Art = product of human creativity; skill learned by study, practice, and observation

Science = methodological activity, discipline or study; general truths, laws or principles; ability to produce solutions

Writing is both art and skill. And business writing, to be effective, requires competence in both the creative and the technical aspects of writing. Combining principles of style and form, this workshop will lead learners to develop their writing competence to produce letters, email, and reports that achieve results and build positive relationships.

The process of improving one’s written communication skills starts with an understanding of the communication process, its purpose, channels, and operating theories. Awareness of one’s skills is the next step. Our communication competence is then developed through application of communication knowledge and through constant and conscious practice. Knowledge-Awareness-Application-Practice. This 4-step approach will serve as the workshop’s framework.

A Program to Help You Become More Proficient in the English Language

English is a borrowed language for Filipinos. Yet, it is considered our primary business language. This presents a challenge for people in the workplace. Communicating is not merely a matter of sending messages. It is also about being able to use a borrowed language proficiently, whether one is writing or speaking. Grammar correctness ensures clarity, facilitates understanding, communicates competence, and enhances the company’s and the employees’ professional images. It can also improve your customer service because you are able to clearly and effectively communicate with clients, internal parties, and the public.

This training program aims to help learners in corporate environments to become more proficient in speaking and writing in English. The focus will be on grammar rules and writing style.

Workshop Objectives

At the end of the program, the participants are expected to:

– have undergone a review of grammar rules and applications;

– pass an exam to test their communication competence;

– be more confident in their communication skills; and

– be able to move on to the next phase of the business writing program.

Methods

The program will require learners to work and learn in and out of the workshop.

The workshop sessions will be highly interactive, providing the learners with a laboratory to apply and practice the theoretical knowledge presented. Mental and physical activities, mini-lectures, quizzes, games, exercises, and diagnostic tests will drive home the learnings and will provide the learners with a fun learning environment.

The learnings will extend beyond the workshop venue as learners work on take-home exercises and apply the lessons to work situations. The goal is to provide opportunities for immediate and practical application so that learners can absorb and retain the lessons.

Prework

Each learner should submit at least 2 weeks before the workshop:

• print out of business letter or short report that the learner has written
• a one-page self introduction printed on A4 or short bond paper, font size=10, double spaced

Art = product of human creativity; skill learned by study, practice, and observation

Science = methodological activity, discipline or study; general truths, laws or principles; ability to produce solutions

Studies show that 55% of the impact of a presentation is achieved through the visual elements, which include: – the look and image projection of the speaker, the quality of the presentation materials, the use of movement and space. These elements provide the visual experience to the audience, who in turn react positively or negatively to the presentation. The balance 45% can be attributed to the vocal and verbal elements. The interplay of these visual, vocal, and verbal elements determines how effective the presenter will be in driving the message.

This workshop will help the speakers in your organization enhance their presentations by improving on the visual, the vocal, and the verbal elements. The desired outcome is for the speakers to deliver more informative, memorable, and persuasive presentations.

The science aspect of the workshop refers to the data from research that can guide us in developing effective and memorable presentations.

The art aspect refers to the aesthetic principles that enhance and magnify the message to make the presentation a satisfying experience for your audience.

The workshop will include a discussion of theory and principles. It will be interactive with a lot of opportunities for learning, application, practice, and development of new and current skills. The workshop will combine mini-lectures, group activities, practice sessions, evaluations, and other experiential activities designed to transform your employees into power presenters. By the end of the workshop, the learners would have developed the competence and the confidence to deliver powerful presentations.

Objectives of the Workshop:

Through this workshop, your organization’s trainers will:

1. build their confidence and competence in public speaking;
2. practice effecting speech delivery by using the 3 Vs – visual, vocal, and verbal components
   Visual – includes achieving projecting a professional and appealing look, using body language to effectively communicate with the audience, effectively using visual aids
   Vocal – achieving vocal variety to deliver a high-impact presentation
   Verbal – developing a vocabulary for persuasion
3. identify and develop strengths, and
4. discover and work on areas for improvement as a speaker.

Feedback benefits the giver, the receiver, as well as the workplace in general. Effective feedback helps your teams accomplish their tasks while also maintaining a motivational environment.

The ability to give effective feedback requires the development of communication skills and the ability to use effective language.

Our workshop in Exchanging Feedback will help your employees develop these skills, and as a result they would be more equipped in serving internal and external customers.

WORKSHOP OBJECTIVES:

At the end of the workshop, the learners would have:

Assessed and improved their skills in giving and receiving feedback.
Practiced different techniques and behaviors in effective feedback exchange.

Applied workshop lessons to real workplace scenarios, especially in dealing with internal and external customers.
Drafted group norms and personal action plans to support effective feedback exchange in the workplace

WORKSHOP METHODS:

The workshop will combine interactive lectures, group dynamics, games, assessment quizzes, role-playing, dialogs, journaling, and other activities that will ensure participant engagement and learning.

FRAMEWORK:

To ensure learning and practical application, the workshop was designed with the following learning framework in mind:

You have to SEE it.

You have to WANT it.

You have to LEARN it.

You have to TRY it.

You have to LIVE it.

As such, all the activities in the workshop would contribute to at least 1 of the steps above.

Conducting meaningful conversation requires both art and skill. Combining principles of grammar, style, and form, this workshop will lead learners to develop their conversational competence so they can communicate in everyday situations that require the use of business English.

Workshop Objectives

By the end of the program, the participants will:

1. Know the requirements for meaningful conversation and practice the different levels of communication;
2. Have a vocabulary for clear, concise, and correct conversation;
3. Know the most common mistakes in Conversational English and how to avoid them;
4. Know how to use the different vocal elements to be an effective conversationalist; and

Know the common pronunciation mistakes among Filipinos and how to avoid them.

Methods

The workshop will combine experiential activities with mini-lectures and numerous drills and exercises. It will be highly interactive, providing the learner with a laboratory to apply and practice the theoretical knowledge presented. Mental and physical activities, quizzes, games, and role-playing will drive home the learnings and will provide the learners with a fun learning environment.

Congratulations! By having your own company newsletter, you can keep every employee updated on company directions, products, and events while also continuously reinforcing your organization’s vision, mission, values, and goals. It’s also a great way to keep things social—to show the lighter side of life in your organization. As such, you are able to ensure transparency and boost employee morale.

The benefits go beyond your organization as you can also use your newsletter to share updates to your external stakeholders.

This workshop will help your newsletter team work together for a more effective newsletter. We will talk about the benefits and functions of a newsletter, the roles people play to contribute to the success of this important communication tool, and writing tips and techniques.

As it is for every ExeQserve workshop, this will be a highly interactive learning experience, ensuring that the participants leave the workshop with practical knowledge and skills they can apply immediately in the workplace.

Objectives of the Workshop:

By the end of the workshop, the participants will:

• Identify the characteristics of an effective newsletter
• Have a wish list for the Temic Continental Newsletter and an Action Plan that supports this wish list.
• Have the ability to write news and feature articles for the newsletters
• Have experience in designing a newsletter
• Present an Action Plan for process improvements for the Newsletter Team.

As your organization continues to engage its employees in co-creating solutions to improve customer experience, address issues or generate ideas to enhance organizational performance or achieve goals, the need for effective facilitation of conversations becomes apparent.

Groups that need to make decisions or engage in a planning process often find that using a trained facilitator makes this process more efficient and easier for everyone involved. A good facilitator can keep meetings focused on the subject of discussion or on dealing with the problem at hand; remind participants to consider the broader context of the issues; provide a neutral perspective and manage the process; move meetings along in a timely manner; help the group achieve useful meeting outcomes; and give the group a sense of accomplishment.

A good facilitator is able to help a group clarify goals and desired outcomes and help group members use tools that will lead to decisions and directions towards achieving their goals.

In order to become an effective facilitator one must learn the fundamental of facilitation, practice effective communication and use techniques to manage participation.

The goal of this program is to help the chosen employees of your organization equip themselves with the necessary skills to facilitate various group activities and deal with the challenges that come with them. We shall introduce various tools, activity samples and templates that they can use immediately in their next assignment. We will also provide substantial skills practice activity to build their confidence in using the tools that will be presented in the program.

Program Objectives

At the end of the workshop, participants are expected to be able to:

• Describe how design elements, facilitator skills and use of adult learning principles make an impact on facilitation
• Identify key skills needed for effective facilitation
• Use techniques to enhance participants, engagement
• Describe, steps in facilitating various group activities
• Apply techniques in handling challenging situations with participants
• Create personal action plan to apply learning in the workplace.

Program Details

Who Should Attend: Supervisors, team leaders, and Officers who are tasked to facilitate planning, FGDs, and other group activities.

Training Methodology: Combination of instructor-led discussions, short lectures, simulated conversations, role-playing, interactive group activities and games, video materials

Ideal Class size: 15- 20 participants

Good communication skills and good communication culture impacts on organizational performance. When people are equipped with the necessary skills and mindset towards communication, they are able to:

• effectively sell ideas and products,
• address problems,
• recognize areas for improvements
• and remove barriers to performance.

This includes  streamlining of processes,  expediting  movement and keeping good relationship with customers and co-workers.

It is easy to ignore the need for people to improve communication because they associate their skill with their eloquence. Effective communication is more than just being able to put words together. It requires having the right mindset for collaboration, the right  listening skills for  better understanding and demonstrate the right amount of confidence to convey a message or assert a need. There is a need for people to be assertive. To achieve it, they need to unlearn old programs about communication and adopt a new set.

This program is designed to help learners appreciate the nature of communication from the vantage points of sender and receiver and how they need to be good at both.  We will introduce skills using demonstration and role-plays to help them put the concepts into application.

Workshop Objectives

At the end of the workshop the learners will be able to identify and practice using assertive communication techniques to improve their interpersonal communication skills.

Specifically, they will be able to:

• Describe the importance of effective communication in their career
• Describe the communication process
• Identify the barriers to communication and how to address them
• Describe the four communication styles; passive, passive-aggressive, aggressive  and assertive
• Explain their communication rights and responsibilities
• Describe the needed mindset change from unassertive to assertive
• Assess their current assertiveness level
• Describe the process of moving from unassertive to assertive communication style
• Enumerate techniques for assertive communication
• Apply assertiveness for transforming conflicts into productive conversation or collaboration.
• Create a plan to put learning into action

As the famous author and businessman Ken Blanchard has said, “Feedback is the breakfast“ and the lunch, dinner, and midnight snack – of champions’ No world-class performers could ever develop their talents without meaningful feedback on their performance.

The best way for any leader to rapidly develop their subordinates’ competence, motivation and confidence is to give them regular feedback on their performance and set up systems that allow them to see how much progress they are making. Feedback can reinforce existing strengths, keep goal-directed behavior on course, clarify the effects of behavior, and increase recipient’s ability to detect and remedy errors independently.

This program will help participants gain valuable insights on the benefits of feedback. And how they can move forward and bring the feedback into action-oriented results.

Objectives

After this high impact program, the participants will be able to:

• Understand what is feedback
• Appreciate the value of impact
• Handle difficult feedback situations with grace

This four day course focuses on building the Distributor Manager’s skills and competencies with the ability to manage effectively their Distributors in their respective areas. It also aims to standardize the management processes of the Distributor Managers.

The first day takes the participants to the Brief History of the Distributor Program. This is followed by the following:

• The Strategic Role of the Distributor
• Ideal Distributor Organization
• Distributor Manager’s Role
• How to Size the Distributor Sales Force
• Distributor Area Mapping

The second day enhances the participant’s People Skills with the following topics:

• Motivation
•  Team Dynamics
•  Training Cycle
•  Distributor Operational Audit
•  Operational audit

The third day is the actual application of the Training Cycle

The last day is the Financial Management Module

The Territory Management Course provides a Sales Person the necessary basic tools to manage his assigned territory effectively and efficiently.  Specifically, the course focuses on enhancing one’s selling, communication, handling objections and presentation skills.  It consists of several modules briefly described below.

The Key Result Areas (KRA) module focuses on the performance deliverables of each participant.  These deliverables are divided into two areas:

The Input Measures such as Monthly Call Objectives,  Opening of Accounts, Productivity Standards,  etc.

The Output measure which is Sales and Collection.

The Work Planning module focuses on organizing effectively and efficiently the participants’ monthly sales activities geared towards achieving monthly KRA measures.

The Daily Routine and In Call Mission module focuses on a structured routine and field coverage procedure that the participants must accomplish on a day to day basis to meet set daily KRAs in order to achieve not only monthly but annual KRAs.

The Communication Skills module focuses on ingraining among the participants the Basic Communication Process, the appropriate responses to open the communication between Sender (the Investment Distribution Specialists/Associates)  and the Receiver (Client/Branch manager/personnel), the Handling Objections Process and its application.

The Presentation Skills module focuses on orienting the participants on the Persuasive Selling Format to effectively and efficiently present to clients/branch personnel and be able to convey their ideas/intentions.

Persuading customers to part with their money may not be easy, but the actual process is a straight forward one. Whether one is selling to business or individual customers, the rules remain the same. Identify targets, understand customers’ needs, then sell the benefit of your products, handle objections and then close the sale. What happens as the process progress spells the difference between selling and not selling.

An important ingredient in the success of any business is good selling. Without it, many sales are lost – sales that may mean the difference between success and failure. This program will show participants and help them demonstrate creative selling techniques.

Objectives:

• Explain the importance of maintaining a positive professional sales image.
• Enumerate the characteristics of an effective Sales/Service Professional.
• Enumerate and explain each phase of the sales and service cycle.
• Display and apply their roles and their newly acquired knowledge, skills, and attitudes as  Sales/ Service Professionals

Methodologies:

To ensure appreciation and correct application of the principles to be introduced, the following methodologies will be employed:

• Structured Learning Exercises
• Group Discussion/Group Work
• Lecturette

Sales are the single most important part of any business. While all aspects of business are important, without sales you have no business. That is why it is important to have a well trained sales staff. Sales training is one of the best ways to make sure that your sales staff knows and understands all of the techniques and methods to gain your business sales. Training is important in both general and niche sales jobs as it helps to develop a sales professional’s skills, maximizing their potential and goals, as well as making them feel valued and stimulated in their role. By investing in its sales-force, companies are also putting themselves in a position of strength for the future and increasing staff retention.

Companies that offer regular training schemes, are likely to attract the best graduates or professionals, as personal development rates highly amongst those wishing to further their careers. Employees are more likely to stay in an organization where they are able to go on a range of conferences and tutorials, thus increasing their skills and opening themselves up to promotion opportunities.

The goal of this workshop is increase productivity of your sales staff by improving their morale, customer relations and selling skills.

Our Methodologies :

• Power Point Presentation
• Videos
• Role Playing
• Simulation Exercises

Objectives :

• Understand and apply the top Sales Approaches
• Improve on People Skills
• Enhance their Presentation Skills
• Be able to find sales prospects
• Know and Apply the steps to do before – during – after a Sales Call
• Achieve Self Management
• Know and Apply Essential Record Keeping
• Learn how to Set and Achieve Sales Goals

This course focuses on building the Account Managers’ skills and competencies with the ability to effectively manage their key accounts.  It also aims for the participants to learn and understand the basic processes and competencies behind key account management.

Upon completing the course, the participants will be able to apply their learnings in the workplace to help them operate more efficiently and effectively.

Learn:

•     Developments of the trade
•     Key Accounts Management: What is it?
•     Daily Routine and Expanded Daily Call Routine
•     Account Penetration
•     Inventory Management
•     Sales Math
•     Communication Skills
•     Presentation Skills
•     Understanding the Persuasive Selling Format

Everyone is influenced by an attractive personality and without influencing others you can’t get success in today’s competitive world.

For many of us, it is not enough to simply have life as it happens. We find it essential to get the most we can out of life and that is being the best that we can be. We may be coping with life – but are we in control of it? You may be successful in some areas of your life, so why not be successful in all aspects of your life? We believe that working on both your inner self and your outer self will help you build the confidence you need to be in complete charge of your life resulting to fulfilled dreams and living life in abundance. By doing so, an individual maximizes their potential to excel both in their careers as well as their personal lives. Similarly a training in personality development enhances the general as well as unique traits (characteristics which differentiate one from others) of a person.

This course aims to help a person understand and know his / her purpose in life, get a positive thought pattern, gain confidence, improve behavior, learn better communication and develop a healthy physique.

Does your company invest heavily in their image through advertising, marketing and even in their office furniture?  If so, they believe that image is one key differentiation factor to set them apart from competition.

As a key representative of your company, it is critical that you too invest in your professional image to be consistent with that of your company’s.

This workshop helps you create an image that befits your organization, your role, your goals and objectives.  You will learn how to use your strengths and unique qualities and project your best through the way you present yourself and communicate to others!

Workshop Objectives :

•     To be able to assess your professional / personal image
•     To create a professional image consistent with your organization’s goals and vision
•     To develop a professional style that is powerful and effective
•     To learn how to look, sound and behave like a polished professional

Three things characterize result-oriented and accountable individuals; they are driven, they establish stretch goals and take initiative to achieve their desired results. An organization like Wells Fargo can benefit from employees who go out of their way to deliver results.

Result-orientation is a mindset. Some people are programmed to be result-oriented, others need to recognize the need to be one. Achieving result-orientation require awareness of one’s current mindset and how it may be hindering them from achieving results.

ExeQserve consultants designed a program that will help participants develop awareness of their mental model and make decision to imbibe some changes that lead to a new mental model; one of result-orientation.

This workshop utilizes presentation of human development framework, paradigm-shifting exercises, brainstorming and action planning that will help participants recognize how their  mindset impact their behavior . We also put together activities aimed at helping them connect personal source of motivation and work realities to help them have a better view of their presence in the organization.

The workshop ends with an action planning exercise to help them identify steps to apply changes when they go back to the workplace.

Workshop Objectives
At the end of the workshop the learners will be able to create personal action plans to develop their result-orientation and accountability competency.

Specifically, they will be able to:

• Describe how mental model affect attitude and behavior
• Identify characteristics of result-oriented individuals
• Identify negative programs that hinder result-orientation
• Identify result-oriented behaviors.
• Develop an agenda for result-orientation
• Describe how creativity and working with others impact on results.

The quality of work depends largely on the quality of thinking. Empowering employees to make decisions to improve work requires that they are capacitated to apply logical, critical and creative thinking skills.  They need to learn the concept and develop these knowledge into practical skills that they can apply in the workplace.

Logical thinking is necessary for better understanding of situations and for forming concepts that explain connections among objects, processes and circumstances. Better understanding leads to better understanding

 Critical thinking is necessary to analyze current situation and point out opportunities for improvement. Critical thinkers are not satisfied by status quo, hence they tend to see what is missing and what needs to be done.

 Creative thinking is the ability to process both logic and critical thinking and make something new. Coming up with new and applicable ideas lead to innovation.

ExeQserve Consultants developed a highly interactive and engaging workshop aimed at helping learners make use of these concepts as they pursue their work goals and objectives.

Objectives

• Explain and describe the uses of logical, critical and creative thinking
• Simulate techniques that improve thinking skills
• Explain logical thinking principles
• Apply reasoning and concept formation in understanding situations and proposing solutions
• Describe and simulate  the steps in critical thinking
• Adapt qualities of critical thinkers
• Identify opportunities for applying critical thinking to improve systems.
• Describe ways to enhance creativity
• Follow the steps in the creative process
• Identify barriers and keys to creativity
• Describe the way in which to translate creativity to innovation

EQ trumps IQ. This has been proven in many research. The even better news is that emotional intelligence is a skill that can be learned or developed. People who have developed their emotional intelligence recognize their strengths and are able to use their talents to the hilt, recognize their weaknesses and are able to address them well. They have more discipline, more driven and are easier to work with. As your organization continue to hire people with the needed intellectual aptitude to do the job, it is critical to invest in their ability to manage their emotions towards a more productive and profitable end for them and for the organization.

ExeQserve Consultants designed this program to help participants become aware of the key components of Emotional intelligence and offer them tools and techniques to effectively manage their emotions. We shall use self-assessment, disclosure exercises, learning games and role plays to help them take stock of their current level of emotional intelligence and what they need to do to enhance their skills.

Workshop Objectives:

• Define Emotional Intelligence (EQ).
• Identify the benefits of emotional intelligence.
• Learn the core skills required to practice emotional intelligence.
• Define and practice self-management, self-awareness, self-regulation, self-motivation, empathy and social skills.
• Interpret and manage emotions.
• Master tools to regulate and gain control of one’s own emotions
• Articulate emotions using the right language.
• Balance optimism and pessimism.
• Effectively impact others.
• Relate emotional intelligence to the workplace.
• Use the concepts and techniques in the workplace.

Everyone aspires to be rich and wealthy, but very few aspire and work towards being financially free.

True wealth is not about how big your monthly income is, it is about how much of that income you are able to save and invest. True wealth is not about how many cars or branded items you have, it is about how many assets you possess. True wealth is being free from financial worry.

This 3 hour seminar will help participants to:

• Maximize their earning potential
• Differentiate between good debt and bad debt
• Practice saving regularly with our handy saving tips
• Protect their biggest assets with the help of insurance
• Determine the best investment vehicle for them

Course Overview

This 3-hour seminar will guide participants to the 5 steps needed to attain financial freedom.

STEP 1: Maximize your income potential.

In this quick session, we talk about the different ways to increase or improve earnings over time. Whether it is by aiming for a promotion at work, starting a small business that doesn’t conflict with work or earning money from skills/talents during the weekends, participants will be introduced to creative ways to augment their salaries and income without quitting their job or violating company policies.

STEP 2: Getting out of bad debt.

In this session, we differentiate good debt from bad debt. For those who are already in debt, we give them tips on how to manage and pay off their debt, one by one.

STEP 3: Save.

In this session, we help participants differentiate wants from needs. We share with them the optimum amount you should be saving per month, depending on your salary. Lastly, we give them various options on how they can make saving easier (including automatic savings plans).

STEP 4: Protect.

In this session, we introduce the concept of insurance to the participants. There are many kinds of insurance nowadays (term, whole life, regular pay, VULs) so we clarify what type would best suit their needs / personalities. We also talk about what type of insurance one should prioritize as well as how to avoid “insurance scams”.

STEP 5: Invest.

In this session, we educate students on how to differentiate investing from simply saving your money. We will give a general discussion to participants about the different types of investments, as well as their risks, potential income, and minimum investment required. Types of investments discussed range from real estate, UITFs/Mutual Funds, and direct stock market investing. We will also give participants tips on how to avoid investment scams.

Workshop Wrap-Up

At the end of the course, students will have an opportunity to ask questions and fill out an action plan.

Whether you’ve landed your first office job or you’re just at a point in your career where you want to rethink the impressions you make on coworkers, dressing for success is not a cliche. It’s a necessity.

What you wear to work matters a lot when it comes to displaying a public image.

From business attire to casual wear, it’s important to look your best when you go to work. After all, it’s a major reflection of your character and what you represent as an employee.

Getting dressed for the office doesn’t have to be hard work. You don’t have to leave your personal style behind just to look professional in front of your boss. Your goal is to project a professional and confident image of yourself, regardless of your career level.

Our Methodologies :

• Power Point Presentation
• Videos
• Practical Application Exercises

Objectives :

• Explain how having a professional appearance can boost the chance for workplace success and how not having one can lead to disaster.
• Understand the difference between appropriate and inappropriate business attire.
• Distinguish crucial grooming considerations that are part of a professional presence.
• Recognize the role of accessories in maintaining a professional appearance.
• Appreciate behaviors beyond clothing choices that contribute to a positive business image including body language, vocal tones, and personal habits.
• Develop a personal action plan to improve their professional image.

Time is probably the most precious and limited resource we have. In spite of our best efforts, time is unyielding – no one can stop it, slow it down, or truly save it. It is the rare person who has enough time to do all the things that he or she wants to do. For some reason, we keep adding “just one more thing,” and forget to eliminate others. The result is an ever-increasing time crunch.

Looking at the speed at which business moves these days, one thing is certain: if one cannot manage his time effectively, he will have a difficult time managing anything else including our stress levels. Stress is our mental, physical and behavioral response to “tail-chasing” events. Too much stress can result in serious physical, psychological, interpersonal or work-performance problems. The amount of stress that we experience depends on how much stress we have, how long we have it, and how we are able to manage it.

In this one-day “Time and Stress Management” workshop, participants will learn key time management skills that they can adopt to deliver endless results. They will learn how to prioritize projects in terms of their payoff, lock out mental distractions so they can focus on priorities, develop effective work habits that will allow them to accomplish more than they ever thought possible and lessen stress levels in their lives.

Would your organization benefit from employees who are creative and who are constantly in pursuit the most innovative ways of doing things? Would it not be great if employees keep coming up with ideas your company can use? Wouldn’t it be great if they can make things better, faster and at a lower cost? Wouldn’t it be great if your people keep on coming up with ways to sell more and generate more profit? What if there is a way to make all these happen? Wouldn’t be a worthy investment of time, money and effort? Wouldn’t it be great?

People are naturally creative. Somewhere along the way, however, a lot of us stopped believing that we are. It also does not help that we create conventions and stereotypes that stifle creativity and scare people away from taking risk. However, with some reprogramming, managers can make their people believe again that they are indeed creative and are capable of making innovations wherever they are in the organization.

This workshop aims to awaken the dormant creative sides of the participants and equip them with knowledge, skills and attitude needed in creating and innovating. The activities in this program are tactile, engaging, high experiential and designed to tap the creative spots in the participants brains.

Objectives

• Dispel some of the myths surrounding creativity and innovation
• Appreciate ones natural ability to be creative
• Describe the stereo types that lock creativity and the keys that unlock them;
• Describe some techniques for enhancing creativity
• Create an environment / work culture that fosters creativity and innovation throughout the organization

Leadership starts with oneself. An organization filled with leaders who are goal-driven, intrinsically motivated and effective in carrying out their tasks and dealing with their colleagues is just what the doctor ordered in order to maintain a healthy workplace. But finding these people and putting them all in one organization is an almost impossible job.

