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Leadership Training

Corporate Leadership Programme

We welcome you to experience...

Horse and person

There are Leaders who will test you
Some will Use you
Some will teach you, and
Some will bring out the BEST IN YOU

I hope that you had the privilege to work with leaders who bring out the BEST IN YOU.

Horse training image

It goes the same with horses:
some horses will test you,
some will teach you, and
some will bring out the best in you!

It’s simple to talk about leadership and there are great strategies available, but it is really difficult to inspire meaningful and lasting change in people. This is where our horses come in.

The concept of leadership training with horses was developed in Germany more than 20 years ago. Currently numerous Fortune 500 companies around the Globe are using this programme to develop the skill of their Leaders.

This unique training concept gives participants deep insights and a new perspective on their own leadership strategy and ability to communicate effectively. Horses have been associated with great leaders of the past, with kings and royalty – and now corporate leaders are turning to horses to develop more effective leadership skills and fine-tune their emotional intelligence. Large corporates like Cisco, Daimler, BMW or Paypal have recently taken up this unique leadership training which was developed in Germany.

Who should Attend?

Middle and senior level managers who have attended class room training programmes with focus on people management skills. They will gain a new perspective and deep insight to their own leadership strategies. Leaders at all levels of the company wherein their role demands effective leadership or high levels of emotional Intelligence.

Here is how it works...

1. Horses reflect human behaviour, energy and even intention within a split of a second.
2. Horses give an unbiased, direct feedback which allows participants to naturally adapt and improve their strategy through "learning by doing".
3. Participants find themselves in a different environment outside their comfort zone, which motivates them to discover new opportunities and adopt an open mind-set.
4. Implementation of effective business strategies is key in our business world - during the workshop participants implement different strategies and experience effects first hand.
5. The trainers and coaches guide the participants through all exercises to connect the situations to the business environment.
6. Video analysis of the exercises engages participants in self-reflection of their actions, this is the same way Olympic athletes train and get better.

Now it's time to step up your game in business.

    Great Manager Series

    Developing People for higher Performance

    Great managers Create team work - they get people working together to achieve common goals. The best managers put their success down to togetherness – helping each other succeed. They also create a sense of fun.

    It’s clear that every Employee has different strengths and styles. And that’s fine – there is no single style that is the right one, but, the best managers do share common approaches, even if their styles differ. Great Managers focus on their people, - they get to know them more, and, show care and support.

    • Great Managers role is to see the Employees come in, develop themselves and move to the next role.
    • Great Manager have conversations that will help People to develop their Carrers, talk to them about their Aspirations, identify and play to their strengths and give them constant feedback. because, Great Managers are Great People Developers.
    • Great Manager would like to do to People , what they would like to be done to them……………..They really would like to work on People Development.
    • Some People need a nudge also, say, actually you can do greater things, and, Great Manager does it subtly
    • Great Manager Look at the People from their perspective.

    Coaching for a greater Performance

    Coaching - An Essential Management tool for Optimizing A Person’s Potential to maximize their Performance. The role of the People Manager is not one or the other – managing people or managing task. It’s both. And the best ones do it well. Their instinct tells them how to do it – they do naturally. The more quality time Managers spend with their teams, the more likely results will take care of themselves.

    Why? Because Great Managers spend time making sure people are clear about their deliverables; they spend time helping them think about how they will overcome challenges; and they spend time coaching and developing them to do even better. They also show they genuinely care. Great managers deliver superb team performance over the time – and they do it through managing their people well.

    • Great Manager teach their employees - if they don’t have a destination, they will never get there
    • Great Managers make People realise, there’s no future in saying it can’t be done
    • Great Manager’s learn to pay attention to what’s important in other people’s lives.
    • Great Managers educate their Employees no one ever choked to death swallowing their pride
    • Great Managers impress the fact, “while on the ladder of success, don’t step back to admire your work.”

    Maximizing Strengths for Peak Performance

    Little do we realize, every person is unique and different. People have different strengths; different things motivate them, and they like to be recognized in different ways. Great managers get to know each of their team well - they find out how they can use more of their strengths at work and treat them in a way, which meets their individual needs. It is also about selecting people with the right talents, rather than relying purely on skills and experience. How do they do this? Sometimes it’s about observing what their people do well consistently, or it can be as simple as asking them what they really love doing.

