The course on mentoring and coaching is specifically crafted to teach and provide knowledge that individuals are unique and organisations differ. Therefore both individual and organisational goals vary widely. Common objectives are required in order to achieve results either individually or in teams. This requires assisting managers with team building techniques, help individuals gain clarity in their thinking and commitment challenge and help individuals to change limited beliefs, help managers to become a source of support rather than a threat. This process assists them in bringing out the talent and potential of their team, identify and solve problems, make decisions, implement changes and overcome obstacles, plan for the future and take advantage of potential new opportunities.

PARTICIPANTS

This mentoring and coaching short course is appropriate for senior and middle level managers who are unlikely to benefit from conventional training courses, managers who need the space to develop or improve new or existing skills, those on a ‘fast track’ career programme staff who need to focus more on their career paths. Managers who have reached a career plateau and want to progress, but do not know how to make progress. Mentoring and coaching is appropriate for anybody developing a new career, staff or managers who want to change career direction, employees returning to work after a career break, staff wanting to improve their skills and abilities, individuals who respond better to alternative learning methods, mentors and coaches themselves staff or managers working through difficult issues.

The rules for work are changing. Outstanding business leaders are not just defined by their IQs or even their job skills, but by their Emotional Intelligence (EI); a set of competencies that distinguishes how people manage feelings, interact, and communicate. In fact, analysis done of 500 corporations concludes that EI is the barometer of excellence on virtually any job. An extraordinary amount of research that shows how successfully handling emotions contribute to almost every aspect of business success, in areas as far ranging as customer loyalty, influence, leadership, and employee retention
Group emotional intelligence is about small acts that make a big difference. It is not about a team member working all night to meet a deadline; it is about saying thank you for doing so. It is not about in-depth discussion of ideas; it is about asking a quiet member for his thoughts. It is not about harmony, lack of tension, and all members liking each other; it is about acknowledging when harmony is false, tension is unexpressed, and treating others with respect.

This course will help the participants do the following;
– Explain the difference between EQ and IQ.
– Describe the 4 Intelligence quadrants.
– Explain amydala hijacking
– Outline the 5 components of emotional intelligence.
– Recognize their emotional reactions to events.
– Apply techniques for reframing how they view events.
– Empathize with others.
– Use 4 criteria to merge relationships.
– Integral emotional intelligence into daily thinking.

As far as the private sector culture is concerned, negotiation is the key skill.

In the private sector, negotiating skills can make the difference between profit and loss. The company managers are personally responsible for decisions and above all they also play the role of risk managers. It is essential for the manager to prepare and plan for risk mitigation, to continually appraise the line of action been undertaken. The Manager is continually horizon scanning, thinking strategically as well as tactically. Commercial judgement is important, strategic positioning, understanding all the consequences of a master plan not least because site promotion costs are so high. Profits, contrary to perceptions may not be substantial on these strategic schemes and may not be realized until quite late in a scheme. Participants at this course will learn the rules that will assist them keep their organizations profitable in all types of economic environments.

The objective of this course is to assist the participants to learn the following for application in their respective organizations:
1. Establish a Culture of Innovation
2. Establish Principles for Change
3. Develop Innovative Strategies
4. Establish Best Practices for Innovation
5. Develop Change Leaders
6. Empower Agents of Change
7. Identify Change Accountability & Responsibility
8. Align Employee Objectives to Change
9. Communicate & Socialize Change
10. Address Concerns and Improve Change.
11. Apply Knowledge to Change.
12. Train Employees to Prepare Them For Change
13. Achieve Employee Participation In Change.
14. Create a Sense of Urgency For Change.
15. Maintain Change Momentum.
16. Recognize & Celebrate Change Milestones.
17. Manage Performance.
18. Reward Agents of Change.
19. Gain Acceptance of Change.
20. Learn From Change.
21. Measure Change Results.
22. Sustain Change.

Strategic management involves the formulation and implementation of the major goals and initiatives taken by a company’s top management on behalf of owners, based on consideration of resources and an assessment of the internal and external environments in which the organization competes.

