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Modules of Leadership And Management Skills E-Learning Suite For Up Coming Managers

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Maximizing Performance
Maximizing
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Workplace Effectiveness
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The Power of
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Modules of Leadership And Management Skills E-Learning Suite For Up Coming Managers

This comprehensive Leadership and Management e-Learning suite offers essential learning that benefit upcoming managers & mid-career professionals who are looking to hone existing skills and learn new aptitudes.

This comprehensive Leadership and Management e-Learning suite offers essential learning that benefit upcoming managers & mid-career professionals who are looking to hone existing skills and learn new aptitudes.

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Modules of Leadership And Management Skills E-Learning Suite For Up Coming Managers

  1. 1. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Maximizing Performance Maximizing Performance: Basics A solid grasp of what are called "soft skills" is essential to be effective in the workplace. Well-honed softskills provide a competitiveadvantage, enablingyouto respond to situations with confidence and self-awareness. Emotional maturity enables you to work effectively with superiors, peers, and subordinates, as well as with suppliers and clients, so you respond with empathy and respect, as well as with self-control and restraint, whenrequired. Here we look atwhatsoft skills are, how emotions can motivate and inspire us and how your mood can affect the productivity of others. Understanding Competency- based Interviews Competency-basedinterviewsare systematic. The key outcome is to discover whether the job applicant matchesthe requirements of the job. This is achieved throughthe use of specifically targeted competency questionswhere each questionis designedto test one or more specific skills. The interview is highly structured, with the same set of questionsaskedof each candidate in the same order andin the same way. Maximizing Performance: Competency Frameworks Here we explore critical thinking, adaptability, and empathy which are some of the key competencies youneed to thrive in today's constantly-changing business environment. Critical thinking demandsthatyouquestionassumptions, evaluate the facts from different angles, and seek to solve a problem creatively andefficiently. Adaptability requires that you respond positively to changing circumstances, and becoming more aware of how you can demonstrate empathy. Competency- based interviews: Preparation and Techniques Every questionposedduringa competency-basedinterviewaims to test the candidate'sproficiency in one or more skills. The aim is to obtain informationaboutthe individual's behaviourandexperience. Here we look at how to prepare to conducta competency-basedinterviewand how to use the STAR techniqueto assess answers. Improving Your Emotional Intelligence Goleman found that while the qualities traditionally associated with leadership such as intelligence, toughness, vision, determination – are requiredfor success, they are insufficient. Developing your emotional intelligence can help you to become more productive and successful at what you do, and help others to be more productive and successful too. Here we look at what you can do to improve youremotional intelligence and hence grow as a leader. Work and Wellbeing Wellbeing is about your personal happiness; it is affected by stress and is also influenced by attitude and self- image. Stress can creep up on you without you being aware of it. Here we look at how to improve your wellbeing and recommend some actions to incorporate into your daily routine. Improving Wellbeing at Work Can organizations help improve employee wellbeing? Some organizations implement methods that positively affect an employee's work-life balance, physicaland mental health, and personal effectiveness, ultimately Time Management: Reclaiming Your Time Make the most of your time and enjoy a sense of achievement by applying time management techniques to your workload. Time management starts with a deep commitment to change. To be successful, you must plan and then stick
  2. 2. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Workplace Effectiveness Motivationin Theory Motivation is the force that initiates, directs, and sustains our behaviour. It is a key component in organizational success so it’sessential youhave some insightinto how to foster motivation in both yourself and others. Motivation has been the subject of study for over a century. In this piece, we look atthree of the mostfamous theories – Mazlow’s Hierarchy of Needs, Herzberg’sDualFactortheory andVroom’s Expectancy theory. Intrinsicand Extrinsic Motivation Motivation can be divided into two categories – intrinsic and extrinsic. Intrinsic motivation comes from within, the drive to do something simply because we want to. Extrinsic motivation, on the other hand, is inspired by external factors like deadlines, quotasandpay rises. Here, we look at bothtypesofmotivationas well as the factors that affect them. improvingtheindividual'scontributionto the business. Such interventions include succession planning, stress prevention programs, flexible working, employee assistance programs, relaxation therapies, and the prioritization of recreational activities. to your plan. The time management matrix categorizes activities into four quadrantsratedaccordingtoimportance andurgency. Youcanusethistooltohelp you to focus on important issues and to recognize and eliminate timewasting activities and unproductive behaviour. Time Management: Effective Techniques Are you constantly disturbed at work? Youcan thwartinterruptionsby setting a plan in motion to deal with them. By doing this, you’ll be able to set realistic timeframes for working on your to-dos. Here we look at how you can control interruptions and manage your email. Time Management: Thinking Time Do youget thingsdone, ontime? Do you stay late at work? Do you postpone unpleasant tasks? Get to grip with some basic principles of Time Management and start achieving your goals. Time Management: Urgentversus Important Need to save time? Need to figure out what tasks to do and what to delegate? It’s important to spend your time on things that are important and not just urgent. Find out how to manage your time effectively and efficiently using the powerful urgent/important matrix. Performance Under Pressure: Problem- Solving Problem-solving is a mental process that involves discovering, analysing, and determiningactionstoresolvedifficulties and facilitate progress which plays a fundamental part of every manager's role. This short piece looks at systematic methods of assessing problems, which are classified as either open or closed. Open-ended problems will have a wide range of possible solutions. Closed problems are likely to have only one solution or a few solutions, so your emphasis will be on analysing the problemtofind thepossiblecauses. Each problem is unique. This piece guides you through the steps you need to follow to reach a successful solution.
