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Training
The Avery Payne Group provides a variety of training services that include the following:
Becoming a Leader: this session is designed for professionals who have been working in individual contributor
roles, and are now responsible for supervising others. Participants learn how to move successfully from individual
contributor to manager and have an opportunity to evaluate the extent to which they have made this transition.
The also learn what followers are seeking from leaders today and, builds skills in dealing with the everyday
situations that confront new managers. Similarly, participants gain skills in planning, prioritizing, delegating
and creating more productive and collegial relationships with those managed.
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Communicating with Skill: this training session is designed to help participant build their face-to-face, e-mail
and conferencing communication skills. Individuals learn that communication is much more complex than simple conversation
and develop and appreciation of how their communication style and approach impacts others. This workshop helps participants
develop a better understanding of how to structure, adapt and improve the transmission of communication messages and offers
techniques that will improve communication with peers, clients/customers, and employees managed.
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Mastering Conflict: participants learn how to use conflict to strengthen organizational performance and the difference between
constructive and destructive conflict. Individuals learn how to recognize patterns of conflict, identify the causes of conflict
and prevent destructive conflict. This session provides participants with insight into their conflict management style and
explains when and how to use each style. Finally, individuals learn how to apply conflict resolution techniques, with a focus
on resolving interpersonal and group conflict.
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Power and Influence: Participants learn the critical relationship between power and influence and how to use influence skills in
today's networked and relationship-driven workplace. Individuals gain insight into their preferred influence style and learn how to
use assertion as a distinct alternative to aggression or passive avoidance. Finally, participants learn six broad-based influence
strategies and step-by-step tactics for using each strategy with confidence and skill.
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Building Trusting Relationships: this session teaches individuals how to create trusting relationships with clients
and customers. Individuals gain insight into the evolution of trusting relationships and learn what they need to do to
advance a relationship form transactional exchanges to alliance partnerships. Participants also learn how to manage
the trust equation, take a client relationship to the next level and how to restore trust-eroded relationships.
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The Strategic Manager: this session helps managers improve their ability to think on the strategic, systemic and tactical
level. These three competencies are the basis of sound, critical thinking and decision-making. Participants learn the four
primary roles of strategic managers and how to overcome mental locks that inhibit strategic and innovative thinking. Finally,
individuals learn how to overcome thinking traps that impede effective decision-making.
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Leading Change: this session teaches participants the essentials of planning and leading change. Individuals learn the critical
competencies required to lead change with skill. Participants learn how to help others move through the process of letting go,
beginning anew and committing to change. This workshop also explores how to lead the changing and multi-generational workforce,
and how to create a motivational climate for today's highly diverse employee population. The concept of organizational lifecycles
is taught and participants learn how to maintain prime effectives over the life of an organization.
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Leading High Impact Meetings: participants learn how to set up, conduct and follow through effective meetings. This session teaches
participant when to meet and not to meet, how to plan a meeting and how to build consensus. Individuals learn how to execute a
five-step meeting process and how to avoid the most common problems that undermine meeting effectiveness. Finally, participants
gain insight into how to deal with difficult interpersonal behaviors and what they can do to keep meetings on track.
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Coaching and Feedback: this session teaches participants how to empower others through coaching. Individuals gain insight into
their preferred coaching style, learn how to lead an effective coaching session and master techniques that help them vary their
coaching style. In addition, participants learn how to provide feedback that is behavioral, actionable, and descriptive. This
session provides insight into how to proved feedback to peers as well as those managed, and teaches individuals how to design
and deliver effective feedback messages.
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Mentoring Others: participants learn how to set up and manage a mentoring relationship. Individuals learn the critical success
factors for mentoring relationships and the role of the mentor and the role of the protégé. This session teaches participants
how to contract for mutual accountability and how to avoid the typical problems that beset ineffective mentoring relationships.
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The 21st Century Project Manager: this workshop teaches participants the role of the 21st century project manager, which requires
sound strategic oversight and effective tactical execution. Individuals learn how to lead the project team from inception to maturity
and how to facilitate the development of the project team. This session presents strategies for executing each phase of the project with
skill while avoiding the most common barriers to project success.
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