Many people are dependent and reactive to their environment. This sense self-entitlement cause them to think that others have failed them and so they lose trust and motivation to do their best at work and in their relationships.

There is however a way to enhance personal effectiveness in the workplace and that is through interventions like training and putting together support systems that enhance people’s motivation to achieve work effectiveness and life success. The main goal of this workshop is to provide a source of information and motivation for people to take the goal-driven and self-motivated path towards personal and career success. This also aims to equip them with tools they can use to manage their work more effectively and their relationship with others.

We designed this program to help participants achieve private success by conquering self-imposed limitations and public success by removing barriers to working with others. We made the program highly interactive and experiential to keep the participants engaged.

Objectives:

By the end of the workshop, the learners would be able to:

• Develop awareness of their own inner condition, their strengths and improvement areas
• Align their behaviors and action with their strengths and values
• Pursue personal mastery by aligning their behaviors and actions with their career agenda and life goals
• Develop a personal plan to improve the way they work with others to achieve personal career success.

The target participants need to recognize that the job hunting world has changed both in good and challenging ways and that they need to be both optimistic, resilient and perpetual learners in order to find their next opportunity and succeed in it. They also need to review their job hunting tools; resume, search methods and interviewing skills to attract potential employers and get job offers.

ExeQserve Consultants have designed and developed programs to help thousands of prospective job hunters find the right career for themselves. Through this program, we aim to help them recognize what they need to do to find a new job and get the offers they deserve.

Program Objectives:

At the end of the workshop, the participants will be able to:

• Describe the new realities of job hunting to adjust their strategy for it
• Recognize what they need to capitalize on to find a suitable job for them
• Prepare and fine-tune their job hunting tools (Resume, job hunting strategy, job interviewing skills)
• Create a personal action plan to apply what they learned from the program

Methodology

to ensure learning, the following methodology will be applied

• Structured Learning Activities to realize paradigm shifting needs
• Lecturettes and group discussion to surface concerns and available job hunting data
• Workshop/write shop to help the participants fine-tune their resumes
• Role playing/Simulation to help practice skills in interviewing.

General Electric’s CEO, Jeff Immelt, states that “time management is one of the most important attributes of a great leader.” He states that great leadership requires you to “spend your time around the things that are really important: setting priorities, measuring outcomes, and rewarding them.”

Time is probably the most precious and limited resource we have. In spite of our best efforts, time is unyielding – no one can stop it, slow it down, or truly save it. It is the rare person who has enough time to do all the things that he or she wants to do. For some reason, we keep adding “just one more thing,” and forget to eliminate others. The result is an ever-increasing time crunch.

In this one-day “Effective Time Management” workshop, participants will learn key time management skills that they can adopt to deliver endless results. They will learn how to prioritize projects in terms of their payoff, lock out mental distractions so they can focus on priorities, and develop effective work habits that will allow them to accomplish more than they ever thought possible.

LEARNING OBJECTIVES

By the end of the program, participants will be able to:

• Understand the nature of time management
• Identify the obstacles to effective time management in their daily roles
• Use a range of tools and techniques that will enhance their productivity
• Align their priorities to match their performance goals
• Minimize distractions and focus on the job at hand

Getting Your Plans aligned

Organizational Strategies are only effective when they are operationalized. This happens when Leaders are able to understand what they need to do, to achieve organizational objectives and create plans to direct their resources towards implementation of strategies, initiatives and eventually, achievement of goals.

Leaders need to have a complete appreciation of the planning as a management tool. They need to understand how each component should be done well in order for the whole plan to be relevant and useful. More importantly they need to appreciate why and how a plan, no matter how great the intention and initiatives are, is only as good as its execution. Leaders must therefore, create strategies and tactics to ensure that plans are implemented, monitored, evaluated and adjusted as needed.

This program aims to equip leaders with the necessary knowledge and tools to come up with a departmental plan that is aligned with the organizational strategies, establish a mechanism for effective monitoring, creating accountabilities and contingency planning. Specifically the participants will be able to:

• Define Departmental Planning
• Identify the different components of planning
• Enumerate the steps to getting employees involvement in planning
• Explain the process for environmental scanning
• Describe the use of environmental scanning as an initial step to planning
• Define KRA, KPI and KPO
• Use a technique for developing SMART objectives
• Establish the steps in effective planning
• Enumerate the steps needed in proper execution and adjustment of plans
• Create an action plan to immediately apply learning in the workplace

We shall use group discussions, individual and group activities to ensure that the participants are engaged all through out learning session. We shall also provide some tools and templates they can use immediately after the session. The re-entry action planning at the end of the workshop will allow the participants to identify initiatives to put learning to action.

Brainstorming combines a relaxed, informal approach to problem solving with lateral thinking. It encourages people to come up with thoughts and ideas that can, at first, seem a bit crazy. Some of these ideas can be crafted into original, creative solutions to a problem, while others can spark even more ideas. This helps to get people unstuck by “jolting” them out of their normal ways of thinking.

In order to achieve maximum engagement from the members of the team and to ensure productive flow of conversation, there is a need for structure and effective facilitation.

There are a number of things that are necessary for effective idea generation. We are outlining below our proposed strategy for this workshop:

1. Clarity of Issue/Problem – It is important that the problem or issue is properly defined prior to the brainstorming session. We work with the client to ensure that this is established ahead of the activity so that the issue will be presented well during the workshop.
2. Goal and Objective Setting -The way the brainstorming goal is stated helps the participants broaden their imagination or narrow their focus. We can assist you to ensure that the goals are stated in a way that desired participation and outputs are acquired.
3. Adherence to Brainstorming guidelines and principles – This is the biggest challenge in facilitating brainstorming events. Sometimes, participants get so anchored on a seemingly great idea that it limits them from coming up with other ideas. We propose a shifting technique where participants are allowed time to generate ideas on their own, bring it to the group and then begin the expansion and narrowing of proposed strategies that will be used for action planning..
4. Action planning – The proposed session will help the participants piece together a prototype action plan that they can later fine-tune and implement upon management approval.

To ensure smooth and productive flow of the brainstorming session, we propose to facilitate a 4-Hour Brainstorming session using the following outline:

1. Opening

• Introduction
• Opening remarks and setting of expectations
• Presentation of Issue Definition, Constraints, Workshop Goals and Objectives

2. Brainstorming Session

• Inputting of individual recommendations
• Expansion and narrowing of ideas into categories for prioritization
• Identification of prioritized strategies
• Action planning (Teams will be created to make action panning more efficient
• Summary and closing

We also offer Brain Storming Workshop using Open Space Technology (OST) for situations with a diverse group of people who must deal with complex, and potentially conflicting material in innovative and productive ways. With Open Space, people tend to be creative, synergistic and self-motivated. It is a facilitation method in which people can identify specific issues on a given topic, self-select into discussion groups, and work with the issue with people also concerned with that issue.

Outcomes

There are several desired outcomes from an Open Space event.

• The issues that are most important to people will get discussed.
• The issues raised will be addressed by the participants best capable of getting something done about them.
• All of the most important ideas, recommendations, discussions, and next steps will be documented in a report.
• When sufficient time is allowed, the report contents will be prioritized by the group.
• Participants will feel engaged and energized by the process.

Mechanisms

• a broad, open invitation which articulates the purpose of the meeting;
• participants’ chairs arranged in a circle;
• a “bulletin board” of issues and opportunities posted by participants;
• a “marketplace” with many break-out spaces that participants move freely between, learning and contributing as they “shop” for information and ideas;
• a “breathing” or “pulsation”

The quality of work depends largely on the quality of thinking. Empowering employees to make decisions to improve work requires that they are capacitated to apply logical, critical and creative thinking skills. They need to learn the concept and develop these knowledge into practical skills that they can apply in the workplace.

Logical thinking is necessary for better understanding of situations and for forming concepts that explain connections among objects, processes and circumstances. Better understanding leads to better understanding

Critical thinking is necessary to analyze current situation and point out opportunities for improvement. Critical thinkers are not satisfied by status quo, hence they tend to see what is missing and what needs to be done.

Creative thinking is the ability to process both logic and critical thinking and make something new. Coming up with new and applicable ideas lead to innovation.

ExeQserve Consultants developed a highly interactive and engaging workshop aimed at helping learners make use of these concepts as they pursue their work goals and objectives.

Objectives

• Explain and describe the uses of logical, critical and creative thinking
• Simulate techniques that improve thinking skills
• Explain logical thinking principles
• Apply reasoning and concept formation in understanding situations and proposing solutions
• Describe and simulate the steps in critical thinking
• Adapt qualities of critical thinkers
• Identify opportunities for applying critical thinking to improve systems.
• Describe ways to enhance creativity
• Follow the steps in the creative process
• Identify barriers and keys to creativity
• Describe the way in which to translate creativity to innovation

Being adaptable and flexible is a set of behavior that comes from a set of mental models. Being rigid and inflexible is the same. People can’t change unless they change their mental model. They won’t change their mental model unless they recognize the need to do so and they are guided in the change process.

