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 Home    Capability Development    Organisational Effectiveness    Recruitment & Assessment 

Workshops Offered-

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v_line_blue.gif (58 bytes) Workshops Offered v_line_blue.gif (58 bytes)
Our Approach
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15.gif (96 bytes) Team Working
15.gif (96 bytes) People Leadership
15.gif (96 bytes) Conflict Management
15.gif (96 bytes) Influencing
15.gif (96 bytes) Outbound workshops on Leadership & Team Work
15.gif (96 bytes) Appraisal Skills workshop
15.gif (96 bytes) Recruitment & Selection workshop
15.gif (96 bytes) Interviewing Skills workshop
15.gif (96 bytes) Assessor Training workshop
15.gif (96 bytes) Development Planning workshop
15.gif (96 bytes) Coaching & Mentoring workshops
15.gif (96 bytes) Career Development workshop
29.gif (198 bytes) Team Working Top    Home
Through the use of questionnaires, structured experiences and process facilitation the workshop aims at creating contexts where participants can first understand their individual styles in teams and then have the opportunity engaging with behaviours that are more conducive to team membership. The focus would also be on action planning for application in the work context.

 

29.gif (198 bytes) People Leadership Top    Home

The workshop will combine theoretical inputs with experiential learning through structured exercises and process observations on exhibited behaviour, its impact on people and situations and implications for leadership at work. Inventories will be used to help managers understand their leadership styles and make action plans to develop in areas where challenges are likely to be faced. Managers would be encouraged to examine the causes for functional as well as not so functional leadership behaviours and factors that may be coming in the way of exercise of certain action choices.

Understanding of motivation theories and their deployment, impact of theories of situational leadership etc. would also constitute part of the workshop.

 

29.gif (198 bytes) Conflict Management Top    Home

The workshop allows managers to understand their own conflict management style and through exercises, reflect on the implications of their style on performance. Role-plays are used to examine the functional & dysfunctional aspects of their styles through feedback from participants & facilitators.  This could be combined with real life feedback from role-set members in case of a composite working group.

Conflict-management style choices available, together with their functionalities are also made available to participants. Opportunities are afforded to them to engage with different styles of conflict management in the relatively safe context of the workshop.

Participants would be encouraged to work at a more personal level by looking at some of the beliefs & assumptions they might be carrying about conflict and the impact this might be having on their style, both positive & negative.

  

29.gif (198 bytes) Influencing Top    Home
The workshop will create awareness of personal styles through use of questionnaires, structured exercises, role–plays and feedback from participants and facilitators. The focus would be on providing participants opportunities to practice different styles as well as examine some of the issues that may be coming in the way of effective influencing. There will be action planning to carry forward the awareness and insights gained in the workshop for application in the workplace.

  

29.gif (198 bytes) Outbound workshops on Leadership & Team Work Top    Home

This workshop provides opportunities to managers to examine some of the blocks that they may be encountering in being effective team members or team leaders. It also provides opportunities to experiment with new behaviours that may further team membership and leadership and make action plans for deployment in the work place. 

Classroom sessions can allow for thoughts, ideas and language to be used as a defense against learning from experience & feedback. An outbound workshop engages everyone in action and creates innumerable opportunities and experiences for reflection, review and learning. The unhurried and reflective ambiance of outdoor work also affords opportunities to managers to revitalize themselves and jettison some of the “baggage” that is inevitably created while working in complex modern organisations.

Concept sessions, questionnaires, feedback and process observations at the individual and group level would constitute the overall methodology of the workshop.

 

29.gif (198 bytes) Appraisal Skills workshop Top    Home
Introduction & Objectives -The offering would include understanding the objective of performance appraisal, skills in objective setting, the appraisal content & process, stages of the appraisal process, appraisal interviewing skills, understanding rater biases and rating performance.

Methodology-The workshop would typically use participant experience and combine theoretical inputs with exercises, games and role-plays.

Workshop Contents

  • Appraisal -an overview in the context of Performance Management

  • The organizational context issues & concerns

  • Defining objectives & performance standards

  • The appraisal interview. Interview stages and types of interviews.

  • Analyzing performance

  • Providing feedback

  • Appraisal rating & rater biases

  • Crafting development plans

   

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Recruitment & Selection Skills Workshops  

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Introduction & Objectives

The focus of the workshop is to equip managers to become better recruiters through exposure to pre as well as post recruitment requirements apart from making them more adept in group observation and selection interview skills.

Methodology

Sharing of concepts through lectures, exercises, experience in group observation, mock selection interviewing which would be video recorded and played back with feedback & comments from participants and facilitator, would constitute the basic methodology.

