Management &Leadership

So often, in our experience, managers can be heard groaning when it’s appraisal time. They grumble about the amount of time they have to take out of their busy diaries to complete them as well as the amount of paperwork that has to be filled in. This is not an ideal mind-set for the appraiser, and certainly not for the appraisee, for whom their annual appraisal is an important opportunity for them to discuss their performance and determine their development plan. In our view the appraisal performance meeting is the ideal opportunity for any manager to motivate their staff, make them aware that their achievements have been noticed and appreciated, give constructive feedback, and discuss the options available for training and future development. They provide a fantastic platform for growth, and drive higher levels of performance and productivity. This Appraisal Skills programme has been designed for any people manager, to help them plan and conduct effective appraisals in the future, as well as appreciate the benefits in so doing, for all parties. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand the relationship between appraisal, performance, development and organisational effectiveness Know the aims of an appraisal and performance management Appreciate the benefits of performing appraisal meetings Understand how to prepare and conduct effective appraisals Set SMART objectives Articulate ways of communicating openly and honestly Deliver difficult messages Overcome pitfalls in appraisals Set motivational development plans

For any organisation to succeed, regardless of their size, it is important that the leaders have a clear idea of their company vision and overall mission, as well as a strategy to enable them to get there - they need a business plan. Additionally, it is important that leaders can communicate the plan effectively, in a way that is transparent, and not open to misunderstanding. A business plan must also be accompanied by a financial plan and a marketing plan to make sure the goals are achievable. The theory of planning and objective-setting cascades down in larger organisations with each department or local area responsible for setting its own short and longer-term plans which must fit in to the larger business plan. This Business Planning course has been developed to enable anyone in a leadership role understand the importance of an effective business plan and to provide them with strategic tools that will support their ability to develop and write a business plan that is robust, and be able to communicate it effectively, whether they are in a large or small business. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Identify corporate conflicts that exist and adopt ways to minimise Understand what corporate planning involves Undertake a PEST and a SWOT analysis on their own company Learn how to develop viable company mission statements Familiarise themselves with Kaplan and Norton’s balanced scorecard approach Recognise the difference between mergers and acquisitions Understand the importance of financial control Understand the different types of company structure Consider ways to effectively communicate the plan Develop a personal action plan

The pace of change in this modern era is intense and shows no sign of abating any time soon. No matter how much change we all experience, it still triggers mixed reactions, as there are so many unknowns and variables. These emotions range from anxiety to resistance and for some, a sense of excitement and anticipation. There are three things that routinely suffer when major changes kick in: customer focus, morale and productivity. Employees shift their focus away from their work to dealing with their ‘me’ issues: “Will I still have a job?”, “Will I like the new boss?”, “Will I be able to do this new role?”, “How will this impact me?” When left unchallenged, these can become a major concern for any business. The role of the manager is to not only be cognisant of the impact change may have on their team, but also be able to lead them through the transition as smoothly as possible, to restore morale, focus and productivity before the next change kicks in. This is called change management. Every leader implementing change management must be able to predict organisational change and be able to cope with it. Organisational change management includes compensating for changes in job roles due to someone joining or leaving the team, which can be stressful for everyone on the team. The GBS Change Management course has been designed to equip your managers and leaders with all the skills they need to lead their people successfully through change, and back to business as usual, and perhaps to even higher levels of performance. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Raised awareness that change affects everyone differently – and each individual needs to be treated individually Understand why change creates negativity Understand the drivers of change, and why it is important to know and communicate the driver(s) Learn techniques to “control the controllables” thus shifting effort to those things we CAN do something about Explore a live change within the organisation and develop strategies to lead through Explore the transition curve and identify the emotional states and behaviours associated with each stage of the change Learn strategies for leading people through each stage of the transition curve

