We were honored to be invited to participate in the Power Women of Arabia Debate, this month.
Part of our focus for 2016, as strategic development partner for DBWC, is to create the opportunity for more women to step up, step forward and empower themselves to become board members and leaders at Executive level. As the speakers said, the opportunity is there, but we must claim it.
Inc. is one of my favorite sites to read and expand my thinking.
After reading this article, I wonder, what strategies could a leader put in place, to mitigate the mistakes that can be caused by the distortion of there own reality. How does one continually sell the vision but remain connected to the reality of what is?
We get asked all the time, “so what sort of training do you guys do” ? Our answer is, it depends on what you need. We are in full agreement – one company cant do everything. We are specialists in the design and delivery of development strategy. This means we are able to target the skills and create learning specifically for the people in that business.
These are topics for a modular programme we put together for a large supervisory team – different people had different needs.
●Inter-personal Communication● Core Supervisory Foundation ●Delegation Basics●Coaching Basics● Working with Cultural Diversity● Performance Feedback Conversations●Basic Managing Effective Meetings ●Collaborating & Influencing●Team Problem-solving● Managing Stress & Pressure● Assertiveness●Professional Workplace Conduct●Group Leader and Team-building●Presentation Skills I●Behavioral Interviewing●Time Management● Coping with Conflict● Negotiation Skills
No one person completed all the topics, just the ones they needed. Skills practice was based on the reality of their operational environment. They went back to the workplace with an action plan to start practicing the skills that afternoon.
Would some of these topics work for your people?
We truly believe that investing in people just makes great busine$$ sense.
How often have you sat in a meeting; one of your team has shared a new idea that you need time to consider?
In your mind, you respond positively to the information with “that’s an interesting idea, but let me think about it”. The reaction you observe is one of disappointment or embarrassment. When asked for further information about the idea at a later date the team member seems surprised or disinterested.
In another example, you pitch your idea. There appears to be interest and you answer questions with a detailed explanations, you see lots of heads nodding. At the end of the meeting, the response is “that’s an interesting idea, but let me think about it”. You feel quite positive, however any attempts to follow up or continue developing the idea is declined or side tracked.