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Custom-Tailored by E – GO TRIPS [Enterprises on the Go – Training Resulting in Perceptible Success] Our Custom-Tailored, Advanced ESP*, HR and management Training Workshops and Seminars are designed around a company's particular needs, researched and prepared in an interactive format allowing management to input company specific policy, culture and dynamics in small work groups that encourage introspection and analysis. Assessments of findings (syntheses) further clarify information and point to possible areas for improvement and problem solving. A follow-up session will solicit "how-to" proposals for enhancing the process and move the theoretical into the domain of real time reality. A unique combination of English and management training that "kills two birds with one stone!" Our purposes are multiple To create role-playing situations in which trainees / participants feel at ease due to their familiarity. Topics are chosen for their focus on issues of import, their timeliness and the effective use of in-house or special purposes vocabulary and culture. To solicit active participation in the creation of a common tool to improve the company, while at the same time facilitate communication among different levels of hierarchy who oftentimes do not have the occasion to meet and discuss company challenges. To increase involvement, which often means better understanding of issues discussed, increased motivation, as well as acceptance of personal responsibility and individual usefulness to the whole (group or project). Should management so desire, visibility may be enhanced and recognition given to participants for their proposals, whether they be risk-analysis/prevention, forecasts of possible future markets to explore, cost-saving procedures or materials or improved human and social factors management... Our ultimate objectives are a combination of enhanced ESP facility in context and positive changes in thinking processes and paradigms leading to measurable improvement in behaviour, work habits and efficiency. Leading people is more than merely managing people. Experience has proved that personal challenge, growth and satisfaction nearly always spill over directly into corporate growth and profit.
A List of some recent ESP*, HR and Management Workshops (ESP=English for Specialized Purposes)
1)
Needs Assessments
Taking a good, objective look at one's own company is not the easiest thing in the world to do. This seminar gives line managers the chance to do just that, in a non-judgmental atmosphere, which should lead to thoughtful proposals for meeting the perceived and real needs analyzed by the participants.
2)
SWOT Analysis Similar, but not at all seen in the same manner, is the SWOT analysis that assesses the Strengths, Weaknesses, Opportunities and Threats faced by a department or corporation. Participation is usually extremely active and motivating in a non-judgmental atmosphere. The study frequently results in a clearer vision of the goals aimed at and the measures needed to achieve them.
3)
Self-Assessment How to be objective when considering oneself and one's work style? This type of intense and sometimes difficult assessment is often undertaken in pairs who help each other, and is not suggested for the weak at heart or the overly sensitive. On the other hand, this seminar can lead to a better appraisal of one's skills and talents, abilities and work preferences, and ultimately to better placement within the team. Knowledge of self is precious because it allows for greater compassion and better insights into motivating factors, and better acceptance of personal responsibility and ownership.
4)
Communication Arguably one of the most difficult of seminars. Communication, or non-communication is a constant in the workplace - a risk and/or a trump card. Interactive role-playing in situations which are unusual, the objective being to improve understanding of how and why people in other positions react they way they do. One of the basic questions is how the trainee can facilitate true communication by a change in his own procedures. Team vs. individual vs. management communication procedures; how age, interests and goal differences impact... 5)
Teamwork The squeaky wheel gets the oil... If it ain't broken, don't fix it! Age old expressions that accurately express the common feeling about dealing with the team as an entity and individually as team members. Human Resources experts have been trying to increase teamspirit and teamwork for ages, only to find themselves confronted with a stubborn individualism. The root question is why are teamspirit and teamwork so important? What is their impact on the company, and how does one go about achieving them?
6)
Management Styles
The boss says do it and you do. Is that management? What is the difference between leadership and management? Pyramid, Horizontal, Associative or TQM, by orders, by trickle down or by consensus... New management styles are cropping up every day and the gurus are multiplying like flies. Which is best for your company - for your department - for your team? Are they necessarily the same? To what extent do you need to adapt them to your cultural and work style differences? The topic is lengthy and rarely completed in one to two days... This seminar is better for a full week's intensive. The objective is to enhance awareness and suggest alternatives...
7)
Changing Paradigms
The notion of a glass that is either half empty or half full is endemic to the concept of changing mental, cultural or work paradigms. The one hoards knowledge; he doesn't even benefit from it. The other uses the key and opens the doors wide. The results are totally different. Is changing paradigms enough to considerably improve or damage the impact of one's actions? What does one need to do to enable a change that is beneficial? Can this change last? What takes place emotionally and psycho-logically when the changes made do not produce the desired effect? Impacts? Short or long term? The next seminar is a good follow-up.
8)
Managing Change Factors Fear, jealousy, boredom, indifference. Change solicits all of these emotions, and many more. Habits are comfortable, reassuring. Well-known procedures form a stable base for an infinite number of other activities. Change one and the card castle risks falling apart. How do good managers handle the implementation of change and the factors which are impacted? Are changes necessary? In what dose? How quickly? For what reasons? Once again, the question is how does one weigh the differences to be achieved against the inertia encountered? Is measuring change and its benefits or drawbacks the final step?
9)
Saving Time Do you squeeze it like a lemon, to get all the juice out of it? Or do you work smart? How can you save time when people are throwing last minute tasks and happenstance at you all day? Do you know when to take a break to work better later on? This seminar leads nicely into Organization and prioritizing - the three are often linked as a trio for a full week's intensive seminar on enhancing awareness of and improving work habits to become more efficient.
10)
Decision-Making Checking out all the angles, the lay of the land, the speed required and how to avoid the obstacles... That's all part of making a good putt. But think about it: don't you also take the same steps into account when making a decision? This seminar asks the participants to consider how they make decisions, what factors and/or information are necessary prior to taking any steps, what part is insight or experience talking and how much is intuition?
11)
Organization How do you work? Are you organized or scattered? Can you find anything at a moment's notice, even if it's under a pile of documents, or are you the filer type? Analysis of organization, its needs, uses and benefits or drawbacks, as an individual or as part of a team.
12)
Prioritizing In order to accomplish the most during a day, a week, a month, an order of priority is necessary. What are the criteria for choosing what is considered priority and what not? Over what period of time? How do we stay on "schedule?" Are there different layers of priority? Say, personal vs. team or corporate priorities? Where does the family fit in? Is there balance among the various components or is your castle lop-sided? Will it fall or stand?
13)
Work Flow
Charts and Diagrams Systematically facilitating good workflow depends on many factors. What are they? Ergonomics, appropriate personnel, good equipment, sufficient time and material and financial resources... and creating efficient and effective work flow charts and timetables for a task from cradle to grave. What elements need be present? Are they different based on the job? How do we create one?
14)
Dealing with Anger Is there good and/or bad anger? What provokes it? What/who controls it? Can it be controlled and channelled? Anger may be a life-saving emotion or the switch that shorts the tired heart. Examining when and where it occurs to better deal with its consequences is important for all those who find it too often present in their lives or who need to deal with a punishing public… its cause? Who is responsible for its sudden flare? What methods can diffuse it?
15)
Root Cause Analysis
The steps to take to make a root cause analysis. When to do one. Why? Who needs to be involved and for what reasons? Is it necessary? Does it effectively help to understand why an accident or event took place, and how to avoid it in the future?
7)
Learning How to Say No
The meeting's at 8 o'clock - you're coming, aren't you? Of course. This scenario replays day after day. You don't have time to go to another meeting that won't help you get your job done, but you don't dare say no. This seminar is often linked to Prioritizing and to learning how to put the responsibility back in the lap of the person who is taking you away from your work. Small gestures count - take the time to check your agenda - show the person that you're already busy and ask them if they would be willing to help you with the other challenge later on... Or if what he's proposing is as important. Or simply decide for yourself which is more important. It's liberating!
18)
Educated Risk-taking "That's too risky." Who's to say what is too risky? What is an educated risk? What is necessary to making a decision about a risk? Is it worth it? How do you decide if it is or not? Specific circumstances are chosen from among those proposed by the group and discussed.
19)
Professional Presentations Group choice of theme and practical, yet creative follow-up and discussion. Making a presentation is easy, you say. Perhaps, if you are accustomed to speaking in public, are sure of your subject, know your audience, their needs and expectations and you are computer literate and somewhat knowledgeable in design. What ingredients are necessary for a good presentation? What must you consider? Cultural differences? Your dress, your gestures, your ability to make eye contact with the public, to ask or answer questions, to prepare transparencies that are simple but visually compelling... and don't forget "take-homes" for follow-up.
20)
Drawing Your Dragons An interesting and diverting seminar in a relaxed atmosphere to discover, assess, prioritize and face our most persistent problems, with an eye to eventually putting them into a more realistic perspective. Come prepared to get dirty and paint or draw (even if you have no talent!), as well as do a bit of realistic and objective digging into overlooked personality traits. Individual work which can be shared if desired: the ultimate in self-assessment, goal discovery and learning where we place others in our lives! Bring a couple of paint brushes, a good pencil and eraser and we’ll supply the paints and paper… Curious? Good! Come and join us!
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Contact us for your tailor-mades! Bus +41 32 725 7780 / Cell +41 79 255 0308 / Fax +41 32 725 7570
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