  3. 3. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. The Power of Positivity Attitude is one of those intangible, hard- to-measure factors that can be crucial to both personal success and the success of an organization. Businesseswitha positive work culture have higher productivity, retain their staff longer, and have better quality relationships with their clients. Here, we look at whathappenswhen good attitudesgo bad and we list ways tofoster positivity in the workplace. Scenario: Positivity in Action Ourattitudescanbecrucial to success inlife, bothpersonalandprofessional. Here, we will listen to a conversation between two colleagues. Both have the same job and are working under the same conditions but one goes to work with a positive attitude and the other with a negative one. This conversation will show just how valuable a little positivity can be. Giving and Receiving Feedback We all haveblindspots – thingsthatothers notice about us that we don't see. Unless we’re told about them, we can remain unaware of them forever. That’s why feedback is so important, both to our personal lives and our professional development. Constructivecriticismletsus know how we're doing, ensures we understand our objectives, and gives us ideas abouthowwe can get better at what we do. In this piece, we look at how to deliver feedback effectively, aswell as how to accept feedback gracefully. Scenario: Assertiveness Communication Being assertive requires thata person tread a fine line between standingup for their own rights while also respectingtherightsof others. Alotof us instinctively veer towards either passive or aggressive behaviour but neither communication style will resolve conflict fairly or effectively. Here, we explore what happenswhen an assertive individual has to tackle a difficult situation, in an assertive way, with a less than receptive colleague. Scenario: Communication Stylesand Conflict Can’t we all just get along? Unfortunately no – at least not all the time. People disagree and conflict is inevitable – in our personallivesandin ourprofessionalones. One of the keysto success is being able to handle conflict effectively, fairly, assertively. However, if you’re not a naturally assertiveperson, itcanbe easy to go with yourevolutionary instinctsandslip into either passive or aggressive mode. This scenario illustrates justhow difficult it can be sometimes to be assertive in the face ofan aggressivecolleague. Listenin to explore what not to do. Assertiveness: Identify your Style Assertivenessis theability tostandup for your personal rights in a positive and confident manner while simultaneously respecting the thoughts, feelings and beliefs of others. Your first step to becoming assertive is to become aware of your communicative style. Are you aggressive? Passive?Or even passive- aggressive?Listen tothis episode and with the professional guidance on offer, identify your style. With awareness of your current style, you can then proceed to adapt it or tailor it to your professional requirements. Assertiveness: SayingNo Saying No to people and tasks may not always be a bad thing. It may even be an essential part of achieving your goals in work and life. Get guidance on what tasks youshouldsay Noto as well as how to say No without losing professional face. Assertiveness: Tips More practical advice on becoming assertive. Here we look at two techniques assertive people use frequently. Find out when the Broken or Stuck Record technique can help you as well as how the Fogging technique can slow down a potentially unpleasant or negative exchange. Assertiveness: More Tips Morepractical assertivenesstechniquesto help you in your professional life. Facing criticism at work?Learn howto openmore Being Coachable We can all benefit from the insight and guidance a coach can offer. Increasingly, coaching is entering the
  4. 4. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. fruitful lines of communication by using the Negative inquiry technique. Learn a strategy that will help you control your reaction to such criticism and turn it into something positive and constructive. workplace, but to get the benefits coaching can deliver, we must be coachable, that is, open to feedback andwilling tochange. Here we look at the concept of coaching, the benefits it brings to the individual and the organization. Being a Leader Are youaleader? Youmay notthink so, but anyone who influences how a group of people think or behave is a leader – whether as a team captain, a fashion maven, or a star baker. In this piece, we look at the five principal styles of leadership, and the context in which each style is mosteffective. We also look at the factorsthatinfluence anindividual'schoice of leadership style. We give you a chance to examine your personal aptitude for leadership andprovidea list of tips to help improve your leadership skills. Scenario: Leadership in Action They say ‘youdon’tneed a title to be a leader’ and it’s very true. Anyone who influences a group of people and the way they think or act is a leader. Are youone?Asyoumay already have seen, there are many different styles of leadership, from those who rule with an iron fist to those who prefer ‘light touch’ regulation. Whatever their naturalstyle, an effective leader will adapt to the demands of the particular situation and pool of staff they are allotted. In this scenario, we watch one leader in action. Listen in to assess his performance. Ethics in the Workplace Businessesare underconstant pressure to maximize profits. This leads some individuals to take unnecessary risks, lie about losses, and pressure others into behaving unethically. The litany of corporate scandals in recent years has highlighted the need for a more ethical workplace. Unfortunately, the resolution of an ethical dilemma often isn't clear-cut. In this piece, we examine ethical decision- making and look at different perspectives on the topic that have evolved over the centuries. We also describe some strategies to help you make an ethical decision, should a dilemma arise. Developingan Ethical Workplace Good ethics are good for business. That'sbecause businessrunsontrust. No one wants to get involved with a company that’sknown to cut corners or cook the books. However, an ethical workplace doesn’t just happen. Any organization that’s serious about ethics must promote a culture of ethics, across all