Courses


Available courses

Go ahead, create a life worth living!

4.  MasterBringing together  extensive  interdisciplinary research into a relatively simple process for being joyfully, authentically you, this program helps you align the elements of your life to create a sense of resilience, harmony, vitality and personal effectiveness. 

Your internal and external engagement with life, your choices, your definition of happiness, your future and your life are all explored and aligned to achieve a coherent sense of your self, personal authority and purpose.

If what you really want is just a personal sense of happiness,  if you're wanting to map out your next steps, feel engaged and attuned to your own life, or simply gain a strong sense of meaning and passion, then this program provides the tools and steps. 

Aligning Your Self isn't just for those times when you're stuck however, it is something we all need to do to ensure we enjoy our life the way we would want it to be.   

You can choose to undertake the process alone for the benefits you will gain or delve into the research supporting it depending on where you find meaning.  

ODR's foundation personal effectiveness program is for you if you're ready to address the root cause of any life dissatisfactions you experience.  If you are feeling like an imposter, playing a role, wearing a mask, falling short of your ideal self and / or worth less than you wanted for your life.  You'll map out the way to make the difference you were wanting to make and answer the calling to align with your life's work.

David TouchdownOUTCOMES

  • The scientifically validated elements that make up well-being and flourishing.
  • Define your signature strengths and where you apply them to give your life meaning and direction.
  • Learn a psychology for living, loving and constructing your self.
  • Deconstructing and transforming negative life patterns.
  • Discover the unanticipated joy of being stuck.
  • Name it to tame it.  Recognising and releasing resistence and trapped energy.
  • Increase your capacity for creativity and innovation.
  • Demonstrate your personal creativity.
  • Aint it a shame I can't be authentic.  Finding and following an authentic life.
  • Whole hearted living and shameless happiness.
  • Gain a unique view into you.
  • Self-authoring:  Being the cause of your life.
  • Optimise your emotional guidance system to find your "true north” and potential.
  • Eliminating the hustle for worthiness.
  • Coherence and flow:  Optimal states of being.
  • The dignity of daring.Character and achievement, turning struggle into strength
  • Choosing transition or personal transformation.
  • Put your self in charge and find the courage to answer your calling.
  • Devise a plan to stay aligned, vital and flourishing.

Give your self permission to be live whole heartedly.  You can start now with our online learning materials and access to one of our specialist coaches.

ONLINE COMMUNITY:  At completion of the program you will have access to our online community to share with other like minded participants finding meaning and engagement with life.

When it is time to take stock of overload and its effect on your performance.

4.  MasterIf you're feeling unfulfilled, and disconnected to your drive and motivation for life and your career? This workshop focuses on resurfacing your waning passion, recognising job burnout indicators and sustaining signature strengths and high performance.

OUTCOMES

  • Renew Your Self TashaaIdentify the root causes of your dissatisfaction, job burnout, or desire for "more”
  • Assess where your personal passions and competencies merge and fully engage both in your work life
  • Discovery processes for determining your focus and direction
  • Minimize the drains and distractions that take you off your game
  • Build aligned networks, rhythms and routines to enhance your life, health and energy
  • Navigate and align the key elements of career success in your terms and sustain the desire and direction over time
  • Energizers and Focus Tools for optimizing your ability to deal with pressures and maintain your new direction over time
  • Understand the science of re-invigoration and renewal
  • Renew your mind and soul

Position your self to achieve

4.  MasterHow you manage your career has a strong impact on your identity, well-being and self-efficacy:   That sense that you're capable and on track to reaching your goals.

Regardless of where you are in your career or what role, this program will step you through the process of purposefully aligning each of the elements that affect and build career success in your terms.

Find the career options that give you purpose in life.  Whether you are wanting to choose a career, consolidate your career ideas change career, find a new career, plan your career or determine your career using our career testing assessments and questionnaires, this program will put you on track.

Align Your Career AubreyOUTCOMES

The critical aspects of Career Alignment and the process for  achieving success and job satisfaction.

  • Discover the type of work that launches you out of bed every morning.
  • Determine the jobs that perfectly fits your interests, skills, values and personality.
  • Contextualising:  Critical awareness of your position, profession, organisation, industry and placement.
  • Critical success factors for your personal performance and productivity.
  • Identify what motivates and what burns you out.
  • Reconnect with those things you're passionate
  • Improve your career navigation and management skills and align your resources.
  • Improve your prospects and/or experience in your current and future roles.
  • Develop a career path that you'd stay on even if you won the lottery.
  • Devise a plan to keep your career aligned and vital even in dynamic work environments

Tools, Techniques, Processes and Practices to Sustain You and Your Career

4.  MasterWhether you have a personal or professional question, an uncertainty about your self and / or your effectiveness; and you are ready to take on the challenge of addressing and resolving it, learning our coaching process and techniques will enable your success.

Choosing to work and partner with one of our highly experienced and credentialed coaches can be transformative.  Our clients tell us, the experience is one of the most empowering, potent, enlightening and enriching experiences they have undertaken.  You'll learn to focus your signature strengths and challenge and conquer your self-imposed limitations.  In addition to learning how to be your own coach, you will have a  role model; a confidant, trusted advisor, consultant, motivator, advocate, challenger, guide, psychologist / counsellor, practice buddy and mentor along side you. 

We select the appropriate approach, tools assessments and enablers to transform your challenge you to achieve your chosen results.

Coach Your Self ClaudiaCoaching is widely recognized as an enabler for individual, team and organisational effectiveness and ODR's coaches provide practical evidence-based approaches to ensuring you attain this return on investment.  Whether choosing coaching for yourself, your team or adopting coaching as an organisation wide cultural style, our experienced consultants offer a full range of coaching programs to align your efforts and achieve results.

Our high calibre coaches blend theory, practice and experience in senior organisational roles together with access to extensive resources to achieve measurable coaching results.

Our Foundations of Coaching program also provides participants with the tools and coaching competencies (knowledge, skills and attitudes) and our consulting programs benefit those looking for targeted coaching for their unique context.

OUTCOMES

  • Target those factors critical to your success and utilize your efforts more effectively.
  • Aligning goals, roles, values and interests.
  • Reclaim your life, its purpose and direction.
  • Be empowered with insights, different perspectives and strategies that have proven effective.
  • Practical steps to developing an individualised action plan.
  • Problem solving and decision making tools, hints and insights.
  • Be your own personal coach, wellness coach, business coach, leadership coach
  • Learn coaching skills, coaching techniques and how to utilise coaching tools to get results.

Release your motivation for your role and clarify the strengths you bring to your customers

4.  MasterInnovation is not just something organisations do to improve their viability in the market place, individual and team effectiveness is enabled when their strengths and motivations are aligned with customer derived value

This interactive program is relevant for individuals targeting the alignment of their professional identity to best effect.  Answering the questions "Who do I serve?” and "What strengths do I bring?", the program provides you with a sense of purpose and engagement in your work.

OUTCOMES

Innovate Your Self Steve

  • Establishing signature strengths, look and style
  • Who do you serve and how do you make them feel and define your niche
  • If its to be it starts with me:  Who am I when I am authentic
  • Declare your purpose, mission and value proposition
  • Determine how you're currently branded
  • Identify where your current state branding is working for you and the gaps
  • Determine your alignment, liberate  and create your professional identity
  • Connect with your unique value and become your own flagship product
  • Define your relevance and placement in the market place
  • Use the Business Model You methodology to determine where the market is for brand you
  • Differentiate yourself from your competitors
  • Improve your creativity and be the innovator of your life

3. Professional Level ProgramMore than ever, the ability to think strategically and critically, of future possibilities and critically evaluate the business possibilities in emerging trends, is needed for future success.  A critical component of the manager's role is to prepare the organisation for the problems and opportunities of tomorrow. This "minds on" workshop enhances the ability of the participant by taking them through the components of a comprehensive process and providing tools and techniques to accomplish each of the components while at the same time considering their organisation's multiple features.

The Strategic Thinking component of the workshop helps managers meet the challenge of building strategy. Distilling and applying the latest strategic insights and approaches to help in accurately assessing the business environment, the competition and the industry in which participant's organisations are situated.

The Critical Thinking component describes the mental process of determining that which is valid and reliable about the information upon which to base our decisions.

Designed specifically to broaden participant's perspectives on how to make organisations more competitive, this workshop is suitable for middle to senior managers with responsibility for strategy formulation and implementation. Learn to create coherent and insightful strategies for the future and get the opportunity to apply these concepts to your organisational strategic plan.

OUTCOMES

  • Generate multiple creative solutions and compare and contrast the applicability of each
  • What type of thinker are you
  • Metacognition - Thinking about thinking
  • Mind mapping - Facilitated thinking
  • Fair mindedness and other traits of critical thinkers
  • Framing: Understanding Constraints
  • Mine and Theirs: Seeking alternative perspectives
  • The ICC: Innovative-Critical Cycle
  • The art of intelligent decision-making
  • Developing your Criticality: Building a lasting game-plan

3.ProfessionalGoal-focused achievement planning sets the stage for success. In this era of accountability and high-stakes organisational strategy, supervisors and managers who motivate their staff to achieve for the organisation and for their own career paths will contribute to organisational success.

This workshop outlines a process for engaging staff in the design and development of success strategies that align personal, team and organisational objectives. A coherent systematic approach for addressing performance requirements is outlined from supervisor/manager observation to staff goal setting, evaluation through to review.

Achievement Planning 1OUTCOMES

  • Develop the skills and techniques to maximize performance and value in your staff
  • Work in partnership with your employees to align individual development with organizational goals
  • Prepare and conduct a planning meeting to establish outcome-focused performance plans
  • Foster commitment to success through effective communication
  • Employ monitoring, gathering and feedback techniques to keep performance on track
  • Deliver positive and productive performance appraisals
  • Mapping and analyzing your perceptions of your direct reports
  • Constructing and documenting achievement objectives and measures
  • Profiling your appraisal skills
  • Developing and asking questions to motivate and focus performance
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Enhance your own and enable your team effectiveness

2.  IntermediateA practical, highly practical program is designed for leaders to excel at enabling others for high performance.  Utilising the timeless principles of effective coaching practices employed by professional coaches and great leaders, the program challenges participants to become the kind of leader others genuinely want as a coach.

Foundations of CoachingOUTCOMES

  • Foundational competency for coaching
  • A systematic model for transformational coaching
  • Effective management of the process
  • Engaging and earning the right to coach
  • Framing and challenging your people to hold themselves accountable for results
  • Extend your leadership skills to inspire and develop your people
  • Assisting a struggling coaching
  • Dealing effectively with non-performance
  • Aligning the skills and effort of your people to objectives
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Disagreements may be inevitable, but the destructive effects of unmanaged conflict are not.

2.  IntermediateThis program provides insights into the potential magic of conflict. Discover sound ways to understand the real issues and how to cope with difficult situations and challenging behaviours.

Participate in this highly interactive and experiential program workshop and learn the skills & constructs of collaboration that can divert Conflict into a positive means of delivering on going outcomes for success.

Collaboration From ConflictOUTCOMES
  • Learn to identify the values to be realized from conflict & skills to develop this knowledge into a collaborative culture for positive change.  
  • Gain the necessary understanding of what conflict represents and how if left unchecked or ignored, the potential costs involved to both the organisation and the individual.  
  • Obtain to skills necessary to confront conflict effectively to gain positive collaboration  
  • Work on understanding the differences that exist in an organization and their strengths & dangers

Create a personal brand that will propel your career or your business.

ProfessionalPeople select you based on a preconceived expectation of what you will deliver.  The stronger your ability to optimise your personal attributes and strengths, to brand yourself and establish an expectation of something positive, the more likely you'll be to drive successful outcomes in all of your life's endeavours.

In a world where job tenure is a thing of the past - a strong personal brand has become a must.  One of the best ways to articulate your skills, experience, knowledge, and overall worth in today's competitive job market is to create a personal brand that helps you gain clarity on your personal direction and what you have to offer and to stand out in the crowd.

We all have a reputation whether we are managing it or not.  Your personal brand lets you define how you are perceived.  It guides and focuses your efforts and differentiates you in a highly competitive job market.  It defines what motivates you and makes you unique.

Personal branding sets you up to be remembered in the way you want to be remembered.

Personal BrandingIn this online coaching program, you'll have access to a professional branding coach to step through the process of establishing a brand that has impact in your chosen field.  Regardless of your experience, role or your industry, an essential marketing tool in your career management toolkit.

OUTCOMES

  •     Articulate your passions and connect with your unique value.
  •     Soar with your strengths.
  •     Define your relevance in the marketplace.
  •     Have the answer to the question "Tell me about yourself" at your finger tips.
  •     Enhance your personal presentation to align with your brand.
  •     Managing your reputation.  Increasing visibility, exposure and profile online and offline.
  •     Learn the common mistakes people make in the linkedin profiles and resumes.
  •     Strategies for overcoming the barriers and inhibitors preventing your success.
  •     Establish a plan for maintaining a focused brand.

Enhance your own and enable your team effectiveness

2.  IntermediateA practical, highly practical program is designed for leaders to excel at enabling others for high performance.  Utilising the timeless principles of effective coaching practices employed by professional coaches and great leaders, the program challenges participants to become the kind of leader others genuinely want as a coach.

Foundations of CoachingOUTCOMES

  • Foundational competency for coaching
  • A systematic model for transformational coaching
  • Effective management of the process
  • Engaging and earning the right to coach
  • Framing and challenging your people to hold themselves accountable for results
  • Extend your leadership skills to inspire and develop your people
  • Assisting a struggling coaching
  • Dealing effectively with non-performance
  • Aligning the skills and effort of your people to objectives
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3.ProfessionalThis program explores the core skills and attitudes needed by managers to help their staff grow and achieve their full potential. It explores the structures needed to build an effective mentoring relationship, as well as the issues that can arise during the process.

Highly interactive with practise in some of the key discussions through role play, case studies and simulation. There are also plenty of tips on the techniques of successful mentoring.

Mentoring 2OUTCOMES

  • Understand the mentoring role and why it must be earned and not conferred.
  • Create a supportive environment for your mentee, ensuring there are easily accessible routes to your knowledge and advice.
  • Know the expectations and limitations of your newly developed relationship and adopt a facilitative approach to assisting and providing support.
  • Devise an accurate Workshop Needs Analysis system and adopt an appropriate workshop approach to bring the best out of the individual.
  • Guide your protégé to realise their own potential
  • Show genuine concern and interest in both professional and personal issues in a way that has a positive impact on performance.
  • Maintain a realistic and practical approach to the problems your mentee encounters.
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2.  IntermediateCoaching and performance feedback are emerging as two of the central skills needed by those seeking to engage and succeed with the savvy generation of worker today.   It is a well understood practice that to achieve high performance you need a coach,  and this applies as much today in the workplace as it does in the sporting arena.   Imagine the results you could get with a few coaching skills and techniques.

In work environments where conditions change quickly - where new technologies, new processes, new products and new partners require that employees continuously learn, it is essential that we all have ways of measuring how we are doing, of reinforcing successful performance and of correcting where improvement is needed.  

Giving & Receiving FeedbackThis workshop is designed to help team leaders, supervisors, managers and others in the workplace learn the skills needed to provide on-going, effective feedback to their team members and the coaching skills needed to maximize employee potential.  This workshop is for managers with two to five years of experience, and at least one direct report, who want to make the transition from micro managing to empowering others to manage and succeed with greater responsibilities and outcomes.

OUTCOMES

  • Overcoming the fear factor
  • Dispelling performance anxiety
  • What is effective performance feedback?
  • Strategies for provding feedback that motivates?
  • Critical Success Factors to effective feedback
  • Feedback, coaching and Leadership

4.  MasterLearn how to coach executives under the guidance of our experienced organization development consultants.  The program provides participants with the essential coaching competency tools and processes required to coach and partner executives to further their success. Highly practical and experiential, participants will require someone to coach enabling them to apply their coaching skills in organisational coaching contexts.

The program is suitable for those seeking to develop their own executive coaching practice, or for organisations wanting to develop a coaching culture.


Coaching ExecutivesOUTCOMES

A. Setting the Foundation 
1.  Meeting Ethical Guidelines and Professional Standards

2. Establishing the Coaching Agreement

B. Co-creating the Relationship

3. Establishing Trust and Intimacy with the Client

4. Coaching Presence

C. Communicating Effectively

5. Active Listening

6. Powerful Questioning

7. Direct Communication 

D. Facilitating Learning and Results 

8. Creating Awareness

9. Designing Actions

10. Planning and Goal Setting

11. Managing Progress and Accountability

Get started now with our online learning materials and access to one of our specialist trained coaches.

Enable talent engagement & retention

3.ProfessionalAlign the evolving ambitions and aspirations of your people with evolving organizational requirements and ready your people to execute strategy.  
This program is for anyone responsible for coaching, mentoring and/or developing others.

OUTCOMES

  • Practice using ODR's Align Your Career materials to engage and enable your people to greater contribution
  • Career CoachIdentify those tasks, projects and activities that intrinsically engage your people,
  • Turn  purpose and passion into performance
  • Establish the mechanisms for managing your "talent pool” to be self-motivated and directed at organizational requirements
  • Tools for evidence based career structuring that delegates responsibility and accountability effectively
  • Guide and manage the "talent pool” so it develops organically in alignment with team and corporate strategy

Prerequisite:  Participants will learn how to utilize ODR's Align Your Career materials and are required to have undertaken the Align Your Career program as a prerequisite.

This program is an extension of the Align Your Self program providing the process for attaining, aligning and sustaining a loving relationship.  Regardless of your gender or sexual orientation, there are foundational constructs that support loving interpersonal relationships.

Aligning HeartsOUTCOMES

  • Love readiness:  Define your love style and determine the gaps to deep and intimate connection
  • The shift that makes you more attractive
  • Identifying vitality in a relationship and targeting Mr/s Right
  • Reconnecting your relationship and sustaining love
  • Recognising dysfunction and letting go of toxic relationships
  • Transform your relationship from casual to committed
  • Meeting the one:  How and where?
  • Dating sites effectively and attract an aligned partner

4.  MasterToxic behaviour in the workplace comes in many forms, from overt forms of bullying and ridicule, to insidious behaviour that, over time, undermines individuals and work-groups over time. Employees are four times more likely to be bullied than sexually harassed and in 75% of cases will leave their jobs as a result.

Bad workplace behaviours and practices contribute to 30-50% of stress related illnesses at work costing this country up to $60m/yr in workers compensation claims. One-in-four employees has been bullied at work and four-in-five employees have witnessed it. In the workplace, a range of legislation, standards and codes of ethics guide our decision-making and our on the-job conduct to ensure that all employees are treated fairly and with respect. Under OH&S provisions, employers and employees alike have a duty of care to prevent harm to others and to maintain the right to the 'quiet enjoyment of work.

Toxic WorkplacesOUTCOMES

  • Disordered personalities at work.  Recognise toxic behavior and its impact for individuals, teams and organisations.
  • Feeling grounded and capable to manage toxic behavior.
  • Knowing when to question and when to act.
  • What are the behaviours of psychopathy, bullying and misconduct and what is the legal obligations for managing each.
  • The origin of aggressive behaviours and the very real difference between strength in leadership and its effectiveness and mistaking psychopathic behaviour for good leadership.
  • Interpersonal neurobiology.  Brain science to survive and thrive in toxic work environments.

3.ProfessionalThis program examines different influencing styles and outlines how you can use these to manage change and constructively deal with competing demands and agendas without resorting to manipulation or coercion.  Explore the connection between interdependence, sustainable relationships and the disconnections between aspirations and the reality of challenges we face in the worlds working environment.

Influence With IntegrityOUTCOMES

  • Identify the factors critical to getting action on your ideas.
  • Build your credibility and prepare winning proposals that achieve results.
  • Obtain scarce resources within the organisation.
  • Acquire early information about decisions and policy shifts.
  • Overcome feelings of powerlessness.
  • Intercede favorably on behalf of a colleague in trouble.
  • Successfully advocate a promotion for a talented subordinate.
  • Gain access to decision makers.
  • Assess the corporate political climate and discover how to counter-act negative corporate influences
  • Form meaningful and productive alliances.
  • Secure recognition and rewards for your team's efforts.
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3.ProfessionalBullying is a form of harassment and manipulation which can be obvious or subtle. From aggressive behaviour to making people feel uncomfortable, shouting, swearing and public ridicule. Bullying can be from a boss or a subordinate and can be in the form of setting people up to fail to sabotaging work.

Stop BullyingThis workshop will assist employers and their delegates (supervisors and managers) in meeting their obligations to protect employees from harassment and to prevent their employees from harassing others. This program will provide the practical knowledge and skills in recognising and preventing bullying and discriminatory behaviour in the workplace. The tools and techniques are designed to raise awareness of workplace bullying and fear-based workplace conduct. You will learn how to identify bullying, how to prevent bullying and how to manage those who bully.

OUTCOMES

  • Define workplace bullying
  • Describe behaviours that constitute bullying
  • Identify the effects and impacts of workplace bullying
  • Utilise a calming technique to assist in resourceful intervention
  • Utilise useful scripts and language patterns for addressing issues with the bully
  • Utilise a personal strategy to address bullying behaviour aimed at you
  • Utilise proactive team strategies to address workplace bullying

4.  MasterToxic behaviour in the workplace comes in many forms, from overt forms of bullying and ridicule, to insidious behaviour that, over time, undermines individuals and work-groups over time. Employees are four times more likely to be bullied than sexually harassed and in 75% of cases will leave their jobs as a result.

Bad workplace behaviours and practices contribute to 30-50% of stress related illnesses at work costing this country up to $60m/yr in workers compensation claims. One-in-four employees has been bullied at work and four-in-five employees have witnessed it. In the workplace, a range of legislation, standards and codes of ethics guide our decision-making and our on the-job conduct to ensure that all employees are treated fairly and with respect. Under OH&S provisions, employers and employees alike have a duty of care to prevent harm to others and to maintain the right to the 'quiet enjoyment of work.

Toxic WorkplacesOUTCOMES

  • Disordered personalities at work.  Recognise toxic behavior and its impact for individuals, teams and organisations.
  • Feeling grounded and capable to manage toxic behavior.
  • Knowing when to question and when to act.
  • What are the behaviours of psychopathy, bullying and misconduct and what is the legal obligations for managing each.
  • The origin of aggressive behaviours and the very real difference between strength in leadership and its effectiveness and mistaking psychopathic behaviour for good leadership.
  • Interpersonal neurobiology.  Brain science to survive and thrive in toxic work environments.

This program is an extension of the Align Your Self program providing the process for attaining, aligning and sustaining a loving relationship.  Regardless of your gender or sexual orientation, there are foundational constructs that support loving interpersonal relationships.

Aligning HeartsOUTCOMES

  • Love readiness:  Define your love style and determine the gaps to deep and intimate connection
  • The shift that makes you more attractive
  • Identifying vitality in a relationship and targeting Mr/s Right
  • Reconnecting your relationship and sustaining love
  • Recognising dysfunction and letting go of toxic relationships
  • Transform your relationship from casual to committed
  • Meeting the one:  How and where?
  • Dating sites effectively and attract an aligned partner

To get to YES,  you must learn to appreciate that NO is truly an abbreviation of Negotiable.

2.  IntermediateWe are conditioned to say "NO” as a safe option when we may not understand the facts, benefits or complexity of a situation.  The skills of a negotiator is to educate and lead the opposing person through their logic, objections and paradigms before they may start to appreciate the offer.

Learn the different styles of negotiating and how to determine your own style to better understand its effectiveness in achieving outcomes.  Negotiation is now an integral part of most jobs and career development. Whether you are negotiating a lease, purchasing from a supplier, outsourcing, delivery time, buying equipment or interpersonal relations, you should be competent and prepared to negotiate.  

This workshop will outline and provide the keys to persuasive negotiation using persuasive skills to secure mutually agreeable outcomes.

Mediaton

OUTCOMES

  • Determine your negotiation knowledge and skills level
  • Identify your negotiating style
  • Learn how to prepare for and conduct successful negotiations
  • Explorer effective negotiation techniques
  • Apply your negotiation skills
  • Assess your strengths and potential areas for improvement
  • Know when to use different negotiation approaches
  • Become more effective in resolving personal and professional conflicts
  • Understand negotiating and how it works
  • Understand the use of power in resolving differences
  • Practices negotiating skills in simulated negotiation situations
.

2.  IntermediateCoaching and performance feedback are emerging as two of the central skills needed by those seeking to engage and succeed with the savvy generation of worker today.   It is a well understood practice that to achieve high performance you need a coach,  and this applies as much today in the workplace as it does in the sporting arena.   Imagine the results you could get with a few coaching skills and techniques.

In work environments where conditions change quickly - where new technologies, new processes, new products and new partners require that employees continuously learn, it is essential that we all have ways of measuring how we are doing, of reinforcing successful performance and of correcting where improvement is needed.  

Giving & Receiving FeedbackThis workshop is designed to help team leaders, supervisors, managers and others in the workplace learn the skills needed to provide on-going, effective feedback to their team members and the coaching skills needed to maximize employee potential.  This workshop is for managers with two to five years of experience, and at least one direct report, who want to make the transition from micro managing to empowering others to manage and succeed with greater responsibilities and outcomes.

OUTCOMES

  • Overcoming the fear factor
  • Dispelling performance anxiety
  • What is effective performance feedback?
  • Strategies for provding feedback that motivates?
  • Critical Success Factors to effective feedback
  • Feedback, coaching and Leadership

Master level programThis program is about participant success - achievement, mastery and happiness in their professional lives. It provides tools and techniques for personal power to create what you want for your life. What are the ingredients of personal and professional excellence? Participants explore the leverage tools to success that, if practiced build greater credibility and interpersonal effectiveness.


Professional ExcellenceOUTCOMES

  • The components of personal effectiveness
  • Realizing Your Strengths and Fulfilling Your Potential
  • Evaluating your aptitudes, styles and potential growth areas
  • Applying the Multiple Intelligences Model
  • Uncovering the talent paradox
  • The effects of personal styles
  • Building Your Professional Effectiveness
  • The core elements of professional excellence
  • Operating with ethics and integrity
  • Developing your professional power
  • Working Productively with Others
  • Enhancing your thinking tool set
  • Enhancing your emotional intelligence
  • Interpreting behavior and language to understand motives and intentions
  • Managing different personal styles
  • Achieving Results in Pressure Situations
  • Working together to get results
  • Identifying important players in your work environment
  • Working with difficult coworkers
  • Countering corporate game-playing
  • Making meetings work for you
  • Building Your Professional Reputation
  • Demonstrating political intelligence
  • Managing disagreement productively
  • Making Your Point with Confidence and Impact
  • Secrets of successful proposal writing
  • Matching your presentation approach to audience needs and moods
  • Creating the Results You Want
  • Assembling a personal success strategy
  • Aligning strengths and purpose
  • Choosing your professional and personal future
  • Harness the power of positive psychology to find balance and renewal
  • Committing to action


3.ProfessionalWhat is the secret of those outstanding speakers who are able to deliver a brilliantly effective talk, whilst appearing hardly to refer to a note?

Invariably, the answer lies in the amount of preparation undertaken beforehand.  Good speeches are seldom the result of impromptu flashes of inspiration - they are much more likely to result from thorough research of the subject matter, followed by careful planning of the final content and structure of the speech itself.

Public Speaking BruceOUTCOMES

  • Identify their audience
  • Create a basic outline
  • Organize their ideas
  • Flesh out their presentation
  • Find the right words
  • Prepare all the details
  • Overcome nervousness
  • Deliver a polished, professional speech
  • Handle questions and comments effectively
  • Presentation skills and techniques

3.ProfessionalThis program explores the contemporary tools and technology that is meant to make us more efficient yet can leave some of us scratching our heads.  you will evaluate the effective habits and techniques for managing your competing priorities in a time poor environment and the factors critical to your productivity.  You will undertake an exercise on one of your most challenging tasks using advanced project management skills including scheduling, work break down structures, critical path analysis and dependency and risk management together with delegation, monitoring and project control.  

Crisis management and managing the scramble that occurs are also addressed.   Strategies for managing the daily work amongst the multiple projects whilst returning phone calls, handling mail, attending meetings, preparing reports and schedules...plus take care of all the other expected and unexpected interruptions that are part of a manager's daily routine.  

Designed for managers and individuals working in a time pressured environment, either to learn new techniques or re-examine existing time management habits. This workshop has proven valuable to both senior managers and frontline staff alike.

Time to be Effective ToddOUTCOMES

  • Establishing role critical success factors
  • Determine blocks to effectiveness by analysing present work habits
  • Measuring tasks against priority matrix measures
  • Project management - work break down structure, task analysis and allocation, establishing reporting and monitoring systems
  • Preparing Long-Range/Short-Range Projects in a Group
  • Multiple projects - dependencies and critical path analysis
  • Negotiating Priorities with Your Boss and Co-Workers
  • Managing communications and expectations with your key people and direct reports
  • Work flow processes and systems that maximise your available time
  • Reduce and eliminate time wasting activities
  • Assertiveness as a Priorities Management a Tool

4.  MasterOptimal leadership behaviours include, leading with emotional intelligence and transformational people skills and motivation, while still setting clear expectations and boundaries to achieve key objectives.  Is there room to achieve more through your people, by growing your own or your team leadership skills to build trust, inspire and motivate, and coach and develop others?

Transformational LeadershipTo build leadership capability, take advantage of world-recognised leadership assessment models such The Multi-Factor Leadership Questionnaire (MLQ). The gold standard MLQ 360 gets the input from the leader's peers, seniors and staff, to build a profile for comparison with validated optimal leadership behaviours that lead to the best outcomes for your people and your organisation.

ODR's accredited coaches facilitate the process of collecting the MLQ feedback and coach leaders through behaviour based feedback. 

OUTCOMES

  • The full range of leadership behaviour 360 degree assessment
  • Measures the full range of leadership styles, what is working well for the leader and what they would work better for them to let go of
  • The most highly researched and validated leadership instrument
  • Evidence based and predictive or organizational outcomes
  • Validated across cultures and different business segments/industries
  • Assesses the effectiveness of both individual and team leadership capabilities
  • A comprehensive development report, including narrative comments
  • Benchmarks based on global normative data for comparison
  • Defines target behaviour ranges based upon scores of successful transformational leaders
  • Provides data that defines strengths and developmental opportunities
  • Establishes a behavioural basis for leadership coaching
  • User friendly because it is available "on-line” and only takes approximately 15 minutes to complete

3.ProfessionalBuilding high performance teams involves developing high level leadership skills including facilitation, coaching, engagement and motivational skills together with an understanding and effective management of team processes. Our dynamic and experiential program prepares you to maximise team performance through understanding the influences on team dynamics and success.

This experience is designed to challenge leaders to freshly examine their attitude to leadership and assumptions about teamwork, understand the impact they have on team performance and then strengthen their leadership effectiveness.

High Performing TeamsPrepared prior to the workshop. This optional diagnostic is a simple web-based questionnaire providing Leaders with an insight into their impact and effectiveness, as perceived by themselves, their peers, direct reports and Line Manager(s). The collated report is brought into the workshop alerting each participant to the areas that deserve the most attention and their strengths to build upon.

OUTCOMES

  • Exploring leadership and the attitudes and values that enable leadership and stifle it
  • Comparing the high performance team leader with traditional leadership
  • Identifying participant's leadership style and impact
  • Understanding what it takes to shift team membership from passive bystander to full blooded commitment to the team and its goals
  • Evaluate team effectiveness and giving and receiving feedback
  • A framework and skills for helping the team surface, prioritise and tackle issues
  • Maximise each persons contribution to the team by understanding their Interaction style and Temperament and the impact on the team
  • Transform conflict into creative energy and get better results.

2.  IntermediateTechnology and globalization have combined to create a work environment in which teams communicate and collaborate virtually, thereby breaking the boundaries of time, geography - even the organization itself. To ensure projects are completed successfully, managers must find ways to help team members work together effectively, no matter how much distance might separate them. This program offers insight into the nature of virtual teams and will equip you with the tools needed to develop competency in building and leading high performing virtual teams.

OUTCOMES

  • Virtual TeamsEnable business to be conducted globally and locally with efficiency and high productivity.
  • Critical success factors for establishing and managing  virtual teams
  • Analyse and determine which tasks can and should be completed in a virtual environment
  • The Roles and Concerns of a Virtual Team Leader
  • Effectively Unifying the Team's Culture and Relationships
  • Manage time, people, and team purpose in a networked environment.
  • Select and use a variety of tools appropriately to meet virtual team requirements
  • Ways that generate trust in others when working/leading virtually
  • Strengthen and consolidate communication in virtual environment
  • Adopt the principles of leading virtually
  • Leverage the advantages and minimize the disadvantages of working virtually
  • Plan and lead effective virtual team meetings
  • Assess and improve virtual team performance
  • Exploring the Virtual Team Lifecycle
  • How to Become a Successful Virtual Coach

2.  IntermediateBeing promoted to a higher level of responsibility, means you must move beyond technical expertise and rely on and utilize management and leadership skills. This course allows you to assess your own leadership potential, map a career management path and identify developmental opportunities to enhance your leadership competencies and potential. You will identify where you fit on the leadership spectrum and develop practical strategies to improve your leadership skills.

This course is best suited for you if you are a new manager or plan to move into management within the next year.  It is a complete leadership competency development program engages participants in learning related tasks that the participant is coached to put into practice in the leadership situation.

Leadership Pyramid

OUTCOMES

  • Each session is an intense action learning experience that includes  interactive exercises and tasks
  • Short lectures and presentations models of effective leadership based on real experience and practical research
  • Skills development exercises and action plans for easy implementation and transfer to the workplace
  • Practice opportunities Surveys and assessment tools
  • Identify leadership behaviors--as measured by the Leadership Effectiveness Inventory
  • Identify signature strengths and bridging strategies for effectiveness gaps
  • Clarify and communicate your authenticity through giving voice to your fundamental values and beliefs
  • Set an example for others by aligning your actions with shared values
  • Set your vision of the future and inspire others to share a common vision
  • Identify opportunities to improve and experiment with innovative ideas
  • Learn problem solving and decision making and identify and eliminate root cause
  • Build collaboration, teamwork, and trust and strengthen the ability of others to excel
  • Recognize the accomplishments of others

This program is designed as a developmental journey that takes a participants through the task, roles and relationships of leadership.  You'll be invited to undertake a project that puts learning into action and reflect and refine your approach to fit the requirements of your leadership situation.

3.ProfessionalLeaders today recognize the imperative to change--yet only a handful are equipped with the right tools and techniques to create effective change within their teams, divisions, and organizations - leading to approximately 75% of change initiatives failing.  Learn how to apply critical change leadership concepts and tools, and receive a change leadership process to ensure your organization realizes the benefits of real change.  Discussions, activities, assessments, simulations, and application to participants' own real-world changes help embed the learning and ensure skill development.

OUTCOMES

  • Learn a step-by-step process for leading successful change
  • Communicate a compelling change message to gain greater commitment
  • Unlock resistance and remove obstacles to change
  • Assess personal and organizational readiness to take on the challenge of change
  • Deploy a long-term, sustainable model for change

Enhance your own and enable your team effectiveness

2.  IntermediateA practical, highly practical program is designed for leaders to excel at enabling others for high performance.  Utilising the timeless principles of effective coaching practices employed by professional coaches and great leaders, the program challenges participants to become the kind of leader others genuinely want as a coach.

