Our approach to learning at Eureka HR Solutions is unique. We're passionate about what we do and pride ourselves on our energetic, innovative, client focused approach.
Because no two businesses are the same Eureka HR Solutions won't provide you with an 'off the shelf' training solution. This is where we differ from the large corporate training providers. We don’t believe this works. All our training solutions are based on best practice but specifically tailored to your business needs. That's why our clients find our training solutions not only practical but highly effective and excellent value for money.
We come to you to deliver your tailored training programme. Groups of up to 16 can be trained on site making this an excellent cost effective option for organizations looking to develop groups of staff. If you don’t have the appropriate on site training facilities we can help you find the perfect training venue.
How we work:
Tailored Programmes
You select a programme that interests you from our menu of courses and we talk to you about course content, length, and emphasis to ensure it’s tailored to your business needs. We then work with you to incorporate case studies and practical exercises that are built around real issues in your business. We also ensure that any relevant company policies and procedures are introduced in to the programme.
Bespoke Programmes
We work with our client using a variety of methodologies to establish the real training need. This ensures that any training solution is specifically developed in line with business needs. A bespoke programme(s) are then developed in partnership with the client and delivered in a means that specifically fits your needs. For example we can deliver a modular programme over a period of time that works for you business and your people.
Our approach to bespoke programmes:
All our programmes are supported by a set of comprehensive course materials including a course manual, PowerPoint presentation slides, case studies and exercises. All delegates will receive a certificate on the day of the course confirming attendance.
Overview
Many managers question the value of appraisal programmes and many line managers believe appraisals are unduly time-consuming and bureaucratic. Yet the appraisal is a vital starting point when it comes to managing performance effectively and it is vital that managers appreciate this. Handled well the benefits of appraisal interviewing are enormous. This thoroughly practical workshop has been designed to give line managers the knowledge, skills and confidence to deliver a well structured appraisal even in the most challenging circumstances.
Training objectives
This course will help participants:
- Appreciate the benefits of the appraisal process
- Assess standards of performance objectively
- Plan and prepare for appraisals effectively
- Conduct a well structured appraisal interview
- Recognise the essential skills required in the appraisal situation
- Improve their ability to discuss difficult issues more confidently
- Identify training and development requirements
- Agree clear and measurable development objectives
- Develop the ability to complete essential paperwork
- Understand the need to facilitate continual informal dialogue between appraisals
Audience
This programme is ideal for line managers who have had little or no formal training on the appraisal process, although it has also benefited many managers who were in need of a ‘refresher’ on the subject.
Format
Participants in this highly practical one-day workshop are encouraged to take a pro-active approach, in small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
The interactive nature of this course requires that the number of participants be limited to no more than 12 if maximum benefit is to be had from the day.
Special features
Your organisation’s appraisal documentation can be incorporated into the workshop, to ensure that participants are continually relating the learning to your in-house processes.
- 1 Introduction and course objectives
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2 The appraisal process- The aim of the appraisal process
- Understanding the bigger picture – the appraisal process as part of the employee development process
- The benefits of the appraisal process
- Common pitfalls
- Five steps to an effective performance appraisal
3 Appraisal
Step 1 – Assessment- Using job standards as the basis for objective assessment
- Assessment of previous objectives
Step 2 – Preparation - Documentation required
- Data on each appraisee
- Planning the meeting
Step 3 – The interview - The skills of appraisal interviewing
- The structure of the appraisal interview
- Dealing with poor performance and difficult situations
- Taking notes and completing documentation
Step 4 – Planning ahead and objective setting - Identifying action to improve performance and enhance skills
- Establishing relevant training needs
- Agreeing SMART performance objectives
- Formulating a personal development plan
Step 5 – Action after the interview- Essential paperwork
- Follow-up and action required between appraisal interviews
- Continuing informal dialogue
4 Video case study-
5 Conclusion
- Course review/discussion
- Preparation of action plans for building on the skills learnt
- Close
© Eureka HR Solutions and speaker
Overview
Maximising team performance is vital for any organisation. Managing individuals with significant performance issues is a key skill – one that benefits the performer, the team and the organisation. Too often, managers either over-react or fail to take appropriate action early enough. This course identifies the key causes and types of poor performance within a team. It gives managers the knowledge, behaviours and skills to manage poor performance effectively. They are also encouraged to think how their own management style can help foster and motivate high performance within their teams.
Training objectives
This course will help participants:
- Appreciate the range of management tools available to improve performance
- Identify when and how to use these management tools
- Clarify the roles and responsibilities of managers and HR when managing performance issues
- Give negative feedback in a considered and effective way
- Support individuals in their attempts to improve performance
- Maintain an approach that balances the interests of the individual, the team and the organisation
- Use formal methods of managing performance when informal action has failed
Audience
This programme is ideal for line managers at all levels, including team leaders and supervisors.
Format
Participants in this highly practical one-day workshop are encouraged to take a pro-active approach, in small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
The dynamic nature of this course requires that the number of participants be limited to no more than 12 if maximum benefit is to be had from the day.
- 1 Introduction
- Welcome and workshop objectives
- The knowledge, behaviours and skills required to manage performance
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2 Knowledge – the procedure- Principles of managing performance
- Performance management cycle
- Setting performance standards
- Failure to meet performance standards
- Managing poor performance informally
- Managing poor performance formally
3 Behaviours – what a manager must do- Styles of leadership and performance management
- Situational leadership questionnaire
- Recognising the symptoms of under-performance
- Diagnosing the reasons and influences behind an individual’s performance
- Motivation and performance
- Using performance interviews effectively
- Using self-appraisal
- Setting targets and performance measures
- SMART objectives
- Giving and receiving feedback
- Follow-up and record-keeping
- The manager as coach
- Checklist for barriers to improved performance
- Video-based case study
4 Skills for effective performance management - Questioning
- Listening
- Building rapport
- Staying positive
5 Conclusion - Course review/discussion
- Preparation of action plans for building on the skills learnt
- Close
© Eureka HR Solutions and speaker
Overview
This is a one-day workshop, which demonstrates effective ways to plan and prepare for the selection process, select new staff and improve interviewing skills while complying with UK employment legislation. It concentrates on a practical approach to establishing a rapport, gathering the right information and making a decision using a competency based approach.
Training objectives
This course will help participants:
- Understand the essentials of equal opportunity legislation and other relevant legislation
- Decide upon appropriate selection criteria
- Plan and prepare for a selection process
- Demonstrate the essential skills and techniques required for effective selection interviewing
- Make objective recruitment decisions
Audience
Managers at any level who are required to carry out selection interviews.
Format
The course is highly participative, using small team discussion, case studies and practical exercises. This approach helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work. There will be opportunities for extensive question and answer sessions.
- 1 Introduction and course objectives
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2 Legal aspects of recruitment- Overview of equal opportunity legislation
- Other relevant legislation
3 Planning and preparation- The stages of the selection process
- Assessing the vacancy
- Preparing job descriptions and person specifications
- Preparing competency based questions
- Practical preparations prior to interview
- Using application forms and curriculum vitaes
4 Interviewing techniques - Structure of the interview
- Controlling the interview
- Opening the interview
- Questioning techniques
- Competency probing techniques
- Listening skills
- Closing the interview
- Note taking
- Evaluating the information and making decisions
5 Skills practice - Delegates conduct an interview with competency probing against a selected person specification. Individual tutor feedback is provided.
6 Conclusion - Course review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
A one-day workshop designed to give participants a practical understanding of how to manage absence. At an average of £601 per employee per year (according to the CIPD’s latest survey), absenteeism costs British business billions of pounds each year – and can be one of the most difficult issues to manage effectively. This workshop equips managers with the skills and legal knowledge needed to reduce lost time and the costs associated with absence.
Training objectives
This course will help participants:
- Appreciate the importance of controlling absenteeism
- Understand their role in managing attendance
- Understand the range of possible causes of absenteeism
- Conduct effective return to work interviews in a range of circumstances
- Follow a fair and reasonable procedure when managing both long and short-term absence within the framework of UK employment law
- Manage sensitive health issues within the workplace
Audience
- This programme will benefit all managers and also supervisors who have people reporting to them. The skills involved are equally applicable to junior, middle and senior level managers.
- HR advisors can also benefit significantly from attending this course.
Format
Participants in this highly practical one-day workshop are encouraged to take a pro-active approach, in small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
The dynamic nature of this course requires that the number of participants be limited to no more than 12 if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 The legal background- Statutory employment rights
- Common law rights
- Employment Tribunals
- Remedies and compensation
-
3 Disability discrimination - Overview of the Act
- Definition of a ‘disability’
- Reasonable adjustments
- Case study
4 Managing absence- The need to manage absence
- The cost of absence
- Patterns of absence
- Managing absence as a breach of contract
- Poor performance associated with absence
- Managing ‘malingerers’
- Video-based exercise
- 5 Managing long-term absence
- Capability and long-term absence
- Maintaining the relationship during absence
- Providing support
- Case study review
- Case law
- 6 Absence control procedures
- The return to work interview
- Monitoring
- Stages
- Penalties
- Essential paperwork
- Doctors’ certificates
- When informal action fails
- 7 Managing sensitive health issues
- Mental ill-health – including stress at work
- HIV and Aids
- Alcohol and substance abuse
- Pregnancy
- Case study review
- 8 Conclusion
- Course review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This one-day workshop is about making managers understand their responsibility for dealing with issues of capability and conduct fairly and consistently in accordance with a disciplinary procedure that is both legally compliant and follows good management practice. It also presents the impact of getting it wrong, in terms of unfair dismissal claims and employment tribunals.
Training objectives
This programme will help participants:
- Recognise the need for and purpose of discipline and grievance procedures
- Demonstrate an understanding of employment law relating to fair treatment at work in the context of disciplinary and grievance issues
- Identify when and how to use a disciplinary and grievance procedure effectively and the difference between informal and formal action
- Demonstrate how to conduct a robust and thorough disciplinary investigation and formulate a charge/s
- Demonstrate how to conduct a fair and objective disciplinary and grievance hearing and decide on an appropriate outcome
- Understand grounds for appeal
- Avoid cases of unlawful dismissal
Audience
- This programme will benefit all managers and supervisors who have people reporting to them and HR professionals responsible for supporting managers through the process.
Format
The programme is a mix of theory and practical application. The programme will be very 'experiential' with delegates having opportunities to apply the theory to a number of given scenarios, with plenty of opportunity for feedback and reflection.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We recommend that your organisation’s discipline and grievance policies are incorporated into the workshop.
- 1 Introductions and course objectives
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2 Disciplinary policies and procedures
- Discipline in context – the relevance of current legislation
- Understanding and applying your organisation’s procedure
- The role of ACAS
- The ACAS code of practice
- The role of Employment Tribunals
- Statutory and contractual disciplinary procedures
- New rights of representation
- Identifying management responsibilities
- The role of the ‘companion’
- The role of Human Resources
3 Unfair dismissal- Fair reasons for dismissal
- Automatically unfair dismissal
- Qualifying periods
- Compensation — current developments
- 4 Dealing with misconduct and incapability
- Identifying the nature of disciplinary problems and the appropriate course of action
- Using informal action effectively
- Recognising the need for a more formal approach
- Coping with stress, absence and grievance issues in relation to disciplinary matters
- The importance of the investigation
- Suspending employees
- Using witnesses and witness statements
- The ‘burden of proof’
- The balance of probability
- 5 The disciplinary interview
- The aim of the disciplinary interview
- The preparatory stage
- Inviting the employee to a disciplinary hearing
- Chairing and leading disciplinary interviews
- Making notes
- Keeping control
- Imposing sanctions
- Considering mitigating circumstances
- Arranging for follow-up action
- Dealing with appeals
- Writing warning letters
- Keeping a record
- 6 Grievance policies and procedures
- Grievance in context – the relevance of current legislation
- Understanding and applying your organisation’s procedure
- Sources of grievances
- Informal and formal grievances interviews
- Trade union involvement
- 7 Case study
- Participants will have the opportunity to work through a realistic case and/or a role play activity involving disciplinary and grievance.
- 8 Conclusion
- Workshop review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This one-day session will enhance your awareness of, and ability to deal with, multicultural issues throughout the organisation. It also highlights the legal dimension of equal opportunities and diversity at work and raises awareness of the importance of best practice.
We know that managing an increasingly diverse workforce effectively is directly connected to employee satisfaction and increased productivity. This kind of awareness training sets the stage for change where it is needed and for new insights that create a better work environment for everyone.
Training objectives
This course will help participants:
- Demonstrate an understanding of the key legislation relating to equal opportunities
- Understand the business benefits of equal opportunities and diversity
- Understand the rights and responsibilities (both individual and organisational) given by equal opportunity legislation
- Know what they must and must not do to comply with the law
- Know how to create a climate of equality in the workplace
- Gain some specific ideas that they can apply immediately to create more equality of opportunities in the workplace
- Understand more clearly the value of having an equal opportunities and diversity policy
- Understand where the broader issue of diversity fits with equal opportunities
Audience
- Everyone in the organisation will benefit from attending this course but it is essential for all managers at all levels.
Format
The programme provides an overview of key anti-discrimination legislation and relevant terms are presented. Intense small and large group discussions and up-to-date case law, engage participants in a thoroughly active way.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introductions and course objectives
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2 Introduction to equal opportunities and diversity
- What does it all mean?
- The business benefits of equal opportunities
- Defining equal opportunities for your organisation
- Understanding the rights and responsibilities
3 Essentials of equal opportunities legislation- Sex Discrimination Act
- Race Relations Act
- Disability Discrimination Act
- Employment Equality (Religion or Belief)
- Employment Equality (Sexual Orientation)
- Age Discrimination Regulations
- Burden of proof
- Liability and compensation
- Defence
- 4 Unacceptable actions
- Direct discrimination
- Indirect discrimination
- Bullying and harassment
- Victimisation
- in-tray exercise
- 5 What happens if you get it wrong
- Review of real case study examples
- 6 Understanding the rights and responsibilities
- The individual
- The manager
- The organisation
- 7 Taking action
- How to prevent and handle complaints
- Ensuring fairness in your department
- Competencies for managing diversity
- 8 Conclusion
- Course review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This one-day course is designed to help managers understand that they are organisational change agents and in this capacity they need to learn how to overcome resistance to change in themselves and others. It is designed to promote a positive response to organisational change thereby contributing to a positive and optimistic working environment. The course will increase delegates’ awareness of the need for change and help in giving insights into participants’ own approach to change management, and how they attempt to influence others. As a result it will increase both their own and the organisation's effectiveness.
Training objectives
This programme will help participants:
- Understand change management concepts
- Realise an open and willing attitude to change
- Understand the different effects of change on other people
- Deal with resistance to change
- Understand the importance of concise communication during times of change
- Appreciate the driving and restraining forces with change
Audience
- Managers at all levels who are responsible for managing individuals working in environments where change is a constant
- HR professionals or business professionals responsible for implementing change
Format
Dealing with change and managing change can be difficult and at times emotional. This course involves learning in a safe but provocative setting where intense small and large group discussions engage participants in a thoroughly active way.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introductions and course objectives
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2 The business case for change
3 Leading and managing change- Leading vs managing
- Change equation
- Marathon model
- Baker’s dozen discussion
- Key principles for leading in turbulent times
- Tools for managing change
- Change leadership audit questionnaire
4 Personal impact- The change continuum
- The stages of change
- The personal power grid
- The predictable process of change
- The personal identity exercise
- 5 Managing the human side of change
- Managing the transitions
- Managing the impact on employees
- Managing the impact change has on you
- 6 Reframing resistance
- 7 Communications
- Communications principles
- Key success factors for effective communications
- Tips for successful communications during change
- 8 Conclusion
- Workshop review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
This two-day course has been developed for managers and leaders of today and the future. Leaders need to develop the skills that are necessary to lead people effectively in order to maximise both individual and business performance in competitive times. The skills of leadership are evolving and the rapid and continuous rate of change is having a fundamental effect on leadership. Traditional leadership no longer meets people's expectations. Just as the world is changing, so is the nature of leadership. Based on sound people management principles this course will enable you to bring the best out of the people you manage.
Training objectives
This programme will help participants:
- Understand more clearly what makes an effective leader at work
- Develop the ability to recognise these actions when they occur and in what situations they should be used
- Understand how important it is to motivate people at work and the actions that should be taken to achieve this
- Identify the principles of building effective teams
- Manage in an environment of continual change – including strategies for dealing with resistance to change
- Use the principles of effective communication to enhance team and individual performance
Audience
- Managers and leaders at all levels in the organisation will benefit from attending this course.
Format
A range of self-assessment profiles will be used to facilitate learning. Delegates are encouraged to keep action logs and discuss these with their manager to ensure any key development areas are incorporated into their development plans. Memory jogger cards are completed at the end of the course and posted back to the delegates in three months. This provides delegates with a reminder of what they committed to do in their action plans. Delegates are also required to reflect with their managers/mentors on their effectiveness, using a pre-course questionnaire, prior to attending the course. The same questionnaire is used to measure improved performance back at work after completing the programme.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Day One
- 1 Introductions and course objectives
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2 The challenge of leadership- The learning leader
- Leadership styles – assessing your own style
- A summary of management and leadership
- The leader of tomorrow
3 Performance management and developing individuals - Employee development planning process
- Performance management
- Setting SMART performance targets
- Giving and receiving feedback
- Constructive reprimands
- Video case study
- 4 Managing change
- Exercise – how we see change
- Behaviours of effective change leaders
- The change continuum
- Vision – the key to successful change
- Best practice for managing change
- The stages of change
- The predictable process of change
- Reframing resistance
- Questionnaire – Change Leadership Audit
- 5 Communication
- Communications principles
- Impact of verbal and non-verbal communication
- Tips for successful communications
- Key success factors for effective communications
- Communication maps
Day Two
- 6 The principles of motivating staff
- Questionnaire – What motivates us?
- Motivation by: development, challenge, recognition, making people feel valued, job context
- Motivation in a climate of low morale
- Managing motivation
- Dealing with demotivation
- The theory behind the practice – human needs and work motivation
- Motivation and performance
- 7 Coaching
- Developing a coaching culture
- Skills involved in coaching
- Opportunities to coach
- 8 Delegation
- Questionnaire – Are you good at delegation?
- The delegation process
- Benefits of delegation
- Delegation v directing
- Overcoming reluctance to delegation
- Dos & don’ts
- 9 Effective team building
- What makes a good team?
- Building team performance
- Stages of team development
- Situational leadership and team development stages
- Poor team working – most common symptoms
- Effective team working
- Practical exercise – group exercise consolidating the practicalities and principles of managing people effectively
- 10 Conclusion
- Workshop review/discussion
- Preparation of action plans for building on the skills learnt
- Close
© Eureka HR Solutions and speaker
Overview
Managing is about people skills. Not just to get others to do things willingly and well – but to encourage them and grow their enthusiasm, confidence and commitment. A few naturally have the charisma of born leaders, but most managers need to learn how to lead. They need help to recognise what makes people tick and to develop behaviours that will get the very best out of each member of their team. This two-day programme is designed for supervisors and team leaders. It is a foundation level course which teaches team leaders how to maintain team members’ self-esteem, achieve consensus, and encourage others to commit themselves to common goals.
Training objectives
This programme will help participants:
- Understand the role of first-line management
- Get it right with people – build trust and mutual respect
- Visualise success – to make it happen
- Delegate – not try to do it all, but empower others to do things for themselves
- Handle discipline effectively – set and maintain standards
- Manage negative reaction to change
- Motivate people to do things willingly and well
Audience
- Newly appointed supervisors and team leaders, those about to be promoted to that role, or experienced supervisors who would benefit from refresher training.
Format
A range of self-assessment profiles will be used to facilitate learning. Delegates are encouraged to keep action logs and discuss these with their manager to ensure any key development areas are incorporated into their development plans. Memory jogger cards are completed at the end of the course and posted back to the delegates in three months. This provides delegates with a reminder of what they committed to do in their action plans. Delegates are also required to reflect with their managers/mentors on their effectiveness, using a pre-course questionnaire, prior to attending the course. The same questionnaire is used to measure improved performance back at work after completing the programme. Delegates are also required to complete a work-based assignment designed to maximise delegates’ learning and growth through greater exposure and opportunities on the job.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Day One
- 1 Introductions and course objectives
2 The learning environment- Learning styles questionnaire
- Creating the right learning environment for you and your team
3 What do managers do? - The role and responsibilities of first-line management
- Predicaments and pitfalls
- Identifying incorrect approaches to management
- Recognising behaviours which alienate team members
- The skills and attributes of a good manager
- T – P Leadership Questionnaire
4 Getting it right with people- Interpersonal skills which achieve positive results
- Communication skills
5 Creating success by seeing it first
6 DIY …. Or delegate? - The necessity and nature of delegation
- The process of successful delegation
7 Manager as coach - Coaching styles
- Progress through improved performance
Day Two
- 8 Discipline
- From acceptable to unacceptable – the need to discipline
- Understanding the principles of discipline
- The disciplinary process
9 Finding acceptance and building commitment - Identifying reactions to change
- How to manage change well, gaining commitment and ownership
10 Motivation - What motivates people at work
- Ways of motivating team members
11 Problem solving and handling conflict - Conflict: good or bad?
- Types of conflict
- Conflict handling guidelines
- Practical exercise in conflict handling styles
12 Conclusion - Workshop review/discussion
- Preparation of action plans for building on the skills learnt
- Close
© Eureka HR Solutions and speaker
Overview
An essential workshop for managers and leaders on how to deal with delicate issues in the workplace, sensitively and effectively yet in full compliance with employment law.
