Uncertainty & Crisis Avoidance in Workplace

Uncertainty and Crisis Avoidance by Preferred Training Networks

Uncertainty, change and crisis result in low employee productivity and performance.

The two root causes of uncertainty are fear of the unknown and miscommunication at your workplace. This program is designed to give you and your people the skills to deal with unexpected changes in the organisation.

How good are you at avoiding uncertainty?

1. We communicate often with the employees to keep them informed of how the change is being implemented.


2. We have a communication plan of more than 2 pages.


3. We always explain the effect of change to our team.


4. Our people can read the signals of any uncertainty.


5. Our people have a proven platform to work calmly during any uncertainty.


6. We have a culture that acknowledges intuition and interpretation.


7. Our people know the importance of risk management.


8. Our people set contingency plans.


9. Our people think on their feet.


10. Our people know how to effectively manage anxiety, body language and stress during any uncertainty.

This is a short excerpt from our Uncertainty and Crisis Avoidance article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Managing Meetings Strategies - Reduce Amount of Meeting Sessions

Managing Meetings Strategies - Reduce Amount of Meeting Sessions by Preferred Training Networks

In order to be successful, every business meeting needs to receive a return on investment.

Time spent in unproductive meetings means time taken away from other important tasks. In order to be successful, every business meeting needs to receive a return on investment.

Meetings are a good opportunity to generate creative ideas from a group of people who meet in order to achieve an outcome. Meetings can be extremely valuable and productive if run effectively.

What is the effectiveness level of meetings you attend?

1. The meeting starts on time.


2. The meeting is conducted in the order set out in the agenda.


3. Matters arising from the previous meeting are briefly discussed.


4. The agenda is distributed to all members prior to the meeting.


5. Members are always aware of the time and venue of the meeting.


6. All mobile phones are turned off before entering the meeting room.


7. During the meeting conversation is focused on the topic.


8. Everyone listens to each other carefully and is not judgmental.


9. All members are encouraged to share their opinions, ideas and suggestions.


10. Only one person speaks at a time.

This is a short excerpt from our Managing Meetings Strategies - Reduce Amount of Meeting Sessions article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Management Training Workshops

Management Training Workshops - Managers Leadership Skills by Preferred Training Networks

The training process in eight easy steps:

1. Decide which blocks of Management best fit the needs of your managers
   
   The content of The Building Blocks of Management training program is the decision of the client. Simply put together the building blocks that you consider most valuable. Each block can be conducted in an hour or a day depending on your specific needs. You decide how many blocks of management you would like to fit into each day.


2. Pre-program exercises
   
   Participants are provided with relevant articles and case studies two weeks prior to the program commencing. Discussions during the training program will relate to these topics.



3. Delivery of training program
   
   Delivery of The Building Blocks of Management training program.



4. Executive summary management briefing
   
   Following the training program the trainer will be available to provide a summary of key learning outcomes to participants' managers.



5. Addendum learning journal
   
   A learning journal will accompany every workbook. Participants will be encouraged to make note of creative solutions to address relevant work issues.

This is a short excerpt from our Management Training Workshops article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Management coaching and development sessions - Develop Management coaching styles

Management Coaching Development Sessions - Develop Management Coaching by Preferred Training Networks

Coaching is a process that enables learning and development to occur.

Our coaches are experts in their fields and coach participants in a number of areas such as Time Management, Life Coaching, Negotiation Skills, Communication skills, Presentation Skills, Leadership Styles. Dealing with Difficult People, Assertiveness, Conflict Management, Bullying, Project Management, Performance Management etc.

The process taken is one which enables our clients to achieve their full potential and improve their skills. Coaching occurs at all management levels. Coaching is growing in popularity as a way to achieve a desired behavioural change.

Your 3 step Coaching process is as follows

1. Initially the coach will contact the participant for about 20 minutes to see if there is a fit between both parties. It is vital that the person being coached feels that the coach is right for them.


2. A timeframe of sessions is agreed (usually 1-2 hour blocks).


3. Reporting - Your coach will provide objective progress reports to you.

This is a short excerpt from our Management Coaching Development Sessions - Develop Management Coaching article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Learn to Learn

Learn to Learn by Preferred Training Networks
If your people only attend one course in their professional lives then this should be strongly considered. This course helps participants discover how other people retain information. Participants also learn their own unique learning style.

Once learning styles are understood then participants are shown proven methods to modify their communication style so their message is retained.

What are the benefits of your Learn to Learn program?

• Understand the key principles of adult learning.


• Discover how adult learning styles differ.


• Engage your listener.


• Understand the importance of self directed behaviour .


• Understand how goal driven behaviour can accomplish tasks.


• Understand different personality styles and how to match your communication style.


• Use NLP techniques.


• Understand the benefits of 'actively listening' and 'questioning' skills.


• Communicating and motivate simultaneously.


• Discover preferred learning signals.

This is a short excerpt from our Learn to Learn article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Leadership Skills - Develop High Potentials Leadership Skills

Leadership Skills - Develop High Potentials Leadership Skills by Preferred Training Networks

Leadership Management Training

This is an essential part of any leadership training program. Our leadership development courses and seminars are packed with team leadership skills training.

Leadership Development Training

This course is customised to suit your management team. Specifically, this leadership training program focuses upon real life management issues and interpersonal skills. Incorporated into the leadership management training are strategies for team leadership skills and leadership skills training.

Leadership Management Training Key Learning Outcomes:

• Understanding the difference between leading and managing.


• Understanding the different leadership styles and their impact on others.


• Motivating employees to get behind the organisation's vision, mission and objectives.


• Understanding the roles and responsibilities of a leader/manager.


• Improving employee engagement levels and increasing customer's satisfaction levels.

Many organisations spend their project management training dollars on the senior people within the organisation. They omit the people that are This seminar is full of methodologies that have been proven to boost organisational effectiveness and profitability. Some of the latest peer reviewed academic papers are also critiqued and experiential learning activities included to maximise the audiences overall learning.

This program will also break down myths about leadership. Some leaders believe they are great leaders even though the leadership metrics they are aiming at are old hat. This program will help leaders understand the metrics that make an effective leader.

Team Leadership Skills Dashboard

Get a unique valuable insight into your team's leadership abilities. At a glance you will have a proven method of assessing the strength and weaknesses of your team's leadership skills. You will also have an action plan to boost each individual's ability and to have a dynamic productive team.

The training process in eight easy steps:

1. Decide which blocks of leadership best fi t the needs of your managers
   
2. The content of The Building Blocks of Leadership training program is the decision of the client. Simply put together the building blocks that you consider most valuable. Each block can be conducted in an hour or a day depending on your specifi c needs. You decide how many blocks of leadership you would like to fi t into each day. Pre-program exercises
   
3. Participants are provided with relevant articles and case studies two weeks prior to the program commencing. Discussions during the training program will relate to these topics. Delivery of training program
   
4. Delivery of The Building Blocks of Leadership training program. Executive summary management briefing
   
5. Following the training program the trainer will be available to provide a summary of key learning outcomes to participants' managers. A learning journal will accompany every workbook. Participants will be encouraged to make note of creative solutions to address relevant work issues.

This is a short excerpt from our Leadership Skills - Develop High Potentials Leadership Skills article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Knowledge Management Training Session - Retain Critical Company Knowledge

Knowledge Management Training Sessions - Retain Critical Company Knowledge by Preferred Training Networks

Knowledge management encompasses an amalgamation of four elements: people, process, technology and content.

John Howard recently called Australia a knowledge nation.

Is your organisation extracting critical knowledge?

Action Plan

1. Enable participants to be able to link what people know with how what they know can support business and organisational behaviour.


