Developing Human Capital Team Building Workshop by Dr Elmi Zulkarnain Osman Elemantra Consultancy

1. Dr Elmi Zulkarnain Osman Developing Human Capital Corporate Training Workshop

2. How many chocolates ?

3. Memorable Tales Narrate a story about the person who has had the greatest impact in your life and share it with the larger group (Describe the situation, what did the person do ,USP of the person, how did he/she help you)

4. Clue : Some common threads of inspiration could be ….

5. Summary • TEAM – “Together Everyone Achieves More” • Helps you not only achieve your personal goals but also 2+2=5 principle of synergy • Success is the most essential part • A 2 way process – one ends up learning more than one contributes • Helps in developing ‘Social quotient’

6. History of Human Capital Development • All stages of human evolution – acquisition of new skills and learning • Role of religion – all the religions have a system of grading and certifications • Education during the Vedic era and the drastic change after the evolution of castes in India • Traditions in ancient China

7. The Iceberg Model

8. Why build effective relationships? Exercise: • Have you ever worked in an environment where you had poor relationships with any of your colleagues or seniors? • How did it effect you? • How did you try to handle it?

9. Why build effective relationships? • Effective relationships, effective organizations • Your second family • Optimum use of resources • Personal Happiness • Synergy and Harmony

10. How to build Effective Relationships: Exercise: • