Organization Development: Collaborating with organizational leaders and their groups to create systemic change on behalf of root-cause problem-solving toward improving productivity and employee satisfaction through strengthening the human processes through which they get their work done. (The Center for Human Systems)
"the practice of changing people and organizations for positive growth."
Team-building Organisational assessments, such as climate studies... Training Interventions Coaching Innovation Leadership development Change management
Strategic Support Services to Christian Organisations
Nala uses its skills and experience to enhance the quality of life and services offered by churches through its church development programs:
Vision and Strategic Sessions
Creating a Culture Of Excellence
Emotional Intelligence for Families/Parents/Youth
Leadership and team development
Motivational sessions
Overcoming barriers in Ministry for pastors and full time workers
Change Management and Leadership
CHANGE MANAGEMENT LEADERSHIP This 3-day program on leadership in change and transformation equips leaders with the competencies to lead effectively during change. Program Outcomes The learner outcomes are the following: " Define the concepts of change and transformation " Manage Conflict " Understand the impact of change and manage productivity in change " Understand leadership in change management " Applying effective leadership models " Change strategies
Competencies The learner will develop competencies in the following areas: " Self Management and Others management ¢ Explain the behaviours of self/others in different situations and apply this knowledge when leading teams ¢ Explain the term Emotional Intelligence and identify how to apply these principles ¢ Develop holistic self management competencies ¢ Explain the HELP model and apply this method when helping others ¢ Identify the importance of building effective relationships ¢ Explain what is meant by managing diversity and apply this in the work environment
" Role of the Leader in Change and Performance ¢ Discuss the Principled Leadership model and recognise the implications of not applying these principles ¢ Determine the importance of dealing effectively with change ¢ Develop team vision and create buy-in from members ¢ Set team objectives and manage performance by understanding behaviours and beliefs ¢ Apply 4I leadership in delegation ¢ Identify the different leadership styles and behaviours
" Motivating the team and Care for Pressurized Employees
¢ Apply the motivational models of Herzberg and Maslow ¢ Develop a team motivational strategy
" The role of the manager-leader
¢ Explain the role of the manager ¢ Apply the concept of communication to the role of the manager ¢ Apply the concept of cultural diversity to the role of the manager ¢ Apply the concept of trust to the role of the manager ¢ Apply the concept of motivation to the role of the manager ¢ Apply the concept of delegation to the role of the manager ¢ Explain the role of the manager in disciplinary processes ¢ Understand the manager as evaluator and assessor of work performance
" Manage Conflict
¢ Understand and apply conflict styles ¢ Create effective strategic communication in the organisation
" Design Change and Transformation Strategies
¢ Understand basic transformation and change concepts in an macro environment ¢ Manage the cycle of change ¢ Understand consultative change ¢ Manage environmentally imposed change ¢ Apply the integrated change model ¢ Manage Diversity
Who should attend?
" Executive Managers " Transformation Team members " Middle Management " Team Leaders and Supervisors " Supporting staff divisional managers
Day 1:
" Self Management and Others management ¢ Explain the behaviours of self/others in different situations and apply this knowledge when leading teams ¢ Explain the term Emotional Intelligence and identify how to apply these principles ¢ Develop holistic self management competencies ¢ Explain the HELP model and apply this method when helping others ¢ Identify the importance of building effective relationships ¢ Explain what is meant by managing diversity and apply this in the work environment
Day 2:
" Role of the Leader in Change and Performance ¢ Discuss the Principled Leadership model and recognise the implications of not applying these principles ¢ Determine the importance of dealing effectively with change ¢ Develop team vision and create buy-in from members ¢ Set team objectives and manage performance by understanding behaviours and beliefs ¢ Apply 4I leadership in delegation ¢ Identify the different leadership styles and behaviours
" Motivating the team and Care for Pressurized Employees
¢ Apply the motivational models of Herzberg and Maslow ¢ Develop a team motivational strategy
" The role of the manager-leader
¢ Explain the role of the manager ¢ Apply the concept of communication to the role of the manager ¢ Apply the concept of cultural diversity to the role of the manager ¢ Apply the concept of trust to the role of the manager ¢ Apply the concept of motivation to the role of the manager ¢ Apply the concept of delegation to the role of the manager ¢ Explain the role of the manager in disciplinary processes ¢ Understand the manager as evaluator and assessor of work performance
" Manage Conflict
¢ Understand and apply conflict styles ¢ Create effective strategic communication in the organisation
Day 3:
" Design Change and Transformation Strategies
¢ Understand basic transformation and change concepts in an macro environment ¢ Manage the cycle of change ¢ Understand consultative change ¢ Manage environmentally imposed change ¢ Apply the integrated change model ¢ Manage Diversity
Human Resources Consulting Services
We support the HR Value Chain in organisations by supporting the following functions:
SDF services
Accreditation services
Developing Training Material
Succession Planning
Management and Potential assessment centres
Performance Management Training and implementation support
Competency based Work Profiles
LRA training
Career Planning
MANAGEMENT DEVELOPMENT FOR MANAGERS INTERNS & SUCCESSION PLANNING
07 April 2010, 12:48 PM
TESTING AND TRAINING OF CANDIDATES FOR MANAGEMENT DEVELOPMENT PROGRAM
Executive Summary
This program is essential to gain a holistic and integrated understanding of the increasingly important role of Leadership and Management functions in an organization. Lean organisations, flat structures and international benchmark have forced certain changes on what is expected from the post incumbent.
For this reason the program spends time on matching the learner's paradigm to the international paradigm. Based on this understanding the learner's will then relate their environment to each other so that some bench mark guiding principles can be introduced to create a common paradigm and understanding. Practical experiences, simulation, exciting uplifting and humorous video clips will enhance the learning experience.