This short course on Strategic management for emerging companies, intends to provide knowledge on the overall direction to the enterprise. This involves specifying the organization’s objectives, developing policies and plans designed to achieve these objectives, and then allocating resources to implement the plans. The development of numerous models and frameworks to assist in strategic decision making in the context of complex environments and competitive dynamics will be analysed. The non static attribute of Strategic management will be analysed and studied

Participants will be taught how to identify important principles underlying strategy

creating a unique and valuable market position.
making trade-offs by choosing “what not to do”.
creating fit by aligning company activities with one another to support the chosen strategy.
Determining the business of the organization.
Understanding the difference between strategic management and operational management.

Effective monitoring and evaluation is critical to the achievement of the objective of promoting the private and public sector and continuously improving impact and performance of projects in these sectors.

i) This short course will teach the essence of projects compliance with the key contractual obligations as agreed with project owners and sponsors to mitigate and manage risks;

ii) The projects remain in line with the policies, procedures and broader development goals of donor bodies and show development outcomes and project business success;

iii)The project’s operational effectiveness lives up to standards and investment profitability is as expected;

iv) Problems and deviations from agreements and project plans are detected at an early stage and necessary action is taken to remedy the situation;

v) Lessons learned are incorporated into project and portfolio management and into screening, appraisal and structuring of new investment proposals.

The course will investigate the essence of Monitoring as a primary means of ensuring that the project is on the right track and that necessary adjustments are made to ensure successful outcomes. The role of monitoring as a basis for evaluation as it provides documentation for project progress, developments in the context and possible adjustments to project plans, indicators and benchmarks.

Strategic planning is an organizational management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization’s direction in response to a changing environment. It is a disciplined effort that produces fundamental decisions and actions that shape and guide what an organization is, who it serves, what it does, and why it does it, with a focus on the future.

Participants at the course would learn how to create effective strategic plans which articulates not only where an organization is going and the actions needed to make progress, but also how it will know if it is successful. Participants would appreciate Strategic management as the comprehensive collection of ongoing activities and processes that organizations use to systematically coordinate and align resources and actions with mission, vision and strategy throughout an organization. Participants will be taken through strategic management activities required to transform the static plan into a system that provides strategic performance feedback to decision making and enables the plan to evolve and grow as requirements and other circumstances change. The process of strategy execution which is basically synonymous with Strategy Management and amounts to the systematic implementation of a strategy is an important component of this short course.

Principles:

Participants will obtain knowledge on what the essentials of a project are, and how to manage projects, including: an overview of popular Project Management methodologies and standards, The project life cycle: Concept, Develop, Execute and Finish.

Furthermore participants will learn about the nine areas every project manager should know and the main constraints projects often encounter. An enumeration of the benefits of Project Management, what is involved in the concept phase, including: Key project roles, like the project manager, team and stakeholder, setting and justifying your goals will be undertaken during the course.

Participants will learn about what is involved in the development phase, including, the project management plan, planning for change, how to monitor and control the execution of a project, including: Quality auditing and continuous improvement; finally getting handover right and how to use the lessons learned.

Leadership:

Effective Project Management is entirely dependent on an individual with great leadership skills, because without a good leader, a project is unlikely to be completed successfully.

Leadership appears to be the art of getting others to want to do something you are convinced should be done.” This is an interesting definition of leadership by Vance Packard, an American journalist, social critic and author.

As a project manager, have you ever felt that even though you are doing everything “right” people are still not paying attention to your project? Or, that even though you manage an effort, others appear to have a stronger influence over what happens? Or, wondering what combination of skills makes a project manager a more effective leader? This course is crafted to give all aspiring and practicing project leaders and managers the much-required insight and knowledge to appreciate the requirements of stakeholder management and the necessity of networking. The knowledge of processes of problem-solving skills, decision-making, motivation and delegation of duties will be enumerated during the training. Other required skills in negotiation, communication and understanding the various types of leadership styles will form a substantial part of this three-day course.

The purpose and objective of this course is to assist attendees understand the procedures of creating organizational goals and objectives that derive from, and align with, the strategic plan of the organization. In the process the methods of identifying and sharing with the vision of the organization is put in the right perspective for participants to comprehend and understand.

The process of devoting adequate and appropriate resources to developing and nurturing relationships within the organization is an integral aspect of this course.

Attendees will be taught how to design structures that facilitate achievement of organizational goals and objectives, the methods of consistently monitoring and evaluating performance.

