TRAINING/TEAM BUILDING - Further Options LDING

XL Coaching has been creating and facilitating team retreats, team building programs and workshops since 1999.

All retreats are tailored to meet the development needs of the team. Examples of themes have included developing a vision and/or strategy, improving team communication, handling change, engaging staff and building trust (for more detail see below).

Team building usually take place indoors and typically runs for 2-hours, half a day, one day or over two days. Sessions are experiential in nature, empowering, professional and fun because people learn more effectively this way.

The diagram below summarises the major themes in our training and team building programs. As you will see 'communication' is the common thread that runs through every program. Please click on your circle of interest, or scroll down and identify which problem exists in your team or organisation.

Next contact us for a free one-hour consultation. We're keen to hear about what's going on for you, where you want to be and how we can support you to bridge the gap.

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Creating the focus for your team building or training session





VISION

Problem:
Your organisation or team lacks clear direction and common purpose. Without vision, people can still achieve but decisions are made by individuals whose motivations and standards can vary and the team synergy that creates extraordinary results is untapped.
Purpose:
To create an inspiring vision statement that unifies the team in common purpose.
To harness the motivation and energy of the team and propel them forward in a common direction.
Learning Outcomes:
Articulate a vision for the future, which has a timeframe.
Create a plan of forward action
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CULTURE, VALUES AND CHANGE MANAGEMENT

Culture

Problem:
The business landscape keeps shifting and your organisation needs to stay ahead of the competition. Certain aspects of your current culture are holding the organisation back. People are internally focused, stuck in past methodologies and resistant to change.
Purpose:
Identify the aspects of the existing cultural paradigm, which can include conversations, behaviours and working practices and design an action plan to enable a cultural shift leading to better organizational results
Learning Outcomes:
Articulate the aspects of your culture that are holding you back and idenitfy strategies for moving forward.
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Values – personal, leadership and organizational

Problem:
Values drive behaviour and performance. Unless they are clearly articulated and embraced within the organisation there is inconsistent behaviour and potential for conflict. The organisation lacks the direction, focus and measurement required to achieve to its full potential.
Purpose:
Create a set of guiding principles that will enable your organisation or team to be consistently successful. Understand how to live and breathe each value in your every day work.
Learning Outcomes:
Produce a set of guiding values at an organisational or team level.
Identify the actions, behaviours and conversations needed to bring the values alive.
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Change Management

Problem:
Change is on the horizon and everyone needs to be prepared. You are concerned that people are not ready for change and that you may strike resistance. It is critical that you identify potential issues and manage the process effectively.
Purpose:
To provide managers and staff with a clear process that will help them to respond and adapt to change. Reduce employee stress and smooth the transition by communicating information efficiently and effectively.
Learning Outcomes:
Understand the Change Process, and the appropriate communication techniques at each stage.
Draft a plan outlining the activities and timing required to implement the change effectively.
Appreciate and accept the emotional aspects of change and ways to help people cope.
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LEADERSHIP, COACHING AND PERFORMANCE MANAGEMENT

Leadership

Problem:
Leadership ability or lack of it hinders team performance and bottom line results. All too often leaders are unsure about how to fully engage and motivate their staff; how to make best use of their time; what and how to delegate confidently; how to stop managing and start leading.
Purpose:
Understand the distinction between leadership and management, uncover your natural leadership style and learn how to adapt to bring out the best in others. Develop the awareness, self-mastery and communication skills of the emotionally intelligent leader to grow more powerful and effective relationships at work.
Learning Outcomes:
Gain awareness of the needs and motivations of different communication styles and your natural leadership style.
Practise adapting your communication style to influence and motivate people with different styles.
Create a plan of action to develop your personal competency, and leadership style and behaviours.
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The Coaching Clinic (view dedicated Coaching Clinic page)

Problem:
Gone are the old ways of managing, ‘this is the job, this is how I want you to do, get on with it’: Under this regime people don’t feel respected or valued; morale and motivation are low. Coaching is about shifting from a dictatorial style and hierarchical structure to a culture that unleashes the potential of every person and team.
Purpose:
To value coaching as a powerful tool in leadership, motivation and performance development.
To understand and practise the art of coaching: empowering people to develop and excel.
Learning Outcomes:
Appreciate the distinctions between coaching and other disciplines.
Gain awareness of your natural coaching style and how to adapt to bring out the best in others.
Understand and practise a 5-step coaching model – as the Coach and by being coached.
Gain tools to structure individual and group coaching meetings that provide accountability
and guarantee results.
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Performance Management – the coach approach

Problem:
Having a ‘courageous conversation’ that involves giving corrective feedback is scary for most because avoiding conflict is a natural human drive. However this is an essential part of the leader’s role and needs to be handled well or you could damage a person’s self-esteem or meet with resistance, and the result you get is attack, being ignored, low confidence, lack of commitment and lack of motivation to try.
Purpose:
To feel comfortable and confident giving corrective feedback and to do so in a way that will not destroy the motivation of the person being coached.
Learning Outcomes:
Understand how to build relationships where corrective feedback is accepted and not dreaded.
Identify what holds you back from giving feedback and develop the mindset to overcome this.
Understand and follow a corrective coaching model in practise coaching sessions
Learn how to performance manage people with different communication styles.
Practise having a spontaneous, coaching conversation.
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SELF

