Simon Honours

First Page (quote & picture) 'Unlike other capital investments, the value of learning appreciates, rather than depreciates.' Dr Christopher Lee About Us (add a picture of a training session taking place) Develop-Us offers comprehensive training programs to enhance organisational capability. Our distinct advantage is that we are solutions focussed, our course content is based on agreed learning outcomes. Felicity Donert (add a full length picture of Felicity) Felicity is an organisational development specialist with an extensive background in facilitation. The ability to engage team members, seek participation through shared learning experiences and tailor training to the participants' understanding is her core strength. Felicity is realistic in addressing the fundamental skills of both team development and good leadership, offering actionable guidance and reachable goals. Her workshops are designed to meet a skills gap in the areas of Team Development, Line Management and Organisational Initiatives. Approach Using a strength-based approach in developing adult learners, Felicity encourages the use of reflective practice to enhance participants' knowledge and understand the application of key learning outcomes. Experience With over 17 years of experience in learning and development and a background in both corporate sector training and public healthcare, Felicity brings a wealth of experience and understanding to her audience. Her ability to communicate complex HR issues and processes in a logical way, ensuring that participants receive the opportunity to practice the skill in the safety of a training environment, can support your organisation by implementing current HR best practice into the handling of common concerns impacting human capital. Felicity was awarded Accreditation (Word missing here, I checked the website of AHRI and have assumed this was talking about accredited courses, please make sure this is correct for the context you had in mind) with excellence through her association with Australian Human Resources Institute (AHRI) and this level of performance has continued through to her Masters in Human Resource Management (MHRM). Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX What we do We provide people-related solutions for your organisation. Develop-Us is your aligned partner to common human capital concerns (The arrows below should appear on one page with the text at the bottom supporting each of the claims, written at the bottom of the page - this is for the web developer)  Employee Engagement You are having problems with employees not getting on with the job. There may be high levels of absenteeism, presenteeism and a lack of accountability amongst employees, and even a combination of all problems.  Compliance You are concerned about your organisations' duty of care and not sure what is considered reasonably practicable when it comes to claims relating to bullying, harassment, discrimination and vilification in the workplace.  In-house development opportunities You know you need employee development, however there are limited internal resources to build and deliver effectively.  Death by PowerPoint Your Subject Matter Experts (SME's) are presenting their content, however delivery could do with some support  Resilience and Self-Care Your team are emotionally athletic in their roles. However, this may come at a cost to their own personal wellbeing. You want to reinvigorate them by offering some form of self-care to reinvigorate their performance to the highest levels.  Organisational Implementation Your CEO and/or Executive Team want to become an accredited or a recognised supporter of project X however it will mean developing new skills for the entire organisation. You need a systematic approach and you need resources to roll out this initiative.,  Bullying and Harassment Despite annual online compliance training, policies and procedures, along with your Code of Conduct, bullying and harassment complaints are common within your organisation. You want to take a more human approach to outline causes, implement procedures and strategies to help mitigate these complaints  Measure L&D contribution For reporting purposes, you need to justify expenditure on L&D initiatives. You want to measure the Learning & Development contribution and demonstrate how this has (or will) Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX contribute to your organisations results. You need someone who can provide reporting which justifies the outlay. (The text below should appear as a response to the points above:) Develop-Us can help. We are experts in content delivery, providing practical solutions to everyday human capital concerns. Upon request, we can also provide evaluation and reporting services. Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX Our Services (The three columns should appear on the first page and also be part of a index page on the top right hand corner) Programs are offered in three categories with a different target audience: Team Development Line Management Organisational Initiatives Workshops relating to Team Development aim to enhance team members and promote positive change within the workplace. Our Team Development workshops are designed to enhance the performance and behaviour of team members whilst increasing organisational capability. Recognising that Managers have their own technical expertise, the Line Management Workshops aim to further develop professional competencies for people who supervise or manage others. You are a busy HR department with little capacity to effectively deliver education around organisational initiatives. A systematic approach to rolling out such initiatives is required, however you don't have the time or appropriately trained resources to manage this yourselves. There are over 10 Team Development 2-hour workshops available (this should link to the table below where all the Team Development workshops are listed) There are over 10 Line Management 2-hour workshops available (this should link to the table below where all the Line Management Development workshops are listed) With experience in rolling out organisational wide initiatives, call us to discuss your specific need Click here to learn more Click here to learn more Click here to learn more Team Development (Please ensure that the Description and