Course catalogue

Written communications are a necessary part of a manager’s daily work. Whether responding to emails, composing performance reviews for team members, editing an industry report, or crafting a letter to a client, you probably spend a lot of time on writing. For some people, this work comes naturally, but for others, it can be a chore. Becoming a strong writer takes time and practice. But the benefits are worth the effort. As you improve, you’ll be able to structure and “sell” your ideas more easily and your messages will be better received. Let’s look at some fundamental guidelines you can use to make your writing more powerful and effective.

• Learn the importance of thinking before writing   

• Write conversationally     

• Use active voice in your sentences

Welcome to the course on an Overview of ESG. Short for Environmental, Social, Governance, the concept of ESG is to re-imagine the role of Corporates in today’s world in a manner that brings meaningful impact in the areas of climate change, sustainable business practices, responsible consumerism, diversity and inclusion and more. In short, the application of the ESG framework is related to businesses ‘doing the right thing’ for people, for business and the planet.

This training is meant for:

• Business Leaders

• Compliance Professionals

• Business Consultants

• HR Leaders

• If you lead Sustainability, DE&I initiatives in your organization

• Anyone who is interested in learning about ESG In this course

You will learn:

• The definition of ESG

• The meaning of ESG from the perspective of: o Business o An Investor o Society o Governments

• Areas of business that are drivers of ESG

• Case studies of sound business practices

In this lesson, we will explore various approaches to help employees navigate through change and thrive in a constantly changing work environment. We will discuss the importance of a positive attitude, effective communication, and a willingness to learn and adapt to new situations in navigating change. By the end of this lesson, you will have a better understanding of how to embrace change at the workplace and become a more valuable asset to your organization.

This training is meant for:

• Anyone

Despite the fact that 1 in 7 people are neurodivergent, half of people managers and leaders are against hiring a neurodivergent employee. Unfortunately, there are still many misconceptions about neurodivergent people in the workplace. Employers worry that they’ll require too much support, won’t be an ideal culture fit, or won’t have the necessary skill sets to work efficiently. On the contrary, a national report from Drexel University says 51% of workers on the spectrum have higher skills than needed to do their job. JP Morgan & Chase’s 'Autism at Work' program found that the autistic employees are “48% faster and up to 92% more productive than their non-autistic counterparts – with common factors including strong visual acuity, attention to detail, and a superior ability to focus.” They also made fewer errors and were 90% to 140% more productive than neurotypical employees. In addition, research from a 2018 Deloitte report found that companies with inclusive cultures were six times more likely to be innovative and agile. Creating an inclusive and diverse workplace culture is fundamental for success. An employer should strive for a workplace made up of employees from different backgrounds, with a range of characteristics and life experiences, who all feel respected, included, valued and comfortable at work.

In this course, you will:

● Recognize the value that neurodiverse employees add to an organisation.

● Understand how to educate your employees about neurodiversity and create an inclusive workplace

● Examine strategies for providing equal access to neurodiverse employees.

Welcome to the training on preparing to deal with active shooters. While this training is a part of the series on managing workplace violence, the threat posed by an active shooter can be in any setting and is therefore, a useful training for just about everyone.

Mass shootings have become a growing cause for concern across the United States. According to the Gun Violence Archive, there have been 230 incidents of mass shootings in 2022 alone, where 4 or more people were shot at or killed (excluding the shooter).

This alarming trend only underscores the need for all-round preparedness to tackle such situations. According to the U.S. Department of Homeland Security website, situations involving active shooters usually get over in 10 or 15 minutes. This means that authorities may not reach in time, making training for everyone, critical.

This training is meant for:

HR professionals

Facilities Management

Compliance professionals

Business Owners

Top Management

All Employees

Performance management ensures that the day-to-day activities are focused towards achieving organizational goals. In this lesson, you will learn about setting SMART goals by implementing the SMART model. Whether you are using the SMART model to define the specifics of a small business goal or to manage an enterprise-wide project, you will find that this system lends clarity, focus, and flexibility to the art of goal setting.

