Using a Behavioural Interviewing approach to your recruitment processes can promote the selection of the right candidate with the most suitable cultural fit. A structured behavioural interview is useful as it can envisage future performance based on past behavioural indicators.

  • Plan and prepare for a behavioural interview by using appropriate interview questions
  • Conduct an interview which is based on your organisations values and is free from biases
  • Record observations and results from an interview to select the most suitable candidate
Every manager at some stage of their career will need to conduct a challenging conversation with an employee. To perform well at this, preparation and practice is vital – we cannot expect challenging conversations to come naturally.

Having a challenging conversation can be the success or failure of a valued employee; therefore, you owe it to your employees to become efficient in managing conversations effectively.

  • Describe the stages of an effective conversation
  • Demonstrate the benefits of preparing for the conversation
  • Practise communicating effectively through active listening, focussing on future outcomes, promoting strategies and removing biases
  • Reflect on relevant content and manage emotions
  • Display greater confidence in preparing and holding courageous conversations
Individual performance development relies on strategic alignment with the team’s goals and the broader organisational objectives.

This workshop is designed to support managers when conducting a performance review.

  • Describe principals of performance development
  • Prepare to complete or review an appraisal online
  • Use relevant tools to support the outcome of the Performance Review meeting
Based on the Fair Work Ombudsman, effective performance management creates a harmonious and productive workplace which is beneficial for both employees and employers.

Managing the underperformance of employees entails useful communication where managers list behavioural and outcome expectations, clearly address issues as they arise, conduct regular performance reviews to outline expectations and encourage open communications about concerns.

  • Describe the process of preparing for a performance improvement plan based on position and responsibilities
  • Explain the importance of outlining various responsibilities at work
  • Understand what is considered reasonable time to improve performance and how often you should be meeting
  • Describe the consequences of non-compliance
Ongoing team cohesion is best observed when members are empowered and provided an opportunity to resolve situations themselves with the active support of a coach or mentor.

For an employee to reach their full potential the support of an active manager who utilises coaching conversations can empower the employee to develop the skills necessary to manage issues themselves. A good coach will focus on the strengths of the individual whilst encouraging reflection on past performance.

  • Utilise common workplace coaching methods and apply these to the line managers’ communication strategy
  • Exemplify the strengths of promoting a coaching culture within your organisation
  • Embody the basic skills required for coaching your team
  • Promote coaching conversations as a means of communication with your team
Meetings which are well planned and organised support your organisations bottom line by saving time, increasing the interest and motivation of members, and help to solve to issues impacting organisational performance. A well-structured meeting can initiate new ideas, achieve buy-in and diffuse situations in a way that other forms of communication cannot.

By planning, effectively running and providing follow-up, this workshop will demonstrate that there is no substitute for physical face-to-face meetings.

  • Explain the importance and benefits of well-planned meetings
  • Manage the prescribed steps for running a successful meeting
  • Manage preparation and input for a successful meeting
  • Manage the facilitator’s role, and where necessary provide a debrief
  • Utilise templates provided to manage a successful meeting within your organisation
Sound change management practices support organisations that value innovation and continuous improvement.

As managers, acting as the change agent may require you to support others to manage their expectations and reactions to the change. This is an important role in ensuring that individuals and teams respond and adapt well by supporting change readiness.

  • Heightened awareness of effective and ineffective change leadership tactics
  • Understanding of the critical conditions and mindsets for successful change
  • Interpersonal skill development to manage communication and barriers
  • Understand the role of resilience in change and the impact of change fatigue
When conflict is managed well, it benefits the organisations productivity and employee wellbeing. Not all conflict is bad and by utilising the appropriate management style you can see conflict as necessary to promote positive change.

However, if communication is poor or relationships are strained, or if issues are not dealt with promptly then these disagreements can become more serious, leading to conflict.

  • Explain the importance and benefits of managing conflict effectively in the workplace
  • Describe potential causes of conflict and how this can impact a team
  • Describe the types of conflict in the workplace
  • Understand your typical style of responding to conflict
  • Explain the process for managing conflict including proactive approaches
  • Describe ways of responding to an immediate conflict situation
Employee absence can have a major impact on your organisation including a decrease in productivity, an impact of goods and services, absorbing excessive management time, safety issues with inadequately trained employees and poor morale amongst employees. Ultimately this results in a poor experience for the end user.
To support managers in promoting a high performing team, strategies and guidelines which encourage an early return to work are pivotal in addressing absence management. This workshop aims to promote an understanding of a manager’s rights and obligations in getting employees back to work safely, which inevitably leads to a more collaborative approach to your employees’ needs.

  • Promote the benefits of improving employee attendance
  • Manage the role as a leader with respect to employee absence management
  • Highlight expectations of employees in managing leave
  • Promote strategies to support attendance and minimise absenteeism
  • Promote reasonable adjustments for returning to work and supporting employee wellbeing
One of the relevant grounds considered as harassment of employees in the workplace is Bullying. Bullying within the workplace is one of the most common concerns being represented at the Fair Work Commission by employees who seek remedy through either in or out of court settlements. Claims such as these can be harmful to your organisation and impact your bottom line.

Managers have a duty of care to their employees to create a workplace which is safe and protects the wellbeing of all.
This workshop defines an employer’s duty and how to encourage a mentally safe environment which can promote your organisation as one acting in the best interests of your employees.

  • Define the legal grounds of what bullying and harassment is
  • Manage the impact bullying and harassment has on all areas within your organisation
  • Manage appropriate responses to concerns about bulling and harassment
  • Promote early strategies to identify and mitigate Bullying and Harassment
  • Understand various resolutions available to organisations
Innovation refers to a significant change to a service or product which provides a different experience for the end-user.

  • Explain the importance of innovation and engagement in a competitive market
  • Manage and promote innovation in work your department
Promoting innovative thinking within teams enables employees to utilise their creativity, enhancing engagement and acceptance of changes.

  • Manage a process for enabling innovation
  • Facilitate innovation within your department