You can achieve anything you like in life, provided you don’t mind who gets the credit. This was a motto Ronald Reagan kept on his desk in The White House. The world is filled with champions: Usain Bolt, Roger Federer, Rory McIlroy to name but a few, but it is unlikely any of us could name their coaches. The most recognised forms of coaching have come from the sporting world but it is now recognised as the most effective talent management activity used by organisations to improve both the performance and motivation of their people. Increasingly, a coaching style of management is preferred. At GBS we are passionate about coaching because we know it contributes so much to organisational and individual success. The proven benefits to any organisation that adopts a coaching culture, as well as to the individual are numerous, particularly around employee engagement. This highly practical course has been designed to equip managers with the techniques and skills needed to coach their staff and become effective coaches thus enabling them to achieve higher standards of performance in the workplace. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Learning a definition of coaching Being clear what good coaching is all about and what it is not about Understanding the benefits to all when coaching is part of the business strategy Clarity about the skills required to be an effective coach Honing listening and questioning skills Learning a simple tool that brings structure to all coaching conversations Appreciate the different learning styles Know when it is appropriate to coach Have the opportunity to coach, using all the skills and be coached

Businesses lose billions of pounds each year as a result of people’s responses to difficult situations. Not only does it have a negative effect on revenue, but also on employee morale and productivity. Therefore, it is crucial that organisations invest in solutions that develop the skills in their workforce to deal with difficult people and handle challenging situations. Our Dealing with Difficult People Situations course is packed full of strategies to improve interpersonal communication. It develops the ability in participants to quickly assess the root of why the difficult situation has occurred and determine why the person feels as though their basic needs have been unfulfilled. Participants on this course will then learn powerful techniques to deescalate the situation in order to achieve a positive outcome for all parties involved. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand how human needs may influence behaviour Recognise characteristics of difficult people Use communication skills to resolve conflict Adopt strategies to guide conversations to keep them relevant Demonstrate empathy to defuse conflict Assert themselves appropriately Confront unacceptable behaviours Reduce issues from escalating

Delegating, or perhaps abdicating? There is a chasm of difference between the two. If you ask team members to describe their experience of being delegated to, many will say the work was dumped upon them, whilst the managers believe they have delegated the work. Many of the managers we have worked with over the years concede that they are reluctant to delegate, for any number of good reasons, but mostly it is a lack of trust in the other’s perceived ability to perform the task as well as them. This mind-set creates a downward spiral and all parties suffer. The manager becomes overloaded with ‘doing’ the work and the pressure builds. When the pressure becomes too much, they then have no choice but to ‘delegate’, but this is often done at pace, and in reality, they end up ‘dumping’. The team member is then often left bewildered with little clear understanding of specifically what is required, by when, and why. This often leads and perpetuates the mistrust the manager feels, because the work may understandably come back sub-standard, justifying the managers lack of trust. One of our mantras at GBS is to set people up for success. We believe this is the key to effective delegation. Communication is also an integral part in delegating tasks, as the delegate must know what they are doing to give a suitable product in return. This workshop is designed to help anyone who needs to delegate, to think differently about delegating and appreciate the value added in not only doing it but doing it well and setting their team members up to succeed. It also helps managers use their time more effectively so the need to delegate is less frequent. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand why we don’t delegate and explore the validity of these ‘mind blockages’ Consider the benefits to all if we learn to delegate well Understand the difference between delegating and dumping Self-assess own default patterns Learn five important questions to ask each time a new task comes in Understand when effective delegation is achieved Explore the guidelines for effective delegation

Dealing with difficult staff is a problem that most managers must face. It rarely goes away without intervention and often a disciplinary and grievance review is necessary and needs to be handled correctly.