• Explain SMART goals

• Identify SMART goal benefits and examples

Coaching is a process that can be customized to meet the needs of the trainee. This process seeks to raise the workforce awareness toward their current style of work and behavior. It helps them strengthen their uniqueness optimally. It provides with different tools and strategies that help them achieve their individual goals faster. Coaching is the process that guides an individual to maximize the productivity seamlessly so as to achieve more in less. This helps them reach their personal and professional goals at the earliest.

• Recall the ""What, Why, Where, and How"" of an effective coaching 

• Describe the three-step approach to better coaching

All teams need coaches. That’s how they get better. Your role as the leader of a high-performing team is to provide the training, resources, coaching, and support they need—as individuals and as a team—so that they can grow in their abilities, and perform as efficiently and dynamically as possible. Because of today’s constantly evolving business environment, every individual, regardless of position or experience, needs ongoing training and coaching. Knowing which tools, training opportunities, and coaching methods work for each individual is critical. Research by Accenture found that 31% of employees left their jobs because they don’t like their boss; another 31% cited lack of empowerment as their reason for leaving. This lesson will help you build robust coaching connections and a toolkit that will help you develop your team’s skills, coach them to personal and professional success, and build a culture of growth and continuous improvement.

• Define the training needs for your team  

• Provide coaching to your team   

• Create growth opportunities for your team

As it’s important for leaders to give constructive feedback, in order to help their employees grow, develop their skills, confidence etc.. which results in organizational growth. Similarly, It’s important for an individual to ask for feedback instead of waiting to receive it. Start thinking of feedback as the fuel for your professional growth. In fact, set a goal to solicit feedback regularly instead of waiting for it to come to you. When you begin to see the value in regular feedback, your manager will find it easier to deliver, and—using these strategies—you’ll find it easier to receive, assess, and apply. Let’s take a look at how you can ensure that your future performance conversations are positive and productive.

• Examine the necessity to change your perspective towards feedback

• Identify the behaviors of receiving feedback

• Assess the ways of responding to feedback

Welcome to an Introduction on How to Protect Yourself from Cyber Security threats! In today’s world, each one of us is digitally connected at all times.

Whether we are working from our laptops, or browsing the internet from our phones, we are constantly creating and leaving behind a digital footprint.

Cyber criminals often seek our digital footprint on the internet and launch attacks on individuals and organizations in different ways. Such attacks have so far caused billions of dollars lost to cyber attackers responsible for stealing proprietary data from organizations.

Since the pandemic, as most of us started working from home, the incidence of cyber-attacks have only increased. This is because attacks take longer to be detected and fixed in a remote working model.

This is why, it is really important to understand the different types of cyber security threats and what you can do to ensure that you or your organization don’t fall victim to a cyber-crime.

Failing organizations are usually over-managed and under-led.

-Warren G. Bennis 

Leaders, who spend more time managing their employees than leading them are less likely to achieve the top performance they seek because they focus on controlling employees and their tasks to accomplish a goal.

• Define leadership and management 

• Identify the hallmarks of action-based leadership 

• Differentiate between supervisory and leadership tasks 

• Describe an effective team leader

You’ve leveraged your education, professional experience, hard work, and business abilities to get to this point in your career. Now you’re responsible for leading a team in achieving your firm’s target goals and objectives. Did you know that there’s another skill that will be critical to your continued success and advancement? It’s called Emotional Intelligence (EQ), and it’s a big business topic these days.

• State the emotional intelligence model 

• List the benefits of emotional intelligence

In this lesson, we will study the first two steps of Goleman’s four components of emotional intelligence, self-awareness, and self-management. As per Goleman, self-awareness is the building block of all other competencies. Without recognizing what you are feeling, you cannot proceed to other competencies. It helps you to handle your emotions in order to avoid its interference in work and use these emotions to facilitate and recover from emotional distress. Self-management flows from self-awareness. It helps to understand situations from others’ perspective and to cultivate relationships.