2. Ensure participants can identify what information is the most meaningful, practical and purposeful.


3. Improve the participant's understanding of fluid knowledge management practices.


4. Provide participants with visionary strategies to motivate managers to reach common goals.


5. Ensure the participants understand that knowledge management can be integrated with other organisational initiatives.


6. Tips from the psychologists. How do you get information from people that don't want to give you the information Here's one idea because you are on our website Tell the person that you are going to change some processes that they have an affinity with and give them a plan of what the new process will look like. The person is quite likely to give you so much knowledge assistance why your plan will fail. It's a won/win. The person scuttles your plan which you probably weren't going to implement and you gain all that knowledge.


7. Build trust levels in the organisation which fosters knowledge sharing

This is a short excerpt from our Knowledge Management Training Sessions - Retain Critical Company Knowledge article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Develop Internal Consulting Skills Workshops Internally

Internal consulting skills - Develop consulting skills internally by Preferred Training Networks

Learn how to consult more effectively with your internal customers and to be able to deliver a targeted solution with significant outcomes.

Have your people been trained specifically to consult effectively with internal customers? Some internal customers have expectations which are not communicated clearly. Top flight internal consultants find out these specific requirements and are able to deliver a solution consistently.

Internal consulting is a skill set that can deliver so many benefits to your organisation.

How good are your consulting skills?

1. I understand who the REAL client is.


2. I know how to 'contract' accurately.


3. I know how to develop strong rapport.


4. I use effective consulting processes to achieve outcomes.


5. I always know exactly the internal customer's expectations.


6. I understand effective change methodologies.


7. I know the difference between process & content.


8. I am clear on my consulting style.


9. I can adjust my style to match the other person.


10. I communicate carefully and effectively.

This is a short excerpt from our Internal consulting skills - Develop consulting skills internally article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Interpreting Information - Making Better Decisions Courses

Interpreting Information - Making Better Decisions Courses by Preferred Training Networks

Interpreting information skills and improved decision making training

Professional development training in interpreting sills is an unusual program. There is so much information currently available that people need to grow antennas and filters that can sort the dross from the gems. Organisations lose money when acting on incorrect information and people need to develop information filtering skills.

Have your people been professionally trained to interpret information correctly?

Unfortunately people often conceal or misrepresent information that may be challenging. Many employees act on the information they receive without question like Moses. They have not been thought to think through the information and this can lead to poor decision making behaviours. Create a culture that eliminates costly mistakes through poor decision making and problem solving skills.

How to make better decisions workshops

If it quacks and waddles it's a duck is traditional thinking. Your people need to challenge traditional thinking styles and consider that maybe it's a chicken disguised as a duck because it's tired of chickens been branded as poor crossers of the road. Help your people question everything and your organisation will benefit from better decision making training and your people will become experts at unearthing critical information.

How good are your interpretation skills?

1. I can understand my preferred communication style.


2. I can tailor my communication style to suit my clients, colleagues and manager's communication style.


3. At work we have eliminated role ambiguity.


4. Our organisation's goals are easily understood.


5. Everyone can link our organisation's mission and vision to the overall strategy.


6. I can interpret the basics of a profit and loss account and a balance sheet.


7. I have developed my listening and questioning skills.


8. I have developed my intuitive skills.


9. I read information objectively.


10. I have received professional training in problem solving and decision making .

This is a short excerpt from our Interpreting Information - Making Better Decisions Courses article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Instructional Design Training

Instructional Design Training Programs & Courses by Preferred Training Networks

Upskilling your internal Instructional Designers

This training course will teach you how to write training manuals and workbooks. If you're writing an employee training manual, involved in creating training materials or need to create a workbook, this program is for you. Writing an employee training manual Paint us a picture of your instructional design needs and we'll introduce you to a potential instructional designer and/or consultant referred by an Aus Top 500 Company. Using their extensive experience in creating high quality training and development materials, they will train you and your team in how to write training manuals and create training material.

High Quality Trainers

Learn the tips and shortcuts the experts use. Your team will be given some templates and your instructional designer trainer will work with one of your current workbook design projects.

This is a short excerpt from our Influencing and Persuasion Techniques Training Program article. To view the full article please visit the Instructional Design - Facilitative Learning - Train the Trainer Preferred Training Networks website.

Influencing and Persuasion Techniques

Influencing and Persuasion Techniques Training Program by Preferred Training Networks

This program is designed to challenge participants to think with different perspectives and consider responding to others differently. It explores the similarities and differences in people.

A powerful influencer and persuader can navigate a person in a direction (towards the light) and both parties will be committed to the finish. This program will give you an insight into other people’s decision making styles and thinking styles.

Action Plan

• Understanding the difference between influencing and manipulating.


• Establishing positive attitude and commitment from your colleagues and employees.


• Profiling your persuasion style.


• Creating a road map to establish your influencing skills.


• Learning the different approaches of influencing.


• Understanding that a one size fits all approach is not effective.


• Accepting the diversity in personalities.


• Learning to actively solve problems and interpret information.


• Strategies to improve decision making and influencing in crisis situations.


• Be mindful of myopic influencing styles and do not get lost in detail.

This is a short excerpt from our Influencing and Persuasion Techniques Training Program article. To view the full article please visit the Preferred Training Networks website.

Ideas Generating Training Programs - Promote Practical Workplace Ideas by Preferred Training Networks

Does your organisation focus on extracting ideas on improving productivity?
If the answer is no then you are missing so many opportunities for your business.

Australians have led the world with great ideas like the black box, the anthrax vaccine, the wine cask, the bionic ear etc. This program shows participants how to get valuable ideas out of their team. The solution to many of your company’s problems greets you every morning.

Unfortunately many people don’t know how to build an “ideas generating” organisational culture. If you only do one training program with your team this year, then the ‘Ideas Generating’ training program should be at the top of your list.

Action Plan

1. How to promote an 'Ideas Generating' culture.


2. Tools to move your company beyond the prehistoric 'suggestion box'.


3. How to structure an idea to nurture it to fruition.


4. How to build creativity into your team.


5. How to identify the best 'idea generators' in your organisation.


6. What do you do if nobody's listening to your ideas.

This is a short excerpt from our Ideas Generating Training Programs - Promote Practical Workplace Ideas article. To view the full article please visit the Preferred Training Networks website.

Smell the Roses - Enjoy Living Life Training Sessions

Smell the Roses - Enjoy Living Life Training Sessions by Preferred Training Networks

This program looks at what's really important for you to achieve in your life.

Don't let life pass you by! The roses are a metaphor and this program is designed for people who are not getting enough enjoyment from a part of their lives.

Most people have regrets and disappointments in their lives. Many people get fixated chasing dreams. Once the dream is achieved they lose interest and chase another dream.

This program looks at what's really important for you to achieve in your life. It might be that you want to enjoy your job more or to enjoy your children more. For whatever reason, you want to derive more pleasure from life. How many people do you know are wishing part of their lives away in the hope that "next year will be better". This course taps into the minds of the wisest people who have ever lived and gives you some of the world's best ideas to enjoy your life.
Many people go through life without ever smelling the roses. However you can't just sniff a rose. You have to learn how to enjoy the rose. You have to see the rose for its own beauty. You have to become immersed in its beauty without being bothered by other thoughts.

• Relax the mind and minimise anxiety.


• Looking after you - What tools do you need to be able to smell the roses?


• Understand how to relax.


• Live in the present.


• Use your imagination.


• Choose your lifestyle.


• Use time management techniques to avoid wasting precious time.


• Understand how to stop thinking.

This is a short excerpt from our Smell the Roses - Enjoy Living Life Training Sessions article. To view the full article please visit the Preferred Training Networks website

Interim Strategy Development Training Program

Interim Strategy Development Training Program by Preferred Training Networks

Many organisations are now facing a changing economic outlook. Some organisations will panic and fire-fight their way through. Next year they will also measure the cost of losing key employees and other missed opportunities. This session is designed to help your people set an interim strategy and simultaneously keep your long term strategic objectives on track.

Why set an interim strategy?

1. It helps to calm down people and reduces nervousness.


2. It lets your people know that your organisation is being proactive.


3. It removes miscommunication and gossip.


4. It aligns people's thinking and decision making styles.


5. It breaks down the perception of chaos into bite sized pieces.


6. It helps achieve tactical short term wins.


7. It boosts morale.


8. It keeps your people informed.


9. It hinders people from just 'sitting it out'.


10. It reduces the amount of fire fighting within your organisation.

At the conclusion of this program your people will be able to:

• Ensure that your objectives and strategy is aligned.


• Build congruence into your team's thinking styles.


• Boost employee engagement levels.


• Promote a positive culture.


• Communicate clearly your interim goals.

This is a short excerpt from our Interim Strategy Development Training Program article. To view the full article please visit the Preferred Training Networks website.

Get Paid Quicker - Effective Debt Negotiation Skills

Learn how to Get Paid Quicker - Effective Debt Negotiation Skills by Preferred Training Networks

In the midst of economic crisis, the need to communicate with difficult debtors is becoming more common in the marketplace. In order to achieve maximum debt recovery, an appropriate strategy outlining key processes and skills needs to be embedded. By developing existing collection skills employees will become more confident, assertive and motivated to obtain more win-win deals and quicker debt collection skills.

How good is your team getting quicker payments?

1. We develop strategies to work effectively with difficult debtors.


2. We actively listen to what the other person has to say.


3. We understand the integrative negotiation and the importance of mutually beneficial relationships.


4. We use effective communication skills when dealing with 'late' debtors.


5. We understand and are confident when confronted with abusive debtors.


6. We are capable of guiding the customer to a state in which there is a willingness to pay.


7. We apply appropriate behaviour in order to strengthen business relationships.


8. We project a positive, professional but appropriately determined attitude in dealing with difficult people.


9. We use motivation rather than coercion as a persuasion method.


10. We can communicate confidently with all debtors or potential clients.

This is a short excerpt from our Get Paid Quicker - Effective Debt Negotiation Skills by Preferred Training Networks article. To view the full article please visit the Preferred Training Networks website.

How to Engage your Audience - Engaging an Audience

How to Engage your Audience - Engaging an Audience by Preferred Training Networks

No matter what the subject is!

This training program is unique in Australia. Sometimes you might be required to organise a presentation that at a glance looks relatively dry. Here are some courses that our presenters have delivered recently.

• Redundancy legislation - Everything you need to know in 3 days.


• Adding value to the contracts process.


• Identifying positive and negative emotions in your industry.


• How to Speed read the Fin Review.

This program is designed to give your people tips that the experts use to engage an audience in any subject. Would you believe that How to Speed read the Fin Review is one of our most popular presentations?

This program is ideal for people who need to make presentations on seemingly dry topics. It's perfect for anyone who has to deliver presentations. Don't forget your sales team too, as some of their presentations may need a bit more audience engagement too.

Action Plan

• To make the target audience's experience more interesting and lively.


• To understand the engagement drives of an adult audience.


• To make dull information interesting.


• To understand how to communicate by using NLP.


• To build experiential learning activities into your program.


• To inject fun and excitement without the cringe factor.


• To set a positive and contagious mood.


• To build creative breaks and challenges into the day.


• To measure the impact beyond those happy sheets.


• To make the training a memorable experience for your audiences.

Module 1

Getting Started

• Using NLP skills to capture attention.


• Learning from the tricks of actors and film makers - dramaturgy.


• Using story-telling as your way of get everyone to participate.

Module 2

Building in engagement drivers

• Perceptions of you are made very quickly.


• Learning tools that you can choose to use.


• Contagious mood - your mood in front of a group is power!.


• 4 styles of acting in a group/team - Expressive, Driver, Analytic, Amiable.

This is a short excerpt from our How to Engage your Audience - Engaging an Audience article. To view the full article please visit the Preferred Training Networks website.

Learn High Performance Work Practices - Learn HPWP

Learn High Performance Work Practices - Learn HPWP by Preferred Training Networks

High Performance Work Practices (HPWP) is a proven methodology to improve workplace effectiveness. It is a blend of theoretical models backed up with 'how to plans' for your organisation. One of the key differentiators of this methodology is that there is very little pushback from employees. It's a win-win approach where employees and employers gain by simply modifying some of your existing procedures.

What are the benefits of high performance work practices?

1. Having a win-win relationship for employees and employers.


2. Increasing employee productivity in the long term.


3. Developing effective employee performance measures.


4. Implementing incentives for employees that work.


5. Creating a positive organisational culture.


6. Agreeing retention techniques for talented employees.


7. Targeting and selecting 'organisational fit' people.


8. Creating an environment of knowledge and information sharing.


9. Improving existing employee decision making processes.


10. Creating self managed teams.


11. Understanding job satisfaction and motivation in employees.


12. Supporting employees by providing training in personal and professional development.


13. 13. Aligning your organisational strategy with employee goals.


14. 14. Facilitating open communication in the organisation.


15. 15. Active participation and reflective listening styles.

This is a short excerpt from our Learn High Performance Work Practices - Learn HPWP article. To view the full article please visit the Preferred Training Networks website.

Graduate Training Sessions - Help Graduates understand the Culture

Graduate Induction Training Sessions - Help Graduates understand the Culture

Graduates need to understand exactly what the organisation expects from them. They need to learn how to be more accountable for their daily tasks in the beginning of their professional careers.

Looking at your current work environment from the eyes of a "fresh" university graduate can be very enlightening. Many graduates believe that the work environment is less structured than a university and is a place where emergencies are occurring in no logical manner.

Most induction training is perceived by graduates as very essential. However, graduates are also crying out for training on how to cope with both heavy and light workloads. Graduates need to understand exactly what the organisation expects from them. They need to learn how to be more accountable for their daily tasks in the beginning of their professional careers.

How well are you at managing your work?

1. I understand what my organisation expects from me.


2. I manage to complete tasks within the specified time frame.


3. I always prioritise my tasks in the order of importance.


4. I can easily manage multiple tasks and deadlines.


5. I can confidently and effectively communicate with my managers and colleagues.


6. I know the areas where time is wasted and I have a plan to overcome the daily problems.


7. I organise myself by using a diary system.


8. I organise my workspace so that it becomes easy to navigate during busy days.


9. I leave work everyday without an increase in my stress levels.


10. I always meet protocols and leave a good impression by acting professionally.

This is a short excerpt from our Graduate Training Sessions - Help Graduates understand the Culture article. To view the full article please visit the Preferred Training Networks website.

Global Leadership Training Programs - Senior Executives Courses

Global Leadership Training Programs - Senior Executives Courses by Preferred Training Networks

This program can be delivered anywhere in the world in 3 easy steps

1. Choose which undisputed laws of global leadership you would like delivered to your senior executive team.


2. Meet the trainer(s) beforehand to make sure they will be a good fit with your executive team.


3. Your trainer can liaise with you and your senior executive team to customise a program that meets all their senior executive needs.

There are 13 modules for you to choose from:

1. Become a Global and Local Leader - Global Leadership skills
   
   Even the most powerful people in the world get this essential skill wrong. When George W. Bush became President of the United States, he only knew about national issues and even struggled with the location of other countries. It is critical that today's successful global leaders need to correctly weight their local and global achievements.
   
   
   
   • Finding synergy in local and global objectives.
     
   • Conducting a TOWS analysis on your local and global objectives.
     
   • Developing an innovative and unique strategy.
     
   • Effectively implementing the long term strategy at your workplace.
     
   • Achieving positive results through team synergies.
     
   • Adding value to your bottom line.
     
   • Using the balance score card as a value added tool.
     
