Collaboration series can be seperated into 3 parts: coaching, convincing and conflict management.
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.
Duration: 1 or 2 days
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.
Duration: 1 or 2 days
Personality, Power Relations, Personal Motivation, Possession of Information
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.
Duration: 1 or 2 days
Distinctions Asia provides various tools and solutions, such as WorkPlace Big Five personality tests, to meet your organization’s consulting and training needs.
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