Learning Objectives appear once the arrow to the Workshop title is selected): Workshop Description Learning Objectives  Working with Emotional Intelligence (EI) EI refers to how aware we are of our own and other’s emotions and how they may impact our thoughts, decisions and behaviour. Truly effective leaders are distinguished by a high degree of emotional intelligence. This workshop will strengthen your approach in adapting to an emotionally intelligent approach to work issues. • Describe the elements of EI and how they apply to the workplace • Describe the importance and benefits of having a high level of EI • Explain how to apply EI to your everyday work activities • Understand your area or development with reference to Daniel Goleman • Use tools to build a higher level of EI into your working environment  Employee Equal Opportunity (EEO) Familiarise your team with the various legislations that promote a safe and equitable workplace, helping them to understand how the law and values/codes of conduct for your organisation work together to • Explain the legal basis for ensuring a fair and equitable workplace • Describe the responsibilities of all employees to promote a safe and equitable workplace • Define elements of discrimination, bullying, harassment and vilification Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX  Time Management support employees. This workshop addresses areas such as Harassment, Bullying and Vilification • Empower individuals to respond effectively to unacceptable behaviour in the workplace • List the resources available to help prevent and manage unacceptable behaviours Effective time management refers to how well a person manages their time within the set number of hours in each day. We all get 24 hours per day and we can choose how to best utilise this time. • Eliminate time wasting activities • Learn to get more done each day • Develop the habits of highly productive people This workshop focuses on how we can get more done each day, not necessarily by working harder but by working smarter. Applying the habits of productive people can support us in becoming time users rather than time wasters!  Social Media in the workplace  Removing barriers around communication    Graded Assertiveness Handling Conflict Having a meaningful conversation Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX Organisations recognise that social media tools are an increasingly important part of the day-to-day social life for many employees. This is not without risk to those individuals using these tools and the community. Much of the information placed on social media may never be deleted and may not be capable of restriction. Communication is central to all our interactions with people. Good communication with your team can improve relationships, increase productivity and help achieve trust allowing your objectives to be reached. Real communication happens when there is shared understanding - listening is an essential part of communication. The purpose of implementing graded assertiveness in a work setting is to create a sense of urgency within each interaction. The level of urgency is increased whilst maintaining a balance of respect and concern. It helps to standardise how we communicate when speaking up about safety. • Understand the impact social media can have in a work environment • Become aware of various forms of social media • Have a clear understanding of the implications of individual actions • Familiarisation with the Code of Conduct and policy on Social Media.        This workshop is designed to understand how conflict can occur in the workplace and provide practical strategies to help combat escalation. Conflict occurs when there is a disagreement between people with different ideas, beliefs or goals. If communication is poor or relationships are strained, or if issues are not dealt with promptly, these disagreements can become more serious, leading to conflict.   Having conversations which are meaningful, serve a purpose and are directed towards a behaviour or performance which the other person can do something about is important.  Regular meaningful conversations can support teams by taking the blame out of a conversation, with the intention of reaching for a solution         Identify your preferred communication style using the Communication Style Map Identifying verbal vs. nonverbal communication Dealing with High Conflict Personalities through effective communication Examine the common barriers faced when speaking up for safety in a risk environment Comparisons of industry types working in high risk areas and consider best practice Promote a strategy of words to use to speak up Provide some strategies to address any challenges that may arise Understand the stages of conflict Using the coping styles in appropriate settings Apply the 4 steps to resolving conflict within the workplace Understand your preferred coping style toward conflict and how different styles can be used effectively Understand the difference between Task conflict vs Relationship conflict Discuss the pros and cons to avoidance & engagement to conflict Describe the importance and benefits of running meaningful conversations Explain how to prepare for a conversation Describe the meeting facilitator’s role during a meeting Follow the stages for having a discussion Use tools to prepare, conduct, and follow-up on meetings and finding a way forward.  Interpersonal Skills By developing our Interpersonal skills, we can promote a sense of wellbeing within the workplace. This workshop looks at common miscommunications which can occur and impact productivity. By making a person aware of these areas, our increased interpersonal abilities can support a healthy, respectful relationship based on trust and understanding. The content of this workshop aims to provide you with the necessary skills for dealing with the stresses of work, enhancing working relationships and the importance of a supportive team environment.  Professionalism in the workplace Depending on your role and location, being professional may look and feel very different as a result of the needs of the people you support and the role that you do. Most importantly being professional includes being respectful and courteous to fellow colleagues, supporting their needs whilst delivering exceptional service.          