Foundations of CoachingOUTCOMES

  • Foundational competency for coaching
  • A systematic model for transformational coaching
  • Effective management of the process
  • Engaging and earning the right to coach
  • Framing and challenging your people to hold themselves accountable for results
  • Extend your leadership skills to inspire and develop your people
  • Assisting a struggling coaching
  • Dealing effectively with non-performance
  • Aligning the skills and effort of your people to objectives
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3.ProfessionalGoal-focused achievement planning sets the stage for success. In this era of accountability and high-stakes organisational strategy, supervisors and managers who motivate their staff to achieve for the organisation and for their own career paths will contribute to organisational success.

This workshop outlines a process for engaging staff in the design and development of success strategies that align personal, team and organisational objectives. A coherent systematic approach for addressing performance requirements is outlined from supervisor/manager observation to staff goal setting, evaluation through to review.

Achievement Planning 1OUTCOMES

  • Develop the skills and techniques to maximize performance and value in your staff
  • Work in partnership with your employees to align individual development with organizational goals
  • Prepare and conduct a planning meeting to establish outcome-focused performance plans
  • Foster commitment to success through effective communication
  • Employ monitoring, gathering and feedback techniques to keep performance on track
  • Deliver positive and productive performance appraisals
  • Mapping and analyzing your perceptions of your direct reports
  • Constructing and documenting achievement objectives and measures
  • Profiling your appraisal skills
  • Developing and asking questions to motivate and focus performance
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3.ProfessionalBuild strong team relations utilising a Jung Type Indicator to help individuals understand their preferred working style, learn how best to work with others and determine how their personal goals and those of the organisation can be implemented. Participants develop a strong understanding of their own style preferences, gaining insight into the four key issues at the heart of team differences and effectiveness.

Team DynamicsOUTCOMES

  • The language and behaviour of stylistic differences
  • How people prefer to gather and use information
  • How people prefer to make decisions
  • How people prefer to organize themselves and others
  • Diverse perspectives and constructive use of individual differences
  • Approach problems in different yet healthier ways and thus be more productive.
  • Improve communication while increasing productivity
  • Provide guidelines to deal with conflict
  • Promote diversity and the appreciation of differences.
  • Identify weak spots and help members anticipate them
  • Show members how to value and capitalize on each others' strengths.
.

Achieve Objectives and Exceed Expectations

3.ProfessionalA team can be considered effective if their output meets or exceeds expectations of their stakeholders.  Producing a quality output is insufficient to be considered effective.  Secondly, the team dynamics and interactions should be seamless and synergistic so that their collective output is efficient.  It should not be undermined by dissention, fear, blame, envy and competing agendas.  Finally, the team will feel engaged and satisfied when their contribution is effective. 

This program provides the team or leader completing this program a structured way in which to consider the elements that are working to ensure the team's effectiveness and strategies for determining and transforming team challenges and disconnects.

TeamworkOUTCOMES

  • Determine team capability and contributions and build on strengths
  • Explore and elicit those challenges facing the team
  • Critically examine the success factors for the team within their context
  • Improve team effectiveness through building both awareness and action strategies to ensure constructive behaviour is encouraged and acheived.
  • Leverage "teaming" as a vehicle for individual and team engagement and satisfaction.

ElearningThis interactive online workshop specifies the outcomes required to identify risks and apply risk management processes within the operation of an organization.

Participants will be provided with a series of professional business tools for workplace Risk Identification and management processes.

OUTCOMES

Identify risks

  • Learn to identify risks and document records in accordance with relevant policies, procedures and legislation.

Analyse and evaluate risk

  • Analyse the causes of risks and determine potential impact, frequency of exposure and risk likelihood.
  • Categorise the risks and set priorities.
  • Analyse and document processes and outcomes.

Treat risks

  • Determine appropriate control measures for risks and assess strengths and weaknesses.
  • Monitor risks and identify control measures
  • Identify responsibilities and Implement control measures
  • Prepare a treatment plan

Monitor and review effectiveness of treatment of risk

  • Implement treatments and review against measures of success
  • Review results to improve the treatment of risks
  • Manage risk in area of operation and monitor and review outcomes

Studying online enables you to access the resources at any time of the day or night that suits you.

2.  IntermediateResource allocation is a critical activity for any organization. As such, all organizations should use a rigorous Business Case methodology to drive business decisions. These decisions could include investments for new product projects, market expansion, marketing programs, capital improvements, or other investments to support and grow the business. This workshops steps participants through the challenge of understanding the key business and strategic drivers, which include the marketplace, financial motivation, operational issues, etc., so that they can reach the most realistic, strategically aligned conclusions, on which recommendations will be made.

Business CaseOUTCOMES

  • Measure the efficiency of your current state 
  • Document the needs of your stakeholders or your "business requirements”
  • Measure the gap between your current state and the needs of your stakeholders
  • Evaluate "cost” vs. "benefits”
  • Position your request for funding

2.  Intermediate Level ProgramIn today's business world, it's almost impossible to achieve a measure of success without having a multi-faceted understanding of the business you work in.  It's assumed that managers and mid-to-high level executives have detailed knowledge of their specialised business area, but often, they have not had the opportunity to develop their financial competency.

This program is designed to assist participants increase their understanding of the role that financial analysis, reporting and budgeting plays in their day-to-day work, but also how these practices affect their business as a whole.

Financial Management For BusinessUpon completion of program participants can expect to have developed a broad understanding of financial requirements for managing business finances effectively.

OUTCOMES

  • Identify the main sources of financial information concerning your own company and your competitors
  • Understand and interpret key financial information
  • Understand the differences between cash flow, revenue and capital budgets
  • Optimise your use of working capital
  • Analyse variances in budgets and take remedial action
  • Calculate marginal costs and appreciate their importance in financial decision making
  • Prepare break-even analyses for business plans, new projects and boardroom presentations
  • Distinguish between short term and long term financial decisions
  • Perform confidently in a financial environment

ELearningMeetings in the workplace are vital for effective communication. If a meeting is run properly, it saves time, increase productivity and motivation as well as effective problem solving. This Level 1 elearning is designed to provide the learners with the skills and knowledge to hold effective meetings in the workplace.

OUTCOMES

  • Manage meetingsWhen to have a meeting
  • Developing an agenda
  • Meeting style and structure
  • Setting up a meeting
  • Meetings in progress
  • Roles and regulation
  • Minutes and monitoring
  • Managing difficult situations
  • Dealing with conflict
  • Reviewing

Become an igniter and generate, capture and profit from your ideas

3.ProfessionalIdeas for improving efficiencies and effectiveness occur on every work scene every day.  Quite often cost saving or competitive advantage is lost however to the daily demands of busy work lives.  This program has proved successful as a process for generating and capturing these and new ideas and for mapping out the actions required to get traction and to ensure the proposed return on investment is achieved within your work scene

Whether you are an individual wanting to create and propose a solution that sticks, a team wanting to review and revamp processes that are not working for you, or an organization considering efficiency and productivity measures, this workshop will provide a process and a practice for achieving a viable solution.  You'll learn and apply a process for ideation, letting go of success limiting factors and designing new ways that are business outcomes focused, encourage collaboration, engage creative thinking, build team cohesion and improve efficiency and effectiveness. 

OUTCOMES

  • Learn a proven process for eliciting and generating the flow of ideas that works for everyone.
  • Work with specific tools and techniques that support creative idea generation and innovative solutions.
  • Identify specific efficiency and effectiveness measures for your work scene.
  • Collaborate in the generation of viable solutions and strategies to ensure what needs to be done when is and ensure success.
  • Learn from the experience of the facilitator and other participants and their success stories, how to focus your efforts and what to avoid.
  • Generate an implementation plan for enabling and monitoring the progress of the idea and measure the return on investment.
  • Identify enablers and surface and challenge success limiting factors at your work place.
  • Influence strategies for managing challenges.
  • Work through what prevents and what ensures your efficiency and effectiveness ideas are implemented.
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2.  IntermediateRelease your HR team to focus on the strategic elements of HR and build your operational staff ability to take up their role in leading and developing their people.

OUTCOMES

  • Role of the line manager in delivering added-value HR
  • Human Resources for Line ManagersDefine the implications of different aspects of Human Resource Management in their daily responsibilities
  • Recruit, interview, and retain employees more effectively
  • Follow up with new employees in a structured manner
  • Value and build employees' health and safety
  • Provide accurate, actionable feedback to employees
  • Better handling of situations requiring discipline
  • Early recognition and intervention for non-compliance issues

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2.  IntermediateContinuous improvement is an ongoing effort to improve the products, processes and practices in an organisation in order to; increase bottom line efficiency and reduce waste, improve customer satisfaction, retention and repeat business and drive sales, revenue and return on investment.

Participants learn to implement a continuous improvement system, processes and practices.  Particular emphasis is placed on learning and the using systems and strategies to actively encourage the team to participate in the process, monitoring and reviewing performance and identifying opportunities for further improvements.

Continuous ImprovementOUTCOMES

  • Define Problem
    • Writing problem statements
    • Problem scoping
    • Project team set-up and management
    • Stakeholder engagement
  • Measure Problem
    • Process mapping
    • Value analysis
    • Identify "Non-value" activities
    • Eliminating wastes
    • Identifying metrics and collecting data
    • Set baseline and goal
  • Analyse Problem
    • Identify 'Sources' and 'Causes' of problem
    • 5-Why's and Fish-bone analysis
    • Data and graphical analysis tools
  • Improvement Solution
    • Brainstorming solutions
    • Idea filtering matrix
    • 6-Step setup time reduction
    • Piloting and implementing solutions
  • Control and Sustain
    • Validate and standardize improvements
    • Ongoing process control
    • Documenting and sharing learning

2.  IntermediateThe purpose of this program workshop is to step your team through the development of an operational business plan. Using your own organisational context or a case study approach, participants learn and undertake the process and undertake an organisational SWOT analysis as the foundation for translating strategy into implementation. Once the foundation is in place participants layer in detailed and quantifiable actions to accomplish organisational goals of revenue and profit growth.  The final step will be how to put in place a monthly operational process to ensure attainment of the goals, or where necessary, mid-course adjustments.

Operational PlanningOUTCOMES

  • Outline of the strategic and operational planning processes
  • Develop objectives for the business unit / work team from the broader strategic plans
  • Develop metrics for each objective that link the objectives to the strategy
  • Develop an operational plan that includes specific results that link to the intended strategy and show how these help achieve the strategic intent  
  • Use of planning templates to document the operational plans
  • Clarify goals and critical success factors
  • Build an operational planning framework to accomplish organisational goals
  • Determine resource requirements before implementation
  • Set up an effective review process.
  • Measuring the achievement of plans at various levels

3.Professional Level ProgramWith the growing importance of knowledge as a lever of business strategy, it is essential that organizations know how best to develop and apply knowledge-based strategies in order to achieve bottom line business benefits. This particular program is intended for those who are planning and developing such strategies and knowledge management initiatives. It appeals both to line managers and senior executives who develop organizational strategies, as well as members of a knowledge team responsible for implementing them. Participants will benefit from the way that this workshop demonstrates the interdependencies between the contributions of different functions and disciplines.

OUTCOMES

•Identify the KM live cycle
•Identify the new KM paradigm
•Identify the KM models
•Understand how to build a KM rational for your company
•Understand how to customize KM definitions
•Identify the steps to implementing KM in your organization
•Identify tips for success
•Understand the importance of knowledge management and the reasons for its current prominence in management thinking
•Learn the fundamental concepts of knowledge management and relate them to your own organization
•Identify knowledge levers that can give you a strategic advantage
•Assess the key processes of knowledge management and how to apply them in practice
•Relate existing practices within your organization to 'world class' practice, based on insights into the successful implementations of knowledge leaders
•Appreciate which factors contribute to success or failure of knowledge initiatives.

ELearningThe content of this course covers all aspects of separation/termination of an employment contract. It deals with the establishment and maintenance of systems to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews.

Employee Separation



2.  IntermediateThis program focuses on the leadership aspects of project management and how people issues and organisational dynamics affect the final results of budget, schedule and quality. It enables participants to take over the running of a simulated project themselves.

Leadership For Project ManagersOUTCOMES

  • Identify the weaknesses in traditional costing systems
  • Understand the essential aspects and process of Activity Based Costing
  • Assess the financial, service and operational aspects for implementing ABC
  • Understand how to finetune your ABC costing information
  • Use ABC to become more responsive to your customer's real needs
  • Reduce costs of non value adding company activities
  • Significantly improve the accuracy of your company's management information systems

Agile

2.  IntermediateBuilding a good team is possible the single most important thing a Project Manager will do to achieve a successful project. With the right capability and engagement, an aligned project team will overcome almost any difficulty to succeed in its goals. In most projects there will be times when only the determination of the team can overcome the challenges and carry the initiative through to success. Even when there is no pressure, the team's spirit and enthusiasm will be reflected in the quality of the solution and the extent to which other people buy-in to it. This program is for project managers looking to gain the right approach to selecting and sustaining a highly engaged and performing project team.

Team DynamicsOUTCOMES

  • Build, develop and manage a project team
  • Understand the differences between managing part-time and full-time project team members
  • Identify your preferred people management style
  • Maximise the contribution, commitment and motivation of each individual in the project
  • Set an energetic direction for team members which focuses on the needs of the project
  • Communicate in a more persuasive manner with the different people involved in a project
  • Explain complicated ideas in a manner which aids understanding and commitment
  • Understand the role of the project leader in project meetings and how to get the best contribution from others attending the meetings
  • Become a more active listener and develop flexibility in your questioning skills

2.  IntermediateGain practical experience in proven project management techniques and learn methods for managing every step of the project life cycle. ODR's project management seminars take you through the entire process, giving you hands-on experience in initiating, planning and executing mission-critical initiatives.

Project ManagementOUTCOMES

  • Apply fundamental project management skills, concepts and techniques
  • Build high-performance project teams through more effective communication
  • Develop effective measures for scheduling and controlling projects
  • Implement quality concepts at the process and project levels
  • Identify contract components and understand the process from start to finish (contract)
  • Establish a dependable project control and monitoring system (MPO)
.

All projects require some level of documentation. Large projects need a lot of documents because of their complexity and to serve the needs of a big team. Tiny projects may need very little, perhaps only some handwritten lists of things to do and to verify. At a minimum, every project must at least meet the  documentation standards mandated by the organization, and may also need documents required by regulatory requirements, industry standards, and methodology needs. (Problem 6 explores some considerations related to standards and methodologies.)

Determining exactly what is useful to include beyond the minimum required for your organization is up to your judgment, but what follows includes some typical project-specific and general documentation.

2.  IntermediateWhether initiating a project team or aligning team members with clarity in what it means to belong to a project team; an overview of their role, challenges and accountabilities; and an understanding of what it takes to progress a project through to a successful conclusion are reviewed.

Practical sessions introduce the Project Management tools and documents, so that on joining a project team, new members are engaged and committed to the process and can be immediately effective.

OUTCOMES

  • The Project management framework
  • Project and team and communications
  • Contracting and Engaging
  • Engagement of customers and stakeholders
  • Progress reporting
  • Risk and opportunity management
  • Change Management - the people side
  • Change Management the process side
  • The project plan
  • Monitoring and corrective action.
  • Optimum solution
  • Implementation and getting traction
  • Project reviews
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2.  IntermediateThis program focuses on the leadership aspects of project management and how people issues and organisational dynamics affect the final results of budget, schedule and quality. It enables participants to take over the running of a simulated project themselves.

Leadership For Project ManagersOUTCOMES

  • Identify the weaknesses in traditional costing systems
  • Understand the essential aspects and process of Activity Based Costing
  • Assess the financial, service and operational aspects for implementing ABC
  • Understand how to finetune your ABC costing information
  • Use ABC to become more responsive to your customer's real needs
  • Reduce costs of non value adding company activities
  • Significantly improve the accuracy of your company's management information systems

1.  IntroductoryOur fast paced technology intensive world sees many managers adopt a "just do it” approach to getting things done.  Often believing they can't afford the time it takes to practice good project management leads to many projects failing.  However, many are turning to project management capability to increase and control the return on investment for their efforts.

If you're new to project management, this program will provide you with the essential competency, tools, techniques and practices you'll need to prepare for and complete your first project.  If you're experienced, this program will enable greater effectiveness in every aspect of the role.

Project FundamentalsOUTCOMES

  • A systematic and proven process to prepare, plan, execute and review projects.
  • Determining the skills needed to be an effective project manager
  • Relate objectives of the project with business and client needs
  • In-depth knowledge of managing projects
  • Effectively estimating, scheduling and budgeting the project
  • Manage the risk  associated with the project
  • Effective time management during all the phases of project
  • Techniques for setting up a strong project team.
  • Templates for high quality project definition, planning and tracking.
  • Techniques for controlling for deviation from budgets and schedules.
  • Insights into effective quality assurance of your project plans.
  • Hands on use of checklists for better scheduling and resourcing.
  • Practice applying the process and tools on your own live projects.
    Development of project scope, Work Breadown Structure, schedule, resources, risk management plans and more.

4.  MasterOrganisational sustainability is rapidly becoming a strategy of choice for assuring viability in current and future economic climates.  Extending beyond the traditional environmental sustainability, this program will explore extended strategic issues, develop and explore frameworks for whole of organisation systems sustainability and outline a number of practical approaches to establishing the systems, processes and practic es essential for the long term view. Participants will develop strategies for building change readiness and sustainable business operations including sense-making, decision-making and risk-taking in constant change, sustainable environmental and commercial practices and identity cultural and renewal as elements of sustainable practice.

SustainabilityOUTCOMES

  • Organisational Sustainability - From Why? to How
  • Provides a comprehensive organisational framework for sustainability
  • Assists you to put sustainability strategy into action
  • Articulates the business drivers and dimensions of sustainability
  • Practical tools for establishing, implementing and sustaining

3.ProfessionalThis program introduces a Six Step Strategic Planning process and incorporates evaluation of the six driving principles for strategic planning.  Participants are stepped through the process with practical exercises applicable to their organisation. 

The approach is concise but comprehensive and enables participants to effectively address the near-and long-term requirements of the organisation.

Business StrategyOUTCOMES

  • What is the integrated strategic planning process and what are the benefits over and above the kind of "maintenance” planning that gets us by in our everyday work.
  • How to implement an effective planning process to discover the key elements and critical success factors and create an effective strategic plan tailored to your organisation.
  • Questioning techniques that surface opportunites, risks and issues together with solutions that address root cause.
  • Elicit and harvest key contributions from subject matter experts and process owners.
  • Problem solvng, decison making, benchmarking, goals setting and monitoring.
  • Engagement strategies to ensure the buy in and adherence to goal acheivement.
  • Meaningful evaluation processes and continuous improvement.  How to ensure the consistent alignment of effort to plan.

Position yourself to take advantage of potential future opportunities!3.Professional

Future proof your organization with a robust way of penetrating the fog of uncertainty in dynamic business environments. Unlike forecasting, scenario planning  readies the business for plausible scenarios or potential futures and their consequences and opportunities.  This program builds alignment around a preferred future and  focuses on organisational viability  and potential transformation or renewal.

Scenario PlanningOUTCOMES

  • Map the driving forces and emerging trends at work in your industry and the potential impacts on your organisation.
  • Anticipate and take advantage of future disruption in your industry.
  • Apply a decision making matrix from which to objectively evaluate resourcing and investment decisions.
  • A filter for opportunities from which to position your organization.
  • Foresight methods to explore multiple, plausible pathways into the future and create your future business vision.
  • Enable strategic and critical thinking for creativity and innovation.
  • Discover the power of standing in the future and expecting the unexpected.
  • Determine how, when and where to act together with when to alter the plan and why.

2.  IntermediateThe budget is an important tool used to measure and monitor performance. Gaining approval for your initiative, maximising results from available or allocated funds and sustaining your ability to deliver to plan are key objectives of budgeting. Budget planning, delivery and monitoring skills are explored together with strategies for  linking your budget to organisational objective to ensure relevance and improve managerial decisions. Translate your requirements into dollars and cents.

The entire budgeting process is explored -- from fundamentals through development and performance analysis.   Participants also gain a basic understanding of budgets and financial reports so they can hold relevant key terms like using the language of finance including; ROI, EBIT, GAAP and extrapolation.

BudgetingOUTCOMES

  • Manage budgets within your department, division, cost or profit centre
  • Forecast revenue and capital expenditure at a departmental level
  • Gain a stronger understanding of the budgeting process
  • Read, understand and interpret budgets
  • Prepare and monitor a budget
  • Utilise budgets for monitoring performance and identifying cost savings in your department
  • Identify the importance of reducing unnecessary departmental costs and working towards increased corporate profitability
  • Build budget templates and models that assist you to enable your current and future business requirements.
  • Apply forecasting techniques to better manage uncertainties in budgeting.
  • Evaluate budgeting decisions using several methods and recommend viable actions.
  • Utilize Microsoft Excel? functions and tools in the budgeting process.
  • Evaluate the budgeting process in your organizations and recommend improvements.

3.ProfessionalThis program guides participants through the process of Business Review  to effect fundamental reviews of performance at business and business unit level. The reviews use the concept of the Business Excellence Model, in particular the five 'Enablers' which cover what an organisation does. 

The process provides participants with an opportunity to supplement the existing quality assurance mechanisms and demonstrate strategies aimed at examining key areas which effect business results. The review methodology examines the way in which particular enablers have been implemented and deployed; to audit the evidence base for these enablers and to advise management of the sufficiency, efficiency and effectiveness with which these are currently operating.

Business ReviewThe reviews process takes a holistic view of performance, gathering information for framing the feedback report and focusing on service/product improvement issues.

OUTCOMES

  • The data requirements and the material that needs to be analyzed in each of the three business review steps.
  • The key marketing issues and questions that need to be answered in each step of the business review.
  • How to write succinct summary statements describing the findings.
  • Define what business the organization is in and the strategic leverage it will use to compete.
  • Define product areas where the organization will grow and concentrate its business efforts.
  • Provide and define the parameters for future channel and price decisions.
  • Shape the brand positioning, marketing strategies, and communication sections later in the plan.
  • Drive where the organization seeks growth and where itdoes not seek growth

3.ProfessionalThis is an entry-level Enterprise Risk Management (ERM) program that provides participants with practical, hands-on approaches to ERM implementation. The concepts and tools presented will help the "traditional risk manager" turn the corner in launching a process that aligns risk management efforts to the organisation's overall strategic goals.

Enterprise Risk Management

3.ProfessionalSpecifically designed for the busy manager who wants to get ahead in their career and who needs to get to grips with a business program in a time and cost effective manner. 

It is designed to give you a thorough overview of the strategic aspects of business and the way that each function interlinks; planning the business (strategic thinking); doing the business (operations management); managing the business (people and resources); marketing the business; financing the business and managing change.

Strategic ManagementOUTCOMES

  • Use the skills of a strategic manager in addition to those of an operational manager.
  • Understand the strategic planning process.
  • Set appropriate business objectives that supports those of the organisation.
  • Manage and motivate your department/team and maintain their commitment.
  • Work more closely and effectively with senior colleagues.
  • Create and communicate a clear direction of your team.
  • Apply a personal action and development plan in the workplace that makes a difference.
  • Create and assess strategic options using a practical strategic tool set.
  • Manage costs strategically and operationally.
  • Use a variety of management tools and techniques to manage people and resources.
  • Manage change and motivate others to follow your lead.
  • Balance long-term vs. short-term goals.
  • Understand what to prioritise, implement and manage

2.  IntermediateResource allocation is a critical activity for any organization. As such, all organizations should use a rigorous Business Case methodology to drive business decisions. These decisions could include investments for new product projects, market expansion, marketing programs, capital improvements, or other investments to support and grow the business. This workshops steps participants through the challenge of understanding the key business and strategic drivers, which include the marketplace, financial motivation, operational issues, etc., so that they can reach the most realistic, strategically aligned conclusions, on which recommendations will be made.

Business CaseOUTCOMES

  • Measure the efficiency of your current state 
  • Document the needs of your stakeholders or your "business requirements”
  • Measure the gap between your current state and the needs of your stakeholders
  • Evaluate "cost” vs. "benefits”
  • Position your request for funding

2.  IntermediateActivity Based Costing can help to drive down costs by focusing management attention on the activities that cause the costs to occur in the first place. Traditional costing methods can be misleading and sometimes downright dangerous in larger and more complex organisations with multiple products/locations/departments. Activity Based Costing will get you closer to the truth about product profitability and overhead allocation than any other costing method.

Activity Based CostingThis program will enable participants to use Activity Based Costing techniques to clearly identify activities that cause costs to occur, identify activities that are operating at less peak performance and to plan for performance improvements.

OUTCOMES

  • Identify the weaknesses in traditional costing systems
  • Understand the essential aspects and process of Activity Based Costing
  • Assess the financial, service and operational aspects for implementing ABC
  • Understand how to fine tune your ABC costing information
  • Use ABC to become more responsive to your customer's real needs
  • Reduce costs of non value adding company activities
  • Significantly improve the accuracy of your company's management information systems

Organisational sustainability is rapidly becoming a strategy of choice for assuring viability in current and future economic climates.  Extending beyond the traditional environmental sustainability, this program will explore extended strategic issues, develop and explore frameworks for whole of organisation systems sustainability and outline a number of practical approaches to establishing the systems, processes and practic es essential for the long term view. Participants will develop strategies for building change readiness and sustainable business operations including sense-making, decision-making and risk-taking in constant change, sustainable environmental and commercial practices and identity cultural and renewal as elements of sustainable practice.

OUTCOMES

  • Organisational Sustainability - From Why? to How!
  • Provides a comprehensive organisational framework for sustainability
  • Assists you to put sustainability strategy into action
  • Articulates the business drivers and dimensions of sustainability
  • Practical tools for establishing, implementing and sustaining

----------------------------------------------------------------------------------------------------------------
Duration:  6 weeks access to the online learning materials and 6 x 1 hour online coaching sessions.
Cost:  $2200 inclusive of Tax and 6 x 1 hour coaching sessions.
Certificate of Completion:  When all elements of the program are successfully completed.
ODR LMS Registration and Payment pdf

3.Professional Level ProgramWith the growing importance of knowledge as a lever of business strategy, it is essential that organizations know how best to develop and apply knowledge-based strategies in order to achieve bottom line business benefits. This particular program is intended for those who are planning and developing such strategies and knowledge management initiatives. It appeals both to line managers and senior executives who develop organizational strategies, as well as members of a knowledge team responsible for implementing them. Participants will benefit from the way that this workshop demonstrates the interdependencies between the contributions of different functions and disciplines.

OUTCOMES

•Identify the KM live cycle
•Identify the new KM paradigm
•Identify the KM models
•Understand how to build a KM rational for your company
•Understand how to customize KM definitions
•Identify the steps to implementing KM in your organization
•Identify tips for success
•Understand the importance of knowledge management and the reasons for its current prominence in management thinking
•Learn the fundamental concepts of knowledge management and relate them to your own organization
•Identify knowledge levers that can give you a strategic advantage
•Assess the key processes of knowledge management and how to apply them in practice
•Relate existing practices within your organization to 'world class' practice, based on insights into the successful implementations of knowledge leaders
•Appreciate which factors contribute to success or failure of knowledge initiatives.

2.  IntermediateActivity Modelling and Activity Based Costing methods are critical in determining the cost of doing business during an reengineering effort.  This workshop is designed to detail the process for determining and managing the cost of effort and resources.  The processes learned are effectively utilised whether through Business process Reengineering or applied in an organisation as part of the continuous improvement and sustainability/viability of the organisation.

Business Process ReengineeringThe content of this program includes strategies for understanding "What" work is being done in the organisation, versus "How" that work is performed. IDEF0 Model analysis to determine what activities should and should not, be done, thus focusing an organisation on the "Right Things".  In addition, the workshop will explore how Process Mapping can be integrated into Process Analysis, including an overview of the latest Business Process Modelling Notation (BPMN) specification.

OUTCOMES

  • Process and Activity Modelling
  • IDEF0 - defining an organisation's activities
  • Process Mapping using the Business Process Modelling Notation (BPMN) as a tool for analysing activities
  • An Overview of Managerial Accounting
  • The Principles of Activity Based Costing/Management (ABC/M).

3.ProfessionalLeaders today recognize the imperative to change--yet only a handful are equipped with the right tools and techniques to create effective change within their teams, divisions, and organizations - leading to approximately 75% of change initiatives failing.  Learn how to apply critical change leadership concepts and tools, and receive a change leadership process to ensure your organization realizes the benefits of real change.  Discussions, activities, assessments, simulations, and application to participants' own real-world changes help embed the learning and ensure skill development.

OUTCOMES

  • Learn a step-by-step process for leading successful change
  • Communicate a compelling change message to gain greater commitment
  • Unlock resistance and remove obstacles to change
  • Assess personal and organizational readiness to take on the challenge of change
  • Deploy a long-term, sustainable model for change

4.  MasterBecome the strategic and reputable Change Agent for improvement programs such as:  mergers and acquisitions; outsourcing transitions; leadership development; major business change; continuous improvement programs; cultural transformation; organisational learning; and major technology upgrades.

This program has been developed to provide the processes, tools and techniques for change agents directly responsible for managing organisational change.  Change Management and Organisational Development intensive, The program is a highly-interactive and logically stepped approach to the theory and practice of Organisational Development and Change.  

Learn proven techniques and methods from our ODR specialists with extensive experience in the field.  Experience our tools and practice techniques - as individuals and/or teams, supported with coaching provided by workshop facilitators.

OUTCOMES

  • Planning change projects, role of the sponsor, role of the change agent
  • The Organisational Change Roadmap and its application
  • What Organisational Development and Change is and is not
  • Conducting Environmental Analysis / Assessing the Change Environment
  • The Realities of AS IS, TO BE, Gap Analysis and Transition Planning
  • Developing Performance Indicators / Measures of Success for Change Programs
  • Differences and Relationship Between Effective Management of Organisational Change and Project Management
  • Formal Project: Guided / Structured Organisation Development and Change Project
  • Managing the implementation of redeployment processes
  • Stakeholder engagement and end-user readiness
  • Influence organisational culture
  • Strategic leadership in change management   
.

3.ProfessionalIntroducing the concepts, issues, practices and tools that support the successful change program,  this program  builds to cover your understanding and practice of the planning, conducting and evaluation of change initiatives.  The workshop prepares managers and supervisors by providing an outline of those tools, techniques, strategies and activities associated with the identification of strategic change opportunities, the development of change management strategies and their implementation and evaluation.  

You will learn strategies for analysing the organisational environment, the drivers for change, risk mitigation strategies and measures for ensuring your team achieves the outcomes required for a successful change implementation.   Join our workshop to gain the tools and techniques for planning and developing initiatives for engaging people and aligning processes to transition culture and structures to the desired organisational future state.  

OUTCOMES

  • Manage change through the total integration of people, process and system
  • Design and implement a framework for managing change
  • Evaluate best practice approaches to people and process for delivering successful change
  • Reduce the impact of risk while maximising the benefit of change
  • Overcome resistance to change by opening and using effective communication channels
  • Assemble a practical toolkit tailored to the needs of your organisation

2.  IntermediateThis program is designed to help participants explore their personal reactions to change, and identify and review effective transition skills during times of change. The skills will have application in the personal and professional arena for participants. Individuals will look at their roles, the range of responses to change in those they lead, and will design practical techniques for application in their professional roles.The program will provide a series of planning and analysis tools, and critical communication techniques to help individuals overcome the obstacles that invariably arise during times of change. Participants will increase their effectiveness at managing and leading change.

OUTCOMES

  • Distinguish the difference between "change” and "transition”
  • Understand the impact of change on organizations and individuals
  • Construct individual "Change and Transition Journeys”
  • Assess transition strategies for each individual
  • Identify effective personal transition skills
  • Assess current reactions to changes
  • Analyze the implications of changes in each participant's role
  • Explore effective transition skills for navigating current change successfully in their professional role
  • Practice critical conversations with those they lead who seem resistant to change

4.  MasterThis program details the process of managing complex projects by combining enterprise strategy and project management techniques in order to implement the business strategy and to deliver organizational breakthroughs.

OUTCOMES

  • Understand and develop the additional skills required for 'Strategic Project Management' versus 'Project Management'.
  • Identify the different roles and responsibilities that need to be present in strategic project management.
  • Manage relationships with other parts of the organisational structure in order to deliver Projects.
  • Understand what a project brief should contain and how to use it as a contract with the organisation.
  • Manage and plan projects across the company at three levels: Integrative, Strategic, and Tactical.
  • Develop a communication strategy.
  • Manage and control projects to the most constraining resources, using the critical chain approach.
  • Develop a consistent approach for identifying and managing risk across projects.

3.ProfessionalProgram Management and Portfolio Management represent two approaches that can significantly enhance productivity in modern business. Both contribute to efficiently using limited resources to accomplish organizational goals. Participants will gain an understanding of both of these approaches along with exposure to many of the tools and techniques necessary to successfully execute these concepts.

OUTCOMES

  • Define a program and its supporting structures and roles.
  • Know when to use program management to achieve business change.
  • Understand the benefits of the program management approach and how it can be introduced into the organisation.
  • Plan a program.
  • Carry out resource planning.
  • Understand benefits management and its importance to a program.
  • Develop risk management strategies at program level.
  • Create monitoring systems for effective program control.
  • Develop a communication plan for all stakeholders and the program teams.

ELearningThis Level 1 elearning specifies the outcomes required to plan and manage the introduction and facilitation of change. Particular emphasis is on the development of creative and flexible approaches, and on managing emerging opportunities and challenges.

OUTCOMES

  • The manager contributes effectively to the organisation's planning processes to introduce and facilitate change
  • Plans to introduce change are made in consultation with appropriate stakeholders
  • The organisation's objectives and plans to introduce change are communicated effectively to individuals and team
  • A variety of approaches to managing workplace issues and problems are identified and analysed
  • Risks are identified and assessed, and action initiated to manage these to achieve a recognised benefit or advantage to the organisation
  • The workplace is managed in a way which promotes the development of innovative approaches and outcomes
  • Creative and responsive approaches to resource management improve productivity and services, and/or reduce costs
  • Individuals and teams are supported to respond effectively and efficiently to changes in the organisation's goals, plans and priorities
  • Coaching and mentoring assist individuals and teams to develop competencies to handle change efficiently and effectively
  • Opportunities are identified and taken as appropriate, to make adjustments and to respond to the changing needs of customers and the organisation
    Information needs of individuals and teams are anticipated and facilitated as part of change implementation and management
  • Recommendations for improving the methods and techniques to manage change are identified, evaluated and negotiated with appropriate individuals and groups

3.ProfessionalThanks in large part to technology, how individuals acquire new--or modify existing--knowledge, behaviors or skills has changed dramatically. For corporate learning and development professionals chartered with developing human capital in today's organizations, the impact of these changes can be both exciting and overwhelming. The focus has shifted away from developing a catalog of classroom training programs to understanding and deploying a broad array of learning approaches. These may include: asynchronous on-demand training, live virtual training, social learning, just-in-time training, exploratory informal learning, micro-training and mobility, to name just a few.

Work directly with your learning and development team to create a customized Learning Architecture that defines the optimal training approach to specific areas of learning across the organization. This Learning Architecture will take into account the profile of your learners, your corporate learning objectives and the nature of the learning content. At the end of the workshop, your team will leave not only with a new appreciation of how different training approaches can be leveraged to reinforce one another, but also with a concrete, actionable roadmap that will enable your organization to create an optimal continuous learning environment.

OUTCOMES

  • Current learning initiatives available.
  • The key elements to be included when putting together your learning & development strategic plan.
  • Use 'best practice' and proven methodologies to develop your strategic options.
  • Evaluate strategic choices and take decisions with confidence.
  • Define the strategic objectives for the function, ensuring it is aligned with the needs of the organisation.
  • Identify the most effective options to gain commitment when communicating your strategic plan

3.ProfessionalStakeholder relations are a critical component of organisational success. This practical program introduces the participant to the process of effective stakeholder consultation, such as negotiation and gaining influence and leverage, and ultimately maintaining this most valuable resource. Elements of an effective requirements management process will be discussed to help participants develop a practical methodology for handling and managing requirements for their organisation.

Stakeholder EngagementOUTCOMES

  • Methods for analysing the stakeholder environment and mapping the engagement strategy
  • Strategies for leverage and influence Predict thresholds for stakeholder action
  • Processes, capabilities and practical tools for effective stakeholder dialogue
  • Evaluate the performance of your engagement Plan and carry out a strategic response
  • Unifythe corporate team - communications, operations, and executives
  • Overcome litigation, regulation, boycotts, protests, and bad publicity
  • Save time and money, enhance reputation and build stakeholder capital

3.ProfessionalIntended for those leaders and managers, this program is for those are charged with the responsibility of championing the innovation effort within their organisations. It is designed to help leaders embed practical creativity and real innovation into the day-to-day operations of their organisation. Participants apply design thinking to a practical problem: design a new company that encourages collaborative and creative thinking that build team cohesion and escalate innovation. It will prove to be a valuable learning experience for those truly passionate about advancing their organisations and themselves into the elite realm of being true innovation leaders. 

InnovationOUTCOMES

  • An experiential day of discovery
  • Examine the key components of exploring situations and challenges creatively
  • Explore a range of techniques for generating and harvesting ideas
  • Become a creativity catalyst
  • Bust the "I'm not creative" myth that stumps so many people
  • Develop an action plan to help you achieve your creative potential

2.  IntermediateDo you want to specifically develop yourself as a facilitative trainer rather than remain bound in the traditional role of lecturer and presenter? Research, into how people learn, reveals that there are many learning styles. This means that sticking to just one method of instruction - lecture and presentation - is not enough. Now, trainers who want to stay in business have to become facilitators. Becoming a true facilitator means you need to get to grips with the ideas, tools and techniques of Accelerated Learning (A.L.).

OUTCOMES

  • Current trends that are forcing us to restructure our approach to learning for greater effectiveness
  • Speed the design process by 75% while producing far better learning results
  • Curing some of today's major educational disconnects
  • Engage learners totally in their own learning
  • Blueprints, templates, and methods for creating a new learning culture
  • Current research on how the brain learns best
  • The new role of designers, instructors, learners  and  managers establishing and maintaining a learning culture
  • Proven ideas for speeding and enhancing  classroom, online and workplace learning
  • Assess your preferred style of learning and structuring learning to ensure style preferences are met
  • The learning organisation and knowledge management
  • Cross functional and departmental silos to create long-term value for individuals, teams and organisation

4.  Master Level ProgramThis professional development program enhances participants capability to facilitate problem solving and decision making within the system in which their group works.  The goal of systems thinking is to explore the interrelationship of the "parts” in order to recognize how the "whole” is greater than the sum of the "parts” -- to get the big picture and build effectiveness. It is important to keep the focus on the end results, and try not to get lost in the minutiae.

Process FacilitationOUTCOMES

•Definition and competency of process facilitation and facilitator
•Core skills and process facilitator capability
•Art and science of facilitation
•Engaging clients and questioning techniques
•Divergence and convergence facilitation
•Focus group engagement
•Affinity Diagram Technique
•Brainwriting and brainstorming
•Multi criteria decision making process

3.ProfessionalIntended for those leaders and managers, this program is for those are charged with the responsibility of championing the innovation effort within their organisations. It is designed to help leaders embed practical creativity and real innovation into the day-to-day operations of their organisation. Participants apply design thinking to a practical problem: design a new company that encourages collaborative and creative thinking that build team cohesion and escalate innovation. It will prove to be a valuable learning experience for those truly passionate about advancing their organisations and themselves into the elite realm of being true innovation leaders. 

InnovationOUTCOMES

  • An experiential day of discovery
  • Examine the key components of exploring situations and challenges creatively
  • Explore a range of techniques for generating and harvesting ideas
  • Become a creativity catalyst
  • Bust the "I'm not creative" myth that stumps so many people
  • Develop an action plan to help you achieve your creative potential

3.ProfessionalStakeholder relations are a critical component of organisational success. This practical program introduces the participant to the process of effective stakeholder consultation, such as negotiation and gaining influence and leverage, and ultimately maintaining this most valuable resource. Elements of an effective requirements management process will be discussed to help participants develop a practical methodology for handling and managing requirements for their organisation.

Stakeholder EngagementOUTCOMES

  • Methods for analysing the stakeholder environment and mapping the engagement strategy

  • Strategies for leverage and influence Predict thresholds for stakeholder action

  • Processes, capabilities and practical tools for effective stakeholder dialogue

  • Evaluate the performance of your engagement Plan and carry out a strategic response

  • Unifythe corporate team - communications, operations, and executives

  • Overcome litigation, regulation, boycotts, protests, and bad publicity

  • Save time and money, enhance reputation and build stakeholder capital

3.Professional Level ProgramAction learning is an effective problem solving process and proven outcomes in a growing number of organizations worldwide as a powerful tool for developing leaders, teams, and organizations. Participants explore the six essential components for successful action learning programs, the steps and processes of implementing action learning and put into practice an action learning project.

Facilitate Action LearningOUTCOMES

  • Applied understand of how and why action learning is effective in solving problems, building teams, developing leaders, and creating learning organizations
  • Apply the six components and two ground rules of action learning as well as the questioning and reflection processes of action learning
  • The role and competency of the action learning coach
  • Strategies for establishing and tailoring action learning for an organization.

4.  MasterPsychologists and change management consultants at ODR have dedicated significant resources to developing the road map to a performance based culture and have captured the necessary factors to achieve results. The resultant Attensity Map ™ is a learning program designed to influence business outcomes through empowering people to achieve cultural change in: service delivery; effective interpersonal relationships; problem solving, creativity and innovation; initiative, accountability and self-directed work practices.

Registration in this program is coordinated by our specialist organization development consultants.  For more information phone +61 300 732 188 or contact us.

3.ProfessionalGroup facilitation is an art. There are many components to be orchestrated and navigated to ensure an engaging, interesting, fun and dynamic learning environment that is safe, challenging and productive. This dynamic program provides a solid framework and proven techniques for generating creativity, motivation, consensus and outcomes from group participants.

Whether the setting is a corporate boardroom, an offsite conference room, or a community centre, facilitation skills are essential for anyone who leads meetings or groups and wants successful outcomes with maximum support.

OUTCOMES

  • Apply a wide variety of strategies, approaches and techniques to manage workshop participants
  • Group dynamics and how to maximise the potential roles taken up in groups
  • Differentiate between the process and content of a group discussion
  • Negotiating and setting group agreements
  • Dealing with 'hot spots' and facilitation challenges.
  • Facilitating Collaborative Decision Making
  • Create and sustain a participatory environment
  • Practice techniques for dealing with disruptions, dysfunctions & difficult people in a group setting
  • Define what interventions are, when they are appropriate and learn how to implement them
  • High quality facilitation utilising proven processes can be the difference in the experience, outcomes and potential of our workplace endeavours.
  • Keep discussions on track
  • Manage difficult personalities more effectively
  • Channel different types of behaviours effectively
  • Work within the three constraints of time, cost, and scope
  • Develop techniques to generate and share ideas
  • Ensure everyone in their team is operating to excel
  • Shape the team to understand strengths and weaknesses of individuals
  • Track progress made by the group and individuals

Online LearningWhen you think of employee motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.
This course will give participants several types of tools to become a great motivator, including goal setting and influencing skills. Participants will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

OUTCOMES

• Defining motivation, an employer's role in it and how the employee can play a part
• Identifying the importance of Employee Motivation
• Identifying methods of Employee Motivation
• Describing the theories which pertain to Employee Motivation - with particular reference to psychology
• Identifying personality types and how they fit into a plan for Employee Motivation.
• Setting clear and defined goals.
• Identifying specific issues in the field, and addressing these issues and how to maintain this going forward.

3.Professional Level ProgramWould you to be your own boss? Have you ever dreamed of starting your own business? Don't know what to do about your great business idea?

Participants in this online coaching program undertake the process for becoming a successful entrepreneur.  Solid, reliable strategies based on successful practices are explored and common illusions new entrepreneurs have about the potential of their businesses are debunked.  The program is a vital resource for anyone looking to avoid the pitfalls that threaten fledgling startups.

We walk prospective business owners through the necessary decisions they need to make to launch a new venture before even putting a business plan in place.  You'll chart a path to break even and beyond; avoid the pitfalls that often accompany unfettered passion; and, build the stamina needed to persevere over time.

You'll undertake a critical review of your personal character, capabilities, commitment and capital to ascertain your fit for entrepreneurial life.  You'll navigate what it takes to turn dreams into profits, address the fears and misconceptions that many of us have about starting your own businesses. 

The program is complete with indispensable tools including an assessment to gauge a venture's strengths and weaknesses.

You don't need to be a visionary, ground breaking innovator to have an worthy idea.  Let our Entrepreneurship coaching program help you turn your passions into the achievement of  your dreams. 

Entrepreneur
OUTCOMES
  • Clarify your value proposition
  • Research and determine your market
  • Evaluate the opportunity
  • Ascertain your unique selling point
  • Design the right business model for your idea
  • Define your brand
  • Map the path to develop your product
  • Create the right conditions for a successful launch
  • Get financing for your business



2.  IntermediateThe marketing strategy adopted can make or break an organisation. This program is designed to guide you through the design and implementation of online marketing campaigns to ensure they happen on time, on brief and on budget. It covers all the elements that go into planning campaigns including supplier selection, scheduling a campaign, direct marketing metrics and legal restrictions. 

Explore your options to gaining success online with this workshop. With a carefully planned internet marketing strategy, you can attract more new visitors to your website and generate more targeted leads.

Online Marketing Pyramid

OUTCOMES

  • Discover new channels to market to your customers
  • Identify if internet marketing is important to your business
  • Distinguish various marketing strategies
  • Understand the Online Marketing Life Cycle
  • Learn how to implement measure and revise your online strategies
  • Learn what other businesses are spending on Internet marketing
  • Paid Search (eg.Google Adwords)
  • Organic Search
  • Search Engine Optimisation
  • Marketing Research Tools
  • Business Case Studies

3.ProfessionalPrepare for success using our unique sales methodology: Customer Relationship Management Managing relationships with customers is a critical organizational competency.  A form of consultative partnership selling, this approach focuses on the customer, not the product. This program shows how to create long-term client relationships using a philosophy and methodology that values clients as partners and resources in an ongoing interaction of supply and development of products and services.

This is your unique opportunity to build confidence and expertise while prepare for today's ultra-competitive sales environment with a model of client management that builds credibility and long term prospects. Learn winning strategies for acquiring and retaining customers by leveraging the latest strategies and technologies. Select the right tools for your organisation to undergo sustainable growth by trailing your strategies in several case studies with exercises that step through the challenges of aligning business strategy, organizational structure and culture; customer information, and supporting technology. Faced with real world challenges, participants get a first-hand look at the challenges necessary to reap the profits and competitive advantages resulting from true customer relationship management.

OUTCOMES

  • Build a rapport between customer and your sales staff
  • Conduct a personal audit and review your skill sets of your sales force
  • Elevating your product and service against your competitors to develop your POD's
  • Recognizing the benefits that buyers want and providing them service on time
  • Building long term relationship with your customers
  • Improved customer loyalty by understanding & exceeding their needs
  • Analyse buyer motivations through a more in-depth understanding of sales psychology
  • Write and present successful business proposals
  • The consumer & the enterprise interaction in the Customer Life Cycle
  • Alignment & business functions for CRM
  • Current issues surrounding consumer privacy & how permission marketing addresses these concerns
  • Applying technology in support of CRM in business operations, business intelligence, & business management
  • CRM critical success factors & risk management
  • Building a Business Case for CRM

Professional LevelODR's Launch Your Startup program aims at delivering the necessary processes, tools, strategy and coaching advice to take an idea, develop the strategy and approach to grow and sustain it into a successful new business.
The program has been designed to be an intensive preparation for an entrepreneurial success story providing a suite of tools, techniques and strategies for a successful startup.

Our coaches have successful startup experience and support entrepreneurs through the process of developing and executing plans to create a viable and lucrative businesses. We have worked with a wide range of startups and more mature businesses and have first-hand experience of what works and what doesn't.

Idea Puzzle Piece

Learning Objectives

  • Define the unique value proposition and market for a business idea.
  • Evaluate your personal fit for optimising the idea and build confidence to bring it to successful fruition.
  • Evaluate the feasibility of the idea and the business model required to launch it.
  • Identify the market and revenue potential and determine strategies for market penetration including optimising cost effective social media channels.
  • Innovate and optimise an effective business model.
  • Build and protect your brand.
  • Ensure you comply with legal and tax requirements.
  • Discover lean and cost effective startup strategies.
  • Identify and address critical capability, resourcing, funding and growth needs.
  • Develop financial management strategies and practices to fund growth.
  • Determine your customer acquisition, revenue and financing model.
  • Design, develop and launch your products and services.
  • Establish the foundations of investor readiness and pitch your value proposition.
  • Develop a start-up businesses plan with defined measures of success.
  • Identify the critical success factors that enable and sustain the business.
  • Plan the Who, When, What, Where, Why and How of achieving business success.
  • Sustain your personal wellbeing and the viability of the business over time.


3.ProfessionalAt times, it becomes difficult and at the same time necessary to deal with a caller that has become angry for whatever reason. In such situations, it is important to utilize skills that help defuse the emotion of the caller and move towards resolution. If badly handled, anger can turn into rage with negative consequences.

Challening CustomerOUTCOMES

  • Build the capability to handle enraged callers with care:
  • Learn and practice the skills to develop assertive communication style
  • Motivate your employees  to deal with aggressive people outside of work
  • Identify people who can diffuse the customer's anger and work towards a solution
  • Understand triggers of phone rage and avoid it from occurrence
  • Learn deal with phone rage in an efficient and effective way
  • Reducing stress level among your employees
  • Ensure that any negative situation is turned other way round
  • Improved listening skills of their team members with calmness
  • Immediately act on re-occurring issues to prevent any uncontrollable situation
  • Encourage your team to work effectively towards problem solution

2.  IntermediateIn understanding your role as a Key Account Manager it is important to distinguish between customers and Key Accounts.

Where the distinction is clearly understood, Key Account Managers are usually more successful in developing these high potential businesses, if for no other reason than that they recognise a different approach needs to be adopted.

OUTCOMES

  • Key Account Assessment
  • Targeting the marketing mix
  • Developing and sustaining the relationship
  • Coaching the sale
  • Building the funnel and closing schedules
  • Key Account planning and monitoring
  • Influencing and persuading senior managers

3.ProfessionalThe key areas of HR policies and procedures are outlined so that you adopt best-practices to compete more effectively in the war to attract talent. You will learn how to improve employee engagement whilst developing trust and fairness for both parties in the employer-employee relationship.

This program guides participants to develop and implement "best practice” in their organisation. The program details how to ensure that employment contracts and HR manuals meet business requirements, whilst attracting, retaining, engaging and motivating employees.

Complete Human Resource ManagerOUTCOMES

  • Describe the implications of different aspects of Human Resource Management on their daily responsibilities
  • Define human resources terms and subject matter
  • Recruit, interview, and retain employees more effectively
  • Follow up with new employees in a structured manner
  •  Be an advocate for your employees' health and safety
  •  Provide accurate, actionable feedback to employees
  •  Act appropriately in situations requiring discipline and termination
  • Evaluate some of the strengths and opportunities for Human Resources in your own workplace
  • Identify three areas for further development within the Human Resources field as part of a personal action plan
  • Establish a systematic perceptive of Human Resource Management and its impact on your organization
  • Develop and Implement "best practice" in your organization
  • Find our how to develop and implement effective policies and procedures into your organization
  • Observe performance management and its links with improving organisational performance
  • Leam the importance of training and development and its impact on you organisation's bottom line
  • Participate in practical exercises to put your learning into practice

AR3.ProfessionalIncreasingly the effectiveness of traditional selection processes including the unstructured interview is being questioned. Getting the right person with the right capability in pivotal roles saves time and money.  This workshop will widen the horizon beyond basic interview skills and introduce behavioural interviewing, assessment centre methodology and the use of psychometric assessments and competencies in selection.

Effective OnboardingOUTCOMES

  • Agree key steps in planning for and making an effective selection
  • Prepare a job description that works to help the selection process
  • Key techniques for ensuring a an aligned person specification
  • Identify and develop the most appropriate recruitment and selection strategies for your organizational environment
  • Apply and comply with relevant legislation requirements
  • Develop systematic selection interviewing and decision-making techniques
  • Evaluate the range of recruitment tools available, including psychometric tests, biodata, assessment centres and health questionnaires
  • Ensure professional and ethical standards and codes of practice are applied
  • Practice conducing in depth interviewing
  • Reviewing recruitment and selection outcomes

ELearningThis content of this course covers the processing and analysis of both workers' compensation and sick leave claims to establish rehabilitation needs and return-to-work programs. It also covers the establishment of these programs and their monitoring, on-going review and evaluation.

Employee Rehabilitation

4.  MasterWorkforce planning is the process of strategically aligning the critical functions of an organisation with the talents of the individuals available to perform the work. ODR's comprehensive workforce planning approach considers and review how to map the direction that current trends and behaviours are taking the workforce, and discover techniques for describing the workforce required to achieve business strategy.

Workforce PlanningOUTCOMES

  • Identify and quantify workforce issues
  • Source, understand and interpret workforce information
  • Develop strategies and tools to overcome typical barriers to effective workforce planning
  • Develop workforce solutions in collaboration with managers
  • Raise the profile of workforce planning and integrate into agency planning process
  • Present a compelling business case.
  • Identify future demand requirements
  • Identify current capability and capacity and conduct gap analysis
  • Develop a strategy for maintaining sufficient capability and capacity
  • Review organisation design
  • Develop, implement and review organisational design strategies
  • Formulate strategic diversity priorities for the organisation
  • Influence organisational culture

4.  MasterThe role of a mediator conciliator can be very difficult and demanding, but rewarding. You will need to remain neutral and unbiased, have a basic understanding of legislation and  policy, sound communication skills, understand conflict and its causes and be able to apply models of conciliation effectively.

The program covers a large number of topics and although you will acquire many skills to assist you in your role as a conciliator. providing the basics is to be able to carry out your role.

MediationOUTCOMES

  • Foundations of the mediation process
  • Basic interviewing and counseling skills
  • Principles of conciliation process
  • Universal principles of legislation and policy
  • Inference and assumption
  • Agreements and charters
  • Following up and sustaining commitment

3.ProfessionalParticipants are provided an outline and practice in the process of conducting an ethical and legally sound investigation.  The program includes researching the scope of the investigation, determining investigation issues, planning and conducting the investigation, analysing and maintaining information/evidence gathered, compiling a report and handling complaints and appeals and resolution of different types of disputes together with models for real world application.

InvestigationOUTCOMES

  • Establishing and applying enabling legislation
  • Prepare, conducting and recording interviews
  • Critical documentation and record keeping guidelines
  • Stakeholder management and preventing investigation sabotage
  • Communications with the parties ensuring privacy rights are respected
  • Addressing situations where there are no witnesses
  • Diversity issues that may impact perceptions and the investigation
  • Investigative interviewing - getting to the truth
  • Proven techniques for conducting interviews with hostile witnesses
  • Uncovering vital pieces of physical and documentary evidence
  • Authenticity, adequacy and sufficiency of evidence
  • Analysing the data and the "Balance of probabilities” test

3.ProfessionalThanks in large part to technology, how individuals acquire new--or modify existing--knowledge, behaviors or skills has changed dramatically. For corporate learning and development professionals chartered with developing human capital in today's organizations, the impact of these changes can be both exciting and overwhelming. The focus has shifted away from developing a catalog of classroom training programs to understanding and deploying a broad array of learning approaches. These may include: asynchronous on-demand training, live virtual training, social learning, just-in-time training, exploratory informal learning, micro-training and mobility, to name just a few.

Work directly with your learning and development team to create a customized Learning Architecture that defines the optimal training approach to specific areas of learning across the organization. This Learning Architecture will take into account the profile of your learners, your corporate learning objectives and the nature of the learning content. At the end of the workshop, your team will leave not only with a new appreciation of how different training approaches can be leveraged to reinforce one another, but also with a concrete, actionable roadmap that will enable your organization to create an optimal continuous learning environment.

OUTCOMES

  • Current learning initiatives available.
  • The key elements to be included when putting together your learning & development strategic plan.
  • Use 'best practice' and proven methodologies to develop your strategic options.
  • Evaluate strategic choices and take decisions with confidence.
  • Define the strategic objectives for the function, ensuring it is aligned with the needs of the organisation.
  • Identify the most effective options to gain commitment when communicating your strategic plan

2.  IntermediateParticipants in this practical Business Succession Planning program undertake a project in which they map and plan how their organization will identify, develop and retain capable and skilled employees in line with current and projected business objectives.

OUTCOMES

  • Set vision and mission of the organization
  • Succession PlanningImproved cost analysis skills
  • Build valuable mentors
  • Define and use a SWOT analysis to set goals.
  • Create a plan, assign roles, and execute the plan
  • Communicate to develop support and manage change
  • Anticipate obstacles, and evaluate and adapt goals and plans
  • Define business succession planning and its role in your company
  • Make individuals prepared to bring the change

Improve your selection decisions.

3.ProfessionalEffective selection of a new team member is a considerable investment of your organisational resources, both financial and personnel.  Behavioural interviewing is a system designed to maximise the potential of screening employees to ensure they Can and Will do the requirements of the role.    Behavioural interviewing has been shown to improve selection accuracy by substantially.

Behavioural Interviewing 1OUTCOMES

    Identify genuine talent and recognize when a candidate is faking

    Construct behavioural interview questions that elicit what you really need to know 

    Refine your probing techniques to reveal the authenticity (or not) of the candidate's responses 

    Conducting reference checks with behavioural interview questions 

    Recognise red flags and screen potentially toxic behaviours 

    Controlling the interview to ensure you capture the data that will inform and improve your selection process

    Interview recording, analysis and evaluating and comparing candidate responds.

ELearningThis Level 1 elearning course covers the performance outcomes, skills and knowledge required to gather, organise, analyse and present information.   Learners complete project tasks for a simulated business  or a real workplace.

OUTCOMES

  • Develop a business brief
  • Planning and structuring
  • Style and format
  • The reader
  • Your role
  • Action planning and timelines
  • Research needs and objectives
  • Determining the methodology
  • Conducting the research
  • Structuring the report
  • Using technology and presenting professionally
  • Testing the report and distributing it
  • Seeking feedback
.

Online LearningCan you tell if someone is telling the truth just by looking at them?   Body language is a form of non-verbal communication, which consists of body posture, gestures, facial expressions, and eye movements. Humans send and interpret such signals almost entirely subconsciously. 

It is a skill that a lot of people do not have. Through Body Language Basics you will be given a set of tools to use to your advantage. These tools can be utilized in the office and at home. Understanding Body Language will provide you a great advantage in your daily communications.


Body Language Basics will provide you with a great set of skills to understand that what is not said is just as important than what is said. It will also give you the ability to see and understand how your own Body Language is being seen. You will be able to adjust and improve the way you communicate through non-verbal communications.

OUTCOMES

•    Define body language.
•    Understand the benefits and purpose of interpreting body language.
•    Learn to interpret basic body language movements.
•    Recognize common mistakes when interpreting body language.
•    Understand your own body language and what you are communicating.
•    Practice your body language skills.


This self paced ELearning Level 1 elearning covers the performance outcomes, skills and knowledge required to establish, build and sustain innovative work practices. Learners complete project tasks for a simulated business or a real workplace. Since the overarching project goal at sample organisation is to set up a new branch office,  the task of encouraging innovative work practices is critical.

OUTCOMES

  • Review existing procedures
  • Lead innovation
  • Provide models of innovative practice
  • Internal and external drivers for workplace change
  • Management innovation
  • Leadership, culture and management
  • Management styles and the culture of innovation
  • Assessing the risk and analysing your situation
  • Characteristics that support innovation
  • Planned versus reactive
  • Supporting and involving others
  • Negotiate ways to maximise opportunities for innovation
  • Evaluating ideas
  • Monitoring and evaluating
  • Recording and reporting
  • Resourcing innovation
  • Organising work to facilitate innovation
  • Provide guidance and coaching in innovation
  • Assessing the impact

ELearningBusiness Acumen is all about seeing the big picture and recognizing that all decisions no matter how small can have an effect on the bottom line. Through our Business Acumen course you will improve your judgment and decisiveness skills together with your financial literacy and business sense.

Business Acumen will give you an advantage everyone wishes they had. The course will help you  recognize learning opportunities, manage risk better, and increase your critical thinking. Business Acumen has the ability to influence your whole organization, and provide that important additional edge that will lead to success.

OUTCOMES

•    Know how to see the big picture
•    Develop a risk management strategy
•    Know how to practice financial literacy
•    Develop critical thinking
•    Practice management acumen
•    Find key financial levers

ElearningLearn how to implement an organisation's continuous improvement systems and processes. The course places particular emphasis is on using systems and strategies to actively encourage the team to participate in the process, monitoring and reviewing performance, and identifying opportunities for further improvements.


Continuous Improvement

ElearningThis learning resource provides advice on delivering service  to customers. Customer service is where an organisation or supplier meets the needs  of a customer as efficiently and courteously as possible.

Customer Service

ELearningDelivering Constructive Criticism is one of the most challenging things for anyone. In this course you will gain valuable knowledge and skills that will assist you with this challenging task. When an employee commits to an action that requires feedback or criticism it needs to be handled in a very specific way.
Constructive Criticism if done correctly will provide great benefits to your organization. It provides the ability for management to nullify problematic behaviors and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.
We all appreciate hearing about how we are perceived when it is delivered constructively and we have  the opportunity to respond in kind.

OUTCOMES

•    Understand when feedback should take place
•    Learn how to prepare and plan to deliver constructive criticism
•    Determine the appropriate atmosphere in which it should take place
•    Identify the proper steps to be taken during the session
•    Know how emotions and certain actions can negatively impact the effects of the session
•    Recognize the importance of setting goals and the method used to set them
•    Uncover the best techniques for following up with the employee after the session

ELearningThis Level 1 elearning  covers the performance outcomes, skills and knowledge required to determine the development needs and to facilitate the development of staff. Learners complete project tasks for a simulated business or a real workplace.

OUTCOMES

  • Identify the development needs of staff
  • Current trends in organisations
  • Organisational requirements driving staff development
  • Characteristics of an effective team
  • Workplace culture, norms and values
  • Develop a learning plan
  • Monitor and modify learning plans
  • Implement programs and opportunities for development
  • Activities and support materials
  • Timelines and recourse
  • Coaching and mentoring
  • Monitoring team performance
  • Dealing with diversity and conflict
  • Evaluating achievement and presenting evaluation results
.

ELearningAs a team leader, you need to have good working relationships with the people around you. What does that mean? Usually people we work well with are ones who we trust, and who we have confidence in.  This Level 1 elearning explores what it takes to develop trust in others.

OUTCOMES

  • deal with people openly and fairly
  • identify different interpersonal styles
  • Communication with your team
  • mentor and coach individuals and teams
  • keep records about things that you and your team have agreed to do
.

ELearningThis level 1 elearning course encompasses the competencies involved in planning work schedules, monitoring work performance, and assessing and coordinating professional development. Materials include: information, activities, self tests, reference list and example business case studies.

OUTCOMES

  • Identify work priorities
  • Planning your own work schedule
  • Factors affecting work objectives
  • Short term and long term planning
  • Monitor your work performance
  • Coordinate professional development
  • Planning your work schedule
  • Planning aids and technology
  • Needs of your customers; internal and external
  • Effect of resources
  • Work patterns and objectives
  • Owning your work objectives
  • Contingency planning
  • Effective work group plans
  • Performance appraisal

ELearningThis Level 1 elearning explores various aspects of communication in the workplace
that impact on how effectively we are able to interact with other people to get our message across and to understand theirs. Its focus is for people working in a professional environment who may also interact with clients, customers or other external groups such as suppliers or contractors. There is some focus on equity groups, communicating with people with visual or hearing impairments, and differences in cultural conventions.

OUTCOMES

  • The principles of communications
  • Establishing rapport
  • Non-verbal communication
  • Verbal communication
  • Effective listening
  • Telephone communication
  • Persuasive communication
  • Barriers to effective communication
  • Feedback and maintaining contact
  • Information management

ELearningThis course covers the major components of managing and supporting performance management systems. Day-to-day coaching and informal feedback, leading to regular performance feedback sessions are covered. Specific interventions associated with underperformance and/or misconduct are also included.

Effective Performance Management

ElearningThis course explores the outcomes required to collect, analyse and communicate information and to use that information to develop and maintain effective working relationships and networks, with particular regard to communication and representation.

Effective Workplace Relationships

Online LearningWhen you think of employee motivation, many things may come to mind: more money, a bigger office, a promotion, or a better quality of life. The truth is, no matter what we offer people, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that you have a motivated workforce.
This course will give participants several types of tools to become a great motivator, including goal setting and influencing skills. Participants will also learn about five of the most popular motivational models, and how to bring them together to create a custom program.

OUTCOMES

• Defining motivation, an employer's role in it and how the employee can play a part
• Identifying the importance of Employee Motivation
• Identifying methods of Employee Motivation
• Describing the theories which pertain to Employee Motivation - with particular reference to psychology
• Identifying personality types and how they fit into a plan for Employee Motivation.
• Setting clear and defined goals.
• Identifying specific issues in the field, and addressing these issues and how to maintain this going forward.

ELearningThis content of this course covers the processing and analysis of both workers' compensation and sick leave claims to establish rehabilitation needs and return-to-work programs. It also covers the establishment of these programs and their monitoring, on-going review and evaluation.

Employee Rehabilitation

ELearningExperienced Human Resources professionals and managers frequently encounter complex and potentially high risk situations relating to a variety of Employee Relations issues.  This course will assist in cultivating the knowledge, skills and confidence to deal with the array of challenging and realistic workplace circumstances.

Employee Relations

ELearningThe content of this course covers all aspects of separation/termination of an employment contract. It deals with the establishment and maintenance of systems to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews.

Employee Separation



Online LearningPerformance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. The key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.

When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.

Performance Management Foundations

OUTCOMES

  • Define performance management.
  • Understand how performance management works and the tools to make it work.
  • Learn the three phases of project management and how to assess it.
  • Discuss effective goal-setting.
  • Learn how to give feedback on performance management.
  • Identify Kolb's Learning Cycle.
  • Recognize the importance of motivation.
  • Develop a performance journal and performance plan.

Online LearningPerformance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee manager relationship. The key in keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.

When changes occur Performance Management helps the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee's skill-set and make them a more valuable employee through feedback and coaching.

Performance Management Foundations

OUTCOMES

  • Define performance management.
  • Understand how performance management works and the tools to make it work.
  • Learn the three phases of project management and how to assess it.
  • Discuss effective goal-setting.
  • Learn how to give feedback on performance management.
  • Identify Kolb's Learning Cycle.
  • Recognize the importance of motivation.
  • Develop a performance journal and performance plan.

2.  IntermediateThis Lean Six Sigma program is designed for supervisors, managers and leaders who are seeking to improve productivity across a range of business environments from the office to the production floor. The course introduces the principles of lean management and their application, which ultimately leads to 6 sigma workplaces (3 mistakes per 1 million processes). This is by removing wasteful processes and human error.

Lean management was first applied in Japan and is now used in a range of business environments worldwide. Content covers kaizens (change for good), mistake proofing (poka yoke), 5S, root cause analysis, creative problem solving and continuous improvement.

Six SimaOUTCOMES

  • Develop a 360 degree view of Six Sigma and how it can be implemented in any organization.
  • Identify the fundamentals of lean manufacturing, lean enterprise, and lean principles.
  • Describe the key dimensions of quality - product features and freedom from deficiencies
  • Develop attributes and value according to the Kano Model
  • Understand how products and services that have the right features and are free from deficiencies can promote customer satisfaction and attract and retain new customers.
  • Describe what is required to regulate a process
  • Give examples of how poor quality affects operating expenses in the areas of appraisal, inspection costs, internal failure costs, and external failure costs
  • Using basic techniques such as DMAIC and how to identify Six Sigma Projects
  • Use specific criteria to evaluate a project
  • Discover root causes of a problem
  • Design and install new controls to hold the gains and to prevent the problem from returning.
.

ElearningIn a workplace, with people from a range of cultures, ages, gender and personality, conflict is inevitable. You'll often be confronted with difficult situations that will need your intervention to resolve so that your staff can move on and get the job done.

This Level 1 elearning will help equip you with the skills and knowledge you need to turn a difficult situation into a positive one.

OUTCOMES

  • identify problems in the workplace
  • manage poor work performance, while adhering to your organisation's policies and procedures
  • manage conflict constructively.

ElearningThis Level 1 elearning course will provide you with the information you need to manage your business' finances. Your task for this competency is to prepare several documents to illustrate your ability to manage finances. Topics include: keeping the books, financial statements, managing your business cashflow, taxation requirements, and rules and  regulations affecting business finances.

Manage Finances

ELearningThis interactive self-paced Level 1 elearning program introduces the foundational knowledge and skills of Project Management. Participants are provided an overview of the tools, techniques and practices relevant and immediately applicable to any workplace or project.

The essential disciplines required to meet timelines, quality standards, budgetary limits for effective project management are introduced.

At the end of the course participants will have acquired and applied the technical and procedural knowledge and skills utilizing a set of fundamental methods   and tools so they can successfully undertake their first projects.

OUTCOMES

Get ready to manage a project

  • Develop a project scope to identify project requirements identifying relevant stakeholders, project limitations, project parameters, team members responsibilities and financial objectives.

Make the project happen

  • Manage your team effectively and ensure responsibilities and requirements of the project are clear.
  • Develop, maintain and monitor record keeping systems.
  • Maintain Risk Management to ensure project outcomes are met.

Close the project and reflect on it

  • Review project documentation and record keeping to ensure accuracy.
  • Reflect upon and document lessons learnt from the project for organisational record keeping.

Online LearningThis unit covers the skills and knowledge required to manage projects within a work/life skills context. It has particular relevance for managers of human resources or diversity programs, frontline managers and specialist consultants responsible for promoting a balance between work demands and personal life.

Manage Work Life Skills

ElearningThis unit specifies the outcomes required to implement the operational plan by monitoring and adjusting operational performance, producing short-term plans for the department/section, planning and acquiring resources and providing reports on performance as required.

ELearningPersonal Branding is identifying your assets, characteristics, strengths and skills as an individual. Its a mix of how you present yourself and how others see you.   It's an important strategy for managing how others perceive you and what opportunities you are provided given others' understanding of how you are positioned.  Understanding and utilising your Personal Branding will enable significant advantages in your personal and professional lives. 

Personal BrandingCompleting this Level 2 Personal Branding course you'll enable you to share a clear vision of your preferred direction and passions with others in your company.  You will explore how to utilise Social Media to define and influence how others see you. You are your brand so protect it. Live it.