Our commercial world is now a global world, encompassing different cultures, people and attitudes, and to ensure that all stakeholders within an organisation feel valued, it is important that diversity and inclusion is embraced. By promoting a positive approach to equality, equity, diversity and inclusion in the workplace, organisations are more likely to be innovative, competitive, harness more creative thinking and ultimately achieve business success. The equality, equity, inclusion and diversity training we offer covers all aspects of work life and is essential in the modern business world. This Diversity and Inclusion training programme is aimed at giving all employees an understanding of the key issues and responsibilities in promoting a positive approach to equal opportunities, equity, inclusion and diversity. What is Diversity and Inclusion Training? Diversity and Inclusion training, also referred to as inclusion training or EDI (Equality, Diversity and Inclusion), refers to giving employees, regardless of their position or seniority, the training required to work more effectively and harmoniously with colleagues with different abilities, who are from different ethnic backgrounds, have different nationalities, genders, ages and so on. A diverse workforce has been shown to increase creativity and innovation, and ideas tend to be more well-rounded with a number of different views having a say. There are also benefits such as increased productivity, improved performance, and the positive effects it can have on the outside perception of your company. It also helps in identifying where there are gaps, and what steps can be put in place to ensure all employees have access to the same treatment, opportunities, and advancement. What Are the Benefits of Diversity and Inclusion Training? There are a number of benefits associated with diversity and inclusion training for your organisation. These include: Attracting the best and most talented employees – Workplace culture is becoming increasingly important in the decision-making process for potential new recruits and by having a harmonious and diverse workforce is one way to exemplify your organisation’s dedication to create a flexible, open and tolerant place to work. By showing that you are an organisation that puts an emphasis on diversity you are also likely to make yourselves more attractive to underrepresented groups, giving you a greater access to a pool of relatively untapped talent Appeal to a wider audience of customers – Depending on your focus there may be some benefit to having a diverse workforce when trying to attract new customers. Business is about relationships and, by having a diverse workforce, you are giving yourself a greater chance of having someone in the organisation who can build a lasting relationship with a new client Increased productivity and performance – This usually follows as a result of having a more pleasant work environment which diversity and inclusion training can certainly help with Greater innovation and creativity – Ideas tend to stagnate within homogenous organisations. With a more diverse workforce, you are giving yourself a greater pool of knowledge and experience to generate ideas from, leading to more creative ideas and better problem-solving skills Tackling workplace discrimination, however it is presented, is extremely important and our diversity and inclusion courses enable your organisation to be better equipped in creating a more inclusive working environment. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Know the importance of raising awareness of individual and organisational responsibilities Demonstrate behaviours that create an environment that promotes diversity, equity, inclusion and equal opportunities Demonstrate an in-depth understanding of legislative requirements and anti-discriminatory practice

We feed off what we are fed. Ask any employee which kind of boss inspires them to greater performance and loyalty, and most will simply describe having a boss who “feeds” care and understanding, who is interested in them and who treats them as a “whole” person. It is well known that a major driver of people quitting their jobs, is not because of the job itself but because of their boss. Being emotionally intelligent is a significant contributor to both personal and corporate success. Daniel Goleman, the well-known Author and Psychologist who put Emotional Intelligence on the business map, found that, beyond a certain point, there is little or no correlation between IQ and high levels of professional success. Emotional Intelligence (EI) is the ability to understand your effect on others and manage yourself accordingly and accounts for nearly 90% of what moves people up the ladder when IQ and technical skills are roughly similar. By inspiring others, emotionally intelligent leaders can ignite discretionary effort on the part of their teams to boost productivity and spur higher levels of employee engagement. Our emotional intelligence courses are designed for anyone who wants to fully understand what is meant by Emotional Intelligence, and for anyone who wants to learn how to be emotionally intelligent. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand what is meant by the term Emotional Intelligence (EI) Consider people who have EI and the impact they have Explore each of the constructs of EI and associated competencies Self- Awareness Self- regulation Social skill Empathy Motivation Identify how different emotions affect behaviours Identify practical tools and strategies to use in workplace communication Identify the consequences of temperament and trauma on brain chemistry Gain a greater understanding of self and self- assessed Develop a personal action plan

Consider this scenario. Have you ever been to a meeting where everyone speaks at once, no-one has completed their actions from the time before, there is no clear objective or it runs over time? If you have and now want to ensure any meeting or training session you ever have to run is a valuable experience for those attending, then this is the course for you. Being a great facilitator is what is known as a differentiating skill. Anyone who can facilitate valuable and motivational meetings, and training sessions, is perceived to be great at everything else. Rarely are you more on show than when at the front of the room. The group is reliant upon the facilitator’s skills to ensure a successful outcome. This Facilitation Skills programme is designed for anyone who has to run meetings, either virtually, in-house or hybrid, and wants to ensure they have a comprehensive toolbox to help them become a facilitator who is widely respected and appreciated by their audience. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand the role of the facilitator Use ground rules as a way of mitigating against bad behaviour Understand the way in which people interact in groups Use techniques to focus and guide discussions Apply the ‘degrees of control’ and know when to apply them Create the right environment to aid success Adopt strategic process tools to achieve a variety of outcomes

