Managing Self

Understanding Self

Module Introduction

People generally identify their existence with their position in society, their family and friends, their needs and desires and the emotional and intellectual expressions of their minds. However, they seldom take the time to imagine the real nature of their existence.

The understanding self-training module is all about learning to understand why one feels what they feel and why one behaves in a specific way. Once they begin to understand this concept, they will have the opportunity and liberty to change things about themselves enabling them to create a life that they want.

Having clarity about oneself and what they want can be empowering, giving them the confidence to make amazing changes to their life and profession.

The training module is intended to improve the self-awareness of your employees so that they can understand their strengths and identify their weaknesses. They would also be able to identify how their colleagues function leading to better team outcomes.

Learning Objectives

By the end of the module, you should be able to:

  • Understand your personality.
  • Understand what your values are.
  • Understand your attitude and how it affects your job satisfaction.
  • Learn about perception.
  • Learn how to take independent decisions.
  • Learn about the Johari Window.
  • Learn about the Big 5 Personality Test.
  • Take up the MBTI Test.
  • Understand your personality.

Individual Outcomes

Participants would be able to identify their personality. Correct their attitude and improve their perception and decision making.

Organizational Outcomes

The psychological evaluation will enable employees to self-assess themselves and improve on key behavioural aspects. This will lead to better job satisfaction and employee coordination.

Management Functions

Module Introduction

Management is the process of getting things done, effectively and efficiently, with and through other people. A process refers to a set of ongoing and interrelated activities. In this definition of management, it refers to the primary activities or functions that managers perform. Efficiency and effectiveness have to do with the work being done and how it’s being done.

Poor management is most often due to both inefficiency and ineffectiveness or to effectiveness achieved without regard for efficiency. Good management is concerned with both attaining goals (effectiveness) and doing so as efficiently as possible.

Describing what managers do isn’t easy because, just as no organizations are alike, neither are managers’ jobs. Despite that fact, managers do share some common job elements. Because organizations exist to achieve some purpose, someone has to define that purpose and find ways to achieve it. A manager is that someone and does this by planning. Planning includes defining goals, establishing strategy, and developing plans to coordinate activities. Managers are also responsible for arranging and structuring work to accomplish the organization’s goals. This function is called organizing. We know that every organization has people. And it’s part of a manager’s job to direct and coordinate the work activities of those people. This is the leading function. The fourth and final management function is controlling, which involves monitoring, comparing, and correcting work performance.

This training is designed to help participants discover how the various pieces of the organization work together to become a universal whole. With this knowledge, it becomes easier for employees to navigate their way at the workplace with ease and confidence.

Learning Objectives

By the end of the module, you should be able to:

  • Understand the hierarchy in which an organization operates.
  • Analyze different environmental factors that influence an organization.
  • Understand the functions and responsibilities of management (managers).

Individual Outcomes

In addition to knowing where one stands in the hierarchy of the organization, it helps an employee understand the bigger picture of how their work affects the overall business.

Organizational Outcomes

Helps employees from different departments to work in cohesion as they learn how interdependence can help the organization grow to greater heights.

Time Management

Module Introduction

Time management is the strategy of planning out available time and controlling the amount of time we spend on specific tasks in order to work more efficiently. When we’re not constantly racing to meet a deadline, it becomes easy to put more effort and thought into work. Keeping things under control on the professional front allows more time to focus on personal life and relationships. Knowing the fact that tasks and activities are on track will bring a sense of calmness in personal life. As we feel calmer and less stressed out, our quality of life improves automatically.

Good time management helps accomplish more in a shorter period of time, which leads to more free time, which lets one take advantage of learning opportunities and helps with focus, eventually resulting in career success. Each benefit of time management improves another aspect of life.

Effective time management comes easier to some people than to others, but everyone can develop habits to improve their time management skills. Time management training helps prioritize tasks, improve quality of work and can help create employees that are more reliable. This in turn will improve the professional reputation of the organization as well as the people in it.

Learning Objectives

By the end of the module, you should be able to:

  • Understand the importance of managing time effectively
  • Identify and control time-wasters at work
  • Apply principles of time management to organize your work better
  • Evaluate tasks using the ABC method and The Eisenhower matrix
  • Run smart meetings

Individual Outcomes

Boosts productivity, efficiency, accountability and creates a sense of responsibility towards an individual’s professional duties.

Organizational Outcomes

Effective time management training enhances teamwork and encourages employees to complete projects to meet deadlines. This allows organizations to pursue new opportunities to increase growth and profits.

Goal Setting

Premise

Organizational assessment found that staff perceive that there are no linkages between organizational mission, goals, departmental objectives and individual tasks. The assessment also shows that staff feel that they are not involved in the goal-setting process. Further, staff feel that the performance management process is not transparent. Additionally, the staff perceive that there is no clarity on the structure, processes, roles and tasks.

Program

Goal Setting Training Program seeks to introduce the Objectives and Key Results (OKR) method of goal setting and performance management which is vastly different from the traditional goal setting and performance management approaches. The OKR method establishes seamless linkages between organizational mission, organizational objectives, departmental and individual key results. The continuous performance management process ensures transparency, accountability, empowerment, and collaboration across all levels of the organization. In summary, the OKR approach integrates the organization and all its constituents, people, processes and resources with the organizational mission and desired organizational outcomes.

