Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.
From £495 List price £650
Anyone working in or leading teams, project managers, and those looking to develop their team building skills.
This course is an example of a selection from our management training courses London.
What have you got to work with?
Who's in your team and how can they contribute
SWOT (Strengths, Weakness, Opportunities, and Threats) analysis of the team
Applying leadership skills to influence and enhance performance
Team communications
Setting an open communication process
Alignment of team goals with business goals
Ensuring the message has been delivered and understood
Active engagement of the whole team
Continuous improvement via a culture of innovation
Deciding and explaining change
Setting the standards
Leading by example with your team
Clearly expressing and renforcing standards
Obtaining buy-in - ownership
Continuous monitoring and acknowledgement
Improving the work processes
Team resource pool
Create a habit of sharing ideas and creativity
Appropriate acknowledgment of positive contribution
Continual improvement and innovation
Basic mentoring
Succession planning at any level
Identify individuals stepping up in role
Assessment of development needs and support structure
Effective handover and monitoring within new role
Arguably, the most experienced and highest motivated trainers.
Training is held in our modern, comfortable, air-conditioned suites.
A hot lunch is provided at local restaurants near our venues:
Courses start at 9:30am.
Please aim to be with us for 9:15am.
Browse the sample menus and view joining information (how to get to our venues).
Available throughout the day:
Regular breaks throughout the day.
Contains unit objectives, exercises and space to write notes
Your questions answered on our support forum.
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Next date | Location | Price |
---|---|---|
Fri 9 Jan | Limehouse | £495 |
Mon 12 Jan | Online | £495 |
Mon 9 Feb | Limehouse | £495 |
Wed 11 Feb | Online | £495 |
Wed 11 Mar | Bloomsbury | £495 |
Fri 13 Mar | Online | £495 |
And 24 more dates...
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Introduction to Management
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Below are some extracts from our Team Building manual.
Team
Building
What Have
You Got to Work With?
Effective
team building begins with understanding the resources at your disposal. This
includes recognizing the skills, experiences, and personalities within your
team. By leveraging these assets, you can create a cohesive and high-performing
unit.
Who’s in
Your Team and How Can They Contribute?
Identify
each team member’s strengths and areas for improvement. Encourage them to
contribute in ways that align with their skills and interests. For example, a
team member with strong analytical skills can handle data-driven tasks, while a
creative thinker can lead brainstorming sessions.
SWOT
Analysis of the Team
Conduct a
SWOT analysis to understand your team’s:
Applying
Leadership Skills to Influence and Enhance Performance
Effective
leadership is crucial for team success. Use your leadership skills to:
Team
Communications
Setting
an Open Communication Process
Establish
clear and open communication channels. Encourage team members to share ideas,
concerns, and feedback without fear of judgment.
Alignment
of Team Goals with Business Goals
Ensure that
your team’s objectives align with the broader business goals. This alignment
fosters a sense of purpose and direction.
Ensuring
the Message Has Been Delivered and Understood
Use various
communication methods to ensure your message is clear. Follow up with team
members to confirm understanding and address any questions.
Active
Engagement of the Whole Team
Promote
active participation from all team members. This can be achieved through
regular meetings, collaborative projects, and team-building activities.
Continuous
Improvement via a Culture of Innovation
Encourage a
culture of continuous improvement and innovation. Celebrate creative solutions
and learn from failures.
Deciding
and Explaining Change
When changes
are necessary, explain the reasons behind them clearly. Involve the team in the
decision-making process to gain their buy-in.
Setting
the Standards
Leading
by Example with Your Team
Demonstrate
the behaviours and work ethic you expect from your team. Your actions set the
tone for the team’s culture.
Clearly
Expressing and Reinforcing Standards
Communicate
your expectations clearly and consistently. Reinforce these standards through
regular feedback and recognition.
Obtaining
Buy-In - Ownership
Encourage
team members to take ownership of their tasks and responsibilities. This
fosters accountability and commitment.
Continuous
Monitoring and Acknowledgement
Regularly
monitor progress and acknowledge achievements. This helps maintain motivation
and highlights areas for improvement.
Improving
the Work Processes
Team
Resource Pool
Utilize the
diverse skills and knowledge within your team. Create a resource pool where
team members can share their expertise.
Create a
Habit of Sharing Ideas and Creativity
Foster an
environment where sharing ideas is the norm. This can lead to innovative
solutions and continuous improvement.
Appropriate
Acknowledgment of Positive Contribution
Recognize
and reward positive contributions. This reinforces desired behaviours and
motivates the team.
Continual
Improvement and Innovation
Encourage a
mindset of continual improvement. Regularly review processes and seek ways to
enhance efficiency and effectiveness.
Basic
Mentoring
Implement a
mentoring program where experienced team members guide and support newer or
less experienced colleagues. This promotes knowledge sharing and professional
growth.
By focusing
on these key areas, you can build a strong, cohesive team that is well-equipped
to achieve its goals and contribute to the overall success of the organization.
Succession
Planning at Any Level
Identify
Individuals Stepping Up in Role
Recognize
team members who show potential for leadership or advanced roles. Look for
those who demonstrate initiative, reliability, and a willingness to learn.
Assessment
of Development Needs and Support Structure
Evaluate the
skills and knowledge required for the new role. Provide training, mentorship,
and resources to support the individual’s development.
Effective
Handover and Monitoring Within New Role
Ensure a
smooth transition by planning an effective handover process. Monitor the
individual’s progress and provide ongoing support and feedback to help them
succeed in their new role.
By focusing
on these key areas, you can build a strong, cohesive team that is well-equipped
to achieve its goals and contribute to the overall success of the organization.
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