   • Strategy evaluation through effective measurement metrics.
     
   • Understanding how successful strategy management can be a blessing to every facet of the organisation.
     



2. Leading Change Throughout your Organisation


Whatever happened elsewhere in the world had little impact; it use to be 'us' and 'the others'. Now there has been a drastic change in this outlook. Senior Executives need to be ready to adapt to change at a moment's notice. Leading change is not about bringing in a change but it's about getting your people behind the change quickly with the least amount possible of disruption in productivity.



• Develop an understanding that change is a continued process that never stops.


• Set a communication plan for the change.


• Anticipate the change.


• Understand the motivators of change.


• Understand the impact of change on the organisation.


• Overcome the barriers to change.


• Identify 'the way it used to be' saboteurs.


• Take responsibility to lead change.


• Understand the psychology of how humans react to change.


• Position the change as a positive opportunity for employees.


• Choose 'Change Agents' that will model the positive differences of the change.


• Build an effective feedback loop to improve further changes.





3. Meeting Stakeholder's Expectations


How many leaders fell on their swords because they failed to meet stakeholder expectations? It is critical that your senior executive team can identify different stakeholder expectations. By correctly prioritisng and weighing these expectations your team can position your communications more effectively. Your senior executive team will also learn how to change expectations that are not favorable to your organisation.



• Making emotional connections with your key stakeholders.


• Meeting expectations every time.


• Stakeholder behavioural profiling.


• Active listening skills - What?


• Changing expectations.


• Service Recovery - What to do when your service is below expectations?





4. Strategic Planning
   
   Strategic thinking involves thinking differently about what we do. Sometimes senior executives take short cuts- as something arises you respond with a quick decision. People must think while they act, not in a step-by-step way towards a known goal but in lateral ways. Strategic thinking combines the right brain's intuitive, creative and imaginative thought with the left brain's analytical and quantitative activity in to reach the desired end result.
   
   
   
   • Think ahead and think the big picture.
   
   
   • Become more proactive.
   
   
   • Understand the lifecycle of planning.
   
   
   • Focus on outputs/results.
   
   
   • Undertake long term planning and contingency planning.
   
   
   • Use experience to guide future action.
   
   
   • Identify characteristics of profi table and successful organisations.
   
   
   • Determine 'best practice' that can be incorporated into daily operations.
   
   
   • Implement risk management strategies throughout your organisation.
   
   



5. Behavioural Mapping and Role Positioning
   
   What is the difference between the thinking styles of Bob Hawke, Kevin Rudd, Mohammed Ali and John F Kennedy? Who knows for sure? All we know is that people build perceptions of people (right and wrong) based on their appearances and actions. It is critical for today's senior executives to ensure that the right perceptions are formed.
   
   
   
   • Linking governance and behaviours.
   
   
   • Behavioural mapping of the world's greatest leaders.
   
   
   • Playing your role as a corporate citizen.
   
   
   • Understanding you and the different roles you need to play.
   
   
   • Understanding the theatre of global leadership.
   
   
   • Incorporating the role of an infl uential coach and mentor.
   
   

This is a short excerpt from our Global Leadershop Training Programs - Senior Executives Courses article. To view the full article please visit the Preferred Training Networks website.

Goal Setting Workshops - Set Personal & Organisational Goals Courses

Goal Setting Workshops - Set Personal & Organisational Goals Courses from Preferred Training Networks

Goal setting has been proven to be a more effective method of achieving targets as opposed to aspirations.

Goal setting can be described as a personal planning process. It helps participants to identify what they want to achieve in their personal life and/or their professional life.

Goal setting has been proven to be a more effective method of achieving targets as opposed to aspirations. In order to be able to achieve your lifetime goals, it is important to set them effectively.

Action Plan

1. How to start the Goal Setting process.


2. How to set a 10-20 year plan consisting of smaller goals that will help you achieve your lifetime goals.


3. How to set a 5 year, 1 year, 6 month and a 1 month plan to achieve the smaller goals.


4. How to easily incorporate your goals into your daily activities.


5. How to make your goals positive and inspirational.


6. How to be clear and precise about what you want to achieve.


7. How to create SMART goals.


8. Goal setting metrics that will keep you focused when motivation is low.

Your Goal Setting Skills program will give participants the skills to:

• Understand the meaning and importance of 'Goal Setting'.


• Understand the psychology of Goal Setting.


• Start the Goal Setting process.


• Understand the crucial difference between aspirations and goals.

This is a short excerpt from our Goal Setting Workshops - Set Personal & Organisational Goals Courses article. To view the full article please visit the Preferred Training Networks website.

Getting Discretionary Effort Training Program

Getting Discretionary Effort Training Programs - DE Training Course

Human capital is usually the biggest investment that organisations make. What would it mean to your organisation if your people added discretionary effort to their tasks? How does your organisation currently empower and motivate their team?

The leader of the team is responsible for creating a good work environment for his/her team. This involves spending time trying to understand what motivates each individual and addressing problems faced by the team.

Your Getting Discretionary Effort program can be custom designed to help your people to become better team and self motivators.

The program provides an understanding on how people can be motivated in many different ways. Participants will learn the concept of motivation from a theoretical perspective as well as a practical perspective.

How willing are your people to give discretionary effort to you?

1. I understand the principle of discretionary effort. (If not you can skip the other questions as this is critical).


2. I believe that there is a direct link between discretionary effort and organisational communication.


3. I know that each person gets motivated by different factors.


4. I am aware of the practices that lead to de-motivation of my team.


5. I share the vision, mission and principles of my organisation.


6. I give my team autonomy in performing tasks.


7. I use different techniques to constantly motivate my team.


8. I discuss the thoughts and concerns of my team members.


9. I ensure that my team feels valued by giving them regular feedback.


10. I have set goals for myself and my team.

This is a short excerpt from our Getting Discretionary Effort Training Program article. To view the full article please visit the Preferred Training Networks website.

G3 Workplace Interpersonal Skills for 3 Different Generations - Workplace Training Programs

Interpersonal Skills for Gen Y Gen X and Baby Boomers

There are 3 generations currently in the workplace - learn to influence and communicate better with different generations. Communication and interpersonal skills are subjective and it's very easy to misunderstand a colleague, manager or partner. There is abundance of evidence that the number one issue in most workplaces stem from a communication issue. There is now 3 distinct generations in the workplace and they each have different generational communication styles.

Communication tips for different generations.

You simply can't have a one size fits all communication approach. Different generations will interpret your message differently. If you would like some workplace communication tips then don't miss this communication skills program tailor made for each generation.

Influencing Baby Boomers, Gen X and Gen Y employees.

Each generation has a different influencing style. If you are looking for an outcome, make sure you understand generational influencing styles. You may want to influence Gen Y employees to stay or you may want to influence Baby Boomers to coach Gen X and Y employees.

Call today for more information on our professional development training programs for different generations in the workplace.

How good are you at communicating with different generations?

1. I don't finish people's sentences for them.


2. I understand what other people are saying.


3. I can pick up intuitively when my message is unclear.


4. I can easily see things from a different generational perspective.


5. I focus on the issue at hand not on the person.


6. I listen more than I talk during a conversation.


7. I understand the psychology of influencing.


8. I always ask my listeners if they are following my line of thought.


9. I always ask for clarification and explanation when I don't understand something.


10. I seldom interrupt someone when he/she is saying something.

This is a short excerpt from our G3 Workplace Interpersonal Skills 3 Generations - Workplace Training Programs article. To view the full article please visit the Preferred Training Networks website.

Financial Skills - Workplace Financial Acumen

Financial Skills - Workplace Financial Acumen by Preferred Training Networks.

The world of finance may be hard to understand. It is difficult to get a wholistic picture of your organisational performance and processes without basic financial skill.