As the work of your staff requires those who do not demonstrate the desired behavior to modify it, the need to start where those behavior comes from becomes necessary. The model and framework below explain how our social reality is affected by our behavior and how our behavior is the result of our beliefs developed through events in our personal history. There is, therefore, a need for people to take a heroic journey from limiting beliefs towards a new, more abundant kind of thinking that empowers them to be more adaptable to their environment and generous in dealing with others.

ExeQserve Consultants offer our services in facilitating a highly experiential two-day program aimed at helping the participants to take a journey towards self-discovery that will help them appreciate how adaptability and flexibility can be part of their natural behavior and how creativity can be used to manage work and expectations.

Program Objectives:

At the program, the participants will be able to:

• Take stock of their strengths and values and how these play parts in their professional journey
• Describe mental models and how they affect behavior and performance
• Discover their positive core that will guide them towards personal transformation
• Manage self-talk and negative emotions that may be hindering them from being adaptable and flexible
• Identify creative strategies to help them generate solutions to everyday work challenges
• Develop a personal action plan to apply learning to the workplace.

We’ve all witnessed that moment when a leader walks into a room and instantly attracts intense, positive attention. The air shifts. Heads turn. People gravitate toward them in the conversation circle. In short, they have a “wow” factor. The wow factor is often called “executive presence.” Executive presence is a blending of temperament, competencies, and skills that, when combined, send all the right signals. Leaders know they must embody executive presence to get ahead, influence others, and drive results. Leadership development professionals know they must help their executives develop it. What is intuitively understood about executive presence is that it’s all about the capacity to mobilize others to act. At the core, it’s necessary for influencing others. To become influential and lead large-scale, complex business initiatives, executive presence isn’t a niceto-have, but a must-have quality.

Our Methodologies :

• Power Point Presentation
• Videos
• Role Playing
• Simulation Exercises

Customers turn to a wide variety of platforms to get in touch with their service provider or the company they purchased a product from. According to Social strand, 13% of customers contact companies via eservice (web, social, chat), 18% via email, 29% through writing or in person, and 40% of customers prefer to contact a company by phone. Hence, those who field incoming client communication via phone should be equipped with the right amount of knowledge and skills to effectively handle different situations and provide excellent customer service.

There are only 2 C’s that should happen in a phone call. First is Customer Service. Second is Communication. The absence of nonverbal signals makes communication through phone very challenging for both the customer and the representative. It takes a big amount of mastery of the product and phone handling skills to successfully have both C’s in a call.

Myra Golden, a customer experience designer, mentioned the 4 biggest problems to today’s telephone customer experience: 1. Perception of apathy/rudeness; 2. No acknowledgement of the customer’s problem; 3. No sense of urgency; 4. No personal connection

These four could be addressed by training front liners with soft skills needed such as Rapport Building, Probing, Active Listening, Empathy, Paraphrasing, and Assertiveness. These, together with knowing the phone handling cycle (Opening, Probing, Overcoming Obstacles, Resolution, and Closing) will help the representatives in effectively handling phone conversations with customers.

Generating successful outcomes with customers over the phone does not have to be difficult. Knowledge and skills should go hand in hand with the innate willingness to help others.

Phone Handling Basics

It is an 8hr workshop focused on identifying and practicing the soft skills needed in providing excellent customer service via telephone

Objectives:

• Identify the 2 C’s in Phone Handling
• Enumerate the steps Phone Handling Cycle
• Identify and practice the skills needed in each step
• Highlight the importance of providing superior customer service through phone conversations
• Effectively handle phone calls by applying the skills learned through mock calls

Managers play a very important role in ensuring that the organization is able to serve customers well. They put in place mechanisms to avoid complaints . They are responsible for seeing to it that there is a system in place, that front liners are equipped and empowered to help complaining customers if they are unhappy with the service. Organizational leaders also manage to learn from negative customer experience by looking into the circumstances of the complaints and then making necessary adjustments in operating procedures to avoid service failures from recurring.

In order to carry out this role, managers must develop competency at the strategic level; meaning that they are able to view customer service in a much broader perspective and act to develop strategies and policies for ensuring customer happiness, dealing with customer dissatisfaction and developing a system that allow people to learn from their experiences with the customers.

This workshop aims to do just that; equip managers with the concepts and tools they need to develop the needed strategies and policies for seeing to it that the whole organization is able to facilitate customer service management from the strategic to the operational levels. Most importantly, They will be equipped to develop the needed strategy for complaints handling, resolution, service recovery and continual service improvement as a result of learning from negative customer experiences.

To ensure suitability of learning and application in the workplace, ExeQserve shall apply the following strategies:

• Customization of design in partnership with the project stake holders
• Facilitation of highly interactive and output oriented two-day workshop
• Use of role plays and simulation to ensure that participants are able to practice the skills being shared.
• Giving participants an opportunity to draft a service policy and guidelines prototype that they can later improve when they go back to the workplace.
• Submission of a detailed post workshop report that contains the workshop outputs, our observation and recommendations for follow through.
• Monitoring and Evaluation that include sitting down with the participants and discussing their experience after applying what they learned.

Objectives:

• Use systems thinking approach to understand the variables that affect delivery of service and potential sources of customer happiness or dissatisfaction;
• Co-create a vision of how your organization will manifest its service culture in the future.
• Establish desired service standards that lead to better internal and external customer experience.
• Agree to adopt a method for complaints handling and service recovery;
• Use incidences of service failures as source of learning and process improvement; and
• Create an action plan to develop a customer service and service recovery policies and procedures

According to one US research, high performing organizations are highly customer-centered. Many organizations are aware of this and yet research also shows that customer satisfaction levels have been declining steadily. This is because while customer expectations are rising, most attempts to improve customer service are too narrow and superficial. They fail to focus the organization’s culture and core processes on serving customers. That’s why 50-70% of these programs consistently fail. This happens because many companies hinge their customer service effort on training front-liners on how to be friendly with customers and nothing else. A good customer service program should inculcate in the mind of every employee the importance of what they do in making the customers happy. It should also impress on the need to continually look at the company – service process and make continuous improvement in order to keep up with or exceed customer expectations

The goal of this workshop is to equip the employees with a more in depth understanding of the customers and their needs and tools they can use to meet and exceed customer expectations.

Our Methodologies:

To ensure suitability of learning and application in the workplace, ExeQserve shall apply the following strategies:

– Customization of design based on the result of a thorough needs analysis

– Submission of a needs analysis report to management for their perusal

– Facilitation of highly interactive and output oriented two-day workshop

– Use of role plays and simulation to ensure that participants are able to practice the skills being shared.

– Submission of a detailed post workshop report that contains the workshop outputs, our observation and recommendations.

Objectives:

– Describe Customer service and customer expectations

– Identify the participants’ external and internal customers and their responsibilities for each customer

– Appreciate the importance of attitude and mindset in achieving customer service success

– Manifest the right service attitude

– Identify opportunities for service excellence, analyze and eliminate snags in the service process

– Describe the art of delighting the customers

– Describe techniques in managing relationship with customers and avoid customer dissatisfaction

– Describe ways in handling difficult customers and managing complaints

– Establish steps in applying the learning to work

Investing in the development of leaders is the best investment an organization can make. Leaders fulfill key responsibilities that could spell the difference between success and failure. It is therefore critical that they are equipped with the right set of knowledge, skills, attitudes and habits (K.A.S.H.) to carry out the responsibility of mapping the organization’s future, developing strategies to get the organization there and actually making it happen. These are seldom done through sheer leadership talents. Leaders whether they are called team leads, supervisors or managers need to acquire these K.A.S.H.  through an appropriate training interventions and their deliberate effort to enrich their cache of leadership and management tools through continuing personal development.

The Basic Supervisory Skills Development Workshop is designed to help the supervisors and managers assess their own mindsets and adjust accordingly to the NEW leadership paradigms. It will also equip them with the basic management tools like planning, organizing, leading and controlling and communicating. It is also designed for them  appreciate not only their roles as leaders but more so the dynamics of teams and what they need to do to encourage teamwork. The workshop also contain tools for coaching that they can use to capitalize on the strengths of their team members and work on their areas for improvement.

Both programs utilize learning games, role plays and case studies for deeper impact. At the end of each session, the participants will be asked to commit to a forward agenda to put learning to action. The facilitator will gather inputs from the workshop and submit a post workshop report that management can use to support the ongoing development of its leaders.

Workshop Objectives

By the end of the workshop, the learners would be able to:

– Shift mindset from worker to leader and from boss to leader

– Describe the process in building teamwork

– Identify the basic management tools (P.O.L.C.)

