effective team and the skills required to promote and sustain team performance gain a better understanding of the interpersonal skills needed to motivate individual team members and harness the full potential of the team DAY ONE 1 Technical teams and leadership What is a leader? How much can leadership be learned? The team environment and the impact of leadership skills The characteristics of high performance teams and their leaders Some useful models and theories of leadership explored Types of leadership; choosing how to use leadership power Evaluating personal leadership style; how to develop style flexibility 2 Essential skills for team leaders 3 key dimensions of effective leadership: inwards, outwards and upwards Developing and promoting a 'team vision': strategic thinking skills The vital role of communication skills and how to develop them Understanding others; emotional intelligence skills Being a visible leader; behavioural and influencing skills Building effective relationships; the importance of trust and respect DAY TWO 3 Leading inwards to build the team The role of leadership in developing team performance Understanding individuals in the team; recognising team role preferences Managing conflict and promoting positive team dynamics Setting standards, maintaining discipline and rewarding performance Harnessing team potential: building motivation within the team Promoting team learning; the team leader as coach / mentor 4 Leading outwards and upwards to support the team Negotiating realistic team goals; effective influencing skills Gaining empowerment and support from the key stakeholders Leading upwards: knowing when and how to take the initiative Building team credibility within the organisation; helping the team deliver Becoming an effective team player in leadership teams Building and maintaining rapport with influential stakeholders

Designed for Executives, delegates will learn how to become true business leaders. They will gain a critical understanding of the role that a leader can take and how they can become that person. Good leadership is about mastering more than a set of management skills. Leaders should create a compelling vision, produce results, and maximise the effectiveness of their team through shared goals and values. Discovering Leadership Effectiveness helps people become the best leaders they can be. Using Insights Discovery® as part of a wider programme: Through Insights Discovery® and our own, in-house Insights Discovery® licenced practitioner, we use the Insights Discovery model to understand an individual’s unique preferences. Our Insights Discovery-based people development programmes are simple and deeply insightful. They provide immediate impact and enable positive, lasting change. Insights Discovery® is: Simple: easy to understand so everyone can apply what they learn. Universal: it speaks to everyone at all levels. Deeply Insightful: take you places you never expected. Positive: the supportive language is so engaging it empowers people to change. Fun! The memorable colour energy system that really sticks Using Insights Discovery® as part of a wider programme: Insights Discovery® is at the heart of everything that we do. This simple framework of four colour energies can be used to develop highly-tailored solutions to meet your unique business needs. Example solutions: Increasing communication and collaboration: learn how your team, department or organisation can work together more effectively in a series of Insights Discovery® Workshops. Improving personal effectiveness: as part of a programme of coaching, Insights Discovery can be used to identify areas of strength and help create a development plan tailored to each individual. Developing leaders and sales people: use an understanding of preferences to assess individual and collective strengths and enhance crucial business skills. Explore the concept of change and gain an understanding of the process Understand how different personality types respond to change Engage the wider organisation by building relationships with staff Motivate teams through change