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Collaboration Series

CONDUCT COLLABORATIVE AND MEANINGFUL DIALOGUES

Collaboration series can be seperated into 3 parts, coaching, convincing and conflict management.

Coaching

“I am always ready to learn although I do not always like being taught.”

Winston Churchill

Coaching is a core leadership/management skill because the ability to retain and develop human capital is a critical success factor. Cultivating a performance culture requires a discipline of nurturing and developing people. The responsibility of this discipline lies with the managers and executives. The process of guiding and supporting others is known as coaching. People today are independent and knowledgeable. The old management way of telling people what to do will serve to alienate and de-motivate them. Coaching, on the other hand, motivates the individual by respecting the individual’s right to learn.

 

Our objective is to enable leaders and executives to conduct collaborative and meaningful dialogues with their people to help them achieve desired results. The competent coach will help the coachee learn and understand issues by jointly exploring underlying root causes before guiding the coachee to come up and own the solutions. The coach will support and follow on with the coachee throughout. This process requires the building of trust and rapport. This program is based on the ACE coaching model by DistincTions Asia.

Objectives 

Duration: 1 or 2 days

  • Understand the meaning and benefits of coaching
  • Know and apply the process of coaching- ACE Coaching Model
    • Aim
    • Change
    • Execute
  • Appreciate the key principles to successful coaching:
    • Build Trust/Rapport
    • Be Positive
    • Tell Less, Learn More
    • Focus on Behaviours
  • Learn and practice core coaching skills:
    • Perceptive Listening
    • Effective Questioning
    • Giving Feedback
  • Adapt different coaching approaches for different personalities
  • Gain awareness of common obstacles to coaching and how to overcome them
  • Using the Coaching action template

Convincing (Influencing)

“When the conduct of men is designed to be influenced; persuasion, kind unassuming persuasion, should ever be adopted…”

Abraham Lincoln16th president of US (1809 – 1865)

Hierarchies are getting flatter and workers are responding differently to their leaders. Polls show that people today have become less deferential to authority. Influencing – the ability to effect changes in others through persuasion and attraction rather than coercion- is becoming more necessary. The leader’s position and power in the organisation might not be sufficient to influence and motivate others to do something. By being proficient in influencing, the leader can more effectively achieve desirable goals and outcomes.

 

Our objective is to develop the ability to use appropriate influencing strategies and tactics with different scenarios and people. Influencing is not all sweet-talking. It utilises hard or soft persuasion strategies or both to affect others’ actions, thinking and attitude. Mastery of this competency hinges on the ability to evaluate the person and situation and decide the right influencing strategy to use. Next, the effective use of the selected influencing strategy will determine the success of the strategy. This program is influenced by Robert B. Cialdini’s classic “Influence: Science and Practice” and Gary Yukl’s Influencing Tactics

Objectives

Duration: 1 or 2 days

  • Understand Influencing as a collaboration and not coercion
  • Know and apply the Influencing process:
    • Determine the Influencing objectives
    • Assess the situation
    • Decide the appropriate strategy and tactic to use
    • Apply the strategy
    • Debrief the impact and outcome

 

  • Understand the criteria affecting the Influencing situation:

Personality, Power Relations, Personal Motivation, Possession of Information

 

  • Learn and practice Influencing strategies:
    • “Hard” Asserting Strategies:
      • Commitment & Consistency
      • Authority
      • Scarcity
    • “Soft” Attracting Strategies
      • Reciprocation
      • Social Proof
      • Liking
  • Learn and practice communication skills core to influencing others.
  • Using the Influencing action template

Conflict Management

“Conflict is going to happen whether you want it or not. People will butt heads. Sometimes when you least expect it.”

Jimmy Bise Jr.

Conflict in life is inevitable, whether in the workplace or home. Conflicts result from the fact that people have different goals, needs, ideas, perceptions and personalities. Organisations today have multiple priorities and complex working structures which are susceptible to possible misalignment of goals. Despite our best efforts to prevent conflict, we will still find ourselves in disagreements with other people. While we cannot prevent conflicts entirely, we would not want to anyway, since some types of conflicts can actually be productive.

 

Our objective is then to attempt to manage conflict in a way that its “good” aspects can develop while the “bad” aspects are minimized or avoided all together. What mainly separates “good” conflict from “bad” conflict is how individuals involved respond to the conflict. Thus, while conflict is inevitable, ineffective and destructive responses to conflict can be avoided while effective and constructive responses to conflict can be learned. Much of the program is based on the work of the Leadership Development Institute, Eckerd College.

Objectives

Duration: 1 or 2 days

  • Understand how conflict develops and recognize the hot buttons that trigger the conflict.
  • Know and apply the process of handling conflict constructively:
    • Building Relationships
    • Managing Emotions
    • Resolving Conflicts – Before, During and After Conflict
    • Accepting Conflicts
  • Learn and practice using constructive conflict responses:
    • Perspective Taking
    • Creating Solutions
    • Expressing Emotions
    • Reaching Out
    • Reflective Thinking
    • Delay Responding
    • Adapting
  • Learn and practice minimizing use of destructive conflict responses:
    • Winning At All Costs
    • Displaying Anger
    • Demeaning Others
    • Retaliating
    • Avoiding
    • Yielding
    • Hiding Emotions
    • Self Criticizing
  • Learn and practice communication skills core to conflict management
  • Using the Conflict Management action template