Below is an overview of our people and team development offerings.

Each of our workshops is tailor-made to meet:

Specific outcomes and objectives Level of audience Relevance to the organisation, it’s values and vision The nature and dynamics of the team

The workshop methodology that is utilised includes:

Experiential learning methods: gamification Video material Relevant case studies and papers Applicable theories and models Group and pod discussions Self-introspection exercises Applicable assessment tools

PDA International Africa provides customised outdoor, experiential team development and team building. These deliveries are outcome-based and work with the theory of “learning through play” but brought together through our scientific platform and understanding of each team member and the team as a whole using the Personal Development Analysis Assessment Tool.

Teambuilding deliveries take fitness levels, objectives and location into account when designing an intervention.

Self

Emotional Intelligence

Introductory and advanced level

2 days

Conducting Crucial Conversations

1 day

Personal Leadership Principles/Personal Mastery

1 day

Assertiveness and managing Conflict

1 day

Stress Management and Wellbeing

1 day

Communication Impact

2 days

Others

Coaching for improved Performance

2 days

Performance Management

2 days

Giving and Receiving Feedback

1 day

Building Effective Teams

2 days

Motivate and Inspire Staff

1 day

Delegate and Empower staff

1 day

Conduct effectuve One-on_-One sessions

1 day

Managing Change

1 day

Creating an Environment for Optimal Performance

1 day

Effective Mentoring

1 day

Business

Presentation Skills

2 days

Problem Solving and Decision Making

1 day

Consulting Skills

1 day

Negotiation skills

1 day

Facilitation Skills

1 day

Time and Activity management

1 day

Business Writing

1 day

Innovative and creative thinking

1 day

Compelling Customer Service

2 days

It is not hard to learn more. What is hard is to unlearn when you discover yourself wrong. Martin H. Fischer

1. SELF

1. Emotional Intelligence – 2 days

Understand the importance of effective interpersonal skills

Understand my profile and how this shows itself in the workplace

The 4 quadrants of being emotionally intelligent

Investigate and understand individual EQ skills and how this impacts my role

How do you recognise and understand your emotions

Manage Your Emotions and explore your triggers

Control or redirect disruptive impulses and moods

Recognise and Understand Other‟s Emotions

Manage the Relations and Emotions of Others

Apply your learnings

2. Crucial Conversations – 1 day

Understand the barriers to courageous conversation

Insight into your personal barriers and what keeps them there

How to ask for what you want

How to navigate the emotional pitfalls of conversations

Deal with the conversation that never goes away

Use confrontation as a powerful way to move forward

Principles of courageous conversations

Application and practice

3. Personal Leadership/Personal Mastery – 1 day

Understand the transitional process required when becoming a leader/manager

Shift your mental state to match the role

Communicate this role and boundary with your staff

Collaborate and influence

Understand value-based leadership and how to apply it

Personal visioning and values

4. Assertiveness and Conflict management – 1 day

Understanding how assertiveness shows up and the value thereof

Why conflict is necessary and why does it occur

Insights into your assertiveness profile

Tips on handling conflict effectively

Getting your intended message across

The principles and steps to dealing with conflict effectively

Practice and application

5. Stress Management and Wellbeing – 1 day

Identify your stressors

Harnessing positive stress

Wellbeing principles

Practical stress management techniques for the workplace

Practical exercises and introspection

6. Communication Impact – 2 days

Building credibility and trust

Social styles and communication

What makes for effective communication

The blockages and “pebbles in the shoe”

Communication basics: verbal and non-verbal language

Personal values and beliefs

Experiential methods

Real plays

2. OTHERS

1. Coaching for Improved Performance - 2 days

Understand the Foundation of coaching

Understand self, human behaviour and how to influence it

Plan for a coaching conversation and having a conversation with purpose

Build rapport and establishing the relationship

Having the initial coaching conversation

Structure a practical coaching action plan

Learn how to coach: using the GROW model

Structure an effective coaching conversation

Learn how to use coaching templates

Manage the sustainability

The fit of coaching into leadership and performance management

Practical real plays

2. Performance Management – 2 days

Understand the philosophy of performance management

Learn how to prepare for a performance discussion / review

Create the right climate and getting participation

Assess performance

Have the conversation

Communicate for impact and clarity

Manage the emotional content

Learn the Do‟s and Don‟ts of performance management

Understand the non-verbal components of the performance discussion

Address performance and behaviour issues in the workplace

Understand the way forward and the role and rules of engagement

Understand the PCP [performance Corrective Programme]

Put this into practice

3. Giving and Receiving feedback in the workplace – 1 day

How to give feedback that will lead to growth;

How to include the other person in the feedback process;

Apply the conversation model in the feedback process;

How to apply coaching in the feedback process;

Learn techniques for effective feedback and constructive criticism

Managing language and narrative

4. Building Effective Teams – 2 days

Understand the characteristics of a highly effective team.

Learn how to get a team to „assess’ themselves as a team against core team principles.

Apply the principles for building trust and mastering conflict in creating and maintaining a highly

effective team.

Understand roles and responsibilities and the inter-connectedness between individuals.