• Manage yourself through self-awareness 

• Establish self-control through self-management

It is a law of nature, if you work with people, you’re going to have conflict. When people with different viewpoints, backgrounds, personalities, work ethics, and industry experience come together, discord and differences of opinion are inevitable. Wise leaders accept that conflict is a part of work, they anticipate it, and they have a plan to address it. Effective conflict resolution takes practice. You may want to ask an experienced colleague, your HR department, or your manager for suggestions on dealing with this issue. Just realize that while you can’t avoid conflict entirely, you can establish an environment and a process that minimize the damage conflict can cause. 

If managed well, conflict can lead to innovation, stronger teams, and greater personal development—for you and your employees. 

• Become aware of workplace conflicts 

• Set a protocol to handle conflicts

As with many business practices, hiring techniques have been affected dramatically by the Internet. “Surprise” interview questions are now available on hiring websites, such as Glassdoor.com and Indeed.com. Candidates can practice their responses via video coaching until they are tweaked to perfection. And in the current job environment, the competition for great employees is strong. You have to move quickly and analyze swiftly to capture the best candidates for your organization.       

This video discusses some pre-interview, interview, and post-interview guidelines that will help you design and develop a winning hiring process. We begin with what to do before you’ve even met your ideal candidate and progress all the way to planning for their successful post-hire on-boarding and retention. 

• List the pre-interview tasks   

• Prepare for the interview  

• Identify the post-interview tasks

Your talent is your most important resource. Deploying it to implement different methods of coaching will not only help you to strengthen your team’s abilities, but also your own leadership skills. No matter where you are, no matter how many people you put together on a team, you will always experience the same phenomenon. Some team members will perform above expectations while others will perform at an average or standard level, and some will perform at substandard levels. Coaching is a performance process with lots of actions and steps. Let’s take a look at some of the ways to coach your team and how you can make the most of these opportunities.

• Identify how to coach the low performing employees 

• Implement the techniques to coach the average performing employees 

• Coach the high performing employees 

• Meet the challenges of coaching remote employees

In this lesson, we will study social awareness and relationship management that fall under the heading of “Social Competence” in Bradberry and Greaves’ model of emotional intelligence. Social awareness is the ability to use empathy and active listening to understand others better. Leaders with strong social awareness are not only able to read their own emotions precisely but are also able to interpret others emotions accurately. Relationship management is using all of your EQ skills to establish solid relationships and manage your interactions with others.

• Define social awareness  

• Build relationships with employees to enhance business outcomes

Interpersonal skills are important because they demonstrate your ability to use everything as a scope and resource. Though they are the simplest and easiest way to work, they can also be the most difficult given the situations you face daily. Understanding the underlying skills required to apply interpersonal skills could help us build interpersonal communication.

This training is meant for:

● Customer Service

● Sales and Marketing Professionals

● Professionals (Entry to Leadership Levels)

● Business Leaders

● Business Consultants

● HR Leaders

● Anyone who is interested in learning about strengthening decision-making skills

In this course, you will:

● Analyze hypothetical scenarios where interpersonal skills are to be applied

● Identify key interpersonal skills through the different scenarios

● Understand the 5C model for effective interpersonal communication

The impact of social media has dramatically changed the recruiting strategies. Evaluating and screening candidates for job openings also significantly changed. Today’s organizational hiring processes consist of software programs, technology, and behavioral science. Once applicants have responded to your company’s recruiting efforts via LinkedIn, corporate website, or other social platforms, what are the most efficient and cost-effective ways that hiring managers can decide to pursue suitable candidates? The answer lies in a variety of methods from old-fashioned reference checking, software programs that manage hiring efforts, pre-employment assessments, and so on. Let’s look at some of the ways you can use these tools to streamline your efforts and quickly identify the most qualified candidates for your organization.

• Review and shortlist candidates resume and use software applications to screen them   

• Identify the need to check for reference and social media presence of candidates    

• Conduct remote interviews for the first round of scanning   

• Use assessments to gauge the candidates