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Red Education Is An Authorised Training Partner Of Wilson Learning

Wilson Learning’s global brand and reputation within the technology sector extends from their experience supporting technicians and sales engineers in large global institutions through to working with smaller technology providers.

Today’s technical/Systems engineer needs to establish credibility and deliver value and advice in a dynamic and highly compliance orientated environment.  This requires technical sales and system engineers to be equipped with the consultative skills to ensure clients’ business and personal needs and priorities are uncovered, understood, and addressed effectively and efficiently.

COMMUNICATION AND RELATIONSHIPS

Develop Effective Relationships And Overcome Challenging Behaviour

For all people who wish to improve their ability to interact with others

CONSULTING AND SALES

Expand Opportunities, Differentiate Through Service, Increase Revenue

Technical Consulting, Sales and Presales, Service Support and Contact Centre teams.

LEADERSHIP

Lead Others To Success And Create A Culture Of Engagement

Frontline leaders, Midlevel and Executive leaders.

COMMUNICATION AND RELATIONSHIPS

COURSE OVERVIEW

Building Relationship Versatility is built around a 4-quadrant Social Styles matrix. Participants get feedback on their Social Style, their interpersonal versatility, and specific versatility behaviours. They learn how to identify others’ Social Styles and, based on understanding of their own and others’ style, modify their own behaviours to communicate more easily and effectively with others. Building Relationship Versatility: Social Styles at Work provides participants with results-oriented versatility skills that help them to improve their ability to work effectively with others. Individuals are better able to build productive relationships, handle conflict and create more focused and productive teams. Implemented as a flexible and integrated Human Performance Improvement (HPI) solution, Building Relationship Versatility offers practical skills and tools to help both managers and individual contributors.

Duration – 2 Days

COURSE OVERVIEW

This module explores the change in the workplace, its impact on discretionary energy, and how to manage yourself and others through the change. Participants learn to identify typical negative reactions to change and develop personal strategies to re-focus their energies on a new and inspiring purpose. This module is for those who have either been through or are about to go through some sort of the change in the workplace. It teaches them to understand the nature of change and examine its impact on their own feelings and level of commitment.  They learn to identify typical negative reactions to change and develop personal strategies to re-focus their energies on a new and inspiring purpose.

Duration – Half Day

COURSE OVERVIEW

This module provides How to understand more about situations by asking appropriate questions and learning how to listen and organize information to get to the true nature of the problem. Participants learn new question types and apply listening techniques to help them probe deeper into issues and opportunities and situations. Participants learn the 3LT technique to help them uncover different levels of information they can leverage to help resolve or address specific issues or secure commitment and agreement from others

Duration – Half Day

COURSE OVERVIEW

This module explores how trust is established and provides participants with techniques and tools to ensure they are able to build and develop trusting relationships.

  • Understand how Task and Relationship Tension interrelate over time.
  • Recognize buyer behaviors that indicate Relationship and Task Tension.
  • Explore what to do to avoid the No Trust barrier.
  • Learn four critical Relating techniques for avoiding the No Trust barrier
  • Practice applying the Relating techniques.

Duration – Half Day

COURSE OVERVIEW

This module enables participants to understand the different styles of innovation in the workplace, recognise their own style and contributions of all team members whilst making better use of their own creative strengths and weaknesses.

This module is appropriate for all levels of management and employees.  It teaches participants the four approaches to creativity and innovation developed by William Miller. It helps individuals and groups to understand and accommodate their particular “styles” of innovation. Participants are introduced to the innovation styles and how to generate ideas using a set of tools for each style.

Duration – Half Day

COURSE OVERVIEW

Leading in Challenging / Changing Times focuses on what happens to human energy during times of change. To capture the discretionary energy of the workforce, leaders must understand how motivation and focus can be lost, and what they and their teams can do to regain effectiveness and commitment. Leading in Challenging Times / Changing Times is a powerful organisational development program that will help your leaders understand their role in implementing business strategy, execute strategy during times of change, take charge of the change process, and refocus people’s energy to move positively through change.

