P3 Talent Workshops
We run a range of Manager and Leadership development workshops which can be run onsite, online or hybrid.
Workshops can be sequenced and tailored to create a bespoke management or leadership programme.
Please contact us to discuss and review a full range of available workshops, and example of available workshops is shown here.
Workshop - Being More Coach
Having a coach-like conversation is a key skill for any manager to develop.
This session shows managers how to stop and listen to their reports, how to understand the challenges and issues people are facing and crucially how to help others find answers and solutions themselves.
As managers we can all be guilty of just giving someone the answer as we see that as the quickest resolution, sometimes it is.
But often we mis-diagnose the problem and offer an unsuitable solution or we prevent people resolving issues themselves which hampers their personal growth and leads to people relying on us, the manager to do their thinking and problem solving for them.
In this session we start to learn how to break that cycle, by empowering people to solve issues themselves and become more coach-like in your approach.
Workshop - Having the Difficult Conversations
Giving feedback for redirection is a key skill for any managers to possess
This session shows managers how to challenge directly, how to not avoid having the difficult conversation they dread having.
Finding the sweet spot for giving feedback can be hard, are you being too sympathetic or are you not offering enough understanding, even worse than either of these outcomes are you avoiding having a difficult conversation entirely?
Giving feedback is a crucial part of any managers role and a skillset all managers need to develop. Giving feedback is the key to helping people grow in their jobs and careers. We fail our reports if we as manager fail to give feedback.
In this session we start to learn how to receive and give feedback by demonstrating we give a damn about our reports and by challenging directly when needed.
Ultimately this session aims to initiate a culture of feedback within teams.
Workshop - Holding a Career Conversation
Having a conversation with your report about their career and long-term development is vital to a manager - report relationship.
This session shows managers how to approach having one of the best conversations they can have with their report, the career conversation.
How can we talk about career growth without making promises and setting unrealistic expectations? Who should take the lead? The manager, the report, the studio?
Having conversations about the day to day, about problem solving, about performance should be regular topics for discussion between managers and reports, but the key to longer term motivation, engagement and performance is talking about a longer term future and role within a studio. Making time for these conversations and having a trusted approach to having this dialogue is crucial.
In this session we show managers how to understand the nature of motivation, how to uncover peoples dreams and aspirations and how to help people plan and take action to drive their own careers.
Workshop - Building Trust and Mastering Conflict
Getting alignment in an executive team, project leadership team or operations team is key to managing stakeholders and providing clarity to the wider business.
A Leadership team, whether an executive team or a Project team or an operations teams is often the group which can have the most influence on business or project success.
Getting Leaders to communicate, align and act as one is the key to unlocking organisational clarity, purpose and delivery.
No individual can thrive if they don’t feel they belong, are valued and can contribute. In this session we cut away the masks we wear to expose our vulnerable selves in a safe training environment. The trust this builds can lead to conversations in which conflict is honest, open and focused.
Many teams wonder why they fail to get commitment and alignment, it starts with building trust and mastering conflict.