Applying “I” statements to advocate your position without diminishing the other Understanding your amygdala hijack and how this can be managed differently The impact of Transactional Analysis within the work environment Understand the dimensions of interpersonal relationships and apply your strengths Techniques for managing disruptive emotions Strategies for ongoing improved communication Describe the importance and benefits of being professional Explain how to present yourself more professionally Use tools to prepare, conduct, and follow-up in a professional manner Professionalism in the workplace is vital for growth and continuity of service.   Team Building Telephone Techniques Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX This workshop is designed to improve the everyday interactions and performance of the team by supporting members to analyse their group performance and consider strategies to support and develop the group. Team Building can be a chance for teams to have a break away from their everyday job and get to know one another in a different environment.  This workshop will promote the active use of our vocal skills when on the telephone. Appropriate use of fielding telephone requests both internally and externally is vital in a workplace environment. In some instances callers will want to be heard so using an approach presented in this workshop can help to dissipate frustration.       Understand the stages of team development and how these impact performance Applying characteristics of a great team Getting to know and understand team dynamics in a different environment Handling a caller and their requests Developing your telephone presentation skills Dealing with heightened emotions Building a rapport with the caller Line Management Workshops  Workshop Behavioural Interviewing Description Using a Behavioural Interviewing approach to your recruitment processes can promote the selection of the right candidate with the most suitable cultural fit. A structured behavioural interview is useful as it can envisage future performance based on past behavioural indicators. Learning Objectives     Conducting Challenging Conversations Every manager at some stage of their career will need to conduct a challenging conversation with an employee. To perform well at this, preparation and practice is vital – we cannot expect challenging conversations to come naturally. Having a challenging conversation can be the success or failure of a valued employee; therefore, you owe it to your employees to become efficient in managing conversations effectively.        Conducting a Performance Review Conducting Performance Management procedures Individual performance development relies on strategic alignment with the team’s goals and the broader organisational objectives.  This workshop is designed to support managers when conducting a performance review.  Based on the Fair Work Ombudsman, effective performance management creates a harmonious and productive workplace which is beneficial for both employees and employers. Managing the underperformance of employees entails useful communication where managers list behavioural and outcome expectations, clearly address issues as they arise, conduct regular performance reviews to outline expectations and encourage open communications about concerns.  Managing your team using a Coaching Approach Ongoing team cohesion is best observed when members are empowered and provided an opportunity to resolve situations themselves with the active support of a coach or mentor. For an employee to reach their full potential the support of an active manager who utilises coaching conversations can empower the employee to develop the skills necessary to manage issues themselves. A good coach will focus on the strengths of the individual whilst encouraging reflection on past performance.  Managing a Successful Meeting Meetings which are well planned and organised support your organisations bottom line by saving time, increasing the interest and motivation of members, and help to solve to issues impacting organisational performance. A well-structured meeting can initiate new ideas, achieve buy-in and diffuse situations in a way that other forms of communication cannot. By planning, effectively running and providing followup, this workshop will demonstrate that there is no substitute for physical face-to-face meetings. Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX               Plan and prepare for a behavioural interview by using appropriate interview questions Conduct an interview which is based on your organisations values and is free from biases Record observations and results from an interview to select the most suitable candidate Describe the stages of an effective conversation Demonstrate the benefits of preparing for the conversation Practise communicating effectively through active listening, focussing on future outcomes, promoting strategies and removing biases Reflect on relevant content and manage emotions Display greater confidence in preparing and holding courageous conversations Describe principals of performance development Prepare to complete or review an appraisal online Use relevant tools to support the outcome of the Performance Review meeting Describe the process of preparing for a performance improvement plan based on position and responsibilities Explain the importance of outlining various responsibilities at work Understand what is considered reasonable time to improve performance and how often you should be meeting Describe the consequences of noncompliance Utilise common workplace coaching methods and apply these to the line managers' communication strategy Exemplify the strengths of promoting a coaching culture within your organisation Embody the basic skills required for coaching your team Promote coaching conversations as a means of communication with your team Explain the importance and benefits of wellplanned meetings Manage the prescribed steps for running a successful meeting Manage preparation and input for a successful meeting Manage the facilitator’s role, and where necessary provide a debrief Utilise templates provided to manage a successful meeting within your organisation  Managing Change Sound change management practices support organisations that value innovation and continuous improvement. As managers, acting as the change agent may require you to support others to manage their expectations and reactions to the change. This is an important role in ensuring that individuals and teams respond and adapt well by supporting change readiness.  