OUTCOMES

  • Define your image.
  • Control your image.
  • Understand how to sharpen your brand.
  • Use social media appropriately.
  • Manage your brand in a crisis.
  • Develop a professional appearance.


ELearningDelivering a great presentation starts with making sure you have properly prepared a great presentation. If you have put in the time to plan and prepare a presentation, then it is time to get ready to deliver it.  This Level 1 elearning course will step you through the process of ensuring you deliver effective presentations from managing yourself, you information, your room through to your audience.

OUTCOMES

  • Arranging ideas in logical order
  • Oral presentation techniques
  • Written presentation techniques
  • PresentationsPlan and prepare a presentation
  • Researching information
  • Audience considerations
  • Checking, rewriting and reviewing
  • Delivery techniques
  • Voice, body language, seating arrangements
  • Controlling nerves
  • Engaging the audience
  • Handling questions
  • Follow up and evaluation
  • Audience Feedback

ELearningThis unit covers all aspects of the recruitment selection and induction processes from the perspective of an HR manager responsible for ensuring the organisation undertakes these processes in accordance with predetermined policies and procedures.

ElearningFor the small business owner starting up or wanting to improve their skills, build and grow their business.   This Level 1 elearning course provides the required competencies in planning for growth, managing operations, finance and marketing.

Small Business Management

ELearningIn this Level 1 elearning course leaders and team members explore those elements that make up an effective team, their preferred style and role, the role of the leader and team members and how they contribute to ensuring the effectiveness of their team. 

OUTCOMES

  • Teamworks skills and communication
  • Communication barriers
  • What is discrimination and harassment
  • Teamwork resources
  • What makes a good team
  • Decision making
  • Managing conflict
  • Being a team player
  • Building team relationships
  • Lead a team
  • Your leadership style
  • Staff strengths and weaknesses
  • Improving performance
  • Stages of appraisal
  • Team meetings
  • Build trust in team situations
  • Behaviours that build and those that destroy trust
  • Planning to achieve team objectives

ELearningIn the new global economy, it is more important than ever to understand how culture affects communication and perception. Improving intercultural communication enhances success by bringing varied perspectives and fresh ideas into the workplace.  This Level 1 elearning course explores the ways in which we benefit from diversity on the work scene.

DiversitOUTCOMES

  • Learn about stereotypes & biases, how to develop and gain insights into one's own perspectives
  • Gain effective strategies for removing barriers to diversity in the workplace
  • Improve listening and learn effective questioning techniques to communicate more effectively in a diverse population
  • Learn the importance of non-verbal communication, both one's own and that of others
  • Master ways of encouraging diversity in the workplace while discouraging and preventing discrimination
  • Learn how to respond to personal complaints and develop a support system to manage this resolution process in your organisation
  • Gain a professional approach to record, analyse and resolve situations involving diversity
  • Learn how to create a mechanism of prevention to reduce negative or discriminating situations and prevent future occurrences

ElearningThis unit is concerned with OHS responsibilities of employees with supervisory responsibilities to implement and monitor an organisation's Occupational Health and Safety policies, procedures and programs in the relevant work area to meet legislative requirements.

2.  IntermediateIdentify how satisfied you are with your current career with this free inventory.

Career satisfaction is possible, but it requires you to know what truly motivates you. Many people will tell you that they're unhappy in their current job, but they can't pinpoint why. They talk about being unfulfilled, underutilized, or underpaid. Many will simply say they're "missing something.” More often than not, a lack of job satisfaction is a matter of internal needs not being met--such as a lack of personal growth or a lack of opportunity to be creative--rather than external needs, such as pay or benefits. Thus, achieving job satisfaction is not simply a matter of earning a higher salary (although most of us wouldn't complain) but a matter of discovering the kind of work that matches your values and personality and fulfills all your needs.

  • Career Satisfaction25 items
  • 1 factor
  • 10 minutes
  • 1 coaching session optional ($150.00 GST inclusive)

2.  IntermediatePeople choose to enter certain occupations because they value the rewards they receive from the work they do. Whether it's helping people, making money, or continuing to learn, the values that motivate people to work vary considerably, and no single value appeals to everyone equally. Although you share common values with people from all over the world, you have a value system that is unique to you.

Values are beliefs and behaviours that are important to you that provide you with a sense of usefulness, meaning, and worth.  This inventory will identify those that will bring you a sense of meaning and engagement with your career.

3.ProfessionalThe Career Alignment Inventory is based in three key concepts.

1.    People succeed in managing their careers only when they take concrete Initiatives.

2.    Initiatives succeed only when based on specific information about the person and organisation.

3.    Information is available - but only to people who take responsibility for pursuing it.

Career AlignYou can begin addressing these issues by starting with a very simple step: taking the inventory to learn what Initiative you have taken and can take on the five core issues in career development.  Each of these issues translates to a key question you must answer in order to take effective initiative on your career.

2.  IntermediateOne secret to career satisfaction and success is to find an occupation that matches both your interests and your abilities. Recent studies of young adults making a career change found that nearly half of them changed occupations to find a better fit between their skills and interests.

It seems that the two would correlate and that people who were interested in something would also be good at it, but this isn't always the case, as the example above shows. Achieving career success, then, becomes a balancing act between finding work that you enjoy and work at which you excel.

2.  IntermediateThis assessment helps you identify your needs and the extent to which your career does or can fulfill them. Keep in mind that no career-no matter how wonderful-can satisfy every need. If it did, we would never leave work. However, by better defining your needs, you can more easily adapt your current job to meet as many of them as possible-or find a job that will.

1. IntroductoryThe following questionnaire is designed to help you identify some of your personal
habits and traits in relation to time management.

2.  Intermediate

Multiple Intelligence (MI) theory states that there are at least seven different ways of learning anything and therefore there are "seven intelligences": body/kinesthetic, interpersonal, intra-personal, logical/mathematical, musical/rhythmic, verbal/linguistic and visual/spatial. In addition most all people have the ability to develop skills in each of the intelligences and to learn through these.

2.  IntermediateUnderstanding what drives certain characteristic work styles and the perceptions work mates may have of the strengths and shadow sides of these styles contribute to an individual's effectiveness in any team.   This tool will assist you to recognise your own and your work mates' drivers and to play to each other's strengths whilst managing the challenges the differing drivers present.

This inventory will provide you with possible perceptions you team mates might have of your working style.  It can be used for self awareness, team building and other applications where a further perspective on how you work could be useful. In these situations it may be useful to share the results with others.

2.  IntermediateIf you work for someone else now and are considering stepping out on your own or starting your own business, there is a way to measure your readiness for entrepreneurship.  There are specific interests, preferences and behaviors that successful entrepreneurs tend to engage in and certain filters through which they evaluate and respond to business challenges.

Whilst an entrepreneurial mindset can be learned, it is also partly innate. This assessment measures your entrepreneurial inclination, your preparedness and fitness for the challenges of going it alone in buiness.

Entrepreneurial ReadinessThis assessment can help you decide whether self-employment is a viable option for you.

  • 50 Items
  • 50 readiness factors
  • 15 minutes
  • 1 x coaching session

3.ProfessionalIn today's competitive and fast-moving business environment, for many organisations change is something which has almost come to be expected. How that change is managed, however, can either enhance or undermine the benefits which the change was originally intended to bring about. For those involved in change management it is important therefore to firstly ensure that change management skills are in place.  This inventory will Identify your Change Manager strengths and areas to focus your development. 

2.  IntermediateA Team Role as defined by Dr Meredith Belbin is "A tendency to behave, contribute and interrelate with others in a particular way.”  The value of Belbin Team Role theory lies in enabling an individual or team to benefit from self knowledge and adjust according knowledge to the demands being made by the external situation.  The concept was derived from a study of successful and unsuccessful teams competing in Business Games at Henley Management College, England. Managers taking part in the exercise were given a battery of psychometric tests and put into teams of varying composition. As time progressed different clusters of behaviour were identified as underlying the success of the teams. These successful clusters of behaviour were then given name and knowledge of these behavioural preference by all team member facilitates team effectiveness.

2.  IntermediateThe ability to achieve your mission is determined by your success in developing people with specialised knowledge and skills.  This survey will help you identify the ways in which you affect the career development of your employees and team members.  Completion of the survey will provide you with a profile of your strengths and areas for improvement.

3. ProfessionalBlock contends that we truly act in an empowered manner only when we choose the empowerment pattern that we use in a given situation, and do so without using that pattern purely as a means to get what we want. We must also be careful to not allow other people's actions to trigger our actions, since doing that is a sure sign of our nonempowered state. When we consciously choose our empowerment pattern for its own sake, and do so in a way that is not a reaction to someone else's actions, then we are well on the way to empowering ourselves.

2.  IntermediateThe Tuckman model (1965) theorizes that teams go through five stages: forming, storming, norming, performing, adjourning. Teams often become frustrated due to the time it takes to form into a coherent team. Knowing there is a natural progression to performing should ease some of your anxieties. 

3. ProfessionalBefore you invest time, effort and resources in building a learning organsiation supported by knowledge management, it helps to know how ready your organisation is - how prepared the culture is for using learning as a business asset. The following questionnaire can help you identify strengths that will support the effort, as well as roadblocks that could slow it down.

Learning Organisation ReadinessSpeak to on of our consultants about determining your organisation's readiness to implement learning organisation strategies.

Contact Us for a free consultation.

3. ProfessionalOrganizational effectiveness is critical to success in any economy. In order to achieve increased and sustainable business results, organizations need to execute strategy and engage employees. However, research indicates that most organizations are struggling to get it right.

How Rude!  Ignoring incivility deliberately or unconsciously perpetuates and escalates bad behaviour

IncivilityThe seemingly small acts of offensive behaviour, injustice and disrespect we all experience don't stop or go away when ignored.  In fact decades of research shows that unchecked bad behaviour escalates and spirals when ignored.   Many of us would have experienced the demanding "boss from hell" or the narcissistic co-worker who's self focus impacts our performance. Incivility is the seemingly inconsequential words and acts of others that violate our expectations of respectful behaviour including;

  • Insulting comments - overt and covert
  • Withholding information
  • Taking credit for another's work or efforts
  • Showing little interest or not listening to other's opinions
  • Failing to follow up, return phone calls or respond to email
  • Failing to say "please” or "thank you” or worse - grunting
  • Leaving a mess for others to clean up

Each small act of incivility adds to a toxic climate and each act causes those who experience it to spread it to others.  In addition, targets of incivility often punish their offenders and the organisation in which it occurs either overtly through acts of revenge or covertly through acts of sabotage.

The rampant rise of rudeness costs us all, taking its toll and hijacking the efforts and resources of offices and organisations.  The impacts include greater job stress, reduced performance and innovation and disengagement from our work.  Organisations who ignore incivility experience lower staff engagement, poor productivity and higher turnover.

  • Up to 98% of employees say they have experienced incivility at work.
  • Over 50% report experiencing it weekly.
  • Yet more than 40% Say They Don't Have Time at Work to Be "Nice".

This online workshop will step participants through identifying and naming the acts of incivility.  You have to name it to tame it.  Together with the impacts and costs of incivility for individuals, teams and organisations.

  • Individual participants will assess the ways in which incivility impacts their personal effectiveness and access the language and tools needed to address incivility when you experience.
  • Teams will estimate the impacts in terms of time and resource costs of incivility whether experienced within the team or from external sources.
  • Organisational estimates of revenue impacts will be calculated by participants interested in the systemic impacts of bad behaviour.


Strategies for combating this growing epidemic will also be outlined.

OUTCOMES

  • What is in/civility?
  • What are the impact and costs?
  • Factors that provoke incivility
  • The incivility spiral
  • The real personal, team and organisational costs of incivility
  • How workplace incivility hurts the bottom line
  • Rudeness repels customers
  • Nice guys really do finish first
  • The ROI for being civil
  • Strategies to foster civility for individuals, teams and organisations

 

ONLINE WORKSHOP DETAILS

Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Monday 9th November 2015

Online Access to Materials:   Register now and gain access to our resources immediately.

Online Assessment & Certificate:   If you choose to complete the assessment, you can download a Certificate of Achievement for the completing the workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach if you want so you can get started exploring the specific issues you want to address.

A culture of blame is toxic to the performance and well being of the people in it and to the bottom line of the organisation in which they work.  Why is it we don't talk about how avoiding and shifting blame impacts individual, team and organisational effectiveness?   Few of us are trained in how to say the hard stuff without triggering defensiveness from those who we'd prefer cooperate.  In this 1 hour online workshop, the blame game is briefly dissected and its purpose revealed, deconstructed and more effective approaches explored.

Blame GameOUTCOMES

  • Why is the blame game sapping resources of all kinds
  • The trap of mismanaged fear, guilt, anger and power
  • Scapegoating:  Benign or malicious.
  • How to play and the benefits of quitting
  • Reframing blame: Identifying payoffs and protections
  • Mindful communication:  Truth without blame
  • Positive accountability in the workplace

ONLINE WORKSHOP DETAILS


Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Thursday 19th November 2015

Online Access to Materials:   From Monday 16th November to 22nd November

Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

Do you know your social branding assets?

Let coach Michelle show you how to "Be interesting"!

Brand Your SelfIn a world where job tenure is a thing of the past - a strong personal brand has become a must.  One of the best ways to articulate your skills, experience, knowledge, and overall worth in today's competitive job market is to create a personal brand that helps you gain clarity on your personal direction and what you have to offer and to stand out in the crowd.

We all have a reputation whether we are managing it or not.  Your personal brand lets you define how you are perceived.  It guides and focuses your efforts and differentiates you in a highly competitive job market.  It defines what motivates you and makes you interesting.

This one hour online workshop explores what you want to known for, what people say about you and how you manage your personal brand. 

OUTCOMES

  • Get clear on the value of personal branding
  • Tips for creating a compelling brand that captures interest and propels your career
  • Explore the current state of your personal brand and consider your social branding assets
  • Learn an impactful branding model
  • Hear real life success stories about how others have turned around their lives though targeting their brand
  • Overview the steps in your personal branding story
  • Links to coaching and career management options


About Your Workshop Presenter

Michelle ClarkeMichelle Clarke is a Credentialed Executive and Leadership coach who works with already-successful, high-achieving individuals and teams, coaching her clients to sustain their value proposition - not only professionally, but also holistically. Her clients include C-suite executives, leaders and career climbers who are committed to further enhancing their impact in the world.   Michelle's authentic approach to Personal Branding has allowed her to pursue her other loves - travel and photography - whilst being invited to share her knowledge and experience at coaching and leadership conferences around the world- the most recent being in Cape Town, Johannesburg, Lima, Montevideo and Santiago.  Michelle's clients speak highly about the outcomes they achieve as many of them have stepped successfully into more empowered positions as a result of their work with her. 
 

ONLINE WORKSHOP DETAILS

Workshop Time:  10.00 - 11.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Tuesday 27th October 2015

Online Assessment & Certificate:   If you choose to complete the assessment at completion of the workshop, you can then download your certificate.

Access to Online Coaching:  
Access a coach to assist with your personal branding.

How Rude!  Ignoring incivility deliberately or unconsciously perpetuates and escalates bad behaviour

IncivilityThe seemingly small acts of offensive behaviour, injustice and disrespect we all experience don't stop or go away when ignored.  In fact decades of research shows that unchecked bad behaviour escalates and spirals when ignored.   Many of us would have experienced the demanding "boss from hell" or the narcissistic co-worker who's self focus impacts our performance. Incivility is the seemingly inconsequential words and acts of others that violate our expectations of respectful behaviour including;

  • Insulting comments - overt and covert
  • Withholding information
  • Taking credit for another's work or efforts
  • Showing little interest or not listening to other's opinions
  • Failing to follow up, return phone calls or respond to email
  • Failing to say "please” or "thank you” or worse - grunting
  • Leaving a mess for others to clean up

Each small act of incivility adds to a toxic climate and each act causes those who experience it to spread it to others.  In addition, targets of incivility often punish their offenders and the organisation in which it occurs either overtly through acts of revenge or covertly through acts of sabotage.

The rampant rise of rudeness costs us all, taking its toll and hijacking the efforts and resources of offices and organisations.  The impacts include greater job stress, reduced performance and innovation and disengagement from our work.  Organisations who ignore incivility experience lower staff engagement, poor productivity and higher turnover.

  • Up to 98% of employees say they have experienced incivility at work.
  • Over 50% report experiencing it weekly.
  • Yet more than 40% Say They Don't Have Time at Work to Be "Nice".

This online workshop will step participants through identifying and naming the acts of incivility.  You have to name it to tame it.  Together with the impacts and costs of incivility for individuals, teams and organisations.

  • Individual participants will assess the ways in which incivility impacts their personal effectiveness and access the language and tools needed to address incivility when you experience.
  • Teams will estimate the impacts in terms of time and resource costs of incivility whether experienced within the team or from external sources.
  • Organisational estimates of revenue impacts will be calculated by participants interested in the systemic impacts of bad behaviour.


Strategies for combating this growing epidemic will also be outlined.

OUTCOMES

  • What is in/civility?
  • What are the impact and costs?
  • Factors that provoke incivility
  • The incivility spiral
  • The real personal, team and organisational costs of incivility
  • How workplace incivility hurts the bottom line
  • Rudeness repels customers
  • Nice guys really do finish first
  • The ROI for being civil
  • Strategies to foster civility for individuals, teams and organisations

 

ONLINE WORKSHOP DETAILS

Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Monday 9th November 2015

Online Access to Materials:   Register now and gain access to our resources immediately.

Online Assessment & Certificate:   If you choose to complete the assessment, you can download a Certificate of Achievement for the completing the workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach if you want so you can get started exploring the specific issues you want to address.

Your ideas are dismissed, your phone calls go unreturned, you miss a key meeting because you weren't invited, you are being stonewalled and its both confusing and frustrating.

