Soft Skills Training

January 28, 2016

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THE NEED FOR SOFT SKILLS

To get, and keep, a job you typically need a repertoire of technical skills. Dentists need to know how to fill cavities. Secretaries need to type a certain number of words per minute. Chartered Accountants need to be certified. Beyond the technical skills, though, which of these people do you go to since they would probably have the same certification for the job they are in? The one who is pleasant and takes time to answer your questions; or the one who treats you like a number in a long line of of people waiting to be served?

Which secretary do you retain when times are lean? The one whose attitude is positive and upbeat, and who is always willing to help; or the one who is inflexible and has a hard time admitting mistakes? In these situations, and all the others like them, it’s the soft skills that matter.

While your technical skills may get your foot in the door, your people skills are what open most of the doors to come. Your work ethic, your attitude, your communication skills, your emotional intelligence and a whole host of other personal attributes are the soft skills that are crucial for career success.

With these soft skills you can excel as a leader. Problem solving, delegating, motivating, and team building are all much easier if you have good soft skills. Knowing how to get along with people – and displaying a positive attitude is crucial for success.

The problem is, the importance of these soft skills is often undervalued, and there is far less training provided for them than hard skills. For some reason, organizations seem to expect people to know how to behave on the job. They tend to assume that everyone knows and understands the importance of being on time, taking initiative, being friendly, and producing high quality work.

Soft skills are increasingly becoming the hard skills of today’s work force. It’s just not enough to be highly trained in technical skills, without developing the softer, interpersonal and relationship-building skills that help people to communicate and collaborate effectively.

These people skills are more critical than ever as organizations struggle to find meaningful ways to remain competitive and be productive. Teamwork, leadership, and communication are underpinned by soft skills development. Since each is an essential element for organizational and personal success, developing these skills is very important and does matte a lot.

Some of our courses

Emotional Intelligence and being a manager – 2 days

.     Understand the importance of effective interpersonal skills·
.     Understand your profile and how this shows itself in the workplace
·     Investigate and understand individual EQ skills and how this impacts your role as a leader
·     How do you recognise and understand your emotions
·     Manage your emotions and explore your triggers
·     Control or redirect disruptive impulses and moods
·     Recognise and understand other’s emotions
·     Manage the relations and emotions of others

Crucial Conversations – 1 day

. Understand the barriers to courageous conversation
. Insight into your personal barriers and what keeps them there
. How to ask for what you want
. How to navigate the emotional pitfalls of conversations
. Deal with the conversation that never goes away
. Use confrontation as a powerful way to move forward

Personal Leadership – 2 days

  • Understand the transitional process required when becoming a manager
  • Shift your mental state to match the role of a manager
  • Communicate this role and boundary with your staff
  • Collaborate and influence
  • Understand value-based leadership and how to apply it

Personal Effectiveness – 2 Days

  • Setting realistic goals
  • To clearly and accurately communicate your message
  • To be able to write good plans
  • To handle conflict assertively but fairly and calmly
  • To self-inspire and develop self confidence
  • To inspire confidence and motivate others around you.

Anger Management – 1 Day

  • What is anger?
  • Effects of anger on the body, behaviour and thinking
  • What triggers anger?
  • Benefits & costs of anger
  • Managing anger

Listening Skills – 1 Day

  • Define why listening is important
  • Demonstrate the use of open-ended and closed questions
  • Describe a model of feedback, communication, and listening
  • Demostrate techniques for listening better.
  • Develop an action plan to improve listening skills.

Presentation skills – 2 days

  • Develop a presentation that is applicable to the intended audience, the purpose and the content
  • Understand the importance of dress, image and your voice projection
  • Engage your audience and maintaining attention
  • Structure a professional presentation
  • Present in a way that achieves greater buy-in and increased levels of interest.
  • Use various presentation media effectively
  • Use energy and project confidence
  • Manage group dynamics and norms
  • Handle questions, objections and difficult situations
  • Manage queries that could fall out of your specific area of expertise
  • Develop your professional presentation style

Problem solving  – 1 day

  • Learn problem solving models
  • Learn the decision making process
  • Think outside the box
  • Generate solutions
  • Brainstorm with your staff
  • Assess risk and decision impact
  • Get buy-in to decisions