Workshop Contents

  • The recruitment context-The organizational context & recruitment strategy

  • Why recruit?

  • Role Analysis & Person Specification

  • Sources of recruitment and its linkage with organizational strategy

  • Analyzing CV’s

  • Group Discussion-What to observe in groups? Group observation skills

  • Practice GD observation.

  • The selection interview. Competency-based or Behavioural Event Interview.

  • Recruiter Biases

  • Cost of recruitment

  • Assessing candidates

  • Offer & post offer interventions

  • Handling the rejected candidate.

   

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Interviewing Skills Workshop 

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Introduction & Objectives

Interviews continue to be the most widely used selection methodology. However, if they are not structured they could become chaotic and throw up little organized data to make effective selection decisions. The workshop will provide inputs and practice to participants to carry out a structured selection interview. A model will be provided as an aid to carry out a structured interview. In case a competency model exists inputs will be provided on Competency-based interviewing or BEI.

Methodology

Participated are provided theoretical inputs backed with actual experience of conducting a structured interview, which is videotaped and played back to participants for feedback & learning.

Workshop Contents

  • The organizational context and practice

  • Structured and unstructured interviews – research validity

  • Determining and agreeing selection criteria or competencies.

  • Preparing for the interview

  • Conducting the interview (Structured, Competency-based or BEI)

  • Post interview formalities

  • Questioning skills

  • Picking up cues from non-verbal behaviour

  • Evaluating the candidate

  

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Assessor Training Workshops

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Objectives & Introduction

The precondition for running these is a set of clearly defined behavioural competencies. The objectives of the workshop would be to train assessors for running assessment centers. 

Methodology

Apart from theoretical inputs, hands-on practice will be provided in running various exercises, running a mock Assessment Centre and evaluating candidates using this methodology. Managers will also be provided inputs in Competency-based interviewing.

Workshop Contents

  • The organizational context & the need for change

  • What are assessment centers?

  • Competencies: what are they?

  • The competency / exercise matrix

  • Principles and models of assessment

  • Behaviourally anchored rating scales

  • The wash-up or integration session – rules & principles.

  • Designing a time-table

  • Administering the Centre

  • Running a mock assessment Centre

  

29.gif (198 bytes) Development Planning Workshop   Top     Home

Introduction & Objectives

The primary focus of the workshop is to equip managers to become better developers of people. The emphasis here is to work with live issues of development typically faced by managers including a self-assessment of their own development skills.

Methodology

Combines theoretical inputs with hands-on practice of development interview and crafting development plans.

Workshop Contents

  • Development Planning. An overview

  • Organisational issues & concerns with regard to development

  • Is development the issues? Understanding the factors impacting performance

  • Identifying development needs. Different approaches.

  • Feedback Skills

  • Identifying Inputs

  • Defining standards and measures

  • Understanding & incorporating learning styles & principles of adult learning

  • Creating a structured format for development plans

  • Creating the process for development

  • Creating the context & climate for learning

  • Measuring progress.

 

29.gif (198 bytes) Coaching & Mentoring Workshops Top     Home

Introduction & Objectives

The workshop explains the concept of coaching, introduces managers to the skills required and application of certain models in this area. Understanding of personal styles, exposure to alternative approaches & developing sensitivity towards the coachee would be the objectives of the workshop.  Participants would also be equipped to draw up a formal coaching plan and follow it through.

Methodology

Concept sharing through lectures, role-plays, participant feedback, use of questionnaires, exercises and experience sharing will comprise the methodology.

Workshop Contents

  • The coaching context

  • What is coaching?

  • My coaching style & its implications

  • Understanding the coachee

  • Learning styles

  • Attributes of effective coaching, understanding and agreeing needs, listening, providing feedback.

  • Defense mechanisms & resistance to change

  • Creating the coaching context

  • Coaching in action

  • Drawing up the coaching plan, measures & milestones

  • Creating structures of review & follow-up.

  

29.gif (198 bytes) Career Development Workshop Top     Home

Introduction & Objectives

These workshops are aimed at assisting organisations in designing or re-examining their career development systems or approaches, looking at alternative career development approaches and using these for application in their especial contexts.

Methodology

This comprises lectures, experience sharing, administration of questionnaires and work in syndicates.

Workshop Contents

  • The organizational context

  • The emerging imperative

  • Career development. What is it?

  • Career Paths

  • Career Anchors

  • Discovering preferences & exercising choices

  • Career development & succession management

  • Career management – roles, responsibilities & processes

 

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