Influencing Strategies for Professional Specialists
Tailored Training Workshops for Internal Consultants
We design and run a series of Workshops focused on improving managers’ effectiveness by adding interpersonal competence to their repertoire of professional skills. Although we run a variety of Open workshops attended by from a variety of sectors and organizations, we focus more on developing and tailoring Workshops to the specific needs of Clients.
Training Workshops focus on blended learning and usually involve the use of presentations, case studies, interactive learning and role plays. In recent years, we have designed Workshops specifically to support technical professionals in bringing about significant change. This has ranged from working with Finance & Insurance companies supporting them in their Internal Audit and Risk Management functions, Program and Project Managers who although trained in Prince 2, did require to understand how to deal with resistant people.
We have also worked with Engineers to support them in their in house consultancy work, and with Lawyers and Accountants to build and improve their general consulting skills.
Typical Content of Workshops
Concluding Thoughts
If you knew you could not fail in installing these Influence, Persuasion and Change Skills into your Culture, what would you do?
Change does not happen by accident. It requires concerted effort and superior skills to ensure that momentum is maintained. Enterprises can devote resource to methodologies to bring about changes, but real changes starts to take place when organisations develop their internal capability to drive improvement. This comes about through seriously tackling the soft skill shortage and unwillingness to lead, and challenging the way things are done. You would be surprised how little effort this takes, if the process is well defined and the right tools and change agents are in place. The average organisation has few real change champions. Just imagine if you had the capability to increase the numbers who did not only have the abilities to drive and implement change, but also the will to make it happen? If you knew you could not fail, what could you achieve?
Organisations require more of their technical experts to consolidate their technical and functional mastery, and build an arsenal of tools and techniques around them to lead to significant behavioural change and organisational improvement, for the new business models in all sectors.
Attention needs to be focused on designing the process around current and future challenges, and be tailored specifically to the organisation. Progress should be mapped, and the change coached through an intensive post Workshop process that ensures behaviours are installed and hard-wired for use in leading and mastering the process of change. The time is ripe for any organisation to develop their line managers and technical experts into a formidable force.
Email Philip direct
We design and run a series of Workshops focused on improving managers’ effectiveness by adding interpersonal competence to their repertoire of professional skills. Although we run a variety of Open workshops attended by from a variety of sectors and organizations, we focus more on developing and tailoring Workshops to the specific needs of Clients.
Training Workshops focus on blended learning and usually involve the use of presentations, case studies, interactive learning and role plays. In recent years, we have designed Workshops specifically to support technical professionals in bringing about significant change. This has ranged from working with Finance & Insurance companies supporting them in their Internal Audit and Risk Management functions, Program and Project Managers who although trained in Prince 2, did require to understand how to deal with resistant people.
We have also worked with Engineers to support them in their in house consultancy work, and with Lawyers and Accountants to build and improve their general consulting skills.
Typical Content of Workshops
- Self disclosure
- Accessing your personal Authenticity, and developing a win-win attitude at all times
- Shaping Rapport with others in the change team
- Managing Personal Confidence
- Assessing your preferred process of Influence, and setting a ‘Yes-Yes’ frame
- Dealing with Difficult People
- Understanding how to drive the Acceptance of Change
- Utilising selling Benefits & Features to a win-win advantage for improvement
- Utilising 7 Assertive techniques to make your point
- Practising Listening skills on a variety of levels
- Facilitating the soft skills of Power and Influence
- Developing a confident Negotiating style
- Giving bad News effectively
- Reading Physiology and Body language in individuals and groups
- Bringing things back from the edge – the de-escalation of conflict
- Managing Stressful encounters
- Dealing with bullying behaviour especially of senior managers
- Using solution-based questioning to create win-win solutions
- Utilising Jungian analysis of personality to build rapport and diminish conflict
- Handling Personality Objections
- Identifying Motivational drivers in others
- Using the four quadrant Personality Tool
- Analysing Conscious and Unconscious Behaviour
- Developing self confidence and self esteem
Concluding Thoughts
If you knew you could not fail in installing these Influence, Persuasion and Change Skills into your Culture, what would you do?
Change does not happen by accident. It requires concerted effort and superior skills to ensure that momentum is maintained. Enterprises can devote resource to methodologies to bring about changes, but real changes starts to take place when organisations develop their internal capability to drive improvement. This comes about through seriously tackling the soft skill shortage and unwillingness to lead, and challenging the way things are done. You would be surprised how little effort this takes, if the process is well defined and the right tools and change agents are in place. The average organisation has few real change champions. Just imagine if you had the capability to increase the numbers who did not only have the abilities to drive and implement change, but also the will to make it happen? If you knew you could not fail, what could you achieve?
Organisations require more of their technical experts to consolidate their technical and functional mastery, and build an arsenal of tools and techniques around them to lead to significant behavioural change and organisational improvement, for the new business models in all sectors.
Attention needs to be focused on designing the process around current and future challenges, and be tailored specifically to the organisation. Progress should be mapped, and the change coached through an intensive post Workshop process that ensures behaviours are installed and hard-wired for use in leading and mastering the process of change. The time is ripe for any organisation to develop their line managers and technical experts into a formidable force.
Email Philip direct