Personality clashes, poor appearance, bullying, harassment, stress and even alcohol or drug abuse are just some of the issues that managers in any organisation may have to face in the course of their work. This workshop shows how to deal with these private and potentially difficult situations in an appropriate and lawful manner. The programme will spell out the key employment law issues and will provide practical guidance on how to deal with these situations in a constructive manner whilst protecting the interests of the organisation and the dignity of those involved.
Training objectives
This workshop will give participants:
- An understanding of the legal requirements relating to sensitive issues at work
- Clear, practical advice and guidance on managing sensitive issues
- Strategies for handling difficult situations whilst protecting the dignity of those involved
Audience
- This is a highly participative one-day workshop, designed for those at all levels who have responsibility for people and teams.
Format
This highly practical one-day workshop allows plenty of time for group discussion and will draw on current case law and pertinent case studies to facilitate learning.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We strongly recommend that your organisation’s policies and procedures are incorporated into the workshop, to help ensure that participants fully appreciate the relevance of what is being taught.
- 1 Introduction and workshop objectives
-
2 Managing sensitive issues- What makes an issue sensitive?
- Skills for dealing with sensitive issues effectively
3 The legal background - Statutory employment rights
- Common law rights
- Unfair dismissal
- Constructive dismissal
- Wrongful dismissal
- Employment Tribunals
- Remedies and compensation
4 Discrimination law- Sex and sexual orientation discrimination
- Race and religious discrimination
- Disability discrimination
- Age discrimination
- Direct discrimination
- Indirect discrimination
- Victimisation
- Bullying and harassment
- How to prevent and handle complaints
- Practical exercise
5 Health issues - Personal hygiene and appearance
- Managing mental illness – including stress
- Alcohol and drugs
- HIV/AIDS
- Case studies
6 Managerial issues - What you should know about giving references
- How to deal with an employee who has been charged with a criminal offence
- Dealing with bereavement
- Dealing with personality clashes
- Case studies
7 Conclusion - Workshop review/discussion
- Employment law surgery – an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
In many surveys 'giving presentations' or 'public speaking' often tops the list of fears that people have. Even skilled and experienced presenters often admit to feeling nervous before a presentation. So with this in mind, this course aims to develop both your skill and your confidence as a presenter.
You will learn how to prepare, structure and deliver great presentations. In particular this course will focus on how to present yourself for maximum impact, manage your state and engage your audience.
Training objectives
This programme will help participants:
- Be able to prepare and structure a presentation for maximum impact
- Design and use visual aids to enhance your presentation
- Deliver a presentation effectively
- Build your confidence in giving presentations
- Engage and involve your audience successfully
- Develop successful strategies to manage difficult situations and people
- Develop a specific action plan to build your skills and confidence back in the workplace
Audience
- This course is suitable for anyone who is involved in giving informal or formal talks or presentations. It is of particular benefit to those who have little experience of presenting and who lack confidence in doing so. It will also benefit the more experienced presenter who wishes to learn more about structuring and delivering presentations or who wishes to build their confidence as a speaker.
Format
This is a highly participative, practical and supportive course. Delegates will work in small groups throughout the course to apply the learning to a real presentation. On the second day, delegates will have the opportunity to practice these skills in a safe environment and receive constructive feedback.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Day One
- 1 Introductions and course objectives
2 Characteristics of great presenters
3 Results of pre-course diagnostic questionnaire
4 Preparation- Know your outcome
- Know your audience
- Know your material
- 5 Structuring your presentation
- Planning and sequencing key points
- The start, the middle and the end
- A four stage approach
- 6 Selecting and using visual aids
- Options and impact
- Advantages and disadvantages
- Seven top design tips
- 7 The importance of practice
- 8 Communication skills
- The process of communication
- Using your voice effectively
- Non-verbal communication
- Language predicates
- Using positive language
Day Two
- 9 The importance of state
- Great presenter states
- Changing your state
- The nature of fear
- Managing nerves
- 10 Audience participation
- Engaging and involving the audience
- Building rapport
- Handling questions
11 Practice sessions with constructive feedback
12 Strategies for handling challenging scenarios
13 Conclusion - Workshop review/discussion
- Preparation of action plans for building on the skills learnt
- Close
© Eureka HR Solutions and speaker
Overview
This is a one-day workshop aimed at high potential graduates or professionals. It ensures that your high potentials are provided with a structured approach to their development thus improving job satisfaction, reducing staff turnover.
Training objectives
At the end of a highly participative day, which includes a variety of exercises and psychometric tests, delegates will be provided with a fully comprehensive report which enables the delegate to work with their manager to create a personal development plan which ensures they fulfil their potential.
Audience
This programme is designed for high potential graduates or professionals.
Please note: the delegate's manager is required to participate for a two-hour de-briefing on the day and a two-hour follow-up session after three months.
Format
Highly participative workshop style session. We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
© Eureka HR Solutions and speaker
Overview
This is a one-day workshop that is designed to encourage professionals to reflect on their personal style and behaviour at work and how this impacts on those that they work with. It is designed to improve both individual and team effectiveness.
Training objectives
This workshop will help participants:
- Understand the Myers Briggs model of personality, improving their relationships with others and becoming more influential at work
- Understand individual differences and similarities amongst people and maximise the natural advantages that result from these similarities and differences
- Value diversity in groups
- Explore barriers to communication, enhancing team problem solving and conflict resolution skills
Audience
- This programme is designed for groups that wish to improve their team and individual effectiveness.
