Course Outline

Session 1: Course Overview

•  Learning Objectives
•  Pre-Assignment
•  Pre-Assignment: Areas of Improvement
•  Pre-Course Assessment

 Session 2: About the Learning Organization

•  What is a Learning Organization?
•  Are You a Lifelong Learner?
•  Lifelong Learning Questionnaire
•  Scoring?

 Session 3: Achieving Personal Mastery

•  What is Personal Mastery?
•  Your Personal Vision
•  Developing a Vision 
•  Step One: Identify Your Values
•  Step Two: Define Your Values
•  Step Three: Put It All Together

 Session 4: Analyzing Our Mental Models

•  Our Mental Models, Part One
•  Our Mental Models, Part Two
•  Mental Models in the Workplace
•  Strategies for Working with Mental Models
•  You Can Create New Mental Models!
•  The Ladder of Inference, Part One
•  A Ladder of Inference, Part Two
•  A Ladder of Inference, Part Three
•  A Ladder of Inference, Part Four
•  A Ladder of Inference, Part Five
•  Reflection: Using Your Own Experiences as a Resource
•  Case Study
•  Applying the Concepts

 Session 5: Achieving a Shared Vision

•  What is a Shared Vision?

 Session 6: Team Learning

•  Team Learning
•  The Meteor Belt
•  Protocols for Skillful Discussion
•  Preparing the Ground for Skillful Discussion

 Session 7: Systems Thinking

•  Systems Thinking
•  Sample Systems

 Session 8: Understanding Leadership

•  About Leadership
•  Director's Style
•  Coach's Style
•  Supporter's Style
•  Delegator's Style
•  Your Leadership Style
•  Understanding Your Comfort Zone
•  Adapting Our Style
•  Cycling Through the Styles
•  Managing Performance
•  Humility
•  Making Connections
•  Servant Leadership
•  Making Connections
•  Onboarding and Orientation
•  The Great…
•  … And The Not So Great
•  Taking Charge

 Session 9: Five Practices

•  Practice One: Challenge the Process
•  Making Connections
•  Practice Two: Inspire a Shared Vision
•  Practice Three: Enable Others to Act
•  Making Connections
•  Image Identification
•  Practice Four: Model the Way
•  Practice Five: Encourage the Heart
•  Practices in Practice

 Session 10: Building Trust

•  The Cycle of Trust and Performance
•  Improving Trust
•  Trust Exercise
•  Making Connections

 Session 11: Managing Change

•  About Change
•  Endings
•  Neutral
•  Beginnings
•  Making Connections
•  Key Factors in Successful Change
•  A Step-by-Step Plan for Change
•  Case Study: Getting More from the Last Hour
•  Getting More From the Last Hour

 Session 12: The Four Room Apartment

•  The Four Room Apartment
•  Making Connections, Part One
•  Making Connections, Part Two
•  Making Connections, Part Three
•  Summary

 Session 13: Time Management Tips and Tricks

•  Getting Things in Order
•  Making Connections
•  Mastering E-mail
•  Adding Up the Numbers
•  Assessing the Impact
•  Tackling the E-Mail Monster
•  Time Management Tips
•  Eight Exciting Ideas
•  A Planning Checklist
•  Putting Plans into Action with Scheduling Aids
•  Organizing Your Work Area and Your Paperwork
•  Going the Extra Mile

 Session 14: Managers vs. Leaders

•  Managers vs. Leaders
•  Making Connections
•  We Need Leaders!
•  Managers vs. Leaders

 Session 15: Types of Thinking

•  Directional Thinking
•  Paradigm Shifts
•  Mind Mapping
•  Reframing
•  Consequential Thinking
•  Considering the Consequences
•  Ethics 101

 Session 16: Influence Strategies

•  Common Influence Strategies
•  Cialdini's Six Strategies

 Session 17: Managing Relationships

•  The Relationship Cycle
•  Coaching Through Conflict 
•  Helping Others in Conflict
•  Choosing Your Style
•  The Turtle (Withdrawing, Avoiding)
•  The Shark (Aggressive, Forcing)
•  The Teddy Bear (Smoothing, Cooperating)
•  The Fox (Compromising)
•  The Owl (Confronting or Problem-Solving)
•  Making Connections
•  Preparing for Conflict, Part One
•  Preparing for Conflict, Part Two
•  Preparing for Conflict, Part Three
•  Preparing for Conflict, Part Four
•  Making Connections
•  Managing Stress
•  The Positive Effect
•  Fifteen Steps for Dealing with Upset People
•  Five Tips for Dealing with Difficult People
•  Six Steps for Dealing with Angry People

