"SUCCESS MANTRA" # 119

TOPIC: IMPROVING EFFICIENCY

ROUTE TO IMPROVING EFFICIENCY

1.    Understand your operation:

Do you know your operation well enough to improve it?

2.    Set the right objectives:

Do you have the right objectives to steer improvement?

3.    Improve work processing:

How can you identify non-valueadded (wasteful) activity?

How can you remove it?

4.    Increase capacity

Are you meeting demand?

What action(s) can you take?

How efficient are your resources?

5.    Continuously improve

Do you have a systematic approach to constant improvement?

6.    Check customer perception  

How effective have your efforts been?

How can you tell?

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"SUCCESS MANTRA" # 118

TOPIC: DECISION MAKING

SOME DECISION-MAKING ERRORS

Research has identified a few very common errors or points to watch out for when making

decisions, in particular:

● Haste - not to be confused with speed. A decision is made before the facts are

available or without taking the facts into account. Decide in haste - regret at leisure.

● Narrow perspective - often results in addressing the wrong issue because the real issue

has been pre-judged or confined within a framework of analysis that is inappropriate.

● Over-confidence - either in the decision itself or, more commonly, in the

understanding of the issue and facts.

● Rules-of-thumb - relying on rough frameworks or shortcuts for important decisions

instead of carrying out adequate analysis.

● Filtering - screening out unpleasant findings or those that do not support preconceived

notions or the decision you want to make.

● Juggling - lack of analytical framework and, therefore, trying to manage many

variables or pieces of information in your head.

A proper framework helps obviate these problems.

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"SUCCESS MANTRA" # 117

TOPIC: ASSERTIVENESS SKILLS

HANDLING CRITICISM

Criticism is useful because it provides feedback on the effects of your behaviour, and you

can decide on whether or not it is beneficial to you. Sometimes criticism is malicious,

unjustified or just plain wrong. Here is a basic procedure or checklist to help you deal

with it.

1. Is the person qualified to make the criticism; do they know you well enough?

2. Is the behaviour being criticised something it is possible for you to change?

(Remember, it is almost impossible for you to change your personality. If you are

naturally ‘shy’ or ‘independent’ that is the way you are and the other person will

have to accept it. You can only change your behaviour).

3. Are you conscious that you do what is being criticised? If not, monitor yourself as

to how often and in what circumstances the behaviour occurs.

4. Does your criticised behaviour occur frequently enough to warrant your attention?

5. Are the results of your criticised behaviour significant enough to warrant your

attention?

6. Reflect on why you might behave in that way - what benefits or disadvantages

might there be for you in continuing with it?

7. Think whether or not you wish to change your behaviour; what would be the

advantages to you?

8. Make the decision whether or not to change, and act on your decision.

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"SUCCESS MANTRA" # 116

TOPIC: STRESS MANAGEMENT

HOW TO RECOGNIZE STRESS?

Your response to a pressure may result in stress, but how will you recognize it? Although physiologically we all react in a similar way (rise in heart rate, tense muscles, etc) our overt reactions and behaviors may be very different. These are just a few of the many signs you might see, hear or feel:

● SEE: nail biting; twitching eye/eyebrow; frequent licking or biting of lips; excessive blinking; a change in eating or drinking patterns from abstinence to over-indulgence;signs of tiredness; crying...

● HEAR: slamming of doors, phones, papers or fists on desks; unusually rapid speech; drumming of fingers; emotional outbursts; swearing; uncoordinated speech; jingling of coins or keys; pen top flicking; sighing...

● FEEL: sweaty; clammy; flushed; tense; frustrated; angry; isolated; hopeless; impatient; irritable; depressed; anxious; stretched; challenged

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"SUCCESS MANTRA" # 115

TOPIC: TRAINING NEEDS ANALYSIS

THE TRAINING NEEDS INVESTIGATION

INVESTIGATE

•  I:  Identify key priorities
• N:  New performance goals
• V:   Visualize what will help and hinder
• E:  Eliminate obstacles
• S:  Search for alternative solutions other than training
• T:  Training solutions
•  I:   Indicators of success
• G:  Gaps in people’s competence
• A:  Assure relevance of content
• T:  Transfer of learning
• E:  Evaluation of training

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"SUCCESS MANTRA" # 112

TOPIC: FACILITATION SKILLS

Do you Aspire to Inspire your audience?

"DIRECTO VOYAGE" always believe in providing unique platform with all latest update to our members, as a part of Journey & roadmap we have organized a 1 day Workshop on "Facilitation Skills"

The big question is Why to Attend????

Start conveying your message in an effective & impactful manner. Get the best course material incorporated “Harvard University” updates. A complete paradigm change in context to training delivery, supervisor & managers of all domains to influence your message in a powerful way. It is always your style which grab the attention followed by your message (Substance)

Date: 21st November 2015 (Saturday)

Venue: Hotel Country INN (Chattarpur)

What Next????

Attend 2nd Phase of program “Absolutely Free” at same location to practice the learning in a teach back mode with expert coaching, because We believe every learning can only be converted in to a habit if we do lot of Practice, Practice & Practice.

What Next????

Get Certified on Facilitation Skill (Free of Cost) & start earning between Rs 2000 to Rs 10000 for conducting each session on Saturday or Sunday. "DV" will give a platform & do all arrangements

We believe it will be always fun when Learning & Earning goes hand in hand. That means you get paid for new learning.

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"SUCCESS MANTRA" # 114

TOPIC: TRAINING EVALUATION

MANAGING TRAINING TRANSFER

THE 8PS

1. Performance improvement plan for all employees.

2. Participation of line management in design and delivery of training courses.

3. Pre-course briefings between participants and their bosses.

4. Preparation of a learning log by all course participants to track their progress.

5. Program support from bosses before, during and after the training program.

6. Post-course briefings between participants and their bosses.

7. Peer and team support to help implement the learning back on the job.

8. Prizes and sanctions for applying the learning to the work.

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