departments. Inthis piece, we look at three key ways an organization can promote good ethics, as well as five areas that commonly give rise to ethical problems. We also look at the most popular rationalizations used to justify unethical behaviour, as well as other obstacles to ethical decision- making. Being Assertive Assertiveness is a key communication skill that can help you not just in your career but also in your personal life. Why? Because it allows you to state your opinionsclearly and claim yourrights with confidence. A lot of people struggle with assertiveness, instinctively veering towards either passive or aggressive behavior. Inthis piece, we examine whatit is to be assertive, and clarify some of the Influencing with Integrity Influence is the ability to affect the behavior of others in a particular direction. It's how we get our ideas out there, how we win support, and get thingsdone. However, influenceis a form of power, and, as such, should be used with care. Pushed too far, it can become manipulation, which is unethical anddamaging. Inthis piece, we examine the differences between
  5. 5. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. misconceptions about the term. We look too at the three main communication styles – passive, aggressive, and assertive. We also look at the benefits of assertive behavior, and list useful tips on how to become more assertive. influence and manipulation. We also look at how you can improve your influencingskills, inparticular, rapport building. We also look at a variety of strategies that will help youinfluence different types of people. Scenario: Influencing With Integrity Very little of real substance can be achieved alone. We generally need the help and cooperation of others to get projects done. That’s why being able to influence others is such a crucial skill. The ability to convince or persuade others to dosomethingthey initially havenointerest in can be vital to changing and improving the work environment. Inthisscenario, we look at one colleague attempting to influence another. Because he is initially resistant, some might be tempted to blackmail or threaten – to manipulate rather than influence. In this example however, our influencer (Asha) acts with integrity – being open and honest throughout. Workplace Communications Communications: Report Writing Whenwriting areport, check thereport brief to confirm the purpose of the report, the target audience, and the deadlineby whichit mustbesubmitted. Gather information by reading about previous studies and reports that have been conducted on the topic that you mustwrite about. Assess the relevance of the information you collect and select the contentthat is mostrelevant to your report. Choose an appropriate structure for your report. It should contain a title page, summary, discussion, andconclusion. Don'tforget to proofread the report before submission. Communications: Persuasive Writing The purpose of persuasive writing is to persuade a reader of a point of view on an issue. Persuasive writing may express anopinion, discuss, analyse, andevaluate an issue. It may also entertain and inform. Here we look at how effective persuasive writing includes an appeal to credibility, logic, or emotion. We also look at the other techniques that can be usedin additiontoappealstoimprovean argument and show support for a claim. Communications: Writing in Plain English Plain English is clear, straightforward writing which uses only as many words as are necessary. Itisn't that difficult to write in a way that people can understand. Basically, you need to Work Relationships Collaboratingat work can be a challenge, but defining your work relationships can help. An understanding of the various roles you play can help to direct your behaviour. An effective work team relies
  6. 6. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. know your audience, know what you need to say, organize your material logically, and avoid repetition, surplus words, and unnecessary jargon. Here we also explore the other techniques youneed to employ to ensure that you write in plain English. on trust, diversity, and respect, but how to build that team? This short piece offers some practical guidance: avoid constantly "taking", share your appreciation equally, and make yourself accessible. In addition, it lists the essentialsfor improvingany relationship, but especially those in the workplace. Work Styles The intersection of your instinctive thinking patterns and the demands of your job is called your "work style". Your work style isn't the same as your skill set: it's the unique way you apply what you know. This piece introduces recognized work styles, describes conflicting work styles that are apt to cause issues in the workplace, and offers tips and techniquesfor adjusting work styles to facilitate effective collaboration. Active Listening Skills The act of listening is an intentional response. Research suggeststhat people miss or ignore more than half of what they hearat work. Whatare youmissing? Listening becomes active when you stop talking, show you are paying attention, responding with open-ended questions. Discover tips to activate your listening and see which barriers to listening you might face. Do you know why active listening offers you an advantage? Find out! Listening Do you want to master the art of listening? Many of us think we’re listening when we’re really thinking aboutwhatwe’re goingtosay next. Get 3 concrete tips on listening that will improve your relationships and enrich your work life and performance. Take these pointers on board and we guarantee your world will change. NegotiationSkills Effective negotiationhelpsyoutoresolve situations where your goals conflict with someoneelse's. Ideally, you want to find a solution that is acceptable to both parties. That means you want the win- win agreement. The win-win agreement gives both sides a feeling that they've won the negotiation – or, at least, benefited in some way from the negotiating. Here we look at ways to improve your negotiation skills. Specifically, we'll look at how to achieve a good outcome by: preparing for the negotiation, managing your emotions during the negotiation and compromising for mutual benefit. Tips on Talking Negotiation How do I present my case in any negotiation? How can I be more assertive without soundingaggressive? Listen and learn from a range of practical tips and find how to express yourfeelings respectfully, honestly and assertively. Thinkingabout Negotiation Coming off second best in bargaining situations? Your goals will frequently conflict with someoneelse’s. Youneedto understand what you can do to get to a Win-Winsolution. Get an introductionto negotiation skills and a framework that will help you think about and manage your negotiations successfully. Communicating with Diplomacy andTact Workplaces should be courteous, cooperative environments. Valuable energy is lost when a team must struggle through conflict and misunderstanding. Tact and diplomacy are useful skills when it comes to NetworkingSkills Networking is an exchange of information, contacts, referrals, and goodwill between people who keep in touch. To get started, identify people of interest, such as former classmates, current and former colleagues, and