Understand the individual‟s own and each other team-player‟s roles, and their impact on one

another.

Apply the principles for achieving commitment and accountability in creating and maintaining a

highly effective team.

Explore the principles for focusing on team results in creating and maintaining a highly effective

team.

Initiating a team charter for the establishment of rules of engagement

5. Motivating and Inspiring staff – 1 day

Learn how to engage and connect with staff

Learn different motivation techniques

How to build relationships with staff

Influence staff in a positive „want to‟ basis

Develop a constructive style of management

Identify and address restrictive motivation variables in your style and your team

How to mobilise your staff into performance

Understand the difference between motivation and inspiration

Explore techniques

6. Delegating and Empowering staff – 1 day

Optimise and understand end to end processes

Manage resources and capacity effectively

Apply the principles of empowering versus delegation

Set performance objectives and monitor and measure the delivery of outcomes

Apply the Skills/Motivation Matrix to your team and your style of management

Develop accountability in your staff

7. Conducting effective one-on-one sessions – 1 day

Learn to structure your conversations to ensure focus

Learn how to separate facts and assumption

Learn how to deal with the problem and not the person

Manage the emotional component [for both parties]

Giving feedback in a constructive manner

Use appreciative enquiry principles in your dealings with staff

8. Managing Change – 1 day

Understand change, the change cycle and where I am, and applying this to my staff / team

Understand transitional processes within a changing environment

Understand the 4 P‟s [picture, purpose, plan and part]

Learn emotive responses to change and how to deal with these

Understand Comfort zones and moving people out of them

Recognize and manage barriers that hamper change [self and others]

Build internal desire to effect change from within

Understand the role stress plays in change and on performance.

9. Creating a climate for optimal performance – 1 day

Understand work based values and shaping behaviour

Manage and optimise the diversity in the team

Assist staff to deal with change and transitions

Communicate strategy and critical messages to staff

Learn the power of full engagement

Understanding generational factors

10. Effective Mentoring – 1 day

The difference between mentoring and coaching

Mentoring methodologies

Engaging in conversation for growth

The power of questioning techniques

Level 2 listening

Establishing schedules and relationship boundaries

3. BUSINESS

1. Presentation skills – 2 days

Understand presentations

Develop a presentation that is applicable to the intended audience, the purpose and the content

Learn typical skills and techniques

Understand the importance of dress, image and your voice projection

Engage your audience and maintaining attention

Structure a professional presentation

Present in a way that achieves greater buy-in and increased levels of interest.

Use various presentation media effectively

Use energy and project confidence

Manage group dynamics and norms

Handle questions, objections and difficult situations

Manage queries that could fall out of your specific area of expertise

Develop your professional presentation style

2. Problem solving and solution generation – 1 day

Learn Problem solving models

Learn the decision making process

Think outside the box

Generate solutions

Brainstorm with your staff

Assess risk and decision impact

Get buy-in to decisions

3. Consulting skills – 1 day

Know how to deal successfully with stakeholders / your client

Identify the key steps in the consulting process

Practice ways to anticipate the changing needs in your organization

Identify the critical types of performance consulting skills you'll need to be successful

Practice how to gain client‟s / management's commitment

Build alliances with line managers

Learn how to contract for results, not just activities

Distinguish between roles of a performance consultant, trainer and change agent

4. Negotiation Skills – 1 day

Learn styles of negotiation: task-centred; people centre negotiating and pressure bargaining

Negotiate outcomes

Develop the attributes of an effective negotiator

Implement the negotiation process [6 steps]

Negotiate for a win/win solution

Handle objections during a negotiation

Bargain towards agreement

Close during a negotiation process

Know what type of relationship you want with other person you are negotiating with

Understand yours and their aspiration levels

Reach agreement [closure]

Understand games people play – understand these and handle them

Put the above into practice

5. Facilitation Skills – 1 day

Facilitator qualities, behaviours and skills.

Learn to set and read group norms

Set and influence expectations and dynamics

Understand the Do‟s and don‟ts of facilitation

Prepare for a session; (mind-mapping)

Conclude and “wrapping up”.

Maximise attention, participation and learning during a session

Cater for different learning and listening styles

Deal with questions and objections

Remain objective by managing the emotions [yours and others]

Extract the core issue / message

Structure and prepare for your session

Putting the above into practice

6. Time & Activity management – 1 day

Managing activities within a set period of time

Prioritising

Boundary management

Relationship management

Practical tools and techniques

Put the above into practice

7. Business Writing – 1 day

Standard writing principles

Email etiquette

Readability index

Getting your intended message across in the written form

Understanding the emotional component in messaging

Put the above into practice

8. Innovative and Creative thinking – 1 day

Defining the need for innovation

Defining innovation

Using the HCD model – human centred design

Case studies

Applying the principles to your own business and team

When do we go “in the box” versus “out the box”

Edward De Bono‟s 6 thinking hats philosophy

9. Compelling Customer Service

Reference to the experience economy and the service economy

Variation between the expectation and the experience

Defining customer service/experience in your environment

The concept of CCRAC: competence, communication, reliability and resolution, access and

attitude, commitment

Understanding customer needs

Dealing with difficult people and customers including unrealistic expectation

Verbal and non-verbal language

Internal and external service: building the bridge

Accessing a client first mindset

Tailor-made role plays and customer service complaints

Dispelling some myths and creating some new thought patterns

The power of social media and it‟s role in customer experience

The next generation of customer

LEADERSHIP AND MANAGEMENT DEVELOPMENT

Our High Performance Management Programme (HPM) is a customised delivery over an 8 month

period.

