a. Leadership Excellence Programme:
In the 21st Century, Organizations depend on capable leadership to guide them through
unprecedented changes. There is however ample evidence in the news and in recent research reports that even some of the best and most venerable organizations are failing to adapt to change, implement their strategic plans successfully or prepare for a more uncertain future. Today’s Senior Leaders have a challenge of shaping tomorrows organisations.
Addressing these leadership challenges require a different approach to thinking about effective leadership. There is also an increasing demand for ethical and engaging leadership that enhances the performance and well-being of employees.
At the heart of this Programme, are 3 critical requirements for Senior and Executive Leadership of every organisation/Company.
- Staff Engagement
- Regular leadership and strategy assessments
- Strategy execution.
b. GRIP Leadership:
In modern day organisations, Individual contributors who excel at their work are often promoted into leadership roles. The transition from individual contributor to leader is frequently difficult. While technical excellence serves as a foundation, it is not sufficient for this new role. Without additional skills to engage others and focus work; leadership can be unnecessarily challenging.
The GRIP Leadership Programme was designed specifically to help participants make this significant transition. A “sink or swim” approach rarely works. This Programme is the most comprehensive, up- to-date, and practical method of effectively managing and developing people, time, and resources in the world.
GRIP SL is a model and a set of tools for opening up communication and helping others develop self- reliance. It is designed to increase the frequency and quality of conversations about performance and development between managers and the people they work with so that competence is developed, commitment is gained, and talented individuals are retained.
c. Modern Leadership & Management Skills Enhancement:
Modern leadership demands an ability to adapt one’s style to achieve the maximum effectiveness. Rather than using one’s own preferred style, excellent leaders are able to take different approaches to suit the various needs of differing situations. As Organisations reshape and renew themselves to sustain success in an ever changing environment, it is important to empower the Leadership team with modern Leadership skills complete with leadership competencies for the modern era.
This Leadership Programme helps Leaders to learn skills and techniques of guiding and influencing the people they lead to consistently achieve outstanding results. Like Daniel Spark said; “You can’t expect to meet the challenges of today with yesterday’s tools and expect to be in business tomorrow.”
d. Managing Underperformance:
Team Leaders and Managers have a responsibility to manage the performance of Employees. If there is poor performance (including inappropriate behaviour), or are in receipt of a complaint or grievance, the Leader must address this with the employee concerned immediately. Experienced supervisors often say that a performance problem is a real challenge and remains one of the toughest parts of their job. However, it is a key responsibility in management or supervisory function, and failure to address under-performance can have a significant long-term impact on the team’s morale and the achievement of your collective goals. By failing to address poor performance, sends a clear message to other employees that they need not to meet their performance expectations and they should not expect any consequence for their unacceptable behaviour.
This powerful one day program helps leaders learn how to deal with underperformance in the workplace, get bet practice for performance improvement. Participants will learn the power of taking action leads to a more productive work environment.
e. Supervisory Skills Enhancement Programme:
According to “The 7 Hidden Reasons Employees Leave research findings,” 70% of the reasons employees leave their jobs are related to factors that are controllable by the direct Supervisor.” This ultimately places a huge need for organisations to equip these front line cadres with the right skills to effectively supervise staff in order to get desired business results. This Leadership Foundation programme equips participants with knowledge, skills and supervisory techniques that deepen their understanding of the mandate they have and hidden contribution to organisational growth, employee retention and attrition. Participants also learn how to effectively play a great midfield role that not only create great working relationships but also enhance productivity of the teams they lead and supervise.
- Innovations Management:
Leadership of innovation and change can make the difference between success and failure of an institution or organization. In today’s world, almost every large company understands it needs to build an organization that deals with the ever-increasing external forces of continuous disruption, the need for continuous innovation, globalization, and regulation.
The challenge however is there is no standard strategy and structure for creating corporate innovation. In this course, we’ll explore and outline this strategy problem and propose some specific organizational suggestions. We will learn the skills and processes needed to create an innovation lab to keep the organization and company afloat.
g. People Management Skills:
Kudos Consulting deploys the people management framework in which organizations and their managers are challenged to be people sensitive. As a manager, how can you get the best from yourself and others? The Answer is to develop: “People management skills” which may include but not limited to:
Great listeners with intent to understand. Great leaders that ask insightful questions. Very motivating and inspiring Leaders.
At handling conflict situations.
At Showing a degree of trust and
Inspire productive atmosphere.
- h. Business Continuity Planning:
All businesses are set up to enjoy long life (survival) this is usually reflected in the companies’ strategies. In the event that this strategy formulation process was not comprehensive or did not foresee some of the high risk that later materialize, the corporation stands to face a crisis or even fail operations. BCP would be vital in refocusing strategy and ensuring that the business continues normally. Assessing the strategy, refocusing through change of objectives, strategy, targets, structural changes or realignment. We can use of the balanced scorecard approach; financial, customers, internal processes, knowledge and learning.
- i. Fraud Management:
Management is hired by the owners and to achieve the goals of these owners requires imposing tough and exploitative terms of employment and in the end this creates a field for pressures, incentives for fraud to flourish in organizations. Fraud can therefore be looked at from areas of detection, prevention and deterrence.
Approach
Design of fraud policy and Codes of conduct (aspiration, descriptive and proscriptive aspects of the code covered)
- j. Crisis Management:
As the world moves faster business processes become more complex and this leave organization at risk of crises i.e. operational incidents, sudden incidents and potential incidents and all these inflict damage on the organizations property or reputation. There is need to identify, rank, communicate to all stakeholders as well as learn from the experience. (Crisis and the board, how board and organizations respond to sudden crises, how crisis is communicated across the organization, detected, reported.
Approach: Develop a crisis management framework.