Further aspects will involve study on human capital development, creating a culture of transparency and accountability developing, implementing and maintaining an information-management system.
The process and procedure of allocating resources to build organizational capacity.
Encouraging flexibility, adaptability and agility will be highlighted.

The short course on Policy Development and Management for the Public Sector is formulated for middle and Upper level public sector officials to assist them:
– Understand the relationship between policies, programs and projects.
– The ability to evaluate the contemporary state of policy in the organization.
– To investigate the relevance of policy formulation and implementation.
– To investigate stakeholder involvement in policy development.
– To understand the organizational and institutional processes for policy development
– Understand policy forecasting methods.
– Developing a plan for policy roll out.
– Understand policy monitoring and evaluation models, processes and tools.
– Ability to write policy documents for specific organizations.

According to organizational development thinking, organization development provides managers with a vehicle for introducing change systematically by applying a broad selection of management techniques. This, in turn, leads to greater personal, group, and organizational effectiveness. The objectives of the course are:

1. To increase the level of inter-personal trust among employees.
2. To increase employees’ level of satisfaction and commitment.
3. To confront problems instead of neglecting them.
4. To effectively manage conflict.
5. To increase cooperation and collaboration among the employees.
6. To increase the organization’s problem solving.
7. To put in place processes that will help improve the ongoing operation of the organization on a continuous basis.
8. Making individuals in the organization aware of the vision of the organization. Organizational development helps in making employees align with the vision of the organization.
9. Encouraging employees to solve problems instead of avoiding them.
10. Strengthening inter-personnel trust, cooperation, and communication for the successful achievement of organizational goals.
11. Encouraging every individual to participate in the process of planning, thus making them feel responsible for the implementation of the plan.
12. Creating a work atmosphere in which employees are encouraged to work and participate enthusiastically.
13. Replacing formal lines of authority with personal knowledge and skill.
14. Creating an environment of trust so that employees willingly accept change.

Detecting new growth opportunities as they emerge is the key to securing a competitive edge in fast-expanding markets. But how do you forecast where the next wave of growth will occur? Most marketing analysts rely on traditional macroeconomic data like population trends, urbanization ratios, and purchasing power. While this may be effective in slow-moving markets, new business opportunities are often localized and thus overlooked in competitive economies.

Participants will learn how to detect new megatrends—and understand how they affect the business landscape, detect “pockets of growth”—new opportunities often overlooked in local markets, and delve into these fast-expanding markets.
Participants will further use frameworks to organize resources and research around new market factors, develop a new lens to “see” emerging opportunities and economies of scale and scope, track and evaluate the performance of competitors on a regular basis, explore the relationship between drivers of growth and potential business opportunities and tap into the rising needs of consumers or dormant demand to exploit new markets.

Topics Covered:
Enhancing your business acumen, strategic thinking, and decision-making skills by applying an entrepreneurial lens. Examining hybrid business models and the concept of “collaborative innovation”Exploring political, social, and economic data sources to detect opportunities in new markets or industries. Understanding competition on a global scale, by applying and identifying blue ocean, red ocean, and nonmarket strategies. Applying a “bottom-up” as well as a “top-down” approach. Determining risk in a nonfinancial manner. Identifying, testing, prototyping, and designing responses to growth.

The ultimate goal of consumer research is to serve as the voice of the consumer.
Marketing research focuses on understanding the consumer as a person by focusing on exploring his or her attitudes, needs, motivations, and behavior as it relates to a product or service.
More broadly, consumer research helps to provide a company with relevant, reliable, valid, and current information or their target buyer.
The primary goal of consumer market research is to identify, understand, and analyze customers and their needs.

Participants attending this course will learn how
– market research can be used to help organizations grow by finding new markets for their products or new products for their markets, how to separate out the aims of market research from the research objectives and the research questions.
– to define a problem that can be solved by market research.
– to write a brief for a market research project.
– what to expect in a market research proposal and how to
choose between alternative proposals
– the demographics of who is buying the product at the
present compares to the demographics of people buying competitors’ products
– to measure the satisfaction of customers and potential customers with the
products they are buying
– to understand the attitudes of customers and potential customers towards the value for money of the products from different suppliers
– to observe the features about the product that customers would like to see improved.
– to understand the awareness amongst potential customers of product
– certain factors would prompt potential customers to buy from the company.