Can finance be made easy for Non Finance Managers? Without understanding the basics of finance you may not be able to make valuable organisational assessments. This program helps participants to understand and learn the key financial skills required for organisational improvement.

Action Plan

1. Understanding and analysing profit and loss statements.


2. Understanding and preparing budgets.


3. Reading and interpreting a balance sheet.


4. Learning pricing and costing techniques.


5. The concept and application of cash management techniques.


6. Reading and understanding performance ratios.


7. The importance of capital investment and return on investment.


8. Learning and understanding basic financial plans.

Your Financial Skills for Non Finance People program will give you the following skills

1. Analysing your organisational performance by understanding profit and loss statements.


2. How budgets can be used to generate long term profit and revenue.


3. How to avoid any budget blow outs.


4. Making effective business decisions after understanding the workings of a balance sheet.


5. How to use pricing and costing to make effective financial decisions.


6. Learning cash management techniques to overcome any potential loss.


7. The importance of enhancing assets and reducing liabilities for greater value generation.


8. Learning the different types of performance ratios.


9. Ways to increase your capital investment and return on investment.


10. Preparing basic financial plans for your organisation.

This is a short excerpt from our Financial Skills - Workplace Acumen article. To view the full article please visit the Preferred Training Networks website.

Empowerment Motivation Training Programs - Increase Workplace Motivation

People who are motivated will be more productive and perform better at work.

The key challenge facing managers and leaders today is to understand how to empower and motivate their team. We all know that people who are motivated will be more productive and perform better at work.

The leader of the team is responsible for creating a good work environment for his/her team. This involves spending time trying to understand what motivates each individual and addressing problems faced by the team.

How good are you at motivating others?

1. I understand the theory of motivation. (If not you can skip the other questions as this is critical).


2. I believe that there is a direct link between motivation and organisational performance.


3. I know that each person gets motivated by different factors.


4. I am aware of the practices that lead to de-motivation of my team.


5. I share the vision, mission and principles of my organisation.


6. I give my team autonomy in performing tasks.


7. I use different techniques to constantly motivate my team.


8. I discuss the thoughts and concerns of my team members.


9. I ensure that my team feels valued by giving them regular feedback.


10. I have set goals for myself and my team.

This is a short excerpt from our Empowerment motivation - Increase workplace motivation training programs article. To view the full article please visit the Preferred Training Networks website.

Employee Engagement Workshops - Workplace Employee Engagement

Learn Employee Autonomy - Employee Accountability by Preferred Training Networks



The training process in six easy steps:

• Delivery of training program
  
  Delivery of the Employee Engagement Training Program.



• Addendum learning journal
  
  A learning journal will accompany every workbook. Participants will be encouraged to make note of creative solutions to address relevant work issues.



• One-to-one coaching
  
  Approximately three to four weeks after the program, a business coach will contact each participant to monitor their progress and provide some specific ideas to address any issues.



• Measuring the results - Retention, Application, Impact, Training/learning index (RAIT%u2122)
  
  RAIT (TM) is a valid and reliable learning assessment tool which produces a return on your investment, on any training program delivered. Developed by Dr Stanley Rodski, a neuropsychologist, this measurement system enables identifi cation of training which exceeds, meets or falls short of learning expectations.



• Smart additional learning
  
  Individuals learn in diff erent ways. An additional learning tool will be sent to each participant after the training program. All tools are complimentary. Tools are selected that are likely to create a behavioural change in each participant, for example, articles of interest and reference materials such as Dale Carnegie's How to Win Friends and Influence People.



• Knowledge Sharing Workshop


Several weeks after the program participants are encouraged to meet again to discuss what strategies worked and what areas still need improvement. This workshop is facilitated and participants are encouraged to adopt best agreed strategies.

This is a short excerpt from our Learn Employee Autonomy - Employee Accountability article. To view the full article please visit the Preferred Training Networks website.

Learn Employee Autonomy and Accountability

Imagine if your employees were all problem solvers. Then problems could be fixed in their infancy stage.

It would be even better if all your employees were highly motivated and everyone was accountable. Contrast this with organisations where employees are disempowered. Problems are hidden and everyone has "saving their face" attitude. Discover new proven methodologies that will boost productivity immediately.

What are the benefits of employee autonomy and accountability?

• Making employees more responsible and creating a sense of ownership for them.


• Building trust in your team.


• Setting new performance objectives.


• Creating appropriate behavioural targets.


• Creating employee motivation and job satisfaction.


• Using effective communication skills to make people increase autonomy.


• Building self control into performance discussions.


• Creating an culture of acceptance and positive feedback.


• Avoiding blame shifting.


• Building seamlessness in your job role.


• Learning effective ways of managing conflict at an early stage.


• Developing self awareness and the willingness to change behaviour.


• Addressing poor performance before it spirals.

Your Employee Autonomy and Accountability program will give participants the skills to:

• Understanding what games people will play to "widen the goalposts".


• Using motivational techniques to reach objectives - What works and what does not?


• Making decisions proactively.


• Understanding the philosophy of "taking charge".


• Creating a sense of purpose through goal setting and reaching targets.

This is a short excerpt from our Learn Employee Autonomy - Employee Accountability article. To view the full article please visit the Preferred Training Networks website.

Emotional Intelligence & Relationship Building Sessions

A one size fits all approach to building relationships is ineffective. Learn how emotional intelligence (EI) can give you valuable insights to understand how other people tick.

Can your EI really effect your relationship building skills? Research has shown that EI effects team building, leadership skills and communication skills. This program shows you ways to enhance your EI competencies and build much stronger relationships.

Action Plan

• Understanding the concept and dynamics of EI.


• Learning the basics 3 models of EI- Trait, Mixed and Ability-Based.


• Understanding the correlation between emotional intelligence & relationship building.


• Analysing the effect of your EI in influencing employees and clients.


• Using your EI to negotiate and communicate in interpersonal relationships.


• Avoiding negative feelings and adopting a positive thought process.


• Self control and change management.


• Managing emotions to enhance your workplace productivity.

Key learning outcomes

Your Emotional Intelligence & Relationship Building program will give you the following skills:

• Adding value to your clients.


• Implementing CRM Strategies to develop long term relationships.


• Using EI to be an outstanding coach and leader.

This is a short excerpt from our Emotional Intelligence - Relationship Building article. To view the full article please visit the Preferred Training Networks website.

Driving a Behavioural Change session - Change Workplace Behaviour styles courses

Is your team responsible for delivering behavioral change in your business from start to finish?

This two day program will introduce to participants a proven methodology to diagnose and deliver a lasting behavioral change with a training intervention. This will help your organisation to diagnose and overcome any behavioral barriers to achieve your strategic objectives.

Action Plan

• How to conduct a training needs analysis.


• How to develop program objectives.


• How to factor in stakeholder concerns.


• Design the material.


• How to anticipate the audience.


• How to engage the audience.


• Develop the structure and content to train your trainers.


• Apply practical tips for training delivery.

Who Should Attend

This program is aimed at human resources teams, design teams, trainers, facilitators who are inexperienced and instructional designers who are not overly experienced in putting together a Training Needs Analysis (TNA).

Key Learning Outcomes

• Understand and uncover the training brief.


• Conduct a training needs analysis.


• Develop learning objectives.


• Design and develop the training material.


• Develop the structure and content from your learning objectives.


• Apply methodologies for delivering time effi cient training with impact.


• Engage the audience.


• Present powerful training programs.


• List approaches for conducting a job analysis.


• List the major duties, tasks and sub-tasks for an identified workplace role.


• Explain the purpose of a skills audit.


• Describe the elements which assist in the selection of TNA methods.


• Describe the relationships between job analysis, skills analysis and training needs analysis.

Training Areas and Learning Outcomes

Understand the business - job analysis before getting started

• List approaches to conduct job analysis.