  7. 7. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. navigating tricky situations and dealing with the wide range of personalities youencounter. Thisshortpiecelooksat the value of diplomacy, techniques to develop tactfulness, and insight on the diplomaticskillsthatyoucanemulatein your own workplace. Different situations (and people) require varying levels of tact and diplomacy. Your success at work may depend on how effectively youapply them in your day- to-day routine. professional associations. Introduce yourself through e-mail and face-to-face meetings, and make sure you follow up on every encounter. Don't restrict yourself to virtual communication – join professional associations and meet people in the flesh. Keep a record of those you meet, and contact them at a later date to maintain your network and keepit alive. Here we look atthe benefits of networkingandhowto“work aroom". Scenario: Delivering a Difficult Message Communicating bad news at work can become complex, stressful, and exhausting. But therearestrategies you can use to help produce less anger and misunderstanding. Learnapproachesto try the next time you are faced with delivering a difficult message in your workplace. Planninga Difficult Message Doyouknowthethree basicquestions to answer when planning a difficult message? See how to condense and clarify, and learn about timing when delivering bad news. Planning a difficult message effectively for a large group requires special steps, and you need to recognize when your planned difficult message is ready to be delivered. Managing Interactingwith Others Managing interactions with others at work can be rewarding and frustrating (sometimes simultaneously). You can lower interaction barriers by becoming more familiar with the styles you encounter in your colleagues, and adjusting your expectations accordingly. By identifying the intelligence types among your team members, you may be able to increase collaboration by understanding their differing communication channels. Learn how to talk less, listen more, and own upto problemsas the need arises. ManagingYour Reactions We often don’t analyse our own response patterns at work, but your career can be dramatically affected by howwell (orbadly)youinteractwithyour co-workers. Can yourecognize when you may be on the verge of managing your own reactions poorly? Learn sometricks to coping better at work, because you can condition yourself to be exhausted, or you can condition yourself to be energized. You choose.
  8. 8. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Organizational Change Organizational Change:Basics Organizationalchangeisthemovement of anorganizationfromitscurrentstate toa future state. Organizationalchange can be planned or unplanned. Organizational change occurs only when the forces encouraging change become more powerful thanthe forces resisting it. Here we learn about what the forces of change can be and what's involved in the organizational development process. Organizational Change:The Process Change management is an approach to transitioning individuals, teams, and organizations to a desired future state. Numerous change management models exist to help guide leaders through the change process. Thoughthereare many to choosefrom, almostany will help. Here we look at the five steps in a typical change management process. Organizational Change: Failure Change is a process rather than an event. Even if you do everything correctly, beware of lurking resistance and the temptation to declare victory prematurely. Performance improvements are quick wins which prove that change works, but they are only victorious battles. To win the war, ensure that the change is embedded in the organization over the long term. Did you know that the majority of change initiatives fail? Here we look at the most common reasons for failure. Organizational Change: Resistance People resist change for subconscious reasons. Competing commitments make people personally immune to change. To diagnose immunity to organizational change, you need to uncover any competing commitments. Then you must unearthwhatKeganandLacey call the “big assumptions” underlying those competing commitments. Even though people often keep their competing commitments well hidden, it's possible to uncover them by asking a series of questions. Here we look at what competing commitments are, the questionstoask touncoverthemandwhat is meant by the big assumption. Organizational Change:The Individual Response People tend to go through three different stagesof emotionwhen faced with big organizational change. Everyone’s different, so different people move through these three stages at different speeds. Here we explore the three stages people go through when faced with change and the factors that affect an individual’s responseto change as he or she moves through the stages. Organizational Change: Reinforcement andEvaluation Organizational change becomes permanentwhennewbehavioursresulting from a change initiative become part of an organization's everyday routine. To cement change an organization's leadership must engage with any change initiative. Without the engagement of the most senior people in an organization, change is likely tobe transient. Before you can "refreeze" the change to make it permanent, you need to reinforce the behaviour that you sought and are now seeing. Here we look at how to cement change, manage reinforcement, move from an old behaviourto a new behaviour and evaluate progress.
