Extensively revised and in full colour, the new facilitator guide makes preparation a snap with updated references, improved statistical analysis using current normative data, background information, step-by-step half-day workshop guidelines, and a skill-development module. Also includes sample participant materials, a Poster and HRDQue Card displaying the 3-part listening model, as well as a flash drive containing facilitator support resources and a Microsoft PowerPoint presentation.
A communication assessment and soft-skills training programme that measures both visible and invisible listening skills. This listening skills test helps individuals to develop their strengths and improve upon their weaknesses so they are better equipped to handle customer complaints, negotiate contracts, manage teams, and more.. ALSO ONLINE*.
The participant workbook deepens understanding of the assessment results. It includes background information and theories about conflict, an explanation of the Listening model, in-depth interpretive information, individual and group activities, and a personal development plan - plus an HRDQue Card.
Individuals begin by identifying a specific change in the organisation that they are experiencing. They then respond to 24 statements using a 5-point rating scale to indicate how true each statement is of their current reaction. Subtotal scores indicate where they are along the Change Curve. Individuals then learn more about the different phases of change (Denial, Resistance, Commitment, and Exploration.) Finally, discussion questions and action planning follow the discussion of each phase.
Mastering the Change Curve is appropriate for individuals at any organisational level who are experiencing continuous change. The most appropriate target audience consists of individuals who are subject to change they did not initiate themselves. ALSO ONLINE*.
Using the Participant Guide, individuals can create 2 profiles. The first profile is based on an assessment of their own preferences for one of 5 negotiating styles: Defeat, Withdraw, Accommodate, Compromise, or Collaborate.
The optional second profile, based on scores compiled from the peer Feedback Form, provides additional insight, as many people who think they are collaborative learn that their associates may disagree.