Understanding the principles of inclusive leadership is essential in today’s workplace. Being an inclusive leader is about creating a psychologically safe space where everyone can feel they are able to speak their minds without fear of negative repercussions. As inclusive leaders, it is imperative for us to understand that if we do not consciously include people, we will inevitably exclude them. This must be a conscious and mindful act and does not just happen organically. This highly participative, facilitated workshop is now emerging to be critical to business growth as more diverse groups leads to more creative thinking and fresh perspectives which can provide the competitive advantage. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand the concepts of inclusion, equality, equity and belonging Become more aware of biases Understand the concept of psychological safety and how to create a safe space for all Overcome inclusion challenges Manage a diverse team inclusively Attract, recruit, induct, and retain talent Adopt the characteristics and behaviours of an inclusive leader

Recruitment interviewing is critical for business success, but may not come naturally to everyone. Within the artificial situation of two strangers meeting, you need to successfully identify the Candidate who will do the best job and be the greatest success in your organisation. Additionally, it is vitally important that the Interviewer remains at all time compliant with the many laws that are associated with recruitment and selection. This course is recommended for anyone in your organisation who ever has to interview anyone for a job. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Describe and understand the Law as it relates to recruitment Know what questions you can and can’t ask Understand how to write job descriptions and person profiles Know how to structure a successful interview Be able to describe how to screen applicants Develop methods to conduct an interview using effective questioning techniques Adopt techniques that will assist you in make an objective assessment of candidates Practise the techniques and receive feedback

Arguably the most difficult career move anyone can make is the transition from being one of the team to becoming the team’s manager. You go home on a Friday as a team member and come back into work on the Monday as the new manager! This is often quite a daunting situation for many a new manager as they struggle to find their way in the new order. They become not only responsible for their own output, but are now responsible for the performance, productivity and motivation of others as well. The GBS Introduction to Management course has been designed for either newly appointed managers, or for existing line managers who have had no formal training in managing people. This course provides the skills, tools and techniques needed to manage the transition successfully and starts the journey in becoming both a confident and successful manager. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Explore the challenges in transitioning into a Management role Develop solutions to these challenges Develop a full understanding about what the role requires Develop a deeper understanding of the team and what drives their behaviour Consider own demonstrated behaviour and impact this has on team performance Appreciate the importance of trust and how to achieve and sustain it Appreciate the importance of balancing time between task, team and individual (and not just focusing on the task) Learn how to delegate effectively Learn how to adapt leadership style to suit the situation Know how to set motivational objectives Learn how to give effective feedback and had the opportunity to try out the techniques Learn how to coach and had the opportunity to try out the techniques Develop a personal action plan

Geographically dispersed team members are increasingly common in the modern workplace. How do you overcome the challenges of supervising remote employees and managing remote teams? What steps should you take to build trust, and develop open lines of communication? How should you establish routines? How do you help remote workers feel part of a team? These are all important questions to be considered by anyone who manages remote workers and teams. Managers must put in extra effort to cultivate a positive team dynamic and ensure remote workers feel connected to other colleagues and to the business overall. It requires a “proactive” approach by the manager. Our Managing Remote Teams course has been designed for managers wishing to enhance and develop remote team dynamics. This course gives managers the skills and techniques needed to motivate teams who are based in various locations, to deliver their best. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Identifying all the challenges faced when managing remotely Appreciate the challenges an offsite team experience in having a remote manager Exploring tactics and tools to overcome these challenges Experience what it is like to be in a remote team through a team activity, to gain empathy and reinforce learning Identify the enhanced skills required when managing remotely Learn enhanced skills in relationship building, coaching, delegating and trust Developing a robust personal and team action plan These are all important questions to be considered by anyone who manages remote workers and teams.