    • Great Manager know that People are most successful when they play to their strengths
    • Great managers understand, value and play to the talents and strengths of their team
    • Great Managers realise the fact that Every individual is unique, and has talent and potential to contribute to their success, and they reinforce them with relevant skills and knowledge
    • Poor Managers run miles from those tough conversations, but, Great Managers handle it with skill, helping those receiving these messages still stay motivated.
    • Great Managers are very passionate and focused in what they do.

    Valuing and Engaging their Employees

    Great Managers genuinely show care. They’re interested in what happens to their employees outside the office space; they’re interested in what goes on in their families’ lives; they know their children’s names. Great managers help their team overcome barriers and solve problems at work. They work in a complex and fast-moving environment and sometimes help, in working out how they can be more effective, especially with new hires and First time Managers. They make connections for them, even if they’re doing relatively junior or mundane roles. They help them see the bigger picture

    • Great Manager have their daily conversations to drive Engagement Performance.
    • Great Managers spend time Listening to what People have to say.
    • Great Manager do not pre determine a persons problems & intentions.
    • Great Manager create a sense of Engagement, which gives people a reason to come back to work.
    • If the People are Valued, they can take on any challenges, if they are not, even the best of resources cannot be used effectively. Great Managers, value their People.

    Methodology

    Learning is done thru:
    • Live Facilitation
    • Video presentations
    • Activities, and,
    • Self exploratory exercises

    Managing Business Performance

    A six months of exciting learning journey

    In the 1970s various industrialist psychologists, believed, behavioral competencies are one of the key factors to assess one’s performance and attitude.

    MBP is unique because it strictly follows the 10/20/70 principle of a learning curve. Post the 10% of class room learning we also hand hold with the participants at regular intervals through a one on one face to face coaching conversation in internalizing the learning goals of the session. Thereby facilitating learning into transformation. That’s the wow factor of our intervention.

    IMPORTANCE OF BEHAVIOURAL COMPETENCIES

    Behavioural skills play an important role in Personality Development, career growth as well as incorporating an inclusive corporate culture. Here are the top reasons why you have been invited for this programme:

    • Behavioural skills help you become a better leader.
    • Helps you in accelerating career growth by equipping you with adaptability to change, and transferable skills to grow up the value chain.
    • These skills also contribute to your personality development by enhancing your communication skills, workplace behavior and organizational skills to be a better People Manager.
    • They boost your employability by making you an effective candidate for your chosen career with in the Organization.
    • Behavioral skills build confidence and proactivity thus helping you become a better individual, personally and professionally.
    • These skills enhance your work culture as employees communicate better within teams, take up leadership roles and creates more engagement within the teams
    • They inculcate customer centricity, become more collaborative, resolve problems & develop Business agility.

    To know more about Managing Business performance Public Programme click this link below:
    https://youtu.be/SS_98t1gabk

    People Manager Development Programme

    Changing the way businesses lead, motivate and achieve success.

    What do Great People Managers do?
    They Communicate, empathetically listen, inculcate value-based living, be ready to manage change, balance results and relationship, manage different personalities, manage themselves effectively, resolve challenges, provide gold standard customer service, influence and lead people, synchronize agile and agility, and develop an engaged workforce.

    These are few of the competencies our programme is built on.

    Measured Development: Learning is a process and not a one-time event. Over 6 consecutive months, participants will complete 36 hours of classroom Learning followed by 12 hours of personal one on one coaching, and 6 implementations, with quantifiable behavior goals to apply what they learn.

    MBP - Course Fact Sheet

    Communicate for Results
    This is the oxygen of Corporate life. There are different components that goes into Organization’s communication pattern. Some of which are Words, Tones, Body language, Passive, Assertive, Aggressive, and Manipulative styles of communication that a People Manager exhibits with his/her team as we progress through the day. This module emphasis the fact, what is the best combination, where are we today, and how does one evolve to become a Great People Manager by connecting and communicating at all levels.

    How to Use Empathetic Listening to Structure your Results
    How do we listen to the unspoken words? Is there something like that at all? In this module we are allowed to explore ourselves a lot deeper and understand how good are we, as on date, in the following types of listening:
    1. Fact Based listening
    2. Understanding based listening
    3. Inference based listening
    also helps us to connect better with Action, Idea, Process or People oriented individuals using our listening capabilities.

    How to develop Effective Behavior Competencies
    This module focuses on the fact, the fundamental requirement for an organization to beat competition is to develop great Attitude at all levels. It states that great attitudes come from great VALUE systems and that is why organizations have Vision, Mission, Values, Job objectives and competencies as the 5 pillars of success. This session gives the participants 40 different Values to work on in life which impacts individual development, and this in turn impacts, Organizational Development.