Format
Highly participative workshop style session. We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and workshop objectives
2 Introduction to Myers Briggs
3 Myers Briggs type indicator questionnaire
4 Myers Briggs team roles questionnaire
5 Self reflection- What is your Myers Briggs type
- Where do you direct your energy
- How you prefer to make decisions
- How you like to organise your life
6 The relationship between Myers Briggs team roles and Myers Briggs personality type
7 Improving your relationships with others - Checklist that can be used to recognise personality type preferences in others
- Tips on how to use this information to influence and work with different personality types
- Characteristics of different personalities under differing degrees of pressure
- Problem solving and conflict resolution
8 Team building activity
9 Conclusion - Workshop review/discussion
- Preparation of action plans for building on the skills learnt
- Close
© Eureka HR Solutions and speaker
Overview
As HR departments take on an increasingly strategic role and devolve more responsibilities to line managers, it is vital that those line managers are supported by having a practical understanding of the UK’s ever-changing and increasingly complex employment laws. This two-day programme helps managers become familiar with the legislative framework affecting the workplace and emphasises when it is necessary to call upon the support of the HR specialists. This comprehensive two-day workshop will increase delegate's understanding and awareness of UK employment law and demonstrate how to apply this, through the use of best practice, in their role as line managers.
Training objectives
This workshop will help participants:
- Understand the HR responsibilities of a line manager
- Appreciate the legal background to employment
- Understand how to manage the relationship with agency workers, contractors and self-employed
- Use a robust legal framework for handling employment issues
- Avoid and defend cases of unlawful discrimination
- Make an appropriate selection at interview while remaining within the law
- Handle disciplinary and grievance matters
- Manage short and long-term absence lawfully
- Understand statutory requirements for family-friendly policies
- Adopt appropriate strategies for managing poor performance
- Manage employee records in line with the Data Protection Act
Audience
- This programme is ideal for line managers who have had little or no formal training in employment law, although it has also benefited many managers who were in need of a ‘refresher’ on the subject.
- HR advisors can also benefit significantly from attending this course.
Format
Participants in this practical two-day workshop are encouraged to take a pro-active approach, using small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
Special features
We strongly recommend that your organisation’s policies and procedures are incorporated into the workshop, to help ensure that participants fully appreciate the relevance of what is being taught.
Day One
- 1 Introductions and course objectives
-
2 What HR responsibilities does a line manager have? - The impact on the line manager of the changing role of HR
- HR responsibilities of the line manager
3 Introduction to the UK employment legal system
- Statutory employment rights
- Common law rights
- Unfair dismissal
- Constructive dismissal
- Wrongful dismissal
- Employment Tribunals
- Remedies and compensation
4 Defining employment status
- Employee
- Fixed term contractor
- Agency worker
- Self-employed
- Managing agency workers, contractors and self employed
- How status is determined by Employment Tribunals
5 Discrimination law- Sex and sexual orientation discrimination
- Race and religious discrimination
- Disability discrimination
- Age discrimination
- Direct discrimination
- Indirect discrimination
- Victimisation
- Bullying and harassment
- How to prevent and handle complaints
- Practical exercise
6 Discrimination and recruitment - Ensuring equal opportunities
- Using selection criteria
- Avoiding direct and indirect discrimination
- Questions to avoid
- Note taking
- Referencing
7 Managing attendance - Managing long-term absence
- Managing short-term absence
- Managing the malingerer
- Essential paperwork
- Medical certificates
- Return to work interview
- Video-based exercise
Day Two
- 8 Managing performance
- Legal background to performance management
- Identifying poor performance
- Setting targets and measures
- Giving feedback
- Informal action
- Formal action
- Dismissal for poor performance
- Follow-up and record keeping
9 Discipline - A fair disciplinary procedure
- Understanding the requirements of the legislation
- Dealing with conduct and capability
- Employees’ rights
- Case study review
10 Grievance - A fair grievance procedure
- Understanding the requirements of the legislation
- Informal action
- Formal action
- Employees’ rights
11 Family-friendly rights - Managing requests for:
- Flexible working
- Maternity leave
- Paternity leave
- Parental leave
- Adoption leave
- Time off for dependants
12 Data protection and record-keeping - Principles of data protection
- Employees’ rights of access
- Penalties for breaching the Act
13 Conclusion - Workshop review/discussion
- Employment law surgery – an opportunity for you to ask our tutor advice on any of your employment issues
- Close
© Eureka HR Solutions and speaker
Overview
Leading remote teams (or workers) is becoming more important for all levels of managers. Work-life balance and other new ways of working are driving different ways of working (people working remotely) and this requires a different style of leadership to be successful. This course shares the key success factors and habits to effectively provide leadership for remote teams/workers.
Training objectives
This course will help participants:
- Understand the key success factors to effectively lead remote teams and workers
- Learn the key leadership skills and behaviours and discuss how they apply to their current roles
- Understand all the habits and quick tips that can help them effectively lead remote teams and workers
- Learn how to apply the learnings in two real-life case studies
Audience
This programme is ideal for line managers at all levels, including team leaders and supervisors.
Format
Participants in this highly practical one-day workshop will be provided with the success factors, key concepts, key habits and quick tips to effectively lead remote teams through a share and discuss format. Also, two case studies will be used during the workshop in order for the participants to be able to apply those new learnings to two actual remote team examples.
