Skills Development Programme for Managers
Self Assessments
Use the 10 online self-assessment tools to analyse your competencies as a Manager. Our self-assessments have been designed to look at yourself in order to assess aspects that are important to you on your entrepreneurial journey. They will assist in your personal development, career planning, academic performance, or self-improvement. Self-assessments will help you to identify your strengths and weaknesses. It can also help you to evaluate progress and performance in relation to your expectations.
1. TIME MANAGEMENT
Time management is the process of planning and exercising conscious control of time spent on specific activities, especially to increase effectiveness, efficiency, and productivity. It involves various demands upon a person relating to work, social life, family, hobbies, personal interests, and commitments with the finite nature of time. This assessment can help you assess time management skills and identify areas for improvement.
2. IT KNOWLEDGE AND EXPERIENCE ASSESSMENT
This questionnaire aims to assess your proficiency across various IT domains and provide valuable information that will aid in tailoring your IT development opportunities.
3. ACTIVE LISTENING ASSESSMENT
In our society, listening is essential to the survival and development of the individual, and, since we learn our culture largely through listening, we learn to think by listening, we learn to relate by listening, and we learn about ourselves by listening. Listening is not only physiological but also a process of recognizing, interpreting, and understanding the message being sent. There is a difference between listening to respond and listening to understand.
4. TRUST & THE WORKPLACE – SELF-REFECTION ASSESSMENT
When trust exists in personal and professional relationships, almost everything else is easier and more comfortable to achieve, including problem solving and conflict resolution. When our actions are consistent with our words, trust can be achieved and arises from our interdependence with others to achieve outcomes we value. Because cooperation cannot be compelled, social interactions are valuable as a foundation for confidence or belief one feels toward another or others to overcome doubt or fear.
5. WORKPLACE COMMUNICATION
Interpersonal workplace relationships are a major part of our lives. The risk presented by poor listening and communication begins with weakened connections or relationships with others, often colleagues or team members upon whom we rely for goal attainment, success, or merely satisfaction of being together. The way we communicate often has a direct influence on how we perceive and evaluate each other, and a vital element in productive communication is listening.
6. EMOTIONAL INTELLIGENCE (1) - EMPATHY
Emotional Intelligence (EI) refers to the ability to recognize, understand, manage, and effectively use one's own emotions, as well as the ability to perceive, interpret, and respond to the emotions of others. It involves a set of skills and competencies that are crucial for personal and social functioning. This assessment deals with Empathy.
7. EMOTIONAL INTELLIGENCE (2) - RESPONDING WITH INTEGRITY
Emotional Intelligence (EI) refers to the ability to recognize, understand, manage, and effectively use one's own emotions, as well as the ability to perceive, interpret, and respond to the emotions of others. It involves a set of skills and competencies that are crucial for personal and social functioning. This assessment deals with responding with integrity.
8. EMOTIONAL INTELLIGENCE (3) - SELF AWARENESS
Emotional Intelligence (EI) refers to the ability to recognize, understand, manage, and effectively use one's own emotions, as well as the ability to perceive, interpret, and respond to the emotions of others. It involves a set of skills and competencies that are crucial for personal and social functioning. This assessment deals with self awareness.
9. EMOTIONAL INTELLIGENCE (4) - SELF CONTROL
Emotional Intelligence (EI) refers to the ability to recognize, understand, manage, and effectively use one's own emotions, as well as the ability to perceive, interpret, and respond to the emotions of others. It involves a set of skills and competencies that are crucial for personal and social functioning. This assessment deals with self control.
10. WORKING STYLES
This assessment can help understand working styles and preferences, which can be useful for team building and improving workplace efficiency.
Manager Training Programme
This online 4 week training programme, with 2 tutors, includes materials designed to:
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Empower staff to “own” their day-to-day responsibilities.
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Allow teams to make decisions and put together their own proposals that they believe benefit the business.
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Being open and transparent on key decisions/ changes to business process or procedure.
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Refrain from treating anyone or any team more favourably than another.
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Call out success when it is warranted by don’t anyways focus the attention on one particular person or team.
The training provides the Manager with confidence to make informed decisions as well as the permission to use third party intervention resources such as conflict coaching, conciliation services, conflict resolution, and facilitation sessions and brings with it some emotional intelligence training.
The output includes competency modules to improve workplace relationships:
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Develop A Positive Attitude
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Do Not Jump to Conclusions
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Improve Your Communication Skills
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Resolve Conflicts Early
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Set Boundaries
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Treat All Co-workers with Respect
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Understand and Accept Personal or Cultural Differences
The training is presented in a series of self-contained online modules, with support from 2 tutors, that can be taken individually, until the training is completed. Each module will address a specific topic. Collectively, when the modules have been completed, they will have enabled participants to have a solid understanding of the techniques and values of becoming a Trust Leader.
By having the training distributed through a series of self-contained modules participants will be able to access the information in a time-sensitive manner that fits their individual time constraints.
Upon completion of the entire series a participant will be able to access and print a certificate showing that they have successfully completed the training as a Trust Leader.
Handbook for Managers
As a compliment to the training programme we have produced a detailed 57 page HANDBOOK that provides a ‘blueprint’ for the introduction of a conflict free workplace by explaining ways to build trust at work. The Handbook includes self-assessment tools, quizzes, case studies and action points for Managers.
The Handbook explains ways to build trust at work and looks at issues such as:
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Hiring and promoting people to management positions.
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Building employee skills.
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Developing the skills of all employees in effective interpersonal relationship building.
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Keeping staff members informed, which will add to an environment of trust.
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Acting with integrity and keep commitments.
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Protecting the interests of all employees.
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Adopting an open-door policy.
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Displaying competence in supervisory and other work tasks.
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Listening with respect and full attention.
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Exhibiting empathy and sensitivity to the needs of staff members.
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Take thoughtful risks to improve services and products for the customer.
The component parts defines the dynamics of conflicts and various tactical alternatives associated with resolving them.
The Handbook provides the Manager with confidence to make informed decisions as well as the permission to use third party intervention resources such as conflict coaching, conciliation services, conflict resolution, and facilitation sessions and brings with it some emotional intelligence training.