Managing Conflict When conflict is managed well, it benefits the organisations productivity and employee wellbeing. Not all conflict is bad and by utilising the appropriate management style you can see conflict as necessary to promote positive change. However, if communication is poor or relationships are strained, or if issues are not dealt with promptly then these disagreements can become more serious, leading to conflict.            Managing Unplanned Absences Employee absence can have a major impact on your organisation including a decrease in productivity, an impact of goods and services, absorbing excessive management time, safety issues with inadequately trained employees and poor morale amongst employees. Ultimately this results in a poor experience for the end user. To support managers in promoting a high performing team, strategies and guidelines which encourage an early return to work are pivotal in addressing absence management. This workshop aims to promote an understanding of a manager’s rights and obligations in getting employees back to work safely, which inevitably leads to a more collaborative approach to your employees' needs.  Mitigating Bullying & Harassment in the Workplace One of the relevant grounds considered as harassment of employees in the workplace is Bullying. Bullying within the workplace is one of the most common concerns being represented at the Fair Work Commission by employees who seek remedy through either in or out of court settlements. Claims such as these can be harmful to your organisation and impact your bottom line. Managers have a duty of care to their employees to create a workplace which is safe and protects the wellbeing of all.           Heightened awareness of effective and ineffective change leadership tactics Understanding of the critical conditions and mindsets for successful change Interpersonal skill development to manage communication and barriers Understand the role of resilience in change and the impact of change fatigue Explain the importance and benefits of managing conflict effectively in the workplace Describe potential causes of conflict and how this can impact a team Describe the types of conflict in the workplace Understand your typical style of responding to conflict Explain the process for managing conflict including proactive approaches Describe ways of responding to an immediate conflict situation Promote the benefits of improving employee attendance Manage the role as a leader with respect to employee absence management Highlight expectations of employees in managing leave Promote strategies to support attendance and minimise absenteeism Promote reasonable adjustments for returning to work and supporting employee wellbeing Define the legal grounds of what bullying and harassment is Manage the impact bullying and harassment has on all areas within your organisation Manage appropriate responses to concerns about bulling and harassment Promote early strategies to identify and mitigate Bullying and Harassment Understand various resolutions available to organisations This workshop defines an employer's duty and how to encourage a mentally safe environment which can promote your organisation as one acting in the best interests of your employees.  Promote Engagement & Creativity through Innovation Innovation refers to a significant change to a service or product which provides a different experience for the end-user.  Promoting innovative thinking within teams enables employees to utilise their creativity, enhancing  Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX  Explain the importance of innovation and engagement in a competitive market Manage and promote innovation in work your department Manage a process for enabling innovation engagement and acceptance of changes. Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX  Facilitate innovation within your department Organisational Initiatives (Arrow should appear with header text. The description should appear once the arrow is selected)  Conducting and Participating in a Performance Review. A series of workshops which support employees and managers through conducting and completing a performance review within your organisation. The workshops will provide an overview of how to assess performance & behaviour, development opportunities, setting goals which align with the organisational objectives for the following performance period and selfreflection. Training can be provided using standard internal templates from within your organisation or templates can be introduced.  An Organisational Response to Family Violence The National Plan to Reduce Violence against Women and their Children 2010-22 recognises that a first response is pivotal to a women's safety and support. With 1 in 3 women in Australia impacted by Domestic Violence, many organisations are now offering employees additional Domestic Violence leave to enable employees to address their personal issues or escape a violent situation. Anti-discrimination laws are now designed to protect these marginalised groups by promoting normative and behavioural responses to Domestic Violence to enable equal participation at work. How do people in your organisation react to a person who is suspected to be a victim of Domestic Violence? Are employees comfortable in using a sensitive enquiry approach to address issues and actively promote support? With many organisations seeking to become White Ribbon accredited, it is important to create awareness and understanding on how to address this issue by identifying and responding appropriately. This series of training workshops will provide awareness, support and guidance on addressing Domestic Violence and provide employees with the tools to actively support their colleagues.  Promoting internal job share arrangements Job-sharing, if well planned and supported by the employer, has enormous benefits for employer and employee alike. Employees attending this workshop are provided with the steps to promote a realistic and successful job share arrangements to suit the operational needs of the organisation. The program outlines an organisation’s commitment and support required including recognition of status, access to training, study leave/time, higher duties and development opportunities. It will also set out guidelines for an appropriate job-share proposal. Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX  Promoting Inclusion and Diversity with your organisation With traditional workplace attitudes changing and the increased importance placed on influencing inclusion and diversity principles to build a sustainable business model, organisations need to now, more so than ever before, understand the inclusion and diversity leading practices in Australia. This series of workshops aim to gain buy-in and reduce unconscious bias by promoting inclusion and diversity as an organisational issue.  Promoting flexible work arrangements for employees The National Employment Standards (NES) are 10 minimum employment entitlements that must be provided to all employees. One of these standards relate to flexible work arrangements for employees. This workshop will address three key areas impacting flexibility at work; hours, patterns and locations of work and seek how these three factors can be offered to promote a more flexible work arrangement for employees. Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX Frequently asked questions: Q. Our department is so busy that whilst our team would like training, finding the time available is impossible. Can I just send whoever I can muster up on the day? A. The consultant will work alongside your organisation to find a best fit for session times and dates. You may need to provide coverage during this time or suggest that sessions are run during down time or handover. Flexibility around start and finish times can also be arranged. Q. Do the managers attend the Team Development sessions? A. Managers are welcome to attend the Team Development sessions. Past experience has indicated that some teams operate well by having management present. Managers who perform their role in a coaching capacity and get involved in all activities seem to observe better outcomes with learning content, whereas in some other groups, team members tend to open up more and are not so guarded when management are not present. It depends on the relationship with team members and how responsive they are to management. If you feel that there are HR related issues which have not been dealt with well prior to the training, then having management present can, in some situations, impact learning outcomes. Q. My team is very small. How could a program be implemented for us? A. Contact Develop-Us about your needs. Consider like departments within your organisation who might be willing to come together with you for the same sessions. Or there might be other industries that you work closely with also interested in training. If an in-house training session does not suit your team, then Develop-Us offers open training sessions throughout the year in our local community. Check our website or join our mailing group for more detail Q. Can I have a Team Development program tailored for just a few members of my team? A. Team Development consists of inclusive workshops offered to the entire team promoting positive behaviour and performance in teams. Facilitators will try to accommodate the needs of the business by running the same session several times as it may not be possible to have everyone attend at the one time. However, isolating just a few employees is not the intent of any program. Inclusivity and diversity of our participants is fundamental in supporting your organisation for cultural change. Q. How long does each workshop run for? Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX A. This depends on the topic and operational requirements of your team. In general though, workshops run for about 2 hours. For a full day session, this usually consists of 3 x 2hr modules plus 1/2 simplified module. For a half-day session, this consists of 2 x 2hr modules Q. Are the Line Management sessions only available to managers? I am about to become a Team Leader, would these workshops be applicable? A. If you have leaders who are stepping up into a supervisory role or if your emerging leaders are progressing into a Team Leader or Supervisory position, then the Line Management workshops are well suited. All sessions within the Line Management series relate to Team Leader / Supervisory responsibilities. This means that if you were to send your employees who have no supervisory responsibilities, then some of the content may not be relevant to them. Q. Can senior executives attend the Line Management workshops? A. The workshops are designed for managers who are starting out their management careers. Certainly, if your executive leadership feels that the workshops would be of benefit and be a good refresher of particular skills, then yes, your executive team would be encouraged to attend. Q. I don't understand the purpose to providing training on Organisational Initiatives. How can this add value? A. Some initiatives which Develop-Us have been significant contributors to have been      Performance Review Process Promoting an Organisations Response to Family Violence Promoting internal job share arrangements Promoting Inclusion and Diversity in the workplace Preparing employees to return to work (LWOP, Maternity, Workers Comp etc.) Organisations which include a training element to their current initiatives find that uptake and process implementation far exceeds internal online communications. Face-to-face training provides your employees a voice and bridges the gap between resistance to change and implementing new initiatives. Q. How can I get Develop-Us to work for us? A. Simply fill out the form and send it back to us. We'll do a training needs analysis and then based on your operation we will arrange a time to meet and suggest a program best suited to fulfil your organisational requirements. Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX Contact Us (The Contact page should look like this one below, however instead of a city backdrop it should be a picture of Eltham. The buttons should be earthy colours such as rust, dark orange, gum green, charcoal grey) picture link: http://3.bp.blogspot.com/KlNQawQ5MMo/ULPbwmmhgII/AAAAAAAAKSE/YO6eXI7TmeE/s1600/Gawa+Track+Nov-.JPG Develop-Us Po Box 3058 Etham Victoria 3095 Australia Email:-Phone:- ABN: XXXXXXXX