The dynamic nature of this course requires that the number of participants be limited to no more than 12 if maximum benefit is to be had from the day.
- 1 Introduction
- Welcome and workshop objectives
-
2 Key success factors for remote team leadership- Everything you do is to build trust
- Think and discuss in outcomes
- Everyone with the same information
3 Key concepts for successful remote team leadership- Outcomes based leadership
- Drive interdependence
- Common and location independent processes
- Self-service information (databases and toolkits)
- Agree the ways of communicating with each other
- Treat everyone consistently and follow-up
4 Key habits - Frequent contact (phone, e-mail etc)
- Cross-group project teams
- Up-to-date online information databases/toolkits
- Bringing in HR as your partner
- Use meetings in a structured way
- Use conferencing capabilities (Ph/Web)
- Enable online business processes
- Make goals and outcomes visible
- Follow-up to reinforce the right behaviours
5 Quick tips
- Know communication styles
- Understand each other’s 'preferred communications styles'
- Use 'phone conference lines'
- Web conference lines
- Materials in advance
- Keep communications short
- Keep information online
- Routine meetings
- Visible calendars
- Simple and common processes
- Balance time with people
- Use face-to-face wisely
- Share about each other
- Mini-projects (get people together)
- Outcome based meetings
- HR processes in place up front
- Create ways for people to interact
- Use a follow-up list
- This meeting will be successful if…
- Make everyone’s progress visible
6 Case studies
- Virtual teams case study
- Virtual organisation case study
7 Conclusion
- Course review/discussion
- Preparation of action plans for applying the key learnings
- Close
© Eureka HR Solutions and speaker
Overview
Everyone seems to be complaining about the lack of time these days to do everything they would like to do. It’s more than time management; it is understanding the key factors in being more effective and not just more productive. This course shares the key success factors and habits to be more effective in both your work and private life.
Training objectives
This course will help participants:
- Learn the key personal skills and behaviours and discuss how they can help you be more effective
- Understand all the habits and quick tips that can help you be more effective in both your work and private life
- Manage your work-life balance
- Set up your own effective way of managing time
Audience
This programme is ideal for all levels.
Format
Participants in this highly practical one-day workshop will be provided with the success factors, key concepts, key habits and quick tips to be much more effective in both their work and private lives. Also, examples and exercises are used throughout the training to help participants see how to apply the learnings to their own lives.
The dynamic nature of this course requires that the number of participants be limited to no more than 12 if maximum benefit is to be had from the day.
- 1 Introduction
- Welcome and workshop objectives
-
2 Key success factors for personal effectiveness- Clarity of focus
- Empty your head… write it down
- Balance stress with recovery
- Manage yours and other's commitments
- Develop relationships and build trust
3 Key concepts for personal effectiveness and being more productive- Focus on successful outcomes
- Think in next actions
- Separate actionable and non-actionable
- Think ahead and prepare
- Be professional and follow-up
- Be prepared and help others to be prepared
- Don’t wait for the inspiration
4 Key habits - Review everything weekly
- Use the two minute rule
- Take notes (write it down)
- Manage your inbox to zero
- Be positive, think partnership and have fun
- Follow-up to reinforce the right behaviours
- Use meetings in a structured way
- Plan the next day the night before
- Plan your recovery and have rituals
5 Quick tips
- Think the four 'D’s'
- Understand types of people
- Match communication methods and keep it short
- Get everyone’s input
- Use examples and stories
- Share ideas
- Use an in-tray
- Use a journal and lists
- Know your best times
- Book a meeting with yourself
- Use each other’s strengths
- Use PDA’s/Smart phones
- Use reference and tickler files
- Mind map
- Take breaks
- Have reading with you
- Eat for energy
6 Conclusion
- Course review/discussion
- Preparation of action plans for applying the key learnings
- Close
© Eureka HR Solutions and speaker
Overview
The ability to create and maintain effective working relationships with our colleagues is a critical skill – and one which has a major impact on how successful we ultimately are in our roles. This two-day course will provide an opportunity for delegates to assess their current level of skill and to develop an awareness of how their behaviour and personal style impacts on others.
Training objectives
This programme will help participants:
- Assess their current level of skill
- Develop an awareness of how their behaviour and personal style impacts others
- Use tools and techniques that will enable them to build their skills and confidence in managing a range of situations they find personally challenging
- Develop a specific action and development plan that will help improve skill and build confidence back in the workplace
Audience
The two-day course is suitable for anyone who wants to improve their interpersonal skills.
Format
This is a highly interactive and participative two-day course. To maximise learning on the course delegates will be sent some pre-course work including a self-assessment diagnostic questionnaire. Delegates will work in small groups to explore and apply the many tips, tools and strategies to their own situations thus building knowledge and confidence in this area.
The dynamic nature of this course requires that the number of participants be limited to no more than 12 if maximum benefit is to be had from the day.
