Communicate with Impact:

Effective communication is one of the most important factors in the success of any organization or relationship. It is vital to understand how to how to communicate with members of your team or customers who communicate differently than you. Diversity of behavior and perspective can be a great strength to the team when managed well. When it is not understood or appreciated it can cause dysfunction and reduce productivity and engagement.

Our ProScan leadership and communication survey is an efficient way to teach your staff about themselves, their peers, increasing teamwork, and building communication skills. Our tools offer a variety of resources such as, understanding personal strengths, developing effective communication skills, attracting and hiring the best, strengthening leadership performance, building high-performance teams, and understanding what makes people TICK –their Traits, Interest, Communication Styles & Key action tips.

Value To Members

Identify your personal communication preferences
Understand how to lead, manage, engage, and motivate different styles of communicators.
How to most effectively communicate between differing preferences.
Identify blocks to effective leadership and communication and what to do about them.
Gain tools for managing conflict.

Effective Delegation & Coaching Skills For Busy Leaders:

Gain understanding and experience of how to coach and manage direct reports around challenging behavioral issues. Learn the art of giving and receiving feedback for improvement. Participants will learn the responsibility of delegation. Help increase engagement in team members through empowering them to learn and grow in their positions. Avoid taking on the responsibilities of your team and learn why this is a challenge for many leaders. You will have the opportunity to practice these skills in response to common behavioral situations in a safe environment, which will give you the confidence to increase your effectiveness immediately.

Value to members

Learn how to take charge of your busy day.
Understand how our own emotions and the emotions of others affect our decision-making.
Develop the listening skills necessary to make better decisions.
Learn effective delegation versus abdication or control.
Learn conflict management techniques.
Begin to learn and practice proven coaching techniques.

This interactive seminar is an introduction to program management based on the book “Program Management” 2nd Edition written by Michel Thiry. The first edition is a best-seller recommended by the PMI for studying for PgMP. It is aligned with the PMI Standard 4th Edition, but also considers other known standards. This seminar reviews the fundamentals of program management as a discipline distinct from project management; it outlines the core program functions as well as the key steps in the program management life cycle.”

It is already registered with the PMI under the number 2094-PGM121 and gives 8 PDUs (3 Technical, 1 Leadership and 4 Strategic)

You might have smart and skilled members within your team, but if you want them to excel and make a difference, their self-confidence must be encouraged.
“I´ve been given this big new project and my manager says he knows I can do it, but I’m not sure if I am the right guy. I might look for help but it would probably worry my boss of me not being ready”
“My boss told me that he expects for me to bring solutions, no the problems… but if I don’t know how to come up a solution, how or when do I tell him that the project is in troubles?”
Some of us has been in this position several times, in either side being the manager or the confused employee or team member. There have been times when we had a problem and came up to our manager asking for help and received the solutions/problem speech. With very good intentions trying to be a good leader and make our team members work their brains for solutions we might be just leading them to feel anxious or not telling us things what is happening in their projects.
Building confidence requires communication, not just compliments. It starts by making them feel that there is a commitment of trust within each other and that you have their backs. It requires to build upon their competences by sharing of knowledge and lessons learned of their peers. Confident teams are more likely to try new approaches bringing new ideas and success.
The conversation will guide us through building trust and respect within our team, connecting personally to listen what the unspoken conversations are telling us about our peers. The purpose is to help them realize and accept that failure is a common thing and is a step to success.
Then it will be explored the solutions/problems phenomenon where it will be presented a practice implemented in a company to promote team collaboration and problem-solving in order to come up not with “the solution” but with alternatives to explore and build upon them to increase not only with better project results but with better-equipped individuals to face new challenges.
Finally, the talk will try to bring some inspiration by leading them to share their ideas, experiences and competences by a practice of having them teach other their lessons learned.