  9. 9. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Organizational Learning Organizational Learning: Basics A learning organizationisan organization which encourages and facilitates the learning of its members and continually transforms itself as a result of this learning. To be a learning organization, an organization must employ systems thinking and personal mastery. It must challenge mental models, possess a shared vision, and facilitate team learning. Here we see howorganizational learning benefits everybody in the organization. Organizational Learning: Value and Competitive Advantage Competitive advantage occurs when an organization acquires or develops attributes allowing it to outperform its competitors. Organizational learning is also a potential source of competitive advantage, as it can help an organization outperform the opposition. If an organization can learn faster than its competitors, then it has a competitive advantage over them. Here we see how organizational learning can provide competitive advantage. Organizational Learning: Training In many organizations, training is provided to help people develop their skills and knowledge so that they can perform their roles effectively and efficiently. Learning organizations are organizationswhichpromoteaculture of learning. Learning differs from training in that it focuses on the longer term. Here we look at the difference between training and learning. Organizational Learning: Action Learning Action learning is a process in which people work and learn together by tacklingreal issuesandthenreflecting on their actions. Learnersgainknowledgeby practicing and "doing" rather than through traditional instruction. Here we explore Reginald Revans formula for action learning and the six essential components in an action learning program. Organizational Learning: Knowledge Management Knowledge management is the process of capturing, distributing, and using knowledge effectively. The goal of knowledge management is to connect knowledge providers with knowledge seekers. Without successful knowledge management, people spend hours looking for information that, in all likelihood, somebody in their workplace already possesses. To encourage sharing knowledge, reward collaboration and make sharing a social experience. Here we see howknowledgemanagementand systems help organizations to create, store, retrieve, transfer, and apply information. Organizational Learning: Technology Technology supports learning and increases an organization's capacity to learn. Similarly, organizational learning facilitates the adoption and implementation of new technology. A learning organization is very likely to employ technological solutions to facilitate the learning of its members. Here we see how technology indirectly influences organizational learning by affecting the context of learning and we look at the other ingredients required to facilitate organizational learning. Organizational Learning: Pro- Learning Cultures An organization which knows how to learn, with people who freely sharewhat they know and are willing to change based on the acquisition of new knowledge, is saidto have a pro-learning culture. In a pro-learning work environment, people at all levels ask questions and share stories about
  10. 10. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. successes, failures, and what they have learned. People are treated as complex individuals and managers encourage continuous experimentation. Here we see how in a pro-learning culture, organizational learning is much more than just formal training. Managing People Becoming a Manager Guidance for the novicemanagerto aid a smooth transition, including establishing expectations and how success will be measured, categorizing tasks in order to delegate so you can focus on planning and strategy, navigating the path from peer to supervisor, preparing to monitor performance, recognize issues, and implement policy, and setting parameters to ensure steady progress in your new role. Determined Delegation A review of the art of delegation, outlining its benefits, including freeing up time for planning and strategy, reducing stress, unleashing the potential among subordinates, and the high-value return from your team's expanded skill set, and offering practical guidance to facilitate effective delegation. Communicate! Given that communicating your message effectively is the cornerstone of success, this introduction explains the effects of poor communication, includes useful tips to help you eliminate one of the most common causes of communicationbreakdown – failure to listen, and a providesa guide tothe subtlebutsignificantinfluence of body language. Meetings thatMatter A well-run meeting is a catalystfor progress, with ideas being converted into actions, complete with champions, and attendees leaving with a sense of achievement and anticipation. This step-by-step guide to runningeffective meetingsprovidesa useful how-to on planning, implementing, and following throughso youmake the best use of everyone's time, including your own! Scenario: Meetings - A Missed Opportunity A scenariodemonstratinghowfailingto effective plan, implement, and follow through on a meeting can waste time and energy and result in frustrationfor all concerned Managing Performance As a manager, you are only as successful as the team you lead. These strategies will prepare to facilitate a creative, flexible, and productive force. An introduction to motivational theory will help you to assess whether each individual is ready and willing to work to full capacity. An overview of group dynamics will help you recognize where your team lies along the productivity continuum. Finally, a three-point approach to planning, monitoring, and addressing performance will prepare you to facilitate continuous progress. Scenario: Making Meetings Matter A scenario demonstrating how to successfully plan, implement, and follow through after a meeting to Managinga High- Performance Team An overview of strategies to guide a team of high performers to achieve ambitiousgoals, driven with focus, flexibility, freeflow of