    MBP - Course Fact Sheet

    Six Keys to Strategic Change?
    People refuse to change till the pain of remaining the same is greater than the pain of changing. This module teaches us as People Managers the 6 qualities to embrace Change without much resistance.
    1. Flexibility - How much more can one be accommodative
    2. Learning – How important is it for us to be open to learning
    3. Openness – Are we truly openminded to the feedback we receive
    4. Wonder – Can we look at change with an element of wonder
    5. Eagerness – How eager are we to accept change
    6. Readiness – How proactive are we, to seamlessly embrace change

    How to convert Conflict into Collaboration
    We all tend to look at the word conflict as a negative terminology. However, at the end of this module we will learn to look at a conflicting situation as an opportunity in life, by converting a conflicting situation into building Relationship using the Thomas Kilmann model. Every People Manager needs to look for a win-win solution rather than a win-lose situation, because, a win-win solution helps the People Manager to maintain a near perfect balance between Results and Relationship.

    How do Leaders manage diverse Talents:
    This is all about speed + accuracy. As a People Manager, we are all at different levels in this important attribute, and we are working with different people in our teams who belong to different levels too. However, we are all working for the same vision of the Organization. How do we manage the paradox of this challenging situation? Is it Possible? We learn about the 4 types of people who work with us:
    1. High Potential high performers
    2. High potential low performers
    3. Low potential high performers
    4. Low potential high performers
    How does a Leader manage his/her team amidst these diversities is what this module talks about?

    The Power of Three scores + 10
    “Successful people have formed the habits that unsuccessful people dislike doing and will not do” – What are those habits that differentiates between success and failure? How do we form those habits which can help us to become better People Managers? Where are we in those 12 habits which can help one manage himself/herself better each day as a Leader. These are few of the highlights of this session.

    A People Mangers 7 step framework for Problem Solving
    It is said, People Managers always move to the next level of incompetency and grow to a state of competency at that level. Very few, grow to the next level of incompetency again. Quite a few, get stuck at that level, or, scale down to the previous level of competency, either because of poor People Management skills or poor Problem-Solving Skills. 7 steps to solve problems:
    1. Identify the Problem
    2. Analyse the Problem
    3. Describe the Problem
    4. Look for root cause
    5. Develop alternate solutions
    6. Implement a decision
    7. Measure Results

    MBP - Course Fact Sheet

    How to Create a Customer Service Environment
    Business is like a game of tennis. If we do not know how to serve, we are out of the game. In this highly competitive world, it is the quality of service that one provides that makes people come back to work with us as internal customers or, come back to do business with us as external customers. This module talks about how can we convert every moment of truth into a moment of magic for our customers, thereby creating a lot of Apostles for the team and our Organization.

    How to Model the way through Managerial Leadership
    Managers manage their schedules, process, deadlines, deliveries, quality, etc., Leaders show the path – by Forecasting, strategizing etc,, Orienteering is a game which is played in the USA. A team is put into the forest with only a Map and compass. The team has to find its way out of the forest using only these two things. Leadership is all about how you Lead people to a successful future and take the Organization and family to a better future. Leadership is all about looking at the past and planning for the future. Leadership is a relationship. Leadership is an aspiration and a choice. Leadership is always a journey and never a destination. Its all about how we make people feel.

    Developing Business Agility through Whole Brain Thinking
    How different is being agile vis a vis business agility. What are the different components that contributes to being agile at an individual level? How does Leadership style of a People Manager and the Organizational culture transform being agile at an individual level, to business agility as a personality trait, which translates into Organizational culture is the synopsis of this powerful module. It talks about the different quadrants of the human brain which reinforces business agility.

    Excellence through Employee engagement
    This module talks about the fact that engaged teams deliver higher performance. How do we value and engage with people in our teams. How do we convert the disengaged employees to a state of engagement before they slip into a state of active disengagement? This module has a close alignment with the Gallup’s Q12 Employee Engagement model. It clearly brings out the significance of a People Manager in a team and how intrinsic motivation develops far greater engagement than extrinsic motivation tools.

    Please note:
    * 100% attendance with a minimum of 6 effective implementations is mandatory to qualify oneself to be a graduate *
    The session dates for all the six months will be shared shortly.

Copyright ©2016 Celestine Paulraj. all rights reserved

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