One of the major challenges faced for anyone working in a matrix structure is the ambiguity and lack of clarity. You will be reporting to at least two people, and it can be confusing knowing who to report to first or how to prioritise your work. Employees are faced with different styles, ways of working, approaches and personalities and must find the best way to respond to each of them. Anyone who manages in a matrix organisation needs to be aware of this, and needs to develop skills, over and above the normal management skills. This GBS management training course is designed for anyone about to become a manager in a matrix organisation, or currently is one but who would benefit from improving their existing skill base and confidence. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Explore the concept of what matrix management is Identify the benefits and potential liabilities of matrix management Clarify the differences in style and approach between a traditional Manager and a matrix Manager Learn how to succeed in managing and leading in a matrix environment Keep the appropriate levels of accountability and responsibility in matrix teams Adopt a variety of practical methods and specific tools and techniques to lead a matrix-managed team effectively

What do Larry Page, Steve Jobs and Sir Richard Branson have in common? They have all had some support from mentors. No matter who you are, where you’ve come from, or what you have achieved, a good mentor is an invaluable asset in business. The key is in finding a good mentor, someone not only with the wisdom and experience, but also an understanding of what mentoring is and is not about and a toolkit of techniques to ensure the conversations are meaningful. With mentoring in its broadest context, the mentee uses a mentor as a sounding board for guidance on how best optimise their and long term career goals. Competent mentors listen and can empathise. Whilst they may use the skills of coach and counsellor, they are assertive, positive role models and, as they have no direct responsibility for the trainee, they can offer unbiased advice. The GBS management training and mentoring training skills course addresses the special skills that mentors need to build a constructive relationship with their mentees, such as trust, communication and listening skills. This GBS management training course is suitable for first time mentors, or those with more experience, who want to further their skill base and then practice key mentoring skills as well as develop their own unique mentoring style. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Explain the difference between coaching and mentoring Understand how to establish and build a productive mentoring relationship Describe a mentoring contract Understand how to structure a mentoring session Develop enhanced facilitation, coaching, counselling and feedback skills Adopt tools for overcoming obstacles to successful mentoring arising from personal, team and organisational issues Practise the skills of effective mentoring

A middle manager’s role is always challenging, because it involves being able to get results through others in order to be successful in implementing business strategy. Hence the need to be excellent communicators, set clear objectives and develop their staff to perform.

Being a good negotiator is an essential skill for many in business, and is not, as often thought, simply something that the sales team must be good at. You need to be able to negotiate in almost every job, whether it’s trying to get a cheaper price from a supplier, win a bigger deal from a client, and encourage someone to pay upfront or perhaps simply negotiate better terms and conditions for your team with your boss.

There is always a reason for behaviour. This is worth remembering because if certain conditions prevail, even previously high performing managers and employees can slip into becoming an underperformer. A skilled manager will recognise this and will attempt to diagnose what might be causing the performance issue and will work with the individual to restore or even improve performance levels. Successful organisations understand that effective performance management is a skill. It is one that needs to be developed separately to the development of their peoples’ technical skills. This practical performance management course is designed to provide anyone in a line manager role with a toolkit to help them diagnose causes of poor performance and drive high performance. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Explore opportunities to release latent talent amongst team members Value the benefits of performance management to all stakeholders Identify acceptable standards of performance Increase self -awareness about the impact own behaviour has on an individual’s performance Identify drivers of high performance and also triggers of underperformance Learn some tips and techniques to turn performance around Learn how to set SMART objectives Learn how to give feedback and deliver difficult messages Learn how to adapt leadership style to suit the situation Review each team member and considered next steps for each