Duration – Half Day

COURSE OVERVIEW

This module provides participants with an understanding and ability to recognize and address the four temporary behavioral conditions that research shows are the common opening attitudes they may come across when dealing with internal colleagues or customers in the workplace.  Participants learn to identify the 4 different behavioral conditions and establish rapport by understanding the goal during any interaction is to help others become (and stay) comfortable so that they can problem solve and work towards a solution. By recognizing the various conditions, the participant can begin to provide the appropriate empathy, action, attention, and concern to resolve the counterpart problematic condition and return to a comfortable condition of normal problem solving and get agreement or resolution

Duration – Half Day

COURSE OVERVIEW

This module will provide participants with the ability to practice principled negotiation in which they focus on learning and understanding the interests(as opposed to the positions) of both themselves and their counterparts. The program builds skills in questioning, listening, persuading, strategizing, problem-solving, as critical skills and concepts essential for a successful win-win outcome.

Duration – 1 Day

View Course Outline

CONSULTING AND SALES

COURSE OVERVIEW

The Counsellor Salesperson(CSP) is built around a 4-step consultative selling process that helps salespeople transition from simply making transactions to solving real business problems. Participants discover that having a different attitude, or a Counsellor Mindset, is the first step toward building long-term, win-win customer relationships. CSP establishes a basic philosophy of selling with a common and easily understood approach. CSP provides a win-win approach to selling that emphasizes problem-solving from the customer’s point of view. CSP enables a consistent customer experience from the sales force, effective coaching and performance management with a variety of tools, and overall increased sales.

Duration – 2 Days

LEADERSHIP

COURSE OVERVIEW

Coaching for Performance offers leaders coaching skills and techniques to transition from a conventional output-management approach to one in which they actively create an environment for successful performance. Building on a coaching framework, leaders learn how to create the conditions under which people are typically most productive. They acquire skills that help them clarify performance expectations, make sound observations about performance, ask for associates’ perspectives on those observations, and create appropriate action plans.

Participants learn a coaching framework and how to create an environment of positive growth and performance for their people.

Duration – 1 Day

COURSE OVERVIEW

Creating a Culture of Engagement is a highly interactive two-day instructor-led experience in which leaders learn how to increase employee engagement and strengthen teams, leading to tangible business results. It is a hands-on, process-oriented, action learning session. The focus is on what the organization needs to do, as well as what individual leaders need to do, to create collaborative teams and a culture of engagement.

The purpose of Creating a Culture of Engagement (CCE) is for leaders:

  • To understand they have the responsibility for creating a culture of engagement for their own team and across their organization
  • To understand the five critical elements of creating a culture of engagement
  • To know what they must do to create the five elements of an engagement culture in their own team and organization
  • Leaders need to understand employees have a choice to be engaged or not. The leader’s role is to actively and intentionally work to create a culture of engagement.
Duration – 2 Days

COURSE OVERVIEW

Leading in Challenging / Changing Times focuses on what happens to human energy during times of change. To capture the discretionary energy of the workforce, leaders must understand how motivation and focus can be lost, and what they and their teams can do to regain effectiveness and commitment. Leading in Challenging Times / Changing Times is a powerful organisational development program that will help your leaders understand their role in implementing business strategy, execute strategy during times of change, take charge of the change process, and refocus people’s energy to move positively through change.

Duration – 1 Day

COURSE OVERVIEW

Through managers, organisations need develop methods to help employees stay motivated and engaged so results are consistently high. While the individual ultimately determines motivation, managers can influence the conditions under which they are more likely to be motivated. This program provides essential insight, knowledge, and tool that manager can apply to create an environment where employees can feel motivated and be successful. LFP-MFR helps managers understand optimal work conditions under which employees are more likely to feel motivated. Managers can motivate by creating work conditions that contribute to high performance and thus higher output.

Duration – Half Day

COURSE OVERVIEW

High-performing organizations frequently view coaching in the context of fostering performance and fulfillment rather than focusing on increasing output. Their employees are more engaged in their work, motivated to expand their skill sets over time, and driven to succeed. LFP-CFP enables organizations to gain a competitive advantage using an effective, structured coaching approach that taps employees’ potential and leads to improved performance and fulfillment. Managers can alter their coaching focus from managing output to managing the conditions for successful performance.

