About the course This programme covers the challenges faced in the transition from team member to leader, with practical examples and strategies for understanding your new role and getting the most out of your teams. Over a one-day session, we cover: Individual contributor to manager transition Workplace Systems Managers as mediators Working in teams, workflow restructuring and the art of responsible delegating Coaching and mentoring The different needs of new staff and senior staff Pre-empting, recognising and addressing signs of employee burnout and brownouts Performance management programmes Who should attend? This course is intended for new managers and entrepreneurs making the transition to employer. Max 20 participants. Back to course list Vinod Balagopal Director Course designed and delivered by Vinod Balagopal, social psychologist and career counsellor, and Roberta Balagopal, career coach. Roberta Balagopal Senior...Read More
by Vinod Balagopal, Social Psychologist and Career Counsellor When I ask clients to tell me how they feel they frequently tell me what they think instead. So I asked them to poke themselves. Actually physically poke. Then I ask them: Did you feel that? Of course they did. Then I ask them: Can I feel that? Can anybody else feel that? Of course they can’t. In the workplace we each feel lots of things, everyday, all day long. However, who else can feel what we feel? This simple exercise of “poking yourself” brings us back to what we feel. This is known as affect awareness, and it is a way of differentiating feeling and thinking. Let me show you some examples: “I feel my boss is not treating me right.” Is that a thought, or is that a feeling? It is certainly a thought, but the feeling behind it is unexpressed. Perhaps it is frustration, anger, disappointment, etc. Until that feeling is named and defined, it’s hard to address what is really making us uncomfortable. “I feel I must stay in this job for the sake of my family” Feeling or thought? What might the feelings actually be? “I feel that if I do it this way my boss will see my true worth” This is another confusion of thought and feeling. Now, we could just substitute “I think” for “I feel”,...Read More
About the course This programme covers the entire hiring process, from identifying a need for a new staff to the first 3 months on the job. With plenty of real life examples and practical tips, it is intended as an introductory course to ease the challenges employers face when finding, selecting and inducting new staff. Over a one-day session, we cover: What is the hiring and onboarding process? The modern hiring process: what has changed in the last 5 years? The hiring process in detail: scoping, sourcing, interview and offer letter Inhouse vs working with recruiters Onboarding: planning, essential tools and implementation The first 3 months: what happens if..? Practical examples Who should attend? This programme is ideal for small business owners who are new to the hiring and onboarding process. It is also suitable for SMEs that are experiencing challenges in finding and retaining suitable staff. Max 12 participants. Back to course list Vinod Balagopal Director Delivered by Vinod Balagopal, social psychologist and career counsellor. Courseware designed by our...Read More
About the course This programme is designed to increase awareness of why we like (or dislike) facets of our work, and how our preferences are shaped and acted upon. Using techniques from cognitive behavioral psychology, participants will gain an understanding of what motivates them in the workplace, and provide insight on how to manage periods of stress and demotivation. Over a one-day session, we cover: Senses we use Needs vs wants: Understanding how we prioritize Blocks: negative automatic thoughts 5 basic needs: Introduction to William Glasser’s Choice theory plus an exercise on how disequilibrium happens Push and Pull: Understanding the differences between internal and external motivators Workplace dynamics: Get an understanding of supportive behaviours of people and expectations of the physical environment at work Recognising burnout Who should attend? This course is intended for employees as well as for supervisors. Max 12 participants. Back to course list Vinod Balagopal Director Delivered by Vinod Balagopal, social psychologist and career counsellor. Courseware designed by our...Read More
by Roberta Balagopal, Recruiter As you can probably guess, the answer is “it depends.” In part, it depends on your circumstances, particularly whether it is actually possible for you to quit and be without an income for a while. If you have rent, debts or dependants to support, that doesn’t mean you can’t quit, but you will need to consider carefully whether your quitting will cause hardship for you and your family. This is obvious stuff. The very fact that you are questioning whether it’s ok to quit is probably an indication that you are experiencing some distress or discomfort in your current job, and that it’s bad enough to want to leave NOW. Maybe you should, and maybe it will be the best thing for your health, mental state and career if you do. But before you make any big decisions, think about one thing: Feeling discomfort (emotional pain, depression or anger) tends to block your capacity to think clearly about your situation, and to decide what’s in your best interests. No one can answer this question for you, but in order for you to answer the question for yourself, you’ll need clarity. You can try to achieve clarity in a few ways: 1. You can take a break, long or short. You can ask for a sabbatical or to reduce your hours to part time. This will...Read More
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