Coaching excellence

  • Identifying and experimenting with coaching techniques and styles.
  • Mapping a coaching process from identifying skill gaps to tracking development.
  • Understanding behaviour drivers and competency development.
  • Motivation and barriers leading to an understanding of the effect on skills and behavioural development.
  • How to give feedback for maximum benefit to the learner as well as how to receive feedback.

Building a team

  • Identifying team dynamics and shaping norms.
  • Symptoms/presenting problems and core issues.
  • Role modeling desired team behaviours.
  • Measuring effectiveness of teams and team players.
  • Extracting valuable information from observable behaviours.
  • Getting team buy-in.
  • Setting team values and vision.
  • Reinforcing desirable behaviour (techniques).
  • Implementing interventions to enhance team effectiveness.


  • Introduction to mentoring:  What is mentoring – roles and accountability of both the mentor, protégé and other stakeholders (e.g. Line Management).
  • Being an effective mentor.
  • Roles of a mentor – relationships, give information, facilitate, confrontate, mentor as a model and imparting vision.
  • The mentoring process to be followed.
  • Negotiating mentor relationship contracts (practical – “hands-on”).
  • Implementation process.
  • Mentoring as a training tool .
  • Development plans – development plans are structured specific to the process.

Managing change

  • Understanding change, the change cycle and where I am.
  • Emotive responses to change.
  • Comfort zones and moving people out of them.
  • Recognizing and managing barriers that hamper change.
  • Developing a victor mentality.
  • Understanding the power of the mind (subconscious) in times of change.
  • Re-programming old pictures and habits.
  • Creating new habits, patterns and reality.
  • Building internal desire to effect change from within.

Leaders on the edge 

  • A highly interactive and informal experiential leadership programme that highlights leadership qualities and creates and opportunity for leaders to reflect on these qualities.
  • The learning is video-based and taps into leaders’ past experiences, perceptions and viewpoints.
  • Review and reflect, as well as internal group feedback.
  • The facilitator creates a platform for constructive debate and discovering a variety of ways of thinking about leadership and making decisions about what to change.
  • Development of leadership strategies.
  • Integration into corporate culture.

Entry level management training: Visionary management

  • Self-awareness (mbti assessment)
  • Self-management
  • Personal effectiveness
  • The power of personal thinking behaviour
  • Management functions – Plan, organise, lead and control
  • The needs of an organization
  • Organizational culture
  • Various skills such as communication, conflict, stress, problem solve
  • Manage meetings
  • Performance mgt
  • Building relationships
  • Building trust within a team