Day One
- 1 Introductions and course objectives
-
2 Interpersonal skills- What we mean by interpersonal skills
- Why we need effective interpersonal skills from an individual, team and organisation perspective
- Key interpersonal skills
3 Communication skills- How we communicate – and how and why misunderstandings arise
- Verbal and non-verbal communication skills
- Building rapport
- Effective listening skills
- Questioning skills
4 Transactional analysis and communication- How TA helps us understand interpersonal relationships and communication
- Personal styles/ego state mode (parent, adult and child)
- Understanding transactions
- Applying TA to improve communication
Day Two
5 Assertiveness
- Characteristics of assertiveness
- The four behaviour types
- Understanding your behavioural type (questionnaire)
- Barriers to assertiveness
- Beliefs and the self-fulfilling prophecy
- Advantages of behaving assertively
- Improving your assertive skills – applying the tools and techniques from this course to your own situations
6 Feedback
- Giving and receiving feedback
- A model for effective feedback
7 Influencing skills
- Four key approaches
- Focusing on win:win
- Improving your influencing skills
8 Managing conflict and difficult people
- How we view conflict
- Typical responses to conflict situations
- Working styles
- Strategies to resolve difficult situations
9 Putting it into practice
- Real life scenarios where strategies, skills and confidence are built as delegates are coached on their own issues
10 Review and reflection
- Action planning and course review
- Close
© Eureka HR Solutions and speaker
Overview
Coaching is an essential skill for managers and one that can be used effectively in the workplace to enhance performance. This course will provide an overview of coaching, build key skills in coaching and provide delegates with effective ways of structuring sessions and coaching relationships. The course provides ample opportunity to practice coaching skills on real issues and for delegates to receive coaching themselves.
Training objectives
This workshop will help participants:
- Explain why coaching is an essential management tool
- Describe the qualities of an effective coach
- Use the skills of effective questioning and active listening to coach on a one-to-one basis
- Develop effective outcomes within the coaching process
- Assess your strengths as a coach and adjust your style when coaching people with different personalities
- Provide constructive feedback
- Resolve performance management issues through the coaching process
Audience
This programme is ideal for managers, project managers and team leaders.
Format
Participants in this practical two-day workshop are encouraged to take a pro-active approach, using small team discussions, case studies and practical exercises. This helps to ensure a pooling of ideas, knowledge and experience in applying the skills back at work.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
All delegates are entitled to receive follow-up coaching after the course for a period of three months to fully embed the learning, build their confidence as a coach and maximise the transfer of learning back into the workplace.
Day One
- 1 Introduction and course objectives
-
2 Action maze – an introductory exercise on performance
3 Exploring coaching- A definition of coaching
- The coaching relationship
- The coaching environment
- Key principles of coaching
- Identifying when to coach
4 Key skills of coaching- Qualities of an effective coach
- Questioning skills
- Listening skills
- Intuition and curiosity
- Action/learning
- Self-management
5 A structure for coaching - The skill/will matrix
- Outline of the GROW mode
- The performance wheel
6 Putting it into practice
- Group demonstration using GROW
- Coaching exercise in trios using GROW
- Review of learning from the coaching exercise
7 Review of the day/action planning
Day Two
- 8 Group review of key learning from Day One
9 The importance of feedback
- Introducing Joharis Window
- Key feedback skills
- Feedback exercise in trios
10 Managing performance clinic
- Identifying performance management issues
- Coaching practice using these real issues
- Debrief of key learning issues
11 A solution focused approach
- The benefits of a solution focused approach
- Building on what works
- The power of noticing and affirming skills, qualities and resources
12 Your style as a coach
- The implications for coaching of learning styles and the learning cycle
- Developing flexibility in your style
13 Coaching action plan
- Creating a coaching action plan
- Identifying factors that will help and hinder coaching
- The implementation of this plan
- Final coaching practice on the action plan
14 Conclusion
- Workshop review/discussion
- Close
© Eureka HR Solutions and speaker
Overview
How we behave and communicate at work has a massive impact on our relationships with other people and ultimately our effectiveness.
Improving our assertiveness – particularly in situations that we find personally challenging – helps us to achieve more in a way that is respectful of the needs of others.
Training objectives
This programme will help participants:
- Understand the benefits of behaving and communicating assertively by taking into account your own needs and the needs of others
- Gain greater insight into your own behaviour and how it determines your effectiveness and impacts on others
- Understand the barriers to your assertiveness and how to overcome these
- Have tools and techniques that you can apply immediately to improve your impact, communication and effectiveness in 'real' situations
- Develop a specific action and development plan that will help you build your assertiveness skills and confidence back in the workplace
Audience
The one-day course is suitable for anyone who wants to improve their assertiveness, impact and communication at work.
Format
This is a highly interactive and participative one-day course. To maximise learning on the course delegates will be sent some pre-course work including a self-assessment diagnostic questionnaire. Delegates will work in small groups to explore and apply the many tips, tools and strategies to their own situations thus building knowledge and confidence in this area.
We recommend that the group be limited to 12 participants if maximum benefit is to be had from the day.
- 1 Introduction and course objectives
-
2 Exploring assertiveness- A definition of assertiveness
- Characteristics of assertive behaviour
- The ten key 'rights' that all people have
3 The assertiveness model- Introducing four types of behaviour:
- Passive
- Aggressive
- Passive/aggressive
- Assertive
4 Exploring delegate's own behaviour- The pre-diagnostic questionnaire
- Identifying situations/types of people that delegates find challenging
- Individual reflection – identifying consequences and benefits
5 Barriers to assertiveness- Identifying barriers to assertiveness
- Strategies to overcome barriers
6 Exploring beliefs - Understanding the power of our beliefs and how our beliefs impact our behaviour
- Four core life positions – or 'windows on the world'
- The self-fulfilling prophecy
7 Behaving assertively - Our impact – the importance of our body language, tone and words
- Asking assertively
- Saying 'No' assertively
8 Our resource state - Identifying, developing and maintaining empowering resource states such as confidence
9 Review and reflection - Action planning and course review
- Close
© Eureka HR Solutions and speaker