Consulting skills – 1 day

  • Know how to deal successfully with stakeholders / your client
  • Identify the key steps in the consulting process
  • Practise ways to anticipate the changing needs in your organization
  • Identify the critical types of performance consulting skills you’ll need to be successful
  • Practise how to gain client’s / management’s commitment
  • Build alliances with line managers
  • Learn how to contract for results, not just activities
  • Distinguish between roles of a performance consultant, trainer and change agent

Negotiation Skills – 2 days

  • Learn styles of negotiation: task-centred; people centred negotiating and pressure bargaining
  • Negotiate outcomes
  • Develop the attributes of an effective negotiator
  • Implement the negotiation process [6 steps]
  • Negotiate for a win/win solution
  • Handle objections during a negotiation
  • Bargain towards agreement
  • Close during a negotiation process
  • Know what type of relationship you want with the other person you are negotiating with
  • Understand yours and their aspiration levels
  • Reach an agreement [closure]
  • Understand games people play – understand these and handle them

Facilitation Skills – 1 day

·      Facilitator qualities, behaviours and skills.
·      Learn to set and read group norms
·      Set and influence expectations and dynamics
·      Understand the Do’s and Don’ts of facilitation
·      Prepare for a session; (mind-mapping)
·      Conclude and “wrapping up”.
·      Maximise attention, participation and learning during a session
·      Cater for different learning and listening styles
·      Debrief effectively and use activities meaningfully
·      Deal with questions and objections

Coaching for Improved Performance – 1 day

·      Understand the foundation of coaching
·      Understand self, human behaviour and how to influence it
·      Plan for a coaching conversation and having a conversation with purpose
·      Build rapport and establishing the relationship
·      Having the initial coaching conversation
·      Structure a practical coaching action plan
·      Learn how to coach
·      Structure an effective coaching conversation
·      Learn how to use coaching templates

 Giving and Receiving feedback in the workplace – 1 day

·      How to give feedback that will lead to growth;
·      How to include the other person in the feedback process;
·      Apply the conversation model in the feedback process;
·      How to apply coaching in the feedback process;
·      Learn techniques for effective feedback and constructive criticism

Building Effective Teams – 1 day

·      Understand the characteristics of a highly effective team.
·      Learn how to get a team to ‘assess’ themselves as a team against core team principles.
·      Apply the principles for building trust and mastering conflict in creating and maintaining a highly effective team.
·      Understand roles and responsibilities and the inter-connectedness between individuals.
·      Understand the individual’s role and each team player’s role, and the impact on each other.
·      Apply the principles for achieving commitment and accountability in creating and maintaining a highly effective team.
·      Explore the principles for focusing on results in creating and maintaining a highly effective team

Motivating and Inspiring staff – 1 day

·      Learn how to engage and connect with staff
·      Learn different motivation techniques
·      How to build relationships with staff
·      Influence staff in a positive ‘want to’ basis
·      Develop a constructive style of management
·      Identify and address restrictive motivation variables in your style and your team
·      How to mobilise your staff into performance

Delegating and Empowering staff – 1 day

·      Manage resources and capacity effectively
·      Apply the principles of empowering versus delegation
·      Set performance objectives and monitor and measure the delivery of outcomes
·      Apply the Skills/Motivation Matrix to your team and your style of management
·      Develop accountability in your staff

Conducting effective one-on-one sessions – 1 day

·      Learn to structure your conversations to ensure focus
·      Learn how to separate facts and assumption
·      Learn how to deal with the problem and not the person
·      Manage the emotional component [for both parties]
·      Giving feedback in a constructive manner
·      Use appreciative enquiry principles in your dealings with staff

Managing Change – 2 day

·      Understand change, the change cycle and where you are, and applying this to your own staff / team

·      Understand transitional processes within a changing environment
·      Learn emotive responses to change and how to deal with these
·      Understand Comfort zones and moving people out of them
·      Recognize and manage barriers that hamper change [self and others]
·      Build internal desire to effect change from within
·      Understand the role stress plays in change and on performance.

Creating a climate for optimal performance – 1 day

·      Understand work based values and shaping behaviour
·      Manage and optimise the diversity in the team
·      Assist staff to deal with change and transitions
·      Communicate strategy and critical messages to staff