Behavioral Skills

Employee Engagement Training

Behavioral Skills Training Programs for Corporate Employees

Impact, Learning and Sample Modules

Customers find our programs highly attractive for their very reasonable pricing, great value for money and assured return on investment. Our principal trainer is a certified coach, hands on practitioner, corporate leader with 25+ years of industry experience. Ask us for a customised proposal.

Team Building and Teamwork
Leadership Development
~ Personal Effectiveness
~ Employee Engagement and Motivation
Change Management
~ Inter-personal Communication
~ Conflict Management
~ Cross Functional Collaboration, Silos
~ Raising EQ Skills (Emotional Intelligence)
~ Time Management
~ Decision Making
~ Analytical Skills and Problem Solving
~ Individual Goal Setting & Achievement
~ Aligning to Organization's Big Picture
~ Bridging Execution Gap

    Team Building and Teamwork

    ● Accountability as a single functioning unit and emerging as a high performance team.
    ● Achieving common goals more effectively in synergy with self, team and organizational objectives.
    ● Increased cohesiveness and trust across the team.
    ● Developing enhanced problem solving skills during complex situations.
    ● Members collaborating on decision making.
    ● Formulating innovative team strategies.
    ● Managing conflict between team members.
    ● Practicing open and transparent communication between team members.
    ● Understanding the importance of inter-dependence between team members.
    ● Leveraging complementary strengths of a team member.

    Leadership Development

    ● Combating leadership challenges. 
    ● Identifying leadership styles and modifying for success.
    ● Directing team-members towards empowerment, delegation, motivation.
    ● Unlocking the potential of team members for improved team performance.
    ● Leading a team to deliver results beyond expected outcomes.
    ● Becoming a leader who inspires trust and leads by example.
    ● Developing leadership EQ and co-operative communication.
    ● Developing vision, realizing goals, following big picture, combating turf
    wars and breaking silos.
    ● Bridging execution gaps between planning and performance.
    ● Practicing disruptive innovation, creativity, problem solving skills, 
    performing in complex situations.
    ● Being a pro-active change agent.

Personal Effectiveness

● Empowering individuals to help them in uncovering both their overt 
and latent characteristics so that they can perform to their fullest potential.

● Learning how to stay motivated and manage conflict. 

● Importance and methods of positive inter-personal communication.

● Being pro-active.

● Practicing Time management.

● Effective goal setting and achievement.

● Continual learning. 

● Qualities required to maintain a fast pace on the path of growth and
achievement.

Employee Engagement and Motivation

● Addressing the three basic aspects of employee engagement:
 ~ The employees and their own unique psychological makeup and
experience.
 ~ The employers and their ability to create the conditions that promote
employee engagement and motivation.
 ~ Interaction between employees at all levels.
Thus creating an environment conducive to this partnership, and a win-win equation.
● Identifying employees in different stages – engaged, fence sitter, actively disengaged and suggest how turn-arounds can be initiated.
● Accepting that disengagement or alienation is central to the problem of
employees’ lack of commitment and motivation and hence cultivating a
culture of employee engagement.
● Understanding that high employee engagement is closely related to an
organization’s ability to achieve high performance levels and superior
business results and retain valued employees.
● Identifying key drivers, facing fears, building self-confidence,
practicing positivity.

    Change Management

    ● Understanding changes occurring outside and their effects within the
    Organization. 
    ● Choosing and adopting suitable change method aligned to specific
    requirements.
    ● Learning strategies, tools and skill-sets for above change method.
    ● Overcoming people challenges during change implementation. 
    Resistance, fears, stress, inadequate resources.
    ● Undertaking proactive measures required to implement change across 
    the Organization.
    ● Affirmation and visualization of successes achieved because of change
    implementation. 
    ● Adopting attitudinal change and motivation for sustained implementation.

    Inter-Personal Communication

    ● Learning the importance of open and clear communication and how to
    practice the same.
    ● Understanding the perils of mitigated speech, communication gaps
    and no communication. 
    ● Practicing active listening skills and how to give and receive healthy
    feedback. 
    ● Sensitizing the participants to the power of asking, the monk method 
    and the Socrates method. 
    ● Discussing collaborative communication.
    ● Uncovering communication filters, external behavior versus internal 
    response, disclosure, emotional barriers.
    ● Effect of body language, tone and words.