 Session 18: A Simple Problem Solving Process

•  Systematic Problem Solving
•  Breaking Down the Model
•  Personal Problems

 Session 19: Strategic Planning

•  SWOT Analysis
•  Sample SWOT Matrix
•  What to Include in Your SWOT
•  Individual Analyses

 Session 20: Doing Delegation Right

•  What is Delegation?
•  Defining Delegation
•  Levels of Delegation
•  Breaking Down the Model, Part One
•  Breaking Down the Model, Part Two
•  Breaking Down the Model, Part Three
•  Delegation Case Study

Session 21: Criteria for Useful Feedback

•  Giving Constructive Feedback
•  Best Practices
•  The Importance of Feedback
•  Making Connections

 Session 22: Feedback Techniques

•  Feedback Techniques
•  The Open-Ended Approach
•  More Feedback Options
•  Encouraging Feedback
•  Case Study

 Session 23: Mastering Your Body Language

•  Mastering Your Body Language
•  Things to Consider
•  Reading Cues and Adjusting Your Approach

 Session 24: Meeting Management

•  Preparing for Meetings
•  Reading the Reports, Part One
•  Reading the Reports, Part Two
•  Reading the Reports, Part Three
•  Preparing for the Meeting
•  During the Meeting
•  Managing Meetings
•  Making Connections
•  Presentation Tips

 Session 25: Pumping up a Presentation

•  Pumping up a Presentation
•  Seven Easy Steps

 Session 26: Personal Development

 Session 27: A Personal Action Plan

•  Starting Point
•  Where I Want to Go
•  How I Will Get There
•  Summary

Post-Course Assessment

Training Information

Delivery: E-learning (interactive, self-paced, and convenient).

How It Works: Using the unique login details we will send, participants simply access our learning portal with their browser and start learning.

Each participant will be in control of their learning pace and so can leverage our built-in concept of scaffolding to boost learning outcome.

Besides, they take the training at their convenience – any time of the day that suits their schedule and as frequently as they like until they finish.

Anywhere in the course a participant stops temporarily, it’s automatically saved so when they resume they continue from there by default.

Duration: Because it's self-paced, participants finish at different times. However, on the average, busy participants finish in 1 week.

Reports: We send reports periodically to your organization until all participants complete their training. For each participant, the reports show progress, performance score, total time spent learning, and the last time course was accessed.

Certificate: Each participant receives a certificate of training if course is successfully completed.

Access period: 30 days (can be extended).

Access device: Computer, Smartphone, or Tablet.

Comes with: Course transcripts for reference, and 100% money-back guarantee.

Learning Management & Support: We are usually in touch with every participant to encourage and support them until they finish. This leads to very high course completion rate.

Knowledge Application Aid (KAA): This is a tool we developed for our clients to use in driving on-the-job application of what their employees learned in our training. At no cost, KAA is available for use by organizations whose employees have taken our courses.

Learning Outcome: On LearnSmart, the learning outcome compares favorably with that of conventional training. This is because of increased level of participation through interactivity and learning-pace control.

Throughout each course, in an interactive manner, there are engaging questions and exercises that help assess the participant’s understanding as they learn. This approach gives concepts their own room to breathe and get digested.

And with control of their learning pace, each participant will have the ability to stop and reflect whenever they want, or return to previously-delivered content, and thus ensure a deeper understanding before continuing. A participant will have the time to digest and integrate information being presented into their existing understanding and context. This is how they make sense of it leading to higher levels of cognitive engagement and higher levels of retention.

For the best learning outcome, we recommend that training be taken in chunks of minutes consistently rather than taking it in a long stretch trying to finish quickly.

How To Enroll

Option 1 (for organizations that want to enroll their employees)

To have employees of your organization enrolled, please send the following to staffelearning@learnsmart.com.ng:

1. Name and email address of each employee and the course they are to take
2. Name and email address of the person who will be receiving training reports

Once we receive the above information, we enroll the employees and send you an invoice.

When payment is received, we activate the course and send each of the employees an email containing their login details and step-by-step guide on how to start training.

Then, we will be sending training reports periodically to your organization on how all the employees are doing. For each employee, the reports show progress, performance score, total time spent learning, and the last time course was accessed.

Option 2 (ideal for individuals buying this course for themselves)

Pay or transfer course fee into any of our bank accounts listed below and notify us through enroll@learnsmart.com.ng. We will enroll you and by email send your unique login details and step-by-step guide on how to start training.

Our Bank Account Information:

Account Name: Paradigm Learning Services

Zenith Bank | Account No: 1013876190

GTBank | Account No: 0159084910

Access Bank | Account No: 0047876850

Option 3 (ideal for individuals buying this course for themselves)

Click on "Enroll For This Course", checkout and make payment with your ATM card and we will be notified automatically. You will be enrolled and by email we send your unique login details and step-by-step guide on how to start training.