The shift to a more innovation-driven economy and business world has been abrupt. The speed of change is driving the need for organisations to continually innovate, find new ways of working, new products, new solutions and implement creative problem solving to resolution quickly. This means that the individuals within an organisation need to become more creative, innovative and less accepting of tried and tested methods. They must be agile and resolve them before their competitors steal a march in their client base whilst the company tries to resolve its problems. Essentially, this means a new breed of employee, with creative thinking and advanced problem solving capabilities. One who looks past the conventional way of doing things and takes calculated, creative risks to arrive at new and innovative solutions. Employees with an innovative mind-set demonstrate a high level of commitment to completing a project, against all the odds, and find a way to overcome any obstacles placed in their path. This way of thinking is not just the preserve of the marketing or creative team, but in our view should be the way for anyone and everyone who holds a management role. This highly practical and experiential problem solving training course has been designed for anyone in a managerial role and for teams that need to resolve problems or find new and better ways of achieving their goals. The skills and critical tools that are taught on this course would also be useful for those in project management positions as the ability to solve problems and make decisions is vitally important in these roles. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes The content of the course has been designed to help provide you with the information and experience necessary to improve your problem solving skills. The types of skills you will learn are: Using an analytical approach to problem solving Using divergent and convergent thinking techniques Demonstrating advantages and disadvantages of group decision making Describing the different types of decision making processes Practicing creative and innovative approaches to overcome the barriers to effective solutions Applying a toolbox of techniques to resolving real business problems Applying a toolbox of techniques to innovating new ideas for a real business issue

According to the Government Health and Safety Executive (HSE) the total number of cases of work related stress, depression or anxiety in 2014/15 was 440,000 cases. The total number of working days lost due to this condition in 2014/15 was 9.9 million days. This equated to an average of 23 days lost per case. And with the ever increasing pressures placed on employees to achieve more and for less and faster, these statistics show no signs of abating. Stress in the workplace can be a real issue and sometimes those suffering don’t even notice. By recognising the symptoms of stress in others, and encouraging them to deal with it, potential long term issues can be avoided. The GBS Recognising and Dealing with Employee Stress course has been designed for managers, leaders and supervisors who are responsible for ensuring employees are not experiencing unreasonable levels of stress at work. This programme will also cover the Health and Safety issues involved in stress management and the legal consequences. Delegates will leave equipped to manage their own stress and those of others. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Be able to recognise the symptoms and problem of stress Be able to describe the causes of stress and the problems that result from stress Understand own role in preventing stress, as well as deal with it when it emerges Recognise that stress is a genuine factor and contributor to underperformance Determine Legal and Human ramifications Develop effective strategies to combat and minimise stress in the workplace

The need for effective leadership is greater than ever. A recent CMI report found that 43% of workers rate their line managers as ineffective, failing to recognise or support their talents. The Situational Leadership® model is arguably the most recognised, utilised and effective leadership and influence tool in the history of the behavioural sciences. Leaders who use the model are equipped with the necessary tools to navigate the demands of an evolving business landscape and an increasing diverse workforce. So it’s no surprise that 70% of Fortune500™ companies consider the tool as a critical component of their leadership development strategy. It transcends cultural and generational differences with a success rate that speaks for itself. Situational Leadership® is a proven model of effective leadership that has endured the test of time. It’s a practical approach which helps your people to be more effective in achieving their goals, and shows you, as a leader, how best to respond to their performance needs. More than ever, businesses need well-equipped and adaptable leaders. Participants who complete the online assessments (LEAD Self and LEAD Other) gain valuable insights into their primary leadership behaviours and the leadership styles they typically draw upon. We can help you rise to the challenge. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes By the end of the programme, learners will be able to Analyse their own and staff members’ needs in terms of ‘Performance Readiness®’ to undertake tasks Define and recognise ‘task behaviours’ and ‘relationship behaviours’ Define and recognise a range of leadership and influencing styles Match leadership or influencing styles to a variety of situations Describe their own preferred leadership and influencing styles Analyse team members’ feedback on their leadership and influencing styles Apply course concepts to their own work situation Three Delivery Options Situational Leadership®: Building Leaders is available in two different formats: instructor-led (both virtually and face-to-face inhouse) and blended in order to provide the flexibility that your organisation requires. Situational Leadership®: Building Leaders – Instructor Led Training (ILT) Our instructor-led Building Leaders programme gives an in-depth understanding of the Situational Leadership® model and its applications. It equips leaders with the necessary tools to skilfully navigate the demands of an increasingly diverse workforce and evolving global marketplace. It is available for inhouse delivery (both virtually and face-to-face) and we also have a selection of virtual public course dates for individuals to participate in. Situational Leadership®: Building Leaders – Blended This combines two web-modules with a one day instructor–led workshop. Learners complete the Model Overview e-module as pre-work to gain a basic understanding of Situational Leadership®, while the classroom or virtual setting is used for active learning through application-based activities and interactive discussions.

