People skills training for the workplace
These sessions focus on building skills for approaching workplace situations that can often be seen as challenging or emotional. We use audio, video and professional actors to create immersive experiences and an opportunity to safely practice techniques.
These sessions focus on the importance of effective communication and giving constructive feedback as an on-going management practice. We look at a manager’s role when there is a difficult conversation. We explore what makes a conversation difficult (often emotions), why many managers would rather avoid them (attitudes to conflict), and the problems that can follow when they do. The session helps managers understand these obstacles and enables them to begin to practice and develop the skills and confidence necessary to navigate them.
These workshops, based on real experiences, look at different types of performance situations (perceived underperformance, low motivation/coasting, maintaining motivation of high performers) and the communication skills needed to manage performance effectively.
Leaders and HR specialists are helped to identify potential conflict situations early and the best approaches to resolve them without escalation.
Employee representatives, whether continuously in place for consultation about workplace changes, or elected when required (for collective redundancy or a TUPE transfer) are given guidance on what is expected of them and how to build trust between management and employees in difficult times.
These sessions help managers skilfully and confidently handle formal employment relations processes in compliance with regulatory requirements. They are conducted by former employment lawyers and HR specialists with coal-face experience in what happens when things go wrong. Participants learn how to follow processes with skilful communication and the right mindset to ensure substantive fairness and natural justice.
In these sessions we look at what makes correct handling of maternity and parental leave transitions so important, explaining the legal context and giving participants the tools to get it right.
Recruitment is a key point in the employment cycle at which an employer has the opportunity to move the dial on EDI. Leaders want to hire the best person for the role but, often, they over-estimate their skill in recruitment and underestimate the impact of their biases. This session provides recruiting managers with the tools to implement a fair recruitment and selection process. Based strongly in practical examples, the session explores how affinity, confirmation and systemic biases can get in the way of hiring the best. It uses persuasive data to communicate the imperative of recruiting for cognitive diversity. It looks at the structure and mindset needed to get the fundamental process right.
We have a deep understanding of workplace behaviour and wellbeing issues.
We are in tune with the emotional complexities of any professional working environment and have relevant, real world experience, making us credible, commercial and relatable. It is this collective power of our experience that elevates the quality of our work.
The latest thinking from our team
Sexual harassment at work: tick-box training is not enough.
Guest Q&A – Hasting Direct’s Wellbeing Manager
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Training
World class sessions in mental health & wellbeing, equity, diversity & inclusion, workplace behaviour, legal & risk, leadership and skills - delivered in person, virtually or via digital learning modules, to individuals and groups of any size.
Resolution
Helping to resolve workplace behaviour concerns with investigations, mediations and independent partnering.
Strategy
Recommending the best HR and people strategies – from inclusion and wellbeing to instilling cultural change – expertly and with objectivity.