– Use communication as an important leadership tool

– Align actions with organizational values

Target Participants

New or upcoming supervisors, managers, team leaders who haven’t attended a basic training on leadership and management.

If you want to build a high performance organization, you need to equip your managers and supervisors to build high performance teams.

High performance teams are capable of delivering results; the individual members are accountable and committed to goals and strategies. There’s high quality communication that allow members to manage complexities, respond rapidly to the needs of the company and the customers, and make high quality decisions. These things don’t just happen. For high performance teams to form, Leaders must demonstrate positive behaviors that inspire members. Leaders must understand team development phases, respond to the needs at each stage and then ultimately bring the team to the high performance stage. Leaders need to be equipped to manage communication within the team and conduct effective coaching activities to help each member achieve his full potential.

We put together a two-day workshop that will provide your leaders all the necessary tools in order to successfully build high performance teams. Our activities are highly engaging and we provide practical tools that are immediately useful when they return to the job.

Your leaders will go home with Re-entry Action Plans from what they gathered in the training to ensure application of learning. This allows whoever is interested in their leadership growth to see their how they intend to use what they learned to build their very own high performance teams.

Workshop Objectives

By the end of the workshop, the learners would be able to:

– Describe the needed transition from being a non-leader to that of a being a leader

– Demonstrate value-driven leadership

– Use vision to inspire employee performance

– Apply their roles as change leaders

– Use 360 degrees empowerment to lead at different angles

– Use techniques for keeping employees engaged

Target Participants

– Supervisors and managers who are responsible for bringing employees performance to higher levels.

In an effective organization, employee developmental needs are addressed. Developing in this instance means increasing the capacity to perform through coaching and mentoring, giving assignments that introduce new skills or higher level of responsibility, improving work processes or other methods. Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace, such as introduction of new processes or technology.

Carrying out the processes of coaching and mentoring provides an excellent opportunity for managers and employees to identify developmental needs. While planning and monitoring work, deficiencies in performance become evident and coach and team member are able to address them. Areas for further enhancing already good performance also stand out, and action can be taken to help successful employees improve even further.

The goal of this course is to equip managers and supervisors with the right information and skills to help bring out the best in their employees. The learning will be made intensive by utilizing learning games, case, studies and role plays. In order to ensure application of the knowledge and development of skills, the program includes a post-workshop project that will require them to identify a target person or teams to apply what they learned in the workshop. They will be required to submit a report detailing the applications of the tactics and the results. This tactic will show participants that all the techniques shared in the program are doable and helpful in building employee skills and work attitude.

General Objective:

At the end of the workshop, the participants are expected to enumerate and describe steps in the process of coaching and mentoring

Specific Objectives:

At the end of the training, the participants are expected to be able to:

– Identify the basic processes behind coaching & mentoring

– Describe how to introduce coaching & mentoring into the organization

– Apply various tactics in Coaching and Mentoring using the Situational Leadership Framework

– Describe the nature of the relationships that must be managed in order to sustain coaching and mentoring

Methodologies

To ensure learning this seminar-workshop will utilize the following:

– Lecture- discussion

– Group activities and workshops

– Case Studies

– Role Playing

– Learning games and exercises

– Post-workshop activities

Most people involved in organizational change experience a kaleidoscope of emotions. Regardless of the reason behind the change, feelings of anger, resentment, anxiety, resistance, sadness and excitement are common at different points in the change process. Feelings of fear often run rampant.

What makes organizational change so scary for so many people? What are they afraid of? Some may worry about being seen as incompetent to carry out new tasks, or worse yet, actually being unable to handle it. These anxieties all stem from a nearly universal fear of the unknown and, for many, turn the change process into a seemingly endless and frightening roller coaster ride.

Many companies fail to successfully implement change because they ignored some of the critical requirements in managing it.

When effecting changes in the organization, managers are dealing with people with mindsets and comfort zones that were built overtime. People tend to resist change because they do not want to step out of these comfort zones–they like to stay in an environment they are comfortable with. There are a number of things that need to be taken in to mind to help people accept and overcome the pain of change. This course aims to equip change managers with the knowledge skills and right mindset in managing change. They will also learn to identify the need for change, and strategize their way to successful change implementation.

We applied various proven concepts and frameworks of change management including:

Who moved my cheese by Spencer Johnson

Unfreeze, Change, Refreeze by Kurt Lewin

The 8-Step model in Leading Change by John F. Kotter

In order to ensure learning and application we shall utilize the following methodologies

– Structured Learning Experiences

– Forms and templates-based workshops

– Personal Change Management Projects that will be developed as the program progresses

– Re-Entry action Plans

We believe that there is no better assessment of managers’ readiness than their ability to work on their own change management projects. Those who will be able to carry out their projects successfully following the methods recommended in this program shall be certified as the companys’  Change Agents.

Objectives:

– Describe the nature and concept of the change process and its components.

– Explain the importance of anticipating and managing change

– Describe the necessary actions in preparing people/organizations for change

– Identify strategy in facilitating change

– Identify barriers to change and recognize solutions

– Describe steps for creating communication and basic risk management plan in change management.

– Explain the importance of celebrating successes to improve people’s confidence towards change

– Go through the process of solidifying change and building a culture that embraces change.

– Create plans to apply learning to work.

Organizational Strategies are only effective when they are operationalized. This happens when Leaders are able to understand what they need to do, to achieve organizational objectives and create strategies to direct their resources towards the pursuit of goals.

Leaders need to have a complete appreciation of Strategy Development process as a management tool. They need to recognize that continuing improvement in performance requires a mindset geared towards understanding opportunities for change and formulating plans to make change happen.  More importantly, they need to appreciate why and how a plan, no matter how great the intention and initiatives are, is only as good as its execution. Leaders must therefore, create strategies and tactics to ensure that plans are implemented, monitored, evaluated and adjusted as needed.

This program aims to help Leaders embrace strategic thinking and equip them with necessary knowledge and tools to come up with a plans that are aligned with the organizational strategies, establish a mechanism for effective monitoring, creating accountabilities and contingency planning.  Specifically the participants will be able to;

• Define Strategic Thinking;
• Describe  behaviors that demonstrate strategic thinking;
• Identify the different components of strategy development;
• Enumerate the steps to getting employee’s involvement;
• Explain the process for environmental scanning;
• Describe the use of environmental scanning as an initial step to planning;
• Define KRA, KPI and KPO;
• Use a technique for developing SMART objectives;
• Establish the steps in effective planning;
• Enumerate the steps needed in proper execution and adjustment of plans; and
• Create an action plan to immediately apply learning in the workplace.

We shall use group discussions, individual and group activities to ensure that the participants are engaged all through out learning session. We shall also provide some tools and templates they can use immediately after the session. The re-entry action planning at the end of the workshop will allow the participants to identify initiatives to put learning to action.

The two – day Project Fundamental course provides a coverage of the essentials of Project Management and facilitate an understanding of the concepts and principles throughout the project lifecycle. More than just understanding the concepts, an experienced Project Management Professional (PMPA) will help the participants relate them to real world situations.

Course Objectives

• To introduce Project Management essentials to course participants regardless of functional and industry background.
• To de-mystify Project Management by emphasizing real-life application of PM principles, concepts, tools & techniques.

Learning Outcome

By the end of the course, the participant shall be able to;

• “Talk the talk” familiarity with project management lexicon.
• Understand project management concepts, principles, tools & techniques and its application to real life scenarios.
• “Walk the walk” apply PM best practice in any project scenarios and types across the enterprise.

Target Participants

Individuals involved in project delivery, entry level project managers, and experienced project managers who seeks to enhance their knowledge of project management using PMI based standards and best practices.

If you’re new to project management, the Project Fundamental course will provide you with the essential information you’ll need to prepare for and complete your projects. You’ll become a valuable member of your project team by discovering and applying the critical concepts you need to plan, implement, and control any type of project.

In the world today, an organizations competitive advantage is executing strategic initiatives. Furthermore, innovation is becoming a game changing trend and becoming more important than ever. To implement and maintain such, these require a huge amount of investment- money, time, and other resources, through projects. And in order to make the right investment decisions and protect current assets, the project manager of an organization should be equipped with the right skills to ensure better project performance.

It is imperative that all project staff build a common understanding of the principles, practices and methodologies of project management. The success of a project depends heavily on the ability, skills, and knowledge of the project manager to get the work done.

Whether working as a project member, or a project manager, using predictable and reusable tools, techniques, and processes, would most likely achieve a successful project implementation. This will be the main coverage of this course.

Objectives

This 2 day workshop aims to build the participants know ledge on the principles, practices, and methodologies used in project management.