Are you looking to advance your career as a woman leader?

If you are a woman seeking to advance in your career, this short training program will equip you with the mind set and skills to lead with confidence. Research shows that women bring unique characteristics and capabilities to the leadership challenges they face. To be successful, organizations need to leverage this diversity of leadership: to improve the quality of decision-making, provide inspiration and role modelling, and tap into diverse points of view. In addition, having both women and men in leadership roles helps organizations reflect the customers they serve, giving the perspective needed to increase sales and fuel growth.

The Women in Leadership program focuses on helping women leaders:
• Understand their unique strengths as well as barriers to success.
• Create action plans to overcome systemic barriers and grow their leadership skills.
• Learn negotiation skills critical to their career success.
• Build a network with other women leaders.

This research-based training program focuses on the specific needs and capabilities of women, and provides the knowledge and support they need to succeed and contribute added value in their roles as corporate leaders.
Participants in Women in Leadership gain:
• An increased understanding of personal strengths and barriers for being a successful and authentic leader.
• A self-created action plan to leverage their strengths and address existing barriers.
• A vision of their authentic leadership.
• A better understanding of systemic barriers to women’s achievement, and powerful strategies for change.
• Increased ability to negotiate their own success and create value for the organization.
• Ways to manage gender bias challenges.
• Increased skill in having constructive conversation where actions are consistent with their values and aspirations, especially in high stakes situations.
• A self-crafted plan to build a network, to be known and be sponsored for opportunities.
• Interactions with women role models to experience the varied ways woman practice leadership.
• A lasting network of women leaders.

Strategic planning is an organizational management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization’s direction in response to a changing environment. It is a disciplined effort that produces fundamental decisions and actions that shape and guide what an organization is, who it serves, what it does, and why it does it, with a focus on the future.

Participants at the course would learn how to create effective strategic plans which articulates not only where an organization is going and the actions needed to make progress, but also how it will know if it is successful. Participants would appreciate Strategic management as the comprehensive collection of ongoing activities and processes that organizations use to systematically coordinate and align resources and actions with mission, vision and strategy throughout an organization. Participants will be taken through strategic management activities required to transform the static plan into a system that provides strategic performance feedback to decision making and enables the plan to evolve and grow as requirements and other circumstances change. The process of strategy execution which is basically synonymous with Strategy Management and amounts to the systematic implementation of a strategy is an important component of this short course.

This short course on Project Scope and Time Management is for aspiring and currently engaged Project Managers to enable them learn the required aspects of Scope planning, Scope definition, Work breakdown structure, Scope verification and control. These knowledge areas will assist the participants to understand the processes of the creation of a project scope management plan that details how the project scope will be defined, monitored and how the work breakdown structure will be created.

Furthermore participants will learn how to ensure that the project contains all the activities required to complete the project successfully. Participants will be able to identify the deliverables necessary in their respective projects and work towards the completion of the project and their required subdivisions into manageable components. This also includes the knowledge of how to assess delivery and decide on required changes accordingly.

Project Financial Management is a process which brings together planning, budgeting, accounting, financial reporting, internal control, auditing, procurement, disbursement and the physical performance of the project with the aim of managing project resources properly and achieving the project’s objectives. Like the concept of Project Management, it is a strategic competency for organizations and can make the difference between a successful project and audit reports.

This short course will provide knowledge on sound financial management for running successful projects. Participants will be taught the principles of effective Financial Management as an ongoing process that features a cycle of good management habits. The process of planning, organizing, directing and controlling the financial activities such as procurement and utilization of funds of the institution or enterprise in a consistent and responsible manner will be enumerated. This implies applying general management principles to financial resources of a project.

Participants will learn to successfully manage projects using a coherent set of accounting procedures and standards. This includes ensuring that sponsored programs funded with public or private monies are spent in accordance with due authority, that all transactions are recorded accurately, and that a complete audit trail exists to facilitate a post expenditure review thus providing but an important tool for the development of their own.

One out of five projects is unsuccessful due to ineffective communications.
Communication is one key element which has to be applied effectively throughout a project’s life cycle from the beginning till the end.