  11. 11. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. ensure it makes the most productive use of people's time information, and the facilitation of excellence among individuals. Managing Performance As a manager, you are only as successful as the team you lead. These strategies will prepare to facilitate a creative, flexible, and productiveforce. An introduction to motivational theory will help you to assess whether each individualisready andwilling towork to full capacity. An overview of group dynamicswill help yourecognizewhere your team lies along the productivity continuum. Finally, a three-point approach to planning, monitoring, and addressing performance will prepare you to facilitate continuous progress. Managinga Global Team Strategies for managing a dispersed team aimed at addressing the obstacles to successful collaboration (as cited by virtual teams), including adjusting how you communicate, implementing a clear and consistent methodology, facilitating effective contact between people, and driving initiatives that will encourage cohesion and strengthen your team’s core. Management Challenges Global interconnectednesshasbrought new challenges for organizations, includingaccelerated competitionfrom enterprises worldwide and consumer demand to trade ethically and demonstrate environmental stewardship. This overview looksat the potential effects on your organization, and offers methods for practical application of "corporate social responsibility" or CSR, principles for "compassionate management" to relieve the stress on personnel, as well as tips to limit the pressure of this accelerated working environment on managers. Investingin Management Talent Anapproachtomanaginghighperformersin order to optimize the return for you and your organization, including tactics to prevent your talent languishing, facilitating innovation to create the conditions for devising individualized products and services, how delegation contributes to a team's expanded skill set, and championing a healthy work-life balance to maintain consistent creativity and vigor. AddressingPoor Performance Practical strategies to address under- performing team members, including the legal and regulatory structure protecting organizations and their employees, issues thatcause a team to perform below its potential, and strategies toaddressthem, factors that signal a person’s inability or unwillingness to perform, and how to correct them, and a sequence of steps for discussing poor performance and working toward a solution. Scenario: Addressing Poor Performance A scenario looking at how a manager approaches her subordinate's potentially problematic performance Coaching:The Fundamentals An introductiontocoaching, includinga useful distinction between managing, mentoring, and coaching, the confidentiality, focus, and continuity essential to effective coaching, how self-awareness and empathy expand Scenario: Effective Coaching A scenario thatlooksat coachingas a toolto enable an individual to evaluate existing skills and attributes, recognize the forces thatdrive particularbehaviourpatterns, and determine where best to invest effort to
  12. 12. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. the capacity to build teams, manage conflict, andfosterthetrustessentialto effective collaboration, and a series of fundamental steps to help you coach a promising team member in order to refine skills and address shortcomings. optimize strengths and eradicate weaknesses The Reluctant Manager A survival guide for the harried manager that includes prioritizing continuous learning about managing well, establishing the position power associated with the manager's role, acknowledging and addressing areas where the manager's authority is limited, anda mnemonicdevice to help remember howtobe a 'DEFT' manager, that is, Decisive, Efficient, Fair, and Tenacious. Monkey Management Never have enough time to get everything done, while your team is constantly running out of work? Improve your "monkey management” skills (a metaphor for some common time management patterns.) Altering these patterns can improve efficiency acrossyourteam while reclaiming your time. Four steps involve identifying problems, assigning tasks appropriately, specifyingnext stepsandanalysingprogress. As a bonus, your team may uncover new skills and improve the use of resources across your organization. Leadership: Beyond Management Are youaleader ora manager?Findout the difference and discover specific steps you can take to grow your own leadership skills. Although you don't need to change the world to be a great leader, you may be called on to be flexible and walk the fine line between management and leadership. Since leadership skills are measurable and can be developed, learn the defining features that separate leaders from managers and get started being a better leader. Leadership: Change Management Is there a culture of change in your organization? Whatever your background, you are now a change agent and it's up to you to figure out how to make successful change happen. Do you understand the phasesof the change process?Findouthow you can succeed at building a change team, implementing a new vision, celebrating short term wins and reinforcing new behaviours. Andlearnaboutresistance, with ideas onhowtodeal with it. TheImportance of Leadership Leadership: Conflict Management As a leader, you set the tone for interpersonal relationships across your organization. Youwill reap the rewards if youcreate a cultureof identifyingand proactively managing possible conflict. Learn torecognizereasonsfor conflicts, study techniques for proactive responses and look at strategies to address and resolve conflict quickly. Whatisperhapssurprisingisthat, when addressedproperly, conflict can lead to change, innovation, and personal and professional growth. So conflict isn't somethingto be avoided at all costs. In fact, it may just be good for business. Leadership: Honing Your Skills Leadership skills can be cultivated and developed, and people with passion can mould themselves into leaders. Do you know the four key skills you’ll need? Consider examples of each skill type, and find tips on applying particular key skills in the real world. You’ll also examine some basic leadership styles, to re-evaluate your own approach, and if necessary, tailor it to best help you achieve your vision. Leadership: Styles There is no single leadership style that can fit all situations. Your leadership style needs to fit the people you are The Power to Influence Focusing on how your power to influence can determine personal success, an introduction to French and Raven's