Delegates work in syndicates throughout the year to complete a series of business and content-

related assignments. These assignments are submitted against deadlines and feedback is provided

to:

The delegate

The HR/learning manager

Line management where applicable

The modules may be amended and tailor-made to suit the specific needs of the organisation or

delegate level of experience.

The high level overview of the modules:

MODULE 1 THE FOUNDATION OF LEADERSHIP AND MANAGEMENT

The situational leadership model

Understanding how to manage individuals based on competence and commitment levels

Leadership competencies and their benefits

Leading your teams through developmental cycles

Instruction and direction

Various leadership styles and their benefits and pitfalls

A team effectiveness questionnaire which measures performance against required competencies in this model.

Experiential leadership exercises

Workings: 21 Irrefutable laws of leadership John C Maxwell Duration: 2 days MODULE 2 PERFORMANCE MANAGEMENT

What is performance management?

How to praise to meet the individual needs

How to ascertain what poor performance is

Looking at the cause instead of the symptom of poor performance

How to rectify poor performance

The flow of consequences and the process to follow

Case study work on poor performers as well as high achievers

Presentation of a step-by-step process Duration: 1 day

MODULE 3 COACHING AND COUNSELLING

How to find common ground with people

How to build rapport with staff

Handling pressure points

The step by step counselling and coaching guideline

The art of questioning skills

Who are your team members?

Role play within the group

Various situations – coach or counsel

When to refer to a professional

Working within the parameters of HR

Coaching methodologies

Coaching action plan completion and use Duration: 2 days MODULE 4 BUILDING LEADERSHIP CONFIDENCE

Personal visioning

How to achieve and map life balance

How to build self-motivation and passion

Building on one’s strengths

Personal SWOT analysis

Defining the power of choice: self portrait, magnificent obsession, ownership and values

Who am I required to be in my role as a leader

Influencing and persuasion techniques Duration: 1 day MODULE 5 BASIC PROJECT MANAGEMENT

Managing a project from inception to completion

The art of delegation and prioritisation

How to break the project up and assign responsibility

How to lead a project team

Setting milestones and the critical path

Meeting deadlines

Project assessment skills

Group work on a pre-determined project: business related Duration: 1 day

MODULE 6 EMOTIONAL INTELLIGENCE – EQ

The emotional intelligence model and what exactly is EQ?

How understanding EQ can benefit motivation levels

Emotional Understanding, which builds a locus of self- confidence through emotional honesty, energy, emotional feedback, intuition, responsibility and connection.

The second quadrant deals with Emotional Fitness, strengths and authenticity, believability and resilience, expanding your circle of trust and your capacity for listening, managing conflict and making the most of constructive discontent.

The third quadrant of the model addresses emotional depth, you explore ways to align your life and work with your unique potential and purpose, and to back this with integrity, commitment and accountability, which in turn increases your influence without authority.

The fourth quadrant introduces us to emotional alchemy, through which you extend your creative instincts and capacity to flow with problems and pressures and to compete for the future by building your capacity to sense more readily and access the widest range of hidden solutions and untapped opportunities.

Duration: 2 days MODULE 7 PRESENTATION SKILLS

Evaluation presentation

Self-, group- and facilitator feedback

Preparation of presentations

Know your audience – evaluation tools

Designing presentation flows

The power of enthusiasm and energy

Utilising presentation aids

Body language

Post training presentation

Strengths and weaknesses are clarified, analysed and feedback provided to each delegate through an assessment sheet.

Duration: 1 day

MODULE 8

CHANGE MANAGEMENT Duration: 1 day HPM Assigned book 21 IRREFUTABLE LAWS OF LEADERSHIP J. MAXWELL OUTCOMES AND BENEFITS

Self-Development

Management Development is essentially self-development. This part of the Intervention is geared to giving the targeted group of women the foundations of self-development

Individual growth in the various facets of life : work, home, socially, emotionally, intellectually and spiritually

Allows for the development of conscious competence for a day-to-day performance

Grows self-confidence for the individual in the potential role as the Manager

User-friendly knowledge framework that is applicable to the real world pressures of leading people

Greater understanding of how to work hands-on with subordinates

Instil a competence base that is workable and usable

Create a sense of achievement around the selection of attending the programme

Fast track skills and learning to cater for succession planning of the targeted group

What is organisational change and how does it impact individuals

How to deal with emotions during change

Understanding the thought process

Examine individual differences during change

Understanding the phases of change (a model to be introduced)

Preparing for change – prior, during and post

Change effect on the leader (where applicable)

How to manage during change

Communication during change

How managers/people can deal with change to be the change agent for the team

What teams look for from management during change

Dealing with resistance

Impact on the workplace – customers, productivity and motivation