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Leadership Development

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Leadership Development

Behavioral Interviewing Training

The interview process is crucial for effective recruitment, yet many interviewers rely on trait-based questions, which can result in unreliable assessments and high turnover rates. Behavioral interviewing, in contrast, focuses on obtaining concrete examples of past behaviors that align with the competencies required for the job, leading to better hiring decisions. This method uses skill definitions and specific experience-based questions to evaluate candidates more accurately.

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Behavioral Objectives

Participants will learn to:
• Implement the steps involved in behavioral interviewing
• Utilize the STAR (Situation, Task, Action, Result) model to extract detailed information from candidates
• Formulate questions based on the key competencies of the position
• Conduct legally compliant interviews
• Build effective rapport with candidates

Who Should Attend
• Individuals involved in conducting interviews

Sample Activities
• Exercises identifying appropriate and inappropriate interview questions
• Converting trait-based questions into behavioral questions
• Group activities to practice behavioral interviewing techniques

Materials
• Workbook

Delivery Options
• Available as one-on-one sessions, small group sessions, or half/full-day workshops

Coaching for Results

Effective coaching goes beyond directive management—it involves empowering individuals to reach their highest potential. Leaders must take on roles such as counselor, team leader, listener, facilitator, and director, while also delegating responsibilities to foster empowerment. Key competencies in motivation and accountability are essential.

Behavioral Objectives
Participants will learn to:
• Understand and apply their communication style
• Train and empower employees effectively
• Set and achieve goals
• Provide constructive feedback
• Apply concepts of motivation, rewards, and recognition
• Enhance employee engagement
• Conduct performance appraisals
• Develop actionable plans

Who Should Attend
• Middle managers, supervisors, and newly promoted leaders

Sample Activities
• Communication, motivation, trust, and performance appraisal exercises
• Personal goal-setting and communication style assessments
• Group and triad discussions on providing feedback
• Action plan development for real work scenarios

Materials
• Workbook and handouts

Delivery Options
• Available as one-on-one sessions, small group sessions, or half/full-day workshops

Leadership Effectiveness

Successful supervisors initiate a continuous learning process, enabling employees to recognize their strengths and areas for improvement. This approach is vital for fostering personal and professional growth.
Behavioral Objectives
Participants will learn to:
• Apply their communication style effectively
• Use a four-step process for conflict resolution
• Train and orient employees
• Set goals and give feedback
• Understand motivation, morale, rewards, recognition, accountability, and delegation
• Conduct performance appraisals and develop action plans

Who Should Attend
• Middle managers and supervisors

Sample Activities
• Personal communication style assessments and application
• Interactive training exercises for employees
• Trust and trustworthiness self-assessments
• Performance appraisal role-plays with feedback
• Monitoring action plans between supervisor and subordinate

Materivals
• Workbook and handouts

Delivery Options
• Available as one-on-one sessions, small group sessions, or half/full-day workshops

Performance Review Evaluation

Alignment is essential for effective performance evaluations. Frustration during evaluations might result from goals, incentives, and performance expectations that are not aligned. An understanding of corporate, managerial, and employee goals, all tied to the organization's mission and values, is necessary for meaningful performance evaluation.

Behavioral Objectives
• Participants will learn to:
• Recognize the importance of goal alignment
• Critique performance rather than the individual
• Create plans for recognizing effort and providing positive reinforcement.
• Create success incrementally
• Identify common errors in performance evaluation
• Use tracking systems to monitor performance over time
• Communicate positive stories that drive success

Who Should Attend
• Individuals interested in effective performance monitoring and employee engagement

Sample Activities
• Group and subgroup discussions
• Role-playing performance evaluation scenarios

Materials
• Workbook

Delivery Options
• Available as one-on-one sessions, small group sessions, or half/full-day workshops

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