  13. 13. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. working with, and if a style isn't working, you must change it. As a leader, it'supto youtoassesswhatsort of approach is needed to achieve success, and to adjust your style accordingly. Explore when andwhy you should use each of these styles: authoritative, democratic, laissez-faire, transactional and transformational. Transactional Leadership Transformational Leadership Finding your Leadership Style classification of social power bases – legitimate, reward, coercive, expert, referent, andinformationpower, isfollowed by an examination of a manager's power quotient, andtactics to help raise yourlevel of influence, that is, inviting participation, seeking collaboration, aimingto inspire, and appealing to logic. Succession Planning If your CEO left tomorrow, would you have an able and confident successor ready to take the helm? A recent Stanford study identified "critical lapses" in succession planning for chief executive officers, despite almost two- thirds of respondents asserting that a successor must be "ready to go" when the CEO steps aside. This brief guide offers insight on how to nurture promising candidates at every level of the organization Steps covered to strengthenyourtalent pool andensure your team is sufficiently robust to withstand the departure of key people include establishing criteria, assessing personnel, and preparing to support the individual who assumes the role. Political Behavior Acknowledging that political behavior is an essential part of our communication process, this brief review looks at the organizational and individual traits that make politickingmore likely as well as some of the tactics commonly used to gain advantage, and offers a few principles to limit the harmful effects of attempts to manipulate people and processes. Business Planning Business Planning: Basics “Fail to prepare and you prepare to fail” – that’s what they say … and they’re right! If you’regoingtosetupandrunabusinessyou have to have a plan, otherwise all the time, effort andmoney yousink intothe project is likely togo towaste. Inthispiece, we look at the basics of business planning. What is it exactly and what are the benefits? Who needs a businessplanandmore importantly who is best placed to write it? As well as answering these questions, we also review the list of steps involved in the process and look briefly at each one. Business Planning: Internal Analysis The analysis stage of the business planning processcan bebrokendownintoan Internal Analysis and an External Analysis. Internal analysisinvolvesturninginwardandtakinga long hard look at the company itself and identifying all of its strengths and weaknesses. If you knowyourstrengthsyou can exploit themfor competitive advantage. Know your weaknesses and you can take stepsto minimize them. An internal analysis will generally examine four key areas – the company’s organizational structure, its resources, its financial position and its marketing strategy. In this piece we look at all four areas and consider how each one may be assessed.
  14. 14. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Business Planning: External Analysis The purpose of External Analysis is to identify the threats and opportunities present in the environment outside a company. Itinvolvesstudyingtwo key areas – thegeneral businessenvironmentinwhich the company operates and the specific sector or market it inhabits. Analysing the macro-environment is made easier by a PEST analysis. Here we look at the benefits of PEST analysis as well as the factors involvedin theprocess. We alsolook at how to size up the competition using a competitor analysis and list useful tips on gathering market intelligence. Business Planning: Opportunities andThreats The final stage of the Business Planning process is the Planning Stage itself. This represents the culmination of all the work carried out in the earlier stages. It is where you use the information and market intelligence gatheredin theAnalysisstageto devise a plan that will help the business achieve its goals. Two key plans must be written – the Marketing Plan and the Financial Plan. This lesson looks at the purpose of the marketing plan as well as its key components – the pricing strategy, the distribution strategy and the promotions strategy. We also look at the backbone of your business plan – the financials. Do the numbers support your business case? We look at the financial statements investors andother stakeholdersuse to decide if your business plan is viable. Business Planning: Goal Setting Here we look at the first phase of the businessplanningprocess – theGoal Setting stage. This is essentially a “getting to know you”process thatstarts with the company’s mission statement, continues with a description of the company’sbackground,a description of your product or service, your plans for the product and a description of the team thatare going tomake thoseplans happen. In this piece we look specifically at the mission statement – a formal summary of the aims and values of the company as well as how to achieve goals and set S.M.A.R.T. objectives. OrganizationalAwareness Organizational Awareness: Basics Recognizinghow businessisdonein your organizationisa useful skill, enablingyou to broaden yoursphere of influence and advance your agenda. This short piece describes "organizational awareness" as a social and emotional intelligence competency, and explains how you can become aware of the power brokersand social and political currents in your workplace. Organizational Awareness: Building Your Competency Expanding your sphere of influence in your workplace is facilitated by building your organizational awareness. This short piece explains the importance of developing an understanding of the social and political structure of your organization, and the relationships that drive decision-making. It describes how you can raise your organizational awareness by becoming familiar with its formal and informal structure, climate and culture, informal relationships, and underlying issues.