During this short course, the aspiring project manager and other participants will understand the realities of communication within the scope of project management. This entails the role of communication in the successful delivery of projects, the stages of project communication management and the specialist role of the project manager.

Participants will learn how to process and develop the Communication Plan for their respective organizations. This involves gathering planning inputs, identifying stakeholders and determining stakeholder needs.

Participants will learn to use appropriate Communication Tools, Project Fact Sheet , filing Systems, Work Breakdown Structure, and Resource Breakdown Structure. The important concepts of Project Charter, Organization Breakdown Structure (OBS),Performance Reporting and communication methods will be enumerated.

Quality management is the process for ensuring that all project activities necessary to design, plan and implement a project are effective and efficient with respect to the purpose of the objective and its performance. Quality management is the process for ensuring that all project activities necessary to design, plan and implement a project are effective and efficient with respect to the purpose of the objective and its performance.

Participants in this course will learn four major aspects of Project quality management:
• Quality Definition
• Quality Assurance
• Quality Control
• Quality Improvements
• Quality Management Tools

The rules for work are changing. Outstanding business leaders are not just defined by their IQs or even their job skills, but by their Emotional Intelligence (EI); a set of competencies that distinguishes how people manage feelings, interact, and communicate. In fact, analysis done of 500 corporations concludes that EI is the barometer of excellence on virtually any job. An extraordinary amount of research that shows how successfully handling emotions contribute to almost every aspect of business success, in areas as far ranging as customer loyalty, influence, leadership, and employee retention
Group emotional intelligence is about small acts that make a big difference. It is not about a team member working all night to meet a deadline; it is about saying thank you for doing so. It is not about in-depth discussion of ideas; it is about asking a quiet member for his thoughts. It is not about harmony, lack of tension, and all members liking each other; it is about acknowledging when harmony is false, tension is unexpressed, and treating others with respect.

This course will help the participants do the following;
– Explain the difference between EQ and IQ.
– Describe the 4 Intelligence quadrants.
– Explain amydala hijacking
– Outline the 5 components of emotional intelligence.
– Recognize their emotional reactions to events.
– Apply techniques for reframing how they view events.
– Empathize with others.
– Use 4 criteria to merge relationships.
– Integral emotional intelligence into daily thinking.

The course on mentoring and coaching is specifically crafted to teach and provide knowledge that individuals are unique and organisations differ. Therefore both individual and organisational goals vary widely. Common objectives are required in order to achieve results either individually or in teams. This requires assisting managers with team building techniques, help individuals gain clarity in their thinking and commitment challenge and help individuals to change limited beliefs, help managers to become a source of support rather than a threat. This process assists them in bringing out the talent and potential of their team, identify and solve problems, make decisions, implement changes and overcome obstacles, plan for the future and take advantage of potential new opportunities.

PARTICIPANTS

This mentoring and coaching short course is appropriate for senior and middle level managers who are unlikely to benefit from conventional training courses, managers who need the space to develop or improve new or existing skills, those on a ‘fast track’ career programme staff who need to focus more on their career paths. Managers who have reached a career plateau and want to progress, but do not know how to make progress. Mentoring and coaching is appropriate for anybody developing a new career, staff or managers who want to change career direction, employees returning to work after a career break, staff wanting to improve their skills and abilities, individuals who respond better to alternative learning methods, mentors and coaches themselves staff or managers working through difficult issues.

The objective of this course is to assist the participants to learn the following for application in their respective organizations:
1. Establish a Culture of Innovation
2. Establish Principles for Change
3. Develop Innovative Strategies
4. Establish Best Practices for Innovation
5. Develop Change Leaders
6. Empower Agents of Change
7. Identify Change Accountability & Responsibility
8. Align Employee Objectives to Change
9. Communicate & Socialize Change
10. Address Concerns and Improve Change.
11. Apply Knowledge to Change.
12. Train Employees to Prepare Them For Change
13. Achieve Employee Participation In Change.
14. Create a Sense of Urgency For Change.
15. Maintain Change Momentum.
16. Recognize & Celebrate Change Milestones.
17. Manage Performance.
18. Reward Agents of Change.
19. Gain Acceptance of Change.
20. Learn From Change.
21. Measure Change Results.
22. Sustain Change.