Personal Development Trainings:
Our Social Styles Tutorial
The Social Styles Model is a simple, practical understanding tool so everyone's strengths are respected and used well, unlike you, so that you can work well with these differences and those who are very different.
Today, the model is used in a variety of ways. For example, teachable salespeople as a way of helping sell a variety of styles to customers in an appropriate way. Teams make the most of the strengths of all team members using the model. Managers are more confident to recognize and develop the social style model, style-oriented strengths, and style-based weaknesses and better manage employees of any style.
The 3 dimensions that make up Social Styles are listed as follows:
The Assertiveness Dimension means something very specific in this model. Merrill and Reid "the degree to which others perceive you as trying to persuade you or trying to persuade them of your point." In this model, highly assertive people are those who want to achieve what matters to them by directly influencing others. The model of people who are more assertive about it, do what matters to them in other ways, for example creating new systems or processes by collecting supporting data or drilling through get others out on their own ideas.
The Sensitivity Dimension is the level perceived as "control or control" in this model. He describes it as "revealing your emotions". Sound, body, and words express how they feel about things. People with a low response scale are more difficult to read; They give few vocal or facial cues; You should talk a lot about feelings, preferring to concentrate on facts.
Versatility Dimension
These are the core elements of the Social Styles Model; The emphasis will be on your training or coaching. Expanding and enriching these core concepts so you can do them on your own. Find out how others see you in this model - what does your perceived mean?
strengths and weaknesses. You'll learn to read other people's styles, and then you'll learn how you can use the talents of versatility to act in ways that make others feel comfortable, given your own style.
Coaching Training
A method of directing, directing and educating an individual or a group of people with the aim of achieving a goal or developing certain skills. There are many ways to coach, types of coaching and coaching methods. Direction may include motivational speaking and may include training, seminars, workshops and supervised practice.
The benefits of coaching are that it is possible for the individual to improve their work performance and skills by receiving one-on-one training to improve their career opportunities.
The majority of coaching is usually given within an organization directly by a supervisor or manager. However, many organizations today use professional external coaches to come to their organizations to provide this service. Coaches must be willing to listen, observe and support the coach's talent, knowledge and skills.
External coaches are trained to offer tailored individual coaching sessions to meet their individual needs, following clear standards, goals, learning, feedback and assessment methods.
Leadership education
Learning, teaching leadership qualities such as communication, motivating and directing others to a person who may or may not use the skills learned in a leadership position
Leadership Training Goals:
Understanding good leadership behaviors
Learning the difference between leadership and management
Reaching out to your patterns, beliefs, and rules
Identifying qualities and strengths
Determining how well you perceive events around you
Polishing personality skills and communication skills
Knowledge of the commitment and how to move things forward
Making basic decisions
Handling your and other people's stress
Empowering, motivating and inspiring others
lead by example
So what exactly is a leader?
Key Skills of Leadership:
Truth
Good communication
to be frank
I'm thinking on your feet
Humor
Flexibility
Integrity
compulsive presence
Empathy
take on a leadership role
NLP Training
NLP stands for neurological programming. It is a complex phrase that describes the way people combine perception, thought, and action to achieve desired results.
NLP is a description of how people work: they perceive information with their senses, use language to give meaning, and remember it by storing it in patterns.
Basic NLP Assumptions:
Those who work with NLP tools accept (assume) a number of principles right from the start. These assumptions are not indisputable, universal truths, or absolute truths. The aim is to develop our options for perceiving, interpreting and behaving the world, based on the correctness of these assumptions, which provide a suitable ground for effective communication, development and change processes.
"People have within themselves all the resources they need to shape their own lives according to their wishes and change them when necessary."
NLP practitioners do not see anyone short of it. Everyone has the potential for development. The main purpose is to reach the resources (resources) needed for change or development at the desired time, at the desired place, or to make the best use of them.
"There is no error in communication, only feedback."
All the reactions we get or the results we get are a feedback for us and thus useful information that we can learn from these results. The feedbacks inform us whether the method we have applied brings us closer to the solution or the goal, and invites us to seek new solutions if necessary.
"The meaning of the communication we have established is hidden in the response we receive."
People communicate with other people within the framework of a certain purpose or expectation. Not getting the reaction we expect from the other person shows that the information we have conveyed does not reach the other person in the desired way. In this case, changing our behavior rather than reacting negatively or insisting will lead us to the desired result more quickly.
"If something doesn't produce the results you want, try something new."
This assumption is a call and invites us to be flexible in our behavior and try new things until we get the result we want, as any reaction (including undesired results) we receive as a result of our effects contains a feedback, that is, useful information for us.
"The map is not the terrain itself."
Every person has a representation in their mind of what the world is like. None of these representations in our minds reflect the world as it really is or fully. People, on the other hand, react to this map, that is representation, in their minds, not reality itself. Knowing this allows us to better research and develop the reason why the person behaved this way, without judging him.
"Behind every behavior is a positive intention."
Even if the possible negative effects are noticeable at first glance, every behavior has a positive function for the person who practices it and it should be tried to be understood within this framework. Understanding the motivation behind the behavior provides us with important strategic data to improve that behavior.
"The more choices we have, the better."
People choose the most appropriate behavior options for the moment. The person with the widest choice of behavior, namely the repertoire of choice, can better control the situation thanks to its flexibility in complex system dynamics. The main purpose of NLP studies is to offer new emotional and behavioral options to the person.
Personal Time Management Training
Helpful templates are provided to plan and control your workload daily, weekly and monthly to aid personal organization and task management. We also tailor the course to meet the specific needs of administrators.
This course introduces time management tools and techniques that allow participants to more effectively manage and stay in control of their time. The training enables participants to identify occupational areas where their time can be used better and the actions necessary to alleviate the identified problems.
Identifying your biggest "time savers"
Ice breaker exercise, small group and individual reflective exercise
Guiding time and self-management principles
Planning and controlling your workload
Motivate yourself to accomplish tasks
How to reduce travel time and how to use the time that suits you best.
Communication management
Small group exercise with presentation feedback and group discussion
Identifying and managing peak physiological performance time
Peak physiological performance and time
The importance of breaks and the negative effects of stress
Presentation followed by individual exercise and group discussion
Negotiating solutions by saying 'no'
Ways that claim to say 'no'
Identifying potential win-win solutions
Demonstration, group discussion, couples practice exercise
Prioritizing workload and key tasks
The need for task prioritization and 'Eat your frogs'
Task prioritization methods
Presentation, group discussion and individual exercises
Planning and prioritizing your own workload
Templates for planning and prioritizing projects, goals, and tasks
Basic and practical planning
Presentation, individual practical activity and facilitated group discussion
Delegate tasks
Identifying representatives and identifying reasons we tend not to represent
The benefits and art of effective delegation
Presentation, demonstration, group work, and facilitated group review
Assign tasks to represent
Team skills matrix
Identifying the best person for the task
Presentation, individual exercise with feedback and review
Solutions to manage time effectively
Complementing time management strategies to solve time pickers
Individual reflective and action planning exercise with the support of colleagues
Stress Management Training
It offers a number of stress management courses to increase employee awareness of personal stress levels and manage their stress more effectively, as well as courses that help managers manage their stress.
This course will enable participants to consider the management of workplace stress at an individual and organizational level and will help participants develop effective strategies for stress prevention and stress management in the workplace.
There will be many opportunities to relate content to participants' own work environments and to consider a range of practical stress management techniques that can assist team members in fulfilling management health and safety responsibilities.
Work-related stress reduction costs and benefits
The impact and costs of the strategy on the organization
Benefits of tackling workplace stress
Small group work and facilitated group discussion
What are stress/stressors and controls?
Introduction to stress awareness
fight or flight response
Is all the stress bad for you?
Presentation and group discussion
Recognizing the signs and symptoms of stress
The four sources of stress - emotional, mental, physiological and behavioral
long-term effects of stress
Identifying your personal stress map
Small group exercise with presentation feedback and group discussion, individual survey and exercise
Stress management toolkit
Review of current stress management techniques used by the group
Coping strategies and stress management tips
Presentation, individual practical activity and facilitated group discussion
Litigation for dealing with work-related stress
Employer's obligation to reduce work-related stress
5 Steps to Risk Assessment
Presentation and facilitated group discussion
Approach to HSE Management Standards
Risk Assessment approach to stress reduction in the workplace
Ways to encourage employers and employees are to encourage them to work in partnership to combat stress in the workplace.
Six areas of work that can lead to stress - what needs to be done in the workplace to review standards and manage participants' stress
Presentation, small group work and facilitated group discussion
Effective Stress Manager Skills
The critical role of the line manager
Stress management skills and competencies
Small group exercise, individual reflective and action planning exercise
Personal Goal (Mission, Vision, Principles) and Future Planning Training
Goals form the part of “where we want to be” in the strategic plan process. It is important for both individual progress and the correct evaluation of performance.
The aim of this training is to explain the importance of setting goals and getting results to the participants, and to enable them to determine their values and real goals in life.
Contents of the Training:
* Turning Goals into Action
* Determine the desired goal
* The Effect of Values on the Goal
* SMART Principle
* Situational Awareness with SWOT Analysis
* Effective Time Management in Goal Planning
* Correct Goal Setting Techniques
* Effect of Environmental Factors on Targets
* Ability to give fair and objective targets
* Past performance leaks, improving future performance
* Gaining a solution-oriented perspective
* Annual, Weekly and Daily Planning
* Planning Process and Applications
* Identification of Priorities
* Personal Vision and Mission
* Determination of Target-Related Strategies
* Implementation Plan and Control
* Personal Decision Making and Multi-Criteria Systems
* Flexibility and Awareness
* Strategic Management Approach
* Creation of Action Plans
Conflict Management Training
intra-company conflicts, company management with employees It arises from the relations between the employees as well as among the employees themselves. common here, It is a pressure factor that rises above a certain level.
incompatibilities and the formation of difficult situations, It affects stress and, accordingly, conflicts and prepares the appropriate ground. The important thing is; first of all, by noticing these environment formations in advance, is to take measures.
The main purpose of education is; prevention activities and what needs to be implemented by being activated in case of conflict on systematic work to provide information to the participants. Conflict management training teaches appropriate conflict management principles and techniques. how to manage It provides the necessary skills to be taught.
In the conflict management training program, managers should develop their skills in conflict management by giving them a perspective on how to handle conflicts according to their emergence and explaining how to provide psychological and technical support to resolve interdepartmental conflicts. and a guiding training that shows how to improve the existing.