It can be particularly difficult for those in supervisory positions to bridge the gap between ‘doing’ and ‘supervising’ successfully, whilst at the same time being regarded by their staff as part of Management. Quite often, supervisors feel that they are trapped between a ‘rock and a hard place’ when it comes to getting the job done. That is why this job focuses on leading the team through communication, motivation and delegation techniques as well as coping with problems. This supervisory skills course has been designed to provide new supervisors with the confidence and techniques needed to lead their team to success, whilst achieving their own organisational goals. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Be clear about the role and responsibilities of a supervisor Build the knowledge and skills needed to perform the role Describe the functions of Leadership and identify own style Understand what motivates different individuals List the steps in empowering your team Adopt techniques to delegate effectively

For a team leader to be effective they need to create an open working environment. They will coach members and give meaningful, constructive and motivational feedback on their performance. The best team leaders have a vision of where they want to go and what they want to achieve with their teams. They lead by example and encourage greater achievement rather than demanding it. This Team Leadership course has been designed to provide new, or relatively inexperienced, team leaders with the confidence and techniques needed to lead their team to success and achieve their organisational goals. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Describe the role and responsibilities of leadership as well as the knowledge and skills needed to perform the role Describe the functions of leadership and identify your own style Describe what motivates different individuals Appreciate the stages of team development and learned strategies to lead team through each stage List the steps in empowering your team Explain the importance of creating an environment where leaders motivate and empower their team Learned how to coach your team

Resilience is often described as the ability to recover quickly from difficulties or being able to adapt well in the face of adversity; it is also the most crucial element in management. Resilient management skills in the midst of a high-pressured, fast-paced and continuously changing environment are now more critical than ever. Organisational change, staff cutbacks, deadlines, pressures, upheavals, business uncertainty, tough decisions, building team/individual development, morale, performance; the list seems endless and they all contribute to organisational growth and success. Exploring themes of personal empowerment, Emotional Intelligence, fixed vs. growth mind-sets, effective leadership, overcoming adversity and peak performance, this course provides techniques and action planning to build resilience and really make a difference. The interactive session enables managers to explore ways to surmount and not succumb, to persevere, make informed decisions and set direction. It will teach the skills, techniques and mind-set to be flexible, self-aware and face adversity in order to meet challenges, take charge and thrive. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Increased self-awareness and understanding of personal management style Personal management development More confidence in ability to solve problems, trust instincts, handle issues effectively and keep perspective Creation of strategies to foster resilience Identification of personal stress triggers and coping mechanisms that support positive action to bring a sense of control Utilisation of a growth mind-set vs fixed mind-set in developing individuals/teams, creating a sense of purpose and worth

The effects of unconscious or unintentional bias resonate throughout the entire structure of an organisation. From the people you hire, to the processes in place, unconscious bias affects everything and everyone and most of the time it is usually unrecognised. It is important for leaders and managers to be aware of their own biases because of the negative, and often drastic, impact that it can have on both strategies and processes. For example, you could have a bias towards people who are like you and the result of this is the creation of homogenous, non-diverse teams which are less effective than diverse ones. Unconscious bias forms the building blocks of how an organisation operates and if not correctly managed can create real, tangible vulnerabilities that ultimately decide whether an organisation succeeds or fails. The GBS Corporate Training Unconscious Bias training course is for leaders and managers who want to develop the leadership skills required to change both behaviours and mindsets, practice fairer thinking and maintain an inclusive environment. Please note, this course can be delivered as virtual instructor led training (VILT), face to face, or it can be delivered with a blend of both formats. We will customise the content and duration in line with your learning and development requirements. Typical learning outcomes Understand what unconscious bias is Be aware of the related risks from ‘stereotype threat’ Examine the different types of unconscious bias Understand the link between ‘discrimination’ and ‘protected characteristics’ Be compliant with legislations Manage unconscious bias in themselves and others Support and ‘stand up’ for their peers Develop an inclusive approach