Leadership Speed Training PropBox

 Click here to watch a video on ‘How to Facilitate Cafe Style Speed Training’……

Watch this 20 minutes video on the Systemised Leadership

 ”I finally believe what you said – it shouldn’t and doesn’t take up management time!” Vicky Farrell – Yorkshire Water

What’s in the box?

• 30+ speed training activities and games
• Posters
• Tips and thoughts

Feeling Valued

Round of Appreciation (15 minutes)
Recognising strengths in colleagues
Appreciation@work (20 minutes)
Ways people need to be appreciated
Self Esteem Game (20 minutes)
Growing self-esteem
I am glad you…(20 minutes)
A feel good activity

“A powerful, innovative way to engage staff – we got some very important issues onto the table”. Trisha Western – Sony

Motivation

Objective: To help team members feel highly motivated and achieve their Satisfaction @ Work motivation goal.

The Perfect Job (20 minutes)
Identifying motivators
Likes and Dislikes (20 minutes)
Job satisfaction
Words that Motivate (15 minutes)
Getting the best from me
My Job (20 minutes
Identifying key priorities
Extension activities
Let’s Explore
Important or What?

Openness

Objective: To create a culture that promotes openness and to help people achieve their Satisfaction @ Work openness goal.

Surprise Surprise (20 minutes)
An opportunity to be open
Talk to, or Talk About (15 minutes)
Making it safe to be open
Who Do You Think you Are? (20 minutes)
Sharing perceptions
Stones (20 minutes)
Inviting openness
Extension Activities
Special Dinner
Posters

“The programme had real impact on the bottom line – we were able to resolve issues with key customers which, left unresolved would have cost us money”. Karen Meaden – Siemens

Ownership

Objective: To encourage people to take ownership for getting their needs met and achieve their Satisfaction @ Work ownership goal.

Cans or can’ts (10 minutes)
Encouraging people to use ownership language
Get it right (15 minutes)
Identifying how you need to be treated
How is it Going in the Team? (15 minutes)
Improving levels of openness and ownership
No moan (20 minutes)
Agreeing to a No Moan culture
Extra taster
Talking Constructively

Conflict

Objective: To prevent and reduce dysfunctional conflict in the team and to enable people achieve their Satisfaction @ Work goal.

Do You See it my Way? (20 minutes)
Understanding conflict
Helpful Thinking (20 minutes)
Thinking that minimises conflict
Prefer I Didn’t (20 minutes)  
Preventing conflict
Stress@Work (15 minutes)
Reducing work tension
Extra tasters
Grisly Bear
Getting to Grips with Conflict
Resolving Conflict

Difference Management

Objective: To help team members manage their differences effectively and to achieve their Satisfaction @ Work difference management goal.

The Who Game (10 minutes)
A fun game of difference
Ger it Right Game (30 minutes)
Discovering the different needs of colleagues
Form a Line (20 minutes)
Managing differences without conflict
Celebrate Differences (20 minutes)
Recognising the gifts that differences bring
Extra tasters
Problem Solving for Mutual Wins

“It’s an extraordinarily effective and outrageously priced system that delivers big”. Mike Wilsher – The Executive Foundation

Feedback

Objective: To improve the quality of feedback in the team and to help people achieve their Satisfaction @ Work feedback goal.

Let’s Talk (20 minutes)
Exploring the nature of feedback
How Can I….? (20 minutes)
Inviting feedback
Envelopes (10 minutes)
More feedback from colleagues
How is it Going with Feedback (15 minutes)
Extra taster
Cross Team Feedback

“What I love about BP2W is that it’s both top down AND bottom up. It works for the business and for the individual too”. Sarah Cooper – BAE Systems

Click here to email the Cafe Style team…

“25% of a typical manager’s time is spent responding to dysfunctional conflict” (Dana Organisational Development Journal 1984) “Employers typically spend a total of 13 days in management and HR time on each disciplinary case and 9 days on each formal grievance submitted. On average employees spend 12 days each year dealing with conflict.” (CIPD 2007)