Curriculum

  1. The Landscape of organizational mission, goals, organizational outputs and outcomes
  2. Goal Setting so far – SMART Goals, KPIs (Key Performance Indicators) and Performance Reviews
  3. Objectives and Key Results (OKR) method of goal setting and performance management
  4. Comparison of MBO (Management by Objectives) and OKR (Objectives and Key Results) approaches
  5. Defining Organizational Objectives that connect Organizational Mission with Outcomes
  6. Defining and Measuring Departmental / Individual Key Results
  7. The Objectives and Key Results (OKR) Cycle
  8. Continuous Performance Management Process
  9. Interfaces of OKR with other organizational processes
  10. Implementing OKR

Audience

The Goal Setting Training Program would be offered as a TTT Program for ten staff members of ROC who would train other staff members.

Format

The Goal Setting Training Program would be of four hours in duration – three hours of online training followed by one hour of individual review and coaching. The TTT program would be offered in two batches of five participants each. The TTT Program is delivered in two sessions of 90 minutes each.

Certification

Each participant would complete assignments pertaining to each key aspect of the Goal Setting Process. Satisfactory completion of assignments would lead to TTT certification on Goal Setting.

Interpersonal Communication

Module Introduction

Your employees spend about 9 hours a day at work and are bound to communicate with their co-workers. Unlike machines, we humans, are social beings and need to interact and share feelings. Employees working in isolation are more prone to stress and anxiety. Better communication will improve team coordination, build mutual respect, promote an exchange of ideas and increase productivity. Interpersonal communication ipso facto becomes an indispensable competence for business.

This module teaches about the types of communications, reasons for ineffective communication and how to be clear communicators.

While remote working has the new normal after the Covid19 pandemic, it is extremely critical that your human resources are well-coordinated and directed to achieve organizational goals. This training will prove highly effective in adapting to the new age business necessities.

Learning Objectives

By the end of the module, you should be able to:

  • Learn the elements of interpersonal communication
  • Explore the types of interpersonal communication
  • Identify the barriers to communication
  • Learn the principles of effective communication
  • Learn about the communication accommodation theory.

Individual Outcomes

Participants would be able to identify the challenges they are facing with their communication and correct them. It will help improve their problem-solving skills, build trust, reduce conflicts and get work done more efficiently. This will not only help them at work but also in their personal life.

Organizational Outcomes

This module will help your employees adapt to post-pandemic working conditions without compromising on their alignment with the business goals. It helps facilitate effective delegation. It enriches the organizational culture and promotes efficient management and leadership.

Stress Management

Module Introduction

Today’s jobs are highly insecure, very challenging and demanding. Though stress is so common it is often overlooked in workplaces. Stress in the workplace is inevitable and can be overwhelming at times. If your employees are constantly working under pressure, you must suggest this training to them.

If your employees do not know how to manage stress, it can increase absenteeism, reduce productivity, higher turnover and recurring hiring/training costs.

The best way to manage stress is to understand “what stress management is” and “how to handle workplace stress”. This module will serve as an eye-opener as it creates awareness about workplace stress and teaches how to cope with it in a healthy way.

Learning Objectives

By the end of the module, you should be able to:

  • Understand stress.
  • Identify the types of stressors.
  • Learn about the different theories and models of stress.
  • Learn what causes stress and what effects it has on you.
  • Explore ways to reduce stress.

Individual Outcomes

Participants would be able to apply the learning in both professional and personal life. It will enable them to lead themselves in tough times.

Organizational Outcomes

The Stress Management training module can help keep your employees better motivated and in turn improve productivity. Better stress managers are better team players. It enhances communication and minimizes the occurrence of unethical behaviour.

Emotional Intelligence

Module Introduction

In the modern workplace, employers look for many qualities in the people they interview. In addition to characteristics like dependability, work experience, education and efficiency, many organizations now take an individual’s emotional intelligence into consideration before making a decision. A person may be highly qualified in all the other areas but if they are not able to get along with co-workers, superiors, clients and if they aren’t able to self-motivate, that employee may be no good for the organization. The business world has been paying increased attention to emotional intelligence. According to a study, emotional intelligence is one of the top 10 skills desired by employees. Emotional intelligence refers to the capability of a person to manage and control his or her emotions and possess the ability to control the emotions of others as well.

Emotionally intelligent employees understand their own strengths and weaknesses. These employees are able to take feedback and use it in a positive way to improve and grow as an individual. When you have an office full of staff that gets along and respects one another, the company culture is bound to be much stronger. The workplace also becomes an area of enjoyment. Not only will staff members enjoy the work they are doing, but they will also enjoy the people with whom they do it.

Organizations are always on the lookout for talented leadership. The productivity and profitability of a company are closely to connected to a leader’s ability to respect and value employees. Good leadership inspires people to put their best foot forward at work. Leaders with high emotional intelligence can make a huge impact on the company culture.

Researchers believe that emotional intelligence comes naturally to some people, but could also be enhanced in others with training and performance. Therefore, by assessing the emotional intelligence in potential employees and improving these skills and abilities in the current ones will improve the job performance of your workforce. This training is designed to enable participants with practical tools to enhance positive impact on self and others.

Learning Objectives

By the end of the module, you should be able to:

  • Understand what Emotional Intelligence is and why it’s important
  • Remember how to relate more effectively to colleagues and to others
  • Apply your learning to communicate in an emotionally intelligent way
  • Evaluate how emotions affect behaviour and performance

Individual Outcomes

This leads to increased self-awareness which helps one express and control emotions in a way that is most appropriate at the workplace.

Organizational Outcomes

Leaders with high EI are more likely to understand and empathize with the emotions that influence the attitudes and behaviors of people they manage which puts them in a better position to align their team’s performance to meet organizational objectives.