A Business is a systemic organism, and is influenced by its environment. It is important to make the learner identify, understand and apply the legislative, social, economic imperatives to enhance organisational stability and performance.
From the personal behaviour and competencies of the learner it is important to expand those competencies to the organisation. Resources and assets are entrusted to the financial executive authorities. It has to be managed productively, and the executive authorities must create a best practice environment in their organisation.
TESTING OF CANDIDATES
The testing of the candidates will consist of the following components:
¢ Functional Component: " Determine current baseline of performance. This is done by reviewing current performance against performance contract and job description and interview with current manager. " Determine Future Performance. The candidate and mentor agree on the developmental path facilitated by us against the job description of the new post. " Output: The output of this stage is a personal development plan, with a complete training, mentoring, coaching and exposure program tied to timelines and specific deliverables. ¢ Behavioral Component: This component deals with a management assessment centre. During this session the following tests are completed: " Keirsey and Bates Personality Traits " In Tray exercise " Conflict Management Styles " Competitive Role Play " Decision Making Role Play " Problem solving and decision making case study ¢ Potential Assessment " Numerical assessment " Learning assessment " Logic assessment ¢ Output: Full report on each candidate with recommendations on the way forward
PROJECT PLAN FOR IMPLEMENTATION
Nala will use two consultants for the duration of the process.
¢ Day 1 to 2: Complete functional component ¢ Day 3: Complete candidates assessments on behaviour (maximum 10 candidates) ¢ Day 4: Complete Potential assessment ¢ Day 5-6: Complete reports ¢ Day 7: Candidate feed back ¢ Day 8: Feedback to Management and Mentors on the way forward
MANAGEMENT DEVELOPMENT PROGRAMME
This process is a generic process that is subject to customization. The program is delivered monthly over 8-12 months to complete the training and assessments.
1. Management Development Programme (MDP)
Program Title Management Development Programme (MDP) Methodology Effective facilitation and process driven. Group discussions, video clips, case studies, self -assessments instruments and role-plays. Nala Business Consulting supplies a full mentorship to learners that include one contact session in the time of completion of the assessment guides. Target Audience Senior and Executive Management Number of Delegates Minimum of 10 - 24 Maximum Duration 5 days with optional add on modules. A modular approach in delivery is also available Outcomes On completion of this module, the learner should be able to achieve the following learning outcomes:
Module 1: Leadership " Explain the behaviours of self/others in different situations and apply this knowledge when leading teams " Explain the term Emotional Intelligence and identify how to apply these principles " Develop holistic self management competencies " Explain the HELP model and apply this method when helping others " Identify the importance of building effective relationships " Explain what is meant by managing diversity and apply this in the work environment " Complete a Keirsey and Bates Personality Profile and apply the learning when dealing with your teams " Discuss the Principled Leadership model and recognise the implications of not applying these principles " Determine the importance of dealing effectively with change " Develop team vision and create buy-in from members " Set team objectives and manage performance by understanding behaviours and beliefs " Apply 4I leadership in delegation " Identify the different leadership styles and behaviours " Apply the motivational models of Herzberg and Maslow " Develop a team motivational strategy
Module 2: Management " Describe the management activities involved in running a successful business " Explain the basic activities involved in the management process " Identify and explain the main tasks required of managers " Applying the decision making process to make a management decision " Analyse the application of the general management functions in a selected organisation
Module 3: Communication " Implement Decision Making / Problem Solving techniques " Integrate Shared Value process into management processes " Use a personal and team task list " Use a diary. " Conduct a formal meeting " Apply basic communication concepts " Establish and maintain effective working relationships with colleagues, team members, other departments " Enhance productive working relationships with immediate supervisor " Identify and minimise interpersonal conflict " Establish and maintain relationships with customers and suppliers " Integrate learning on communication with use of toolkit, Leadership and Management competencies " Enhance presentations
Module 4: Operating Environment (Optional add on after the core 5-day program)
This module covers the operating environment and is customised to the client organisation.
Module 5: Financial Management (Optional add on after the core 5-day program)
This module covers financial management for non financial managers and is customised.
Module 6: Staff Management (Optional add on after the core 5-day program)
Customised to organisational policies and procedures this module is a hands on process to understand HRM and HRD and to apply HR responsibilities in the team from leave, discipline performance, recruitment and the full range of HR LRA and other legislative issues.
Optional Modules
How to implement and maintain values and quality principles Production management Project Management Business skills such as Etiquette, Business Writing, report writing Research Methodologies Policy development Negotiation skills Conflict resolution skills Hr related training on legislation, discipline and HIV/AIDS for managers Any range of development, mentoring and coaching skills.
Assessments Assessment will make use of combination of methodologies and are very comprehensive and conclusive: The candidate will be assessed against knowledge, skills and specific attributes. Assessment can include ¢ Practical tasks during the intervention ¢ Back at work practical project to be completed ¢ Knowledge Questionnaires ¢ After care and follow-up observations after three months. ¢ Compilation of a portfolio of evidence Assessments have to be contracted before the time. Accredited certificates will be issued after the moderation process is completed. All training will include a diagnostic assessment to determine the level and experience of the candidates Certification Certification of competence will be issued
Youth Development
Corrie Mulder was moved to action by the words of a group of youth leaders from all walks of life, who said to him, for different reasons but the same refrain, "Sir there is no hope..."
That incident sparked a decade of yourh development by NALA.
The services that are available to school going youth
Brain Profiling, learning and potential measurements
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