• Identify the key elements to a successful project.
• Describe the roles and responsibilities of a project manager.
• Apply techniques to effectively manage tasks throughout the projects life cycle.
• Use tools necessary to properly deliver within scope, time, cost and quality.
• Analyze problems encountered utilizing decision and problem solving models.
• Validate project completion through post implementation reports and reviews.
• Create a project plan based on identified/ perceived developmental need in the organization.

Methodology:

The course was designed to utilize different delivery methods to tailor to the needs of the participants varied learning styles.

• Presentation
• Discussions and practical individual/ group exercises
• Knowledge and best practice sharing
• Practical application

Investing in the development of leaders is the best investment an organization can make. Leaders fulfill key responsibilities that could spell the difference between success and failure. It is therefore critical that they are equipped with the right set of knowledge, skills, attitudes and habits (K.A.S.H.) to carry out the responsibility of mapping the organization’s future, developing strategies to get the organization there and actually making it happen. These are seldom done through sheer leadership talents. Leaders whether they are called team leads, supervisors or managers need to acquire these K.A.S.H. through an appropriate training interventions and their deliberate effort to enrich their cache of leadership and management tools through continuing personal development.

This Basic Supervisory Skills Development Workshop is designed to help the supervisors and managers to assess their own mindsets and adjust accordingly to the NEW leadership paradigms. It will also equip them with the basic management tools like planning, organizing, leading and controlling and communicating. It is also designed for them appreciate not only their roles as leaders but more so the dynamics of teams and what they need to do to encourage teamwork. The workshop also contain tools for coaching that they can use to capitalize on the strengths of their team members and work on their areas for improvement.

Both programs utilize learning games, role plays and case studies for deeper impact. At the end of each session, the participants will be asked to commit to a forward agenda to put learning to action. The facilitator will gather inputs from the workshop and submit a post workshop report that management can use to support the ongoing development of its leaders.

Workshop Objectives

By the end of the workshop, the learners would be able to:

• Shift mindset from worker to leader and from boss to leader
• Describe the process in building teamwork
• Identify the basic management tools (P.O.L.C.)
• Use communication as an important leadership tool
• Align actions with organizational values

Target Participants

New or upcoming supervisors, managers, team leaders who haven’t attended a basic training on leadership and management.

Successful organizations are headed by leaders who talk the talk and walk the walk of effective leaders. In a book written by Kouzes and Posner these leadership practices include modeling the way, inspiring a shared vision, enabling others to act , challenging the process and encouraging the heart. Through this workshop, we will help the participants become aware of their own strengths and weaknesses as far as these practices are concerned. We shall walk your leaders through the practices and help them decide on a personal leadership development project where they will apply what they have learned.

Leaders of successful teams understand the concept and are able to negotiate their way through the different team development stages in order to lead the team into achieving their full performing potentials. They understand the dysfunctions that ruin teamwork and are capable of coming up with strategies to overcome these so called dysfunctions. Through this workshop your leaders will have a better appreciation of team development and the leadership tasks that must be employed at each development stage so that leaders can bring their team from forming to high performing.

Course Objectives:

• Demonstrate high performance leadership behavior
• Create a high performance leadership agenda
• Describe the ingredients of high performance teamwork
• Facilitate high performance team culture building by:
• Building a trusting relationship
• Encouraging open communication
• Building commitment to goals and strategies
• Establishing accountability for performance and behavior
• Focus the team’s energy towards delivering results.
• Take on the role of a coach to help members achieve their full potentials.

Target Participants:

New or upcoming supervisors, managers, team leaders who haven’t attended a basic training on leadership and management.

People are the most complex of all resources that a manager or supervisor has to deal with. In order to work effectively with people, managers must learn to adapt their style to a particular persons current situation and disposition. Managers must learn how and when to choose directing, coaching, supporting and delegating. They must also develop the skills on how to effectively carry out each of these styles.

This workshop is designed to help leaders diagnose the current developmental levels of their employees, choose the correct approach to dealing with them and learn to frequently use conversation to further develop the skills and performance of each employee.

We shall utilize Kenneth Blanchard and Paul Hersey’s model on Situational Leadership towards this end. We shall also utilize self assessment, case studies and role playing games to help participants apply learning to work. At the end of the session, the participants will engage in re-entry action plan to put what they learned to action by identifying a situational leadership project of their own. These projects can be used to measure the participants ability to absorb the lessons of the workshop and evaluate their ability to apply what they know.

OBJECTIVES

After the session, the participants are expected to;

• Diagnose developmental levels of employees and match them with corresponding leadership styles.
• Describe the activities involved in applying each leadership styles.
• Use conversations to form partnerships with employees as a way to help them contribute to organizational goals.

OVERVIEW:

The ability to impart knowledge and experience to your team through coaching and training are skills that are vital in managing and supervising teams. Sadly today’s managers seem to “shoot from the hip” when it comes to coaching and training their staff. Many don’t know how to train and coach adults and smiply apply learning techniques used in instructing children.

F.A.C.T.S. (Fostering Adult Coaching and Training Skills) is a highly dynamic and interactive workshop that will help develop managers’ and supervisors’ coaching and training skills by providing them with essential knowledge, tools and strategies that foster adult learning. By attending our 4-day F.A.C.T.S. workshop participants will be able to inspire excellent performance from their team by imparting their valuable knowledge and experience to their staff more effectively.

OBJECTIVES:

By the end of the program, participants will be able to:

• Identify the different adult learning concepts and use them at work
• Design, deliver and facilitate an actual training module
• Utilize the GROW method to coach their teammates
• Employ motivation and influence to get their teams to perform better
• Write accountability agreements for their teams to follow
• Give effective and motivational performance feedback to their team

Problems and decisions are part of day-to-day life in any organization. Equipment breaks down. Sales performance does not meet target. Customers complain. Work gets delayed. Collection extends beyond due date. And people violate company rules. As Murphy’s Law states, “anything that can go wrong will go wrong”.

However, most managers and supervisors solve workplace problems using quick fix, short-term solutions based on limited experience and data. The results are problems that recur and often get worse, demoralizing the whole organization. Organization leaders of today need a good balance of creative and critical thinking to produce workable, effective and innovative solutions.

And to choose the “best” solution requires a positive mindset and skillful use of tools and techniques in decision-making. Without sound decisions, there can be no real practice of leadership. This program aims to boost the problem solving and decision making skills as well as the creative thinking and critical thinking abilities of Fast Logistics managers and supervisors.

Our Learning Objectives:

• At the end of the One (1)-DAY program, participants must be able to:
• display a sense of urgency and decisiveness in attending to workplace problems and decisions.
• exhibit a balance of creativity and critical thinking in dealing with workplace problems and decisions.
• perform the five (5) steps in analyzing and prioritizing workplace concerns, conduct the four (4) steps in Problem Analysis in determining root causes of problems and developing solutions options.
• apply the seven (7) steps in Decision Analysis in determining the best course of action among available alternatives.
• execute the four (4) steps  in Potential Problem Analysis in anticipating and dealing with potential threats to a decision / solution.
• provide solutions to problems and make the needed decisions using a variety of sound tools and techniques.
• prepare sound and comprehensive action plans for one’s work unit

Methodologies:

The above programs will use the following methods:

•    Structured Learning Exercises
•    Processing of Lessons
•    Interactive Lecturettes (incorporating Class Discussion)
•    Case Presentations with Feedback Giving
•    Assessments
•    Film Showings

One of the biggest complaints about most organizations is meetings… they waste too much of our precious time. This is bad news for organizations. Meetings are important because that is where an organization’s culture and climate perpetuates itself.

Meetings are one of the ways that an organization tells its workers, “You are a member.” If you have bad, boring, and time wasting meetings, then the people begin to believe that this is a bad boring company that does not care about time. Likewise, great meetings tell the workers, “This is a great organization to be working for!”

Also, remember that bad meetings lead to more bad meetings, which cost even more money.

Why are there so many bad meetings? Poor planning by the meeting’s organizer and a lack of involvement by the participants are mainly the culprit. The root cause of all these is the meeting leader’s lack of skill in preparing for and conducting a meeting.

The goal of the Managing Productive Meetings workshop is to assist meeting leaders in learning how to effectively lead and secure positive results from meetings. Specifically, after the 1-day workshop, participants are expected to:

• Differentiate between a good meeting and a bad one
• Describe the elements of good meeting preparation
• Ensure participants’ engagement during meeting
• Ensure follow through of actions to be taken after the meeting
• Apply learning to the workplace.

Recent studies have shown that an organization is likely to achieve its goals if everyone in the organization sees it and can imagine the steps to get there. This is the reason why many companies craft their Vision, Mission and Core Values statements

Visioning generates a common goal, hope, and encouragement; offers a possibility for fundamental change; gives people a sense of control; gives a group something to move toward; and generates creative thinking and passion. The famous book “Built to Last” by Jerry Porras and Jim Collins, said that many Companies who stood the test of time have all these. The authors call them visionary companies. Visionary Companies however are not defined merely by the statements they post on the wall, they are defined by the way they live up to the company’s mission, vision and core values. The aim of this program is to aid companies in crafting their set of statements and identify ways and means to live by it.