Time Management

Problem:
The road to success begins and ends with time management. When people fail to practise the essential habits of effective time management, they are less efficient, less effective and less successful – personally and professionally, and that impacts negatively on your organisation’s bottom line.
Purpose:
To take an holistic approach to managing time, which incorporates personal and professional priorities, because managing time is about managing your self and we need to build motivation to change old habits.
To teach the basics principles of time management and put in place strategies to help people walk the talk.
Learning Outcomes:
Set personal and professional goals.
Understand how to plan and prioritise time effectively.
Gain awareness of what blocks you from practising effective time management
Learn strategies for eliminating distractions and procrastination
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TEAM BUILDING

Balancing Team Roles - Belbin

Problem:
Your team are all experienced experts in their fields, however when it comes to making good decisions for the business, they don’t always achieve the best outcomes for the business.
Purpose:
Belbin says that individuals cannot be perfect, but a team can be. This workshop will help your team balance team roles and create a synergy that will allow everyone to work more effectively together.
Learning Outcomes:
Team members can identify the specifics of their personal team roles and communicate them to others.
The group can self manage to reduce the potential for internal conflict and use the team role concepts to achieve better results (as specified by the organisation).
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Uniting Newly Formed Teams - Stages of Development

Problem:
You are about to put together a new team. They have to achieve key project outcomes in a short space of time and yet none of them have worked together before. There is a significant risk that they will compete rather than cooperate as each person tries to express their ideas, opinions or expertise.
Purpose:
To understand the ‘characteristics of effective teams’ and the various stages that a team goes through from the time it gets together to the time it starts to perform effectively and to effectively reduce the time this process takes. To understand what strengths each person brings to the team so that they can be effectively used within the project team environment.
Learning Outcome:
Identify each team member's natural team strengths, natural communication style and understand how to communicate and work together to achieve effective results.
Understand how to mitigate the issues that new teams may encounter when they first start to work together.
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Improving Team Communication (view dedicated DiSC page)

Problem:
Differences in perspectives, communication styles and behaviours are impeding your organisation’s ability to succeed. When you take into consideration individuals’ personalities, values, needs and work priorities, it is no wonder there is misunderstanding, resistance and lack of cooperation.
Purpose:
To build a robust set of communication skills to achieve greater understanding, collaboration and teamwork. To develop a culture where people value and respect each other’s communication styles and adapt to bring out the best in each other.
Learning Outcomes:
Communication Styles – to demonstrate an understanding of different communication styles, motivations and preferences and adapt accordingly.
Active Listening – to demonstrate the traits of active listening in a skills practice session
Questioning – to demonstrate the effective use of open and closed questioning
Empathising/rapport-building – gain an understanding of learning styles, body mirroring and NLP techniques in a practice session.
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Assertive Communication

Problem:
Individuals lack the confidence to speak up or the ability to speak out in a non-confrontational way. Issues and problems simmer under the surface, good ideas are missed or ignored and courageous conversations are not held. The resulting conflict can affect the morale of the entire workforce.
Purpose:
To develop the confidence and skill to address issues and make effective decisions using assertive communication techniques.
Learning Outcomes:
Understand the distinctions between passive, assertive and aggressive communication.
Demonstrate assertive communication in a skills practice session.
Understand Win/Win techniques to achieve joint solutions that meet the needs of all parties.
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CUSTOMER

Customer Service (internal and external)

Problem:
Your team lacks the ability to communicate effectively to identify customers’ needs and wants.
There is a lack of cohesion and understanding between the different teams/departments in your business, and yet, to be successful, they all need to work together seamlessly to provide the best service possible.
Purpose:
To develop “Outside In” vision, where the staff member can put themselves in their customers’ shoes and understand what is required to deliver exceptional customer service.
Learning Outcomes:
Understand customers’ communication styles so that you know how to get your message across to both internal and external customers.
Appreciate what “value” means for your customers so you can deliver what is important to them.
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Customer Service

Problem:
Customer satisfaction ratings in recent surveys of your organisation have been poor or have not achieved the desired results. Business growth has not achieved budget and the levels of cross sales are lower than targeted. The competitive environment within the business is detrimental to customer sales and satisfaction instead of being supportive to it.
The team is technically sound and highly knowledgeable about the product, however, they lack the ability to build rapport with the customer, assess their needs and wants and deliver what the customer truly values.
Purpose:
To achieve improved results by developing an “Outside In” vision of the organisation, where the team will have the opportunity to put themselves in their customers’ shoes and develop an understanding of the customers’ needs, wants and motivations to buy.
Learning Outcome:
Define the features, benefits and costs associated with dealing with your company and its products or services.
Understand buying motivations, what your customers want from you and how to work together to achieve business results.
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contact us for a free consultation to discuss how we can support you to excel.