  15. 15. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Getting to Grips with Diversity Today's workplace is becoming more diverse as companies become more multinational. This piece describes the advantages of a workforce that reflects people from a range of socio-cultural backgrounds as well as the barriers that exist to diversity such as subjectivity and irrationality, inappropriate policies and practices, and inefficient and ineffective managers. Diversity Theories Today, workforce diversity is no longer just about anti-discrimination legalities andcompliance. Itfocuses on theimpact of inclusion and corporate performance. Successful corporationsseediversity as a competitive advantage that brings economic benefits when aligned to strategic business goals. This piece coverssomeofthesignificant theorieson diversity that have emerged over the years and examines their strengths and weaknesses, as well as how their applications can enable organizations to prepare more effectively for the challenges of operating in a global marketplace. Here we consider these theories and suggest criteria for organizational approaches to diversity. Organizational Learning: Value and Competitive Advantage Competitive advantage occurs when an organization acquires or develops attributes allowing it to outperform its competitors. Organizational learning is also a potential source of competitive advantage, as it can help an organization outperform the opposition. If an organization can learn faster than its competitors, then it has a competitive advantage over them. Here we see how organizational learning can provide competitive advantage. Organizational Learning: Training In many organizations, training is provided to help people develop their skills and knowledge so that they can perform their roles effectively and efficiently. Learning organizations are organizationswhichpromotea culture of learning. Learning differs from training in that it focuses on the longer term. Here we look at the difference between training and learning. Organizational Learning: Action Learning Action learning is a process in which people work and learn together by tacklingreal issuesandthenreflecting on their actions. Learnersgainknowledgeby practicing and "doing" rather than through traditional instruction. Here we explore Reginald Revans formula for action learning and the six essential components in an action learning program. Organizational Learning: Knowledge Management Knowledge management is the process of capturing, distributing, and using knowledge effectively. The goal of knowledge management is to connect knowledge providers with knowledge seekers. Without successful knowledge management, people spend hours looking for information that, in all likelihood, somebody in their workplace already possesses. To encourage sharing knowledge, reward collaboration and make sharing a social experience. Here we see howknowledgemanagementand systems help organizations to create, store, retrieve, transfer, and apply information. Organizational Learning: Technology Technology supports learning and increases an organization's capacity to learn. Similarly, organizational learning facilitates the adoption and Organizational Learning: Pro- Learning Cultures An organization which knows how to learn, with people who freely sharewhat they know and are willing to change based on the acquisition of new
  16. 16. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. implementation of new technology. A learning organization is very likely to employ technological solutions to facilitate the learning of its members. Here we see how technology indirectly influences organizational learning by affecting the context of learning and we look at the other ingredients required to facilitate organizational learning. knowledge, is saidto have a pro-learning culture. In a pro-learning work environment, people at all levels ask questions and share stories about successes, failures, and what they have learned. People are treated as complex individuals and managers encourage continuous experimentation. Here we see how in a pro-learning culture, organizational learning is much more than just formal training. Diversity Across Cultures Diversity isn't simply a matter of creating a heterogeneous workforce. Understanding cross-cultural practices and values will help you be successful in a multicultural global world. This piece focuses on distinct cultural dimensions that emerged from a pioneering study of cultures conducted in the 1970s. Highlighting contraststhatexist between Eastern and Western corporate cultures and Western corporate culture, you'll discoverthedifferent valuesexpressedin relation to risk-taking, competition versus cooperation, and innovation versus stability. Diversity Challenges Althoughmany workplacesarebecoming more diverse, there are still obstacles that hinder diversity. These barriers emerge even when an organization becomes more diverse. That's because the very act of becoming more diverse throws up new challenges for an organization's management and structure. Here we will look at these barriers, explain why certain biases and assumptions are so damaging, and examine the impact these barriers have on minority groups within organizations – and on organizations themselves. Diversity Policy Organizations benefit from diversity, equality, and inclusiveness. Global companies know that it’s best to have a workforce as diverse as their customers. This piece covers thevariouselements of devising and introducing a diversity policy to be implementedthroughoutan organization. It traces the corporate responsesto equality anddiversity along a continuum, from minimal levels of compliance through its integration throughout an organization. Scenario: Dealing with Bullyingand Harassment It’s important to know what to do when faced with someone who claims to be experiencing workplace bullying. Early intervention can be a crucial way of solvinga potential bullying issue without the need for a formal report or investigation or any disciplining of the bully. How goodwould yoube at helping a colleague who is being bullied – what advice would you give? Scenario: Recognising Bullyingand Harassment Workplace bullying and harassment are nothing new. Some bullying behaviour is clear cut. Sometimes, though, things aren't black and white. It’s important to be able to recognize and deal with bullying. Early intervention can be a way of solving a bullying issue, avoiding the needfor a formalreport, investigation, or disciplining of the bully. How good are you at recognizing bullying? Work through this scenario to find out. Managing Diversity Diversity has become the broadterm for differences between people in the workplace. This piece looks at diversity management in terms of the benefits it deliver to business and examines strategies for managing diversity and how cross-cultural training can help organizations to manage differences.
  17. 17. www.petroedgeasia.net Call us at +65 67419927 or email to info@asiaedge.net. Dealing with Bullying Bullying remains a serious health and safety issue. This piece provides some guidance on addressing the problem if you encounter it in the workplace, including tactics to use if it happens to you, howtosupportateammemberwho is bullied, including filing a formal complaint. It also provides advice for managersandsupervisors, fromaninitial informal approach up to pursuing disciplinary action. Bullyingand Harassment Bullying is unwanted, intimidating, persistent, and inappropriate behavior towards another person. This informative piece explains the cumulative experience that constitutes bullying, describesbullyingbehaviorsand the warning signs that may signal that someone is being victimized by a bully, and lists the actions that formalize an anti-bullying policy and a bully-free culture.

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