Workshop Objectives

After the session, the participants are expected to;

•     Understand the workings of a visionary company
•    Craft a Vision Statement
•     Craft a Mission Statement
•     Identify the organization’s Core Values
•     Set out a plan to align the organization with the company’s vision, mission and core values

As your organization prepares itself for the challenges of the coming years, the need to establish a strong strategic plan becomes apparent. In order to come up with an effective plan, management recognizes the need to seek the help of a facilitator who can help guide the organization’s management through the stages of the planning process.

As sure as effective plans are not created overnight, the approach ExeQserve proposes is one that requires some studied look at the organization’s desired future and coming up with a strategic map that will enable the leaders to lead the group towards it. Our experienced consultant offers not only his experience in planning but some of the most widely used tools for creating easily readable roadmaps with clear milestones toward the goal. He shall sit with the planning participants several times to ensure that plans are aligned, measures are in place and initiatives are properly communicated company-wide to ensure that everyone in the organization is clear about goals and roles.

Planning objectives

At the end of this consulting engagement, it is expected that the participants are able to:

•     Align plans with the company’s vision and mission
•     Consider past experiences in future plans
•     Establish key objectives, initiatives and action plans
•     Determine needed resources to put plans to action

Some people mistakenly assume that performance management is concerned only with following regulatory requirements to appraise and rate performance. However, appraising performance is ONLY ONE PART of the overall process (and perhaps the least important part).

All organizations face the problem of directing the energies of their staff to the task of achieving organizational goals and objectives. In doing so, organizations need to devise means to influence and channel the behaviors of their employees so as to optimize their contributions. Performance management constitutes one of the major management tools employed in this process. This is based on the premise that an individual’s performance in a job is improved by having definite goals, feedback about their performance, and is complemented by an appropriate reward system.

Considering the profound objectives of performance management, it is elementary that managers and supervisors learn to employ the tools within the system.

The goal of this course is to give the participants a clear view of what performance management is all about and how to utilize it in achieving organizational objectives. At the end of this workshop, the participants should be able to participate in the design and implementation of a performance management system that includes the following elements:

• Policy Design and implementation mechanisms
• Performance goal setting mechanisms (KRA, KPI, Competencies)
• Performance Monitoring techniques
• Developing employee’s capability to perform through training and coaching
• Appraising performance
• Rewarding and recognizing performance.

Please note that the success of this program is hinged on organization’s performance management initiatives. The Performance Management System is an Organization Development intervention, without which, the training will be useless.

Course Objectives

At the end of the session, the participants are expected to be able to:

• Describe the requirements for the successful implementation of a performance management system.
• Describe the roles managers and employees play in the implementation of a performance management system.
• Understand the components of Performance Management and how each relates to their managerial or supervisory tasks;
• Go through the steps towards successful employee performance management.

In order to ensure effectiveness of the program, we shall employ various methodologies, which include participants briefing ahead of the workshop, post workshop report and a half day follow through session.

More than its well established brand, the success of a team in achieving its full potential is dependent on its ability to work effectively as a team.

In a best selling book called The Five Dysfunctions of a Team, author and Organization Development Consultant Patrick Lencioni wrote: “Not finance, not strategy, not technology. It is teamwork that remains the ultimate competitive advantage both because it is so powerful and so rare.” It has been said that if a company can get all its employees rowing towards one direction, there is no reason why that company can’t reach its rightful destination.

Rowing towards one direction however, is close to impossible because teams are made up of people who are imperfect, fallible and teams are inherently dysfunctional. In many organizations, politics and confusion are more the rule rather than the exception. Fortunately for us, the dysfunctions that hinder teams from working effectively together have been identified and found to be curable.

Leadership plays a very important role in building teams and in keeping them performing well. This workshop provides the framework for them to follow and a set of skills and tools for taking on the task of effectively leading teams towards high performance.
Objectives:
At the end of the two-day workshop;, the participants will be able to:

• Describe the key elements of teamwork
• Identify the four stages of team development and what leaders need to do to facilitate progress towards high performance
• Describe the five fundamentals of high team performance as trust, collaboration, commitment, accountability and focus on results
• Describe tactics for building trust such as enhancing familiarity and clarifying expectations
• Describe steps for establishing norms for collaboration and conflict management
• Identify the key ingredients in getting the team to commit to a common goal and set of strategies
• Establish norms for mutual accountability
• Describe the importance of scoreboards and create action plans to establish them in the workplace
• Create a personal action plan to apply change in the workplace.

Methodologies
To ensure participants’ engagement and learning, we shall apply experiential learning, brainstorming and action planning as method for facilitating learning. This program includes re-entry action plans, post workshop reports and a free follow-up session to ensure application of learning in the workplace.

Performance comes from confidence, confidence come from competence, competence come from repeated performance of desired practices.

Teams succeed because members develop an empowered thinking. That lead to creative confidence. This creative confidence helps produce quality collaborations that lead to better systems and processes. The quality of communication helps in clarifying roles, rules and accountabilities. It’s a continuing process of learning that makes teams better.

ExeQserve consultants propose a program that helps team members learn together and build the necessary confidence to work together towards a common goal.

OBJECTIVES

• After the session, the participants are expected to;
• Describe the concept of team learning
• Appreciate the effect of mindset and empowered thinking in contributing to team learning and performance
• Describe the necessary skills in promoting generative dialogues
• Establish norms for team learning
• Use team learning to agree on new arrangements that will improve team performance.

• Half-day team building

We propose a program where team members will be able to appreciate the importance of taking ownership of team goals not just because they are told but because they recognize what is at stake and what they can contribute to its achievement. This program also aims to clarify the how certain values needed to achieve the goal look like in action.

• Amazing Race team building

The group will be divided into teams and will undergo a series of challenges (to be disclosed as they unravel). The team who finishes all the challenges first wins. To add more excitement, special awards or prizes can be given to the other teams.

• Outplay! team building
• Creative team building

In this workshop, we offer a program that aims to help participants unlearn some of the old mindsets that prevent them from exercising creativity and embrace new ones . We also offer to help participants create a set of rules of engagement for relationship building, communication and cooperation that will help build a team environment that encourages creativity and motivates people to move from creativity to innovative execution.

• Roped-course team building
• Team Learning

ExeQserve consultants offer a solution designed to equip the participants with the right knowledge, skills and attitude for regular learning and improvement. We use highly interactive learning games and team-collaboration theories to help them see how concepts can be applied to the workplace. The most important output of the workshop is a brainstorming exercise where team members will address real workplace challenge and come up with recommended strategy. If the team can implement this strategy, the outcome should be the best payoff for the learning investment

Hiring is everything. A wrong hire can be expensive and hard to correct if it ever is correctable. It is for this reason that managers need to be careful about their hiring decisions. This is not easy when candidates are putting their best foot forward and go to great lengths including lying to win the much coveted job. This is why a lot of hires end up with firing and resignations.

It is true that a lot of guesswork and gut feel go into hiring decision making but there is a way to be more objective about it. Through this interactive and experiential workshop, the participants will learn how to prepare for a screening task, ask the right questions, probe candidates for the competencies they are looking for and evaluate interviews more objectively. The program includes introduction to the recruitment process and methodologies and a lot of skill practice to ensure that participants can replicate them in the workplace.

Objectives:

• Define job fit and profile of a right hire
• Go through the proper way of scanning the resume and using it as reference for the interview
• Know the right way of using Aptitude and personality test in the interview process
• Prepare for the conduct of interview
• Know the important interview do’s and don’ts.
• Make hiring decisions based on identified parameters.

Target Participants: Recruitment staff and hiring decision-makers

HR is not a department; it’s a shared responsibility between the people in charge of HR and the ones who are directly responsible for their performance, the Line Managers and Supervisors. To think that this is not true is to risk having disjointed efforts to align people with organizational goals.

Strong collaboration between HR and Line management is crucial to the success of organizational endeavor to align people with goals. In order for this strategic partnership to work, HR and the line should have a shared knowledge about their HR-related responsibilities in the same way that HR needs to align all its actions with the goals of the organization and in consideration of the nuances of business operations.

Course Objectives:

The goal of this learning session is to help HR and non-HR supervisors appreciate the roles they and HR play in;

• Getting the right people for the right jobs;
• Managing their performance ;
• Preparing them for bigger responsibilities;
• Maintaining Discipline in the workplace; and
• Retaining talents

This orientation course is useful to those who are being given a human resource development and management assignment and those who wish to immerse their supervisors in HR work because they believe that people management should not be the sole province of the HR Department.