To get the most out of the course, delegates will need to be supported as they start to think and work differently. This page will help managers, coaches and mentors to provide that support.
Here you will find:
- Information about the course
- What to expect after someone has attended the course
- Suggestions to help you perform a useful review with the course participant
People will learn how to:
- Interact effectively with colleagues and stakeholders through a deep understanding of their needs and goals.
- Create environments in which people are open and collaborative.
- Achieve consensus and commitment to move forward.
We run this as a full day in house course. Here are the key aspects covered:
Identifying the right stakeholders to build relationships with.
Exploring Business Relationships
Understanding social, technical and ad-hoc relationships and perceptions.
Self Awareness and Interaction Styles
Recognising and accepting that everything you say and the actions you take can affect those around you.
Understanding how our behaviour dictates the extent to which people want to engage with us.
Habits of People Who Build Strong Professional Relationships
Effective habits and behaviours can benefit your future career.
Considering the roles that people can adopt in a relationship building process.
Becoming a ‘Trusted Advisor’
Trust underpins relationships: business and personal; how to build it.
At the end of the course delegates are encouraged to think about how they are going to use what they have learnt and to agree some specific actions. The emphasis is on delegates being able to put the techniques and perspectives covered into good use immediately, by improving a specific current relationship.
Everyone attends the course for slightly different reasons but they will all have opportunities to use what they learn. Delegates are usually very keen to put their new skills into practice. A little well-directed support and encouragement by a manager, coach or mentor can make a big difference. We hope the following notes will help you give that support:
|What to expect||What you can do|
|They will want opportunities to use the techniques learnt on the course.||Encourage them to do so and ask the delegates to explain the processes and techniques they are using. Explaining it will reinforce their learning. Part of learning involves allowing people to make mistakes – they may need to practise new skills with colleagues in a safe environment to see how they get on and highlight areas that could be changed.|
|Delegates will become more aware of how successful their relationships with their other people are.||Encourage them by focusing at least as much on the things that are good and/or improving, as on areas where further development is needed.|
Many managers like to follow up courses that their people have attended. The style and format of these reviews varies widely so here are some prompts for suggested discussion points:
- Action Plan – at the end of the course all delegates are encouraged to commit to specific actions to use and reinforce the things they’ve learnt. That action plan is a good start point for a review.
- Specifics – ask the delegate to take you through some of the specific techniques and approaches introduced on the course. Encourage them to go back to the manual as necessary and make it clear that you are not trying to test them or catch them out.
- Rapport with Colleagues – what is going well, what didn’t and what will they do differently in the future.
- General – it will be worth going back to the original reasons for attending the course and also review the other notes in this section that describe the course and use them as a prompt for your discussion.