Duration – 1 Day

COURSE OVERVIEW

In this practical half-day module, participants gain an appreciation for the importance of effectively entrusting others with business tasks while maintaining ultimate responsibility for the outcome. In today’s work environment, failing to delegate important tasks has a negative impact on overall production and employee morale. Participants explore the conditions under which delegation is most effectively accomplished and learn a process for delegating that minimizes concerns about the ultimate likelihood for success. They also explore the challenges associated with delegating and learn specific skills and tools for dealing with the challenges. They learn that to delegate successfully, leaders must define the task, select the appropriate delegate, and support success. Finally, they learn how to support success by giving associates the freedom to act, monitoring their progress, providing coaching as needed, and encouraging and celebrating accomplishments along the way.

Duration – Half Day

COURSE OVERVIEW

This half-day module teaches participants to understand the nature of conflict in an organization and typical behavioral responses associated with conflict. The opening lesson explores the impact conflict can have on an organization’s ability to execute its business strategy. Participants identify and discuss their personal attitudes and beliefs about conflict, and then discover the power of a win/win mindset in the context of conflict resolution. The Pinch Model teaches participants how conflict in the workplace occurs and can be resolved with a collaborative, win/win approach. Participants study their personal reactions to conflict, as well as the impact their reactions have on the outcome. They develop two skill sets for resolving conflict successfully, learn key collaborative communication techniques, and practice using their newly acquired skills for managing conflict.

Duration – Half Day

COURSE OVERVIEW

Meeting Leadership Challenges offers invaluable insights into the many challenges that managers may face as effective leaders. In this half-day module, participants gain an appreciation for the challenges of leadership, both from a management perspective and from an individual associate’s point of view. Participants explore the conditions that influence high performance and what they need to do as leaders to create optimal conditions. They learn that effective leaders take action to provide for growth that leads to ongoing performance. Leaders must focus both on performance and fulfillment to develop and retain high performers. Leaders must ensure that their associates can answer five key questions to provide the focus and motivation for success. The key to leadership is managing the conditions under which team members take on greater responsibility for achieving outcomes/results. Finally, participants apply these concepts both to their work units and to themselves as effective leaders.

Duration – Half Day

COURSE OVERVIEW

Performance reviews are critical to an organization’s overall development planning process, but many managers are unprepared to conduct any performance review, let alone a fair and constructive one. Frequently, both managers and employees come to dread performance reviews and “go through the motions” rather than engage in a meaningful development dialogue. As a result, a potentially positive morale factor turns neutral or negative, and the organizational data for development planning is useless.

Duration – Half Day

COURSE OVERVIEW

Setting goals is the foundation of developing employees for Performance with Fulfilment – that productive, satisfying condition where people get a lot done and are fulfilled. New or inexperienced managers are often unaware or unable to effectively handle the challenges that can arise when establishing goals. As a result, their employees are unclear about direction and expectations, resulting in reduced commitment, low morale, and achievement well below what is possible.

Duration – Half Day

COURSE OVERVIEW

Leaders learn to support their work units in terms of five practices (Direction; Goals; Feedback; Recognition; Support) to provide what their people need.

The Leader Manager (TLM) is enhanced by application activities, post-learning reinforcement, pre- and post[1]classroom e-mails, and support tools. These tools help ensure that sales leaders can develop skills during the workshop, and then fine-tune and apply their newly acquired skills and behaviors back on the job

Duration – 2 Days

Wilson Learning - Understanding Motives in the Workplace

This module makes sense of motives and provides participants with an approach that will help to understand, recognize and appeal to the different tasks and personal motives that influence people to take action. Participants learn questioning and listening skills and apply these to uncover influencing motives of others in the workplace and how to appeal to these to secure agreement or commitment to move forward.

Duration – Half Day

Wilson Learning - Understanding Motives in the Workplace

This program provides participants with critical skills to help them make sound hiring and promotion decisions.  It teaches hiring managers how to conduct interviews that are legally defensible and focused on eliciting relevant and useful information about a candidate’s knowledge, skills, ability and work-orientation factors.  Complementing the course is a set of interview questions and evaluation criteria with behaviorally-anchored descriptors which make it easy to identify and rate a candidate’s answers.

Duration – Half Day
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