• List the major duties, tasks and sub-tasks for an identified workplace role.


• Explain the purpose of a skills audit.


• Describe the elements which assist in the selection of TNA methods.


• Describe the relationships between job analysis, skills analysis and training needs analysis.

Get started

• Conduct needs assessment in a systematic manner.


• Discover the gaps between the current situation and the desired or necessary situation.


• Discovering the current situation includes determining the present state of skills, knowledge and abilities.


• Distinguish between actual needs and the perceived needs or wants.


• Practical application, interactive presentation and discussion.

Process, needs and roles

• Differentiate among learning theory, instructional theory and design plans.


• Identify the elements of the instructional design process.


• Utilise the ADDIE strategy for design.


• Define the role of the instructional designer.


• Practical application, interactive presentation and discussion.

This is a short excerpt from our Driving a behavioural change session - Change workplace behaviour styles courses article. To view the full article please visit the Preferred Training Networks website.

Developing Management Coaching styles - Develop Coaching

Consider your role for a second - what are you? A leader, a colleague, a coach, a trainer, a mentor, a manager? We use these words daily and often the different titles get muddled up.

To coach someone and see them grow as an employee is often regarded as one of the most rewarding things that a business leader can experience. After all, it's through your employees you achieve your goals. However, at a glance, coaching requires a lot of effort and time in a time poor world. How can you be an effective coach and get all your other tasks completed too?

This is an opportunity to learn from a coach that has trained and coached over 400 professionals from large Australian companies including Caltex, Qantas, Shell, Optus, Lend Lease, ANZ, City of Sydney, Office of the Director of Public Prosecutions, Aon Services, 3M Pharmaceuticals, Dept Finance. You will learn the shortcuts to being an excellent coach and reach new pinnacles of coaching.

This program is ideal for your management team. They may be enthusiastic coaches already or your organisation may expect your management team to become more disciplined at coaching.

Action Plan

• To make the target audience's experience more interesting and lively.


• To understand the coaching process.


• To set clear expectations.


• To communicate clearly.


• To build in experiential learning activities.


• To transfer knowledge seamlessly.


• To build trust into the relationship.


• To identify and correctly label any required behavioural changes.


• To set tangible targets and behavioural targets.


• To understand the importance of walking the talk.

Module 1 Coaching as a leadership tool

• Defining coaching as a leadership tool.


• Coaching in the world of sports.


• Differences between Directing, Coaching, Supporting and Delegating.


• Developing your staff.

This is a short excerpt from our Developing Management Coaching styles - Develop Coaching article. To view the full article please visit the Preferred Training Networks website.

Designing a Training Workbook in 1 day - Instructional Design

Instructional designers provide support to management in designing and developing programs that effectively and efficiently change behaviours.

Often a glimmer of an idea initiates a discussion which leads to a request for the development of a training program. The process of developing a program is a combination of art and science. The instructional designer utilises their ability to systematically produce a creative document that allows them to facilitate a dynamic learning experience. When the process is complete; the designer looks back and checks to see that all parts of the "science" have been taken into account. Then the entire process is woven creatively as if it occurred in a systematic fashion.

This fundamental workshop will provide you with a proven step-by-step process to design such a workbook in one day.

Action Plan

• To make the target audience's experience more interesting and lively.


• To gain tips the professionals use to add value to the workbook.


• To build experiential learning activities into your program.


• To build creative breaks and challenges into the day.


• To manage the course design process to avoid last minute crises.


• To avail of time saving strategies when sorting through information.

This is a short excerpt from our Designing a training workbook in 1 day article. To view the full article please visit the Preferred Training Networks website.

Delegation Skills Training Programs - Delegate Tasks more Effectively Courses

The objective of delegation is to get the task/job done by someone else.

If practised properly delegation can help save time and costs for any organisation. People often fail to delegate tasks due to reasons such as fear of losing control or lack of confidence in co workers.

By delegating properly organisations can teach employees new skills to help them become more productive and improve their morale and motivation. Delegation uses many management functions including planning & organising, coordinating, motivating, communicating, and leading.

How good are you at delegating?

1. I delegate tasks that are not cost effective for me to carry out.


2. I make a list of tasks that I want to delegate.


3. I believe delegation is not very time consuming.


4. I select people who are capable and willing to perform the task.


5. I am not afraid that the employee will make mistakes.


6. I provide all necessary information to the person carrying out the task.


7. I find out what the employee already knows about the task.


8. I clearly define the authority and responsibility of each person carrying out the task.


9. I establish deadlines and milestones.


10. I monitor progress and give feedback.

This is a short excerpt from our Delegation Skills Training Programs - Delegate Tasks more Effectively Courses article. To view the full article please visit the Preferred Training Networks website.

Learn Debt Collection & Negotiation Skills

To maximise credit control effectiveness it is vital to develop key negotiating & influencing skills in order to get prompter payments whilst maintaining customer loyalty. Prompter payment training can sometimes be the difference between payment in full and a debt write off.

In the midst of economic crisis, the need to communicate with difficult debtors is becoming more common in the marketplace. In order to achieve maximum debt recovery, an appropriate strategy outlining key processes and skills needs to be embedded. By developing existing collection skills employees will become more confident, assertive and motivated to obtain more win-win deals and quicker debt collection skills.

How good is your team getting quicker payments?

1. We develop strategies to work effectively with difficult debtors.


2. We actively listen to what the other person has to say.


3. We understand the integrative negotiation and the importance of mutually beneficial relationships.


4. We use effective communication skills when dealing with 'late' debtors.


5. We understand and are confident when confronted with abusive debtors.


6. We are capable of guiding the customer to a state in which there is a willingness to pay.


7. We apply appropriate behaviour in order to strengthen business relationships.


8. We project a positive, professional but appropriately determined attitude in dealing with difficult people.


9. We use motivation rather than coercion as a persuasion method.


10. We can communicate confidently with all debtors or potential clients.

This is a short excerpt from our Learn Debt Collection and Negotiation Techniques article. To view the full article please visit the Preferred Training Networks website.

Dealing with Irate Creditors Training Session

When your suppliers are selling goods and services then they are usually happy. However when the economy wobbles your creditors can turn ugly and make their problems very personal. It is like a Jekyll and Hyde relationship.

Creditors can forget your total value and this is your opportunity to remind them. This program shows your people how to reassure your creditors. Your people will learn to calm down your creditors and your people will be surprised how a calm creditor is prepared to renegotiate a debt in times of economic uncertainty.

Learn some proven skills of how your creditors will be thanking you for a reduced offer.

Action Plan

1. Develop effective communication skills that can be applied when dealing with people who do not respond to normal communication processes.


2. Assist creditors to create win/win outcomes.


3. Generate a willingness to be flexible in times of economic uncertainty.


4. Communicate more effectively with difficult people.


5. Substitute words that are likely to enflame the situation.


6. Use transactional analysis techniques to promote calm.


7. Paint a glossy picture of previous history and good times ahead.

This is a short excerpt from our Dealing with Irate Creditors Training Session or Course article. To view the full article please visit the Preferred Training Networks website.

Dealing with Difficult People - Internal and External Difficult People Session

The key to dealing with difficult people is being able to understand why they are difficult and what constitutes difficult for "us".

This program is designed to assist participants to cope effectively with people who are classified as "Difficult". The key to dealing with difficult people is being able to understand why they are difficult and what constitutes difficult for "us". Each of us will find ourselves in situations where we are forced to work with people who we are unable to make a connection with for some reason.

Our negative reactions to others can be as a result of value systems, projection, transference, personality types, societal differences in behaviour, cultural norms and even dysfunctional behaviour caused by childhood experiences and by disorders in mental functioning.

Through an experiential learning process participants will be guided through a journey of understanding as well as specific skill development in the areas of reflective listening, rapport building, developing self awareness, assertiveness and delighting in diversity.