The most recent research identifies that as many as 70 per cent of employees were currently being bullied or had been bullied in the past; also, just over 13 per cent indicate they have witnessed workplace bullying. Of the number that had been bullied, 38 per cent indicated that the bullying activity had occurred for over six months. Different from constructive criticism or conflict, bullying is persistent, it focuses on a person rather than a task and the recipient feels powerless to stop it. Worst of all, employees who experience bullying find that it's just as hard to explain and stop the abuse as it is to suffer through it. With close to a decade of growing focus on this apparent epidemic, this workshop explores what is working to eliminate bullying.

Bully Free ZoneOUTCOMES

  • Signs of workplace bullying: its causes and effects
  • How is covert bullying any different from passive aggression?
  • Blame, shame and malicious envy
  • What strategies are proving effective for individuals, teams and organisations
  • Realistic not idealistic strategies
  • Helping others.  Helping your self.

ONLINE WORKSHOP DETAILS

Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Friday 9th October 2015

Online Access to Materials:   From Monday 5th July to 11th October

Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

Whether it is the microscope under which we have our leaders today that has identified that toxic behavior in company leaders is a growing problem or it has always been an issue, how do we help these leaders be more effective.  This 1 hour online workshop explores strategies for overcoming the dark side of leadership.

Lion TamingOUTCOMES

  • Recognising overt and covert aggressive leadership in the workplace.
  • Rationalising and externalising:  Blame and projection.
  • Preventing emotional abuse with emotional intelligence
  • Eliciting positive strengths
  • Action learning strategies and a framework for transformation

ONLINE WORKSHOP DETAILS


Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Thursday 18th December 2015

Online Access to Materials:   From Monday 14th to 20th December

Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

Lie SpottingDishonesty in the workplace is much more pervasive and much more frequent than most people want to believe.  Daily we hear about the disastrous consequences of trust a dishonest advisor, leader, employee or family member.  Research has identified that most of us lie even if we do so to protect another's feelings and one in five employees says they are aware of fraud in the workplace.  When more than three quarters of lies go undetected, deceptions not only costs organisations billions, the flow on impact to individual, team and organisational perfromance, moral and employee well being is inestimable.  This online workshop provides a breif overview of what to look for and how to managing lying in the workplace.

OUTCOMES

  • The deception epidemic
  • Detecting Deception 101:  Who, When and Why
  • The old tools and why they don't work
  • Deception is a cooperative act
  • Why actions speak louder than words
  • The BASICs of lie detection
  • Watch for the Toxic Types

ONLINE WORKSHOP DETAILS


Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Thursday 16th July 2015

Online Access to Materials:   From Monday 13th July to 18th July

Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

The workplace has often been seen as one of the places where civility still ruled, with co-workers treating each other with a mixture of formality and friendliness, distance and politeness.  However, with downsizing, reengineering,budget cuts, pressures for increased productivity, autocratic work environments increasing and the use of part-time and outsourced employees, there has been an increase in "uncivil and aggressive workplace behaviours.”   At what point does incivility become toxic undermining individuals and work-groups?  This workshop is for those wanting to understand the options in when you find yourself in a toxic wasteland.

Toxic WorkplacesOUTCOMES

  • When is behaviour toxic and how to recognise it.
  • Indicators of toxic workplaces.
  • Staff infections:  The costs of toxic behaviour.
  • System overload.  When the poison rots performance.
  • Narcissists and psychopaths.  Putting their power in neutral.
  • What happens when HR won't or can't do there job.
  • Do you really get what you tolerate?  Surviving toxic workplaces
  • What do you mean THRIVE?

ONLINE WORKSHOP DETAILS


Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Thursday 17th March 2016

Online Access to Materials:   From Monday 1tth to 21st March 2015

Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

BlindsideResearch has identified that passive aggressive behaviour is more of a problem than people might like to believe.   Workplaces are rife with confusing, frustrating, dishonest behaviour  and mixed signals.  All of which minimise productivity and job satisfaction.   In this hour long session how to recognise, respond and recover from passive-aggressive behaviour is explored.  Strategies are provided to assist you to stop the crazy making of the games, secrets and manipulation.

OUTCOMES

  • Stop!  What was that?  That's crazy making
  • The warning signs and the aftermath
  • Attitudes / personality traits and corresponding behaviour patterns of passive aggression.
  • The emotional and psychological impact of covert passive-aggressive leadership on employees.
  • The hidden and real cost of covert aggressive tactics on organisations
  • Why does covert aggression survive and thrive in the workplace
  • Survive and thrive:  Assertiveness techniques

ONLINE WORKSHOP DETAILS


Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

Workshop Date:   Thursday 20th August 2015

Online Access to Materials:   From Monday 17th August to 23rd August

Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

Why do highly capable people sometimes feel like they aren't as great as others think?   Have you ever thought: They made a mistake and actually confused me with someone else much more qualified? Or had the feeling that even if they meant you, it will only be a matter of time before they realize you are a fraud? It's not the kind of thing to which people like to admit and if left unaddressed, opens the doors for imposers who play on a the fear driving these thoughts and feelings.

Imposters & ImposersOUTCOMES

  • Feeling like a fraud
  • Its more than just high achieving women
  • Self-criticism and internalising externals
  • Who's yardstick?  What is and when is good enough?
  • Conditional acceptance and those who feed on fearEveryday courage and connection
  • Self authoring

ONLINE WORKSHOP DETAILS


    Workshop Time:  12.00 - 13.00pm workshop + 1 hour questions (Australian EST)

    Workshop Date:   Thursday 11th February 2016

    Online Access to Materials:   From Monday 9th to 14th February 2016

    Online Assessment & Certificate:   If you choose to complete the assessment, you can do so and download your certificate from completion of the online workshop.

    Access to Online Coaching:   Use the booking area to schedule online time with a coach and get started exploring the specific issues you want to address.

Looking for a place to set up and nurture an "in-house" affiliate program.

Super AffiliateThis free online training and ready made affiliate community is for affiliate marketers who have or are looking to take the next steps or launch their business into an income explosion. 

OUTCOMES

  • How to choose the best affiliate setup model - ClickBank or in-house
  • How to find and get affiliates to promote our products for you willingly and enthusiastically!
  • How to systematically set up our product on the most popular affiliate platforms, get approved and push earnings. 
  • How to provide affiliates with everything they need so the only thing they have to do is promote for you, and give them no excuse not to promote your product! 
  • How to pay an army of affiliates easily using a few clicks of the mouse.  
  • How to set up your income explosion of at least 10 times your current online profits.
  • Simple yet powerful methods that will make affiliates promoting your Affiliate Program lives easier and happier... Resulting in a boost in profits... Starting Today!

ODR's has  Affiliate Ecommerce capability that will allow you to eliminate the middle man payment to PayPal or an Affiliate Network so you can drive and monitor your team directly from our site.

Regular updates and best practice Affiliate Program Management advice on our Blog.  Share with other Super Affiliates for their success hints.

Set up your own explosive revenue affiliate system today.

Access is FREE.  Press the "Buy Course" button below and follow the registration process

ELearningThis free overview explains to new e-learners some of the benefits, challenges and expectations of studying online.  You will be taken through the login proces to experience the online environment.

Increase SalesThis program is in development

This Community of Practice was establish to service the personal and professional development of ODR's employees, associates and accredited practitioners.

To participate in the community, please contact communities@odr.com.au.

This community of practice is where those working for ODR in a coaching capacity developing leaders so they can share and develop their practice, skills or techniques  through collaboration with other coaches.

Regardless of whether one specialises in personal life, professional duties, a seasoned coach or a career starter, all those wanting to learn about or share thoughts and ideas with other coaches are welcomed and encouraged within this community.

This area has been established to allow the sharing of information and resources between ODR's Coaches an accredited practitioners.

To participate in this community please send and email to coach@odr.com.au

This community was established for facilitators using ODR's resources to share information and facilitation techniques.

If you would like to participate in the community, please email facilitator@odr.com.au.

This area has been established to allow the sharing of information and resources between ODR's Assessors and accredited individuals utilising ODR's assessment resources.

If you would like to participate in the community email assessor@odr.com.au

Organisation Development Resources was formed in June 2001 to satisfy customer requirements in utilising rapidly evolving organisational development knowledge and strategies.  Specifically as customers express dissatisfaction with "off-the-shelf” product in preference for the provision of contextualised solutions to corporate directions.

The business has developed well and has undergone an expansion phase successfully and is now consolidating around core products and services. The company is engaged in servicing the needs of a diverse group of customers in private business, not-for-profit organisations and government bodies. This Quality System relates and applies to the full range of company activities.

Although based and mapped to the requirements of international quality standards ISO9001:2000 and intended to evolve closer towards meeting ISO requirements over time, this is an internal working document only.

 

 

1.0    SCOPE

This Quality Manual is to inform all employees, associates, facilitators, assessors and contractors to ODR of the standards and processes expected in the conduct of their tasks and roles.  Its policies and associated actions cover all systems, processes and actions associated with and having an effect on the business and its outcomes.

ODR's quality system embodies those processes, materials, skills and professional expertise required to design, develop and deliver ODR's programs and services which meet the stated needs of ODR customers.

The Quality Manual sets out ODR's policy and directions for meeting the requirements of the international Standard AS/NZS ISO9001:2000 and provides an important documentary guide to the system and its development.

This Quality Manual is to inform all employees, associates, facilitators, assessors and contractors to ODR of the standards and processes expected in the conduct of their tasks and roles.Its policies and associated actions cover all systems, processes and actions associated with and having an effect on the business and its outcomes.

ODR's quality system embodies those processes, materials, skills and professional expertise required to design, develop and deliver ODR's programs and services which meet the stated needs of ODR customers.

The Quality Manual sets out ODR's policy and directions for meeting the requirements of the international Standard AS/NZS ISO9001:2000 and provides an important documentary guide to the system and its development.


The records produced by application of the ODR Quality System will be regarded as "quality records" and will be safely retained to provide evidence of conformance to the ODR Quality System. All quality records will be:

  • identified
  • catalogued

  • filed

  • stored

  • maintained and

  • disposed of

In accordance with the requirements of the ODR Quality Manual and ODRQ02 Document Requirements.

Records relating to the work carried out by subcontractors are also regarded as "quality records" and are included in these requirements.

Retention times for Quality Records is recorded at ODRQ02-7 Records Management.


ODR's management are committed to building quality into all aspects of the work undertaken.As providers of highly successful, high profile Organisation Development services, our objective is to meet and wherever possible exceed our customers' expectations of the services and products we provide.


Internal audits of the ODR Quality System will be carried out to determine the effectiveness of the system and by verifying whether ODR activities comply with the requirements of the ODR Quality Manual, Quality System and associated work instructions.

Audits will be carried out in accordance with written procedures outlined in ODRQ23 series.

This section outlines ODR's commitment to the delivery of excellent customer service to our customers.Our philosophy of continuous improvement in quality service and customer satisfaction is to be evident in our every day practice and is an integrated component of the quality system.Some key principles underpin this philosophy and inform our Customer Service Excellence Charter.


ODR Quality Policy ODRQ05-1 outlines our commitment to achieving sustained, profitable growth by providing services which consistently satisfy the needs and expectations of our customers. To meet customers' perception of quality and conform to their company Mission, plans, policies and procedures and external legal requirements.

A comprehensive quality system has been developed to achieve these objectives and carry the business through growth. The quality system has two primary facets - the philosophy and commitment to continuous improvement as outlined in this manual and the systems of policies and procedures that support its implementation.Similarly our staff are selected for their personal and professional commitment.


ODR maintains a regular cycle of business planning which is conducted annually to monitor, measure and adapt processes to manage the changing needs of the organisations we support. This planning cycle integrates a strategic five year vision and is kept on file ODROPS02 Business Planning in the Administration Office.


The governing authority of ODR Pty Ltd is the Senior Management Team which includes the Managing Director.The Senior Management Team will be chaired by the Managing Director. Where positions are vacant or in transition, all functions conducted by the positions will return to the responsibility of one of the Senior Management Team and ultimately the Managing Director.


ODR management and staff shall conduct a formal annual review of the suitability and effectiveness of the Quality System and to ensure the system continues to be aligned with ODR's mission and quality policy.


ODR management shall identify and provide the resource requirements for each undertaking including assignment of trained personnel for management and performance of work.

The ODR Strategic Plan constitutes the ODR service brief and ensures that the application of ODR resources is consistent with the goals and objectives. A process of consultation is followed, involving major stakeholders, especially customers and employees.

The ODR Strategic Plan incorporates a Resource Management Plan which ensures a targeted and consistent marketing strategy and continuous delivery of high quality service.High quality service shall be achieved by assigning specific projects to individual contractors as Assignment Managers, who establish project teams where appropriate, for implementation and review.


Through identifying current skills and training needs of employees and contractors, ODR will ensure that all personnel have the qualifications, training and experience to undertake their assigned tasks.All personnel are advised of their role in achieving and maintaining quality and continuous improvements.

A Training Record shall be maintained by ODR for each staff member, detailing all training received, delivered and assessed. This document also records current participation in industry and validation and moderation activities.


It is the intent of this manual to provide the management and staff of ODR Pty Ltd with an easy to use, consolidated reference guide to the infrastructure requirements of ODR Pty Ltd.All policies and procedures will be structured and standardised in such a way as to allow the efficient documentation and interpretation of all infrastructure management requirements.Thus ensuring the effective and efficient operations of ODR.

ODR will support its operations with sufficient internal infrastructure to allow staff to conduct their work efficiently.Details of file architecture will be readily available for ease of access and privacy and confidentiality requirements managed professionally.

Similarly, the systems, processes and intellectual property developed by ODR shall be protected via appropriate security systems to not only sustain our competitive edge, but protect the viability of our corporate information.


ODR's products and services are developed using project management methodology.Through consultation with industry and our customer base an understanding of best practice is incorporated.The provision of consultancy services means that at times we must inform our customers of practices of which they may not already be aware.The challenges this presents should never undermine the focus on achieving a workable solution for the customer together with maintenance of professional standards and ethics.


Customer supplied product and services refers to customer supplied specifications, briefing and any data or documents supplied as design input.

When necessary, care shall be taken on the receipt of customer-supplied product to ensure that:

  • inspection for missing information, disconnects, completeness and contract requirements is carried out;

  • documentation accompanying the product / service is correct;

  • damage or defects are reported immediately to the customer for verification and action;

  • storage is adequate to maintain the integrity of the product;

  • for items received as design input a register shall be maintained as part of project management documentation.


ODR recognises that much of our activities cannot be specified in prescriptive detail.Quality can be assured through performing the required tasks taking a systematic brief and conducting a systematic evaluation of customer needs and implementing a solution to customer satisfaction.

ODR ensures the calibre of assignment outputs by selecting employees and contractors who have the experience, knowledge and critical competencies best suited to each position and / or assignment.

In assignment work, quality shall be achieved through application of project management techniques and the appropriate development methodology.In using project management techniques, scoping shall be signed off by the customer prior to commencement of the project and any changes to scope should be negotiated and signed off prior to making alterations to service delivery plans.


ODR employees and contractors will ensure that purchased goods and services conform to requirements, are received in time for operational requirements and are sourced from suppliers of known reliability and standards.

All purchases by ODR whether product or services that are critical to the business function or to the quality of the product or services provided to customers, shall be carried out in a controlled and systematic manner to ensure;

  • Purchasing documents clearly indicate all requirements necessary to ensure that the appropriate product or service is supplied.

  • The individual receiving the goods or service is to evaluate and check, then confirm their review and acceptance of the sufficiency of the goods through signing the relevant documentation.

  • Product and services are sourced from approved subcontractors or suppliers.

  • If applicable, the right of second party verification of supplied goods or services is detailed on purchasing documents.

Suppliers and sub-contractors shall be selected on the basis of their ability to meet specified requirements. A list of acceptable sub-contractors and suppliers shall be maintained.

Handling storage, packaging, preservation and delivery

Due care shall be taken with all equipment consistent with manufacturers instructions, customer specifications or nature of the equipment. Equipment shall be stored in secure areas and stock movements including receipts from suppliers and issues to customers shall be recorded.

Systems developed by ODR shall only enter production in a controlled manner.

Major items purchased by ODR and incorporated in part of a service or product produced by ODR, shall be identified in the ODR files and their source and destination shall be determined from these records.

Where necessary, ODR shall ensure that incoming product is not used or processed until it has been inspected or otherwise verified as conforming to specified requirements.

In process, inspection and testing shall form part of normal work activities and where appropriate, shall be documented in work instructions.

Each ODR service deliverer including contractors shall ensure that appropriate inspections and tests are carried out before closing a job assigned to them.

For specified projects, inspection and testing shall be in accordance with project plans.

Where a product fails to pass any inspection and/or test, the procedures for control of nonconforming product shall apply

In the context of organisation development, physical measuring devices have minimal applicability.Accordingly control of monitoring and measuring devices shall consist mostly of inspection, monitoring and review.

Inspection, measuring and test equipment

Wherever inspection, measuring and test equipment is required inspection will be:

  • carried out in accordance with written procedures;

  • performed with calibration equipment and / or standards capable of the accuracy required.

The calibration status of the measuring and test equipment and standards used shall be recorded and available to the person using the equipment.

Inspection and test status

Where required, the inspection status shall be indicated by a positive system that may include tags, check lists, log book records or physical location. The inspection status identification will be maintained until the product or service has passed the required inspection and is released, used or installed.


ODR's policies and procedures outline the control, measurement and monitoring of products and services

ODR has established documented procedures for implementing corrective and preventative action.

When a service or product is determined not to conform to ODR specifications, ODR employees and contractors shall take action to prevent inadvertent use or installation.

Non conforming products or services may be dealt with in accordance with ODRQ21-1 Corrective and Preventive Action.

ODR staff and contractors will investigate non-conformances and record the results of investigations.


Wherever the use of statistical procedures is required ODR shall establish and maintain written procedures that identify adequate statistical techniques to verify the acceptability of service delivery, process capability or product characteristics.

There are no policies of this point in time for this category.