Conflict Management

● Avoiding the ostrich mentality of hiding from the storm and ignoring 
workplace conflict.
● Mining for and then resolving conflicts breeds trust and then powerful
relationships. 
● Having different points of views and ideas can give rise to conflict but its discussion and acceptance can lead to innovation and growth. 
● Understanding that one should not stick to their positions adamantly but instead concentrate on interests. 
● Learning tenets of conflict resolution - not getting personal, keeping 
focused on the issue under discussion, mutual respect. 
● Following what Stephen Covey said, “Seek first to understand, 
then to be understood.”

Cross Functional Collaboration, Busting Silos

● Builds trust outside ones location / department.
● Promotes communication. 
● Taking up organization brand ownership and aligning to common goals.
● Practicing adequate knowledge and information sharing; to prevent 
reinventing the wheel.
● Developing good inter-location / department bonding, empathy,
relationship building and being high on meaningful collaboration.
● Contributing to future process changes and to maximize on gains.
● Seizing new opportunities and fighting threats coming from competitors and customers.
● Ensuring feedback, assessment and recognition are to desired levels.
● Encouraging organic growth and profitability.

    Raising EQ Skills (EI - Emotional Intelligence)

    People with high EI have greater mental health, exemplary job performance, and more potent leadership skills. Emotional competencies are not innate talents, but rather learned capabilities that must be worked on and can be developed to achieve outstanding performance. 
    Goleman’s five domains of emotional intelligence:
    ● Emotional self-awareness — knowing what one is feeling at any given time and understanding the impact those moods have on others.
    ● Self-regulation — controlling or redirecting one’s emotions; anticipating
    consequences before acting on impulse.
    ● Motivation — utilizing emotional factors to achieve goals, enjoy 
    the learning process and persevere in the face of obstacles.
    ● Empathy — sensing the emotions of others.
    ● Social skills — managing relationships, inspiring others and 
    inducing desired responses from them.

    Time Management - Learning the Techniques

    ● Prioritizing: Doing first things first. 

    ● Not being overwhelmed by urgent work. 

    ● Differentiating between urgent and important work. 

    ● Identifying the vital few and trivial many. 

    ● Managing big tasks. 

    ● Overcoming procrastination.

    ● Combating fear of undertaking complex tasks.

Decision Making

● Sensitizing the participants to various decision making models. 
● Understanding Janis and Mann’s rational model. 
● Adopting naturalistic decision making (NDM) framework which focuses on how experienced people actually make decisions in dynamic, uncertain
environments (Zsambok).
● Introducing Orasanu’s six different types of decision categories which
increase in complexity from go / no-go decisions through to creative 
problem solving. 
● Learning how The Cynefin framework helps leaders make appropriate 
choices by determining the prevailing operative context ranging from 
simple, chaotic, complex to complicated. 
● Discussing individual decision making versus collaborative decision 
making for team settings.

Analytical Skills and Problem Solving

● Applying cognitive thinking to gathering and analyzing information, 
designing and testing solutions to problems.

● Learning a thinking style that enables a person to break up large, 
complex issues into smaller, more individually managable ones.

● Knowing what choices are available and how much each option "costs." 
Looking at a problem with a cause and effect style.

● Perceiving something through multiple lenses. 

● Using problem solving techniques like Fishbone Analysis, 
Six Thinking Hats, Root Cause Analysis.

    Individual Goal Setting and Achievement

    ● Identifying your goal setting  / achievement style.
    ● Reasons for the importance of setting goals.
    ● Five tips on how to set goals.
    ● Ten tips on how to achieve goals.
    ● Aligning goals with mission and vision statements.
    ● Reviewing goals set, achieved, outcome.
    ● Moving towards new goals.

    Aligning to Organization's Big Picture

    ● Understanding the complexity of an organization in its entirety.
    ● Realising that everyone holds a piece of the puzzle that is important 
    to the overall picture. 
    ● Becoming aware that when viewed collectively, the pieces provide
    a more holistic understanding. 
    ● Accepting that working on the system together will contribute
    quickly and effectively to growth. 
    ● Busting silos and moving out of team islands.
    ● Following company vision and mission.

Bridging Execution Gap

Our program is based on the eight guidelines for closing the knowing-doing gap by Pfeffer and Sutton (Stanford).

● Put why before How. 
● Knowing comes from doing and teaching others. 
● Action counts more than elegant plans and concepts.
● There is no doing without mistakes.  

● Fear fosters knowing-doing gap, so drive out fear.
● Fight the competition, not each other. 
● Turn knowledge into action. 
● What leaders do, how they spend their time and how they allocate
resources, matters.

Mavraac is amongst one of the best corporate training companies in the NCR region - Delhi, Gurgaon, Noida (India) with certified trainers for behavioural skills training, outbound training, team building workshops, leadership development programs and employee engagement workshops.

© Mavraac . All rights reserved.