Action Plan

1. Develop effective communication skills that can be applied when dealing with people who do not respond to normal communication processes.


2. Assist participants to identify ways in which to set boundaries and be clear about what is taking place.


3. Generate a willingness to be self aware, develop empathy, and change paradigms of thinking thus reducing the impact of ineffective relationships.

Key learning outcomes

Your Dealing with Difficult People program will give participants the skills to:

• Build rapport to generate relationships where none exists.


• Use reflective listening to gain an understanding of others.


• Develop self awareness and the willingness to change behaviour.


• View people as well intentioned.

This is a short excerpt from our Dealing with Difficult People - Internal and External Sessions article. To view the full article please visit the Preferred Training Networks website.

Committee Control Training Program

Do you feel you require more structure in your committee meetings? Do you feel your meetings need to be more productive?

This program is specifically designed to help committees achieve their desired outcomes successfully. Your Committee Control program will give you the key skills to effectively solve issues and get better decisions.

Ask yourself the following questions about your committee meetings?

1. The agenda is distributed to all members prior to the meeting?


2. Members are always aware of the time and venue of the meeting?


3. During the meeting, conversation is focused on the topic?


4. Everyone listens to each other carefully and is not judgmental?


5. All members are encouraged to share their opinions, ideas and suggestions?


6. Roles are clarified to remove any role ambiguity?


7. All decisions are made with common consensus?


8. There is a logical and systematic approach for reaching the conclusion?


9. Every opinion is objectively weighed?


10. Members focus on the source of the problem instead of constantly fixing symptoms of the problem?

This is a short excerpt from our Committee Control Training Program article. To view the full article please visit the Preferred Training Networks website.

Assertive Training Sessions - Self Esteem Training Programs

Assertiveness training sessions & Self Esteem training programs by Preferred Training Networks.

Assertiveness is the art of expressing yourself and standing up for your rights, but not at the expense of others.

Assertiveness is the art of expressing yourself and standing up for your rights but not at the expense of others. By communicating assertively, you can feel confident and gain the respect of your colleagues and friends. Assertive communication involves speaking your mind and expressing your point in a constructive manner.

People who are assertive tend to have less stress and conflict in their career and personal life. They can influence people and can get their needs met more easily.

How assertive are you?

Ask yourself the following:

1. I provide quick and accurate responses to customer queries.


2. When I do not understand something, I ask for clarification.


3. I look directly at the person I am talking to.


4. I have an assertive body language.


5. I am clear and specific when expressing my point of view.


6. I consciously practice assertive behaviour in problem situations.


7. I use verbal and non-verbal communication skills to be assertive.


8. I recognise passive, assertive and aggressive behaviours in others.


9. I am comfortable with saying 'NO' with confidence.


10. I am calm and controlled and do not lose my temper.

This is a short excerpt from our Assertiveness training sessions & Self Esteem Training Programs article. To view the full article please visit the Preferred Training Networks website.

Baby Boomers Retention Techniques

Baby Boomers Retention Techniques by Preferred Training Networks.

Never before in history has such a large group of people voluntarily considered leaving the workforce. Ensure your organisation does not lose too many of these assets prematurely.

Every organisation knows their baby boomers are beginning to look at their retirement options. The data suggests that often the last person to know about their retirement plans is the employer. However employees can still be persuaded to stay if they can see a value utility greater than the utility of retiring.

This program was designed in Australia to give baby boomers some critical information that will influence some of them to stay beyond their intended retiring date. It also helps their managers understand their motivations and needs better. It's a lively presentation and your people will be delighted that your organisation made this information available to them.

How good are your systems for keeping baby boomers?

Our Baby Boomers -

1. Feel secure in their roles.


2. Have a clear understanding of what is expected from their role.


3. Feel part of a team and don't work in communication silos.


4. Feel respected.


5. Feel their ideas are valuable and listened to.


6. Are up to date with technological advances and have an avenue to ask questions privately.


7. Behave in congruence with our organisational values.


8. Have enough time to complete critical tasks.


9. Understand the leadership style of the organisation.


10. Receive industry updates and feel they are in the loop.

This is a short excerpt from our Baby Boomers Retention Techniques article. To view the full article please visit the Preferred Training Networks website.

Breaking Down Communication Silos Training Program

Breaking Down Communication Silos Training Program by Preferred Training Networks.

In times of economic uncertainty you need accurate information quickly. Communication silos are a major problem. These silos feed off each other and promote distrust and egocentric behaviours.

This program focuses upon strategies to break down communication silos in your organisation. This program shows you how to level these silos and integrate your people and processes and streamline your communications.

Does your organisation have communication silos?

1. We often face interdepartmental disruptions.


2. We struggle to clearly communicate across all departments.


3. Our departments have become myopic and chase their own goals rather than organisational goals.


4. Our decision making is slower than it should be.


5. Our people often feel unmotivated.


6. Our people grumble and give very little discretionary effort.


7. Whenever a mistake happens we shift the blame elsewhere.


8. Our team is not proactive.


9. We often have role disputes.


10. We often encounter interdepartmental role ambiguity.


This is a short excerpt from our Breaking Down Communication Silos Training Program article. To view the full article please visit the Preferred Training Networks website.

Chaos Management Training Program

Chaos Management Training Program by Preferred Training Networks.

You can get a great understanding of the strength of an organisation by observing its people during times of chaos. Some organisations panic and everybody runs around in circles. They send conflicting messages to everyone and the media has a field day with the poor organisational spokesperson.

High performing organisations take the chaos in their stride. Their contingency plans kick in and most of the emergencies have been fended off. This program was designed to help your people manage chaos in a more disciplined manner.

How good are your chaos management skills?

1. Our people make fast and correct decisions during a chaos.


2. Our people can read the signals of a potential chaos.


3. Our people can map out a problem which might be intertwined with the organisational processes.


4. Our people have a proven platform to work from during a chaos.


5. We have a culture that acknowledges intuition and interpretation.


6. Our people have a positive attitude when chaos is looming.


7. We have contingency plans to avoid likely chaos.


8. Our people know how to communicate in chaotic times.


9. Our people know how to manage their priorities and tasks.


10. Our people set realistic goals.

This is a short excerpt from our Chaos Management Training Program article. To view the full article please visit the Preferred Training Networks website.

Customer Services Training Courses

Customer Services Training Courses Squidoo lens by Preferred Training Networks.

In order to provide excellent service and to maintain key accounts it is important to know what your customers expect from the relationship.

Many organisations lose sight of what their customer's need and want.

They usually focus on their products or service rather than understanding what their customers expect from them.

By meeting the expectations of your key customers you will generate more loyalty, more referral business and higher levels of customer satisfaction.

This in turn will help you develop long term partnerships with customers and gain greater "share of wallet".

How good are you at customer service management?


Ask yourself the following:

1. I have a good understanding of my customer's needs.


2. I understand what clients expect from me and my organisation.


3. I communicate with each of my customers differently based on their individual behavioural style.


4. I can confidently and successfully negotiate with my customers.


5. I always deliver upon my promise to my customer.


6. I understand what problems are faced by my customers and provide them customised solutions.


7. I provide quick and accurate responses to my customer's queries.


8. I value my customer feedback and use it to improve future service.


9. I have a customer service recovery program in place if a customer perceives a failure in my organisation's offering.


10. I aim at building and maintaining long term relationships with customers.

This is a short excerpt from our Customer services training courses article. To view the full article please visit the Preferred Training Networks website.

Behavioral Interviewing Styles Training Programs Courses

Behavioural Interviewing Styles Training Program Courses by Preferred Training Networks.

It is a proven methodology of interviewing that can measure and fit a candidate’s past experiences and performances.

What is different about it?

The essential difference is that interviewing is a behavioural diagnostic tool that asks competency-related questions that focus on past examples of demonstrated ability rather than asking hypothetical questions. E.g. ‘when did you demonstrate...’ rather than ‘what would you do if...'

How will it assist your people?

This interactive practical one day program is designed to develop the skills of interviewers through an experiential learning process. Interviewers will be invited to design and evaluate their own recruitment process, thereby allowing the knowledge to be embedded. Your people will be required to challenge their own thinking and to question their perceptions, biases and beliefs about people. This program was designed in Australia to help your people to:

• Develop a selection approach for Competitive Advantage.


• Develop competency in targeting talent.


• Interpret data correctly and position information quickly.


• Ensure your people are aware of what questions cannot be asked.


• Assess the impact of Behaviour Based Interviewing vs. Traditional Interviewing.


• Identify ways in which current selection skills can be enhanced.


• Generate a willingness to be self aware and seek feedback with the purpose of eliminating ineffective selection strategies.

What will your people learn?

• Develop and ask effective, behaviour based questions.


• Pinpoint critical success factors.


• Develop structured interview guides.


• Develop the skill to control the interview.


• Probe and question strategically.


• Build rapport with candidates.


• Develop and conduct legally defensible interviews.


• Use refl ective listening to encourage self expression.


• Measure skills objectively instead of based on personality.

This is a short excerpt from our Behavioural Interviewing Styles Training Program Courses article. To view the full article please visit the Preferred Training Networks website.

BTB Sales Skills Training Programs - BtB Sales Courses B2B Selling Tips

BTB Sales Skills Training Programs, Sales Courses & B2B Selling Tips by Preferred Training Networks.

The training process in eight easy steps:

1. Decide which blocks of Business to Business Sales best fit the needs of your managers.
   
   
   
   The content of The Building Blocks of Business to Business Sales� training program is the decision of the client. Simply put together the building blocks that you consider most valuable. Each block can be conducted in an hour or a day depending on your specific needs.
   
   You decide how many blocks of Business to Business Sales you would like to fit to each day.



2. Pre-program exercises
   
   
   
   Participants are provided with relevant articles and case studies two weeks prior to the program commencing. Discussions during the training program will relate to these topics.
   
   
3. Delivery of training program
   
   
   
   Delivery of The Building Blocks of Business to Business Sale training program.



4. Executive summary management briefing
   
   
   
   Following the training program the trainer will be available to provide a summary of key learning outcomes to participants' managers.



5. Addendum learning journal
   
   
   
   A learning journal will accompany every workbook. Participants will be encouraged to make note of creative solutions to address relevant work issues.



6. One-to-one coaching
   
   
   
   Approximately three to four weeks after the program, a business coach will contact each participant to monitor their progress and provide some specific ideas to address any issues.



7. Measuring the results - Retention, Application, Impact, Training/learning index (RAIT™)
   
   
   
   RAIT is a valid and reliable learning assessment tool which produces a return on your investment, on any training program delivered. Developed by Dr Stanley Rodski, a neuropsychologist, this measurement system enables identifi cation of training which exceeds, meets or falls short of learning expectations.



8. Smart additional learning
   
   
   
   Individuals learn in different ways. An additional learning tool will be sent to each participant after the training program. All tools are complimentary and will be pre-approved by your learning team. Tools are selected that are likely to create a behavioural change in each participant, for example, articles of interest and reference materials such as Dale Carnegie's 'How to Win Friends and Influence People'.

Key Learning Outcomes of the Building Blocks of Business to Business Sales

Understanding the Value Exchange Concept

• Identifying what exactly your clients/customers value and their perception of value.


• Positioning your value offer


• Communicating value to your clients/customers

Identifying your USP

• Identifying key strengths that differentiate you from your competitors


• Communicating your USP to infl uence buyer behaviour


• Identifying any imitability of your USP

Lead Generation

• Understanding where your leads come from and segmentation methods


• The metrics that should be applied to weight your leads


• Getting referrals from existing loyal clients/customers

Questioning Skills

• Understanding question based selling techniques


• Understanding active listening and the laddering technique


• Tailoring the message to fit the clients/customers needs

Communication Techniques

• Communicating with different personalities, generations and demographics


• Communicating a track record to build trust


• Communicating value to your clients/customers

This is a short excerpt from our BTB Sales Skills Training Programs in B2B Sales Courses & B2B Selling Tips article. To view the full article please visit the Preferred Training Networks website.

Communications Skills Sessions - Improve Internal and External Communications

Communications Skills Sessions - Improve Internal and External Communications by Preferred Training Networks.

Communication breakdown is often the beginning of conflict in the workplace. Imagine if people communicated better.

The main objective of communication is to get your message across to other people. The process of communication can only be successful when both the sender and the receiver perceive the message in the same way.

Many professionals struggle to communicate their ideas and thoughts effectively both in verbal and written format.
Lack of clear communication can cause mistrust and misunderstandings in the organisation. In order to compete in the workplace it is essential to clearly and effectively communicate all messages.

How good are you at communicating?

1. I explain my ideas and thoughts clearly.


2. I understand what other people are saying.


3. I am interested in what other people say.


4. I can easily see things from someone else's perspective.


5. I focus on the issue at hand not at the person.


6. I listen more than I talk during a conversation.


7. I believe that most people understand what I am trying to communicate.


8. I always ask my listeners if they are following my line of thought.


9. I always ask for clarification and explanation when I don't understand something.


10. never interrupt someone when he/she is saying something.

This is a short excerpt from our Communications Skills Sessions - Improve Internal and External Communications article. To read the full article please visit the Preferred Training Networks website.

Consultative Selling Skills Training Programs - Professional Consulting Methods

Consultative Selling Skills - Professional Consulting Methods by Preferred Training Networks.

Consultative selling is an art. It is a pure form of selling which adds value and creates trust between parties.

Consultative Selling is considered an art. It is a pure form of selling which adds value and creates trust between parties. It focuses upon identifying your client’s needs and objectives and then securing agreement.

Consultative Selling focuses upon the client rather than your product or service. It is a process which creates rapport, builds trust and focuses on creating sustainable relationships.

How would you rate your Consultative Selling skills?

1. I understand my clients business and the market they operate in.


2. I take time to work with my clients on issues that are not directly related to my business or my service/product.


3. I listen attentively to my clients and offer solutions that relate to their needs and objectives.


4. I understand the importance of creating sustainable relationships.


5. I build trust and commitment by not pushing my service/product.v
   
6. I understand my role is to provide value through my product/service.


7. I use verbal and non-verbal communication skills to create 'buy-in'.


8. I understand my role as an influencer.


9. understand the importance of creating rapport.


10. I have the skills to uncover my client's needs through well established questioning and listening skills.

This is a short excerpt from our Consultative Selling Skills - Professional Consulting Methods article. To read the full article please visit the Preferred Training Networks website.

Creating a Positive Culture Training Program

Creating a Positive Culture Training Program by Preferred Training Networks.

Question: Who wants to work in a negative environment?

Answer: Not high performers

Creating a positive culture is a competitive advantage. It helps retain and attract high performing teams. Organisations with a positive culture have been proven to be more productive. This program helps you build the levels of positivism across your entire organisation.
Do you have a positive culture in your organisation?

How positive are your people?

1. Our people are generally well natured.


2. We avoid negative behaviours and shun innuendo and gossip.


3. We enjoy our work and have a sense of fulfilment.


4. Any conflict is nipped in the bud before it becomes problematic.


5. We have clear role descriptions.


6. Our people think on their feet.


7. Our people know how to effectively manage anxiety and stress.


8. We have an open communication policy environment to reduce any unnecessary conflicts.


9. We promote transparency in the workplace.


10. We have a positive outlook.

This is a short excerpt from our Creating a Positive Culture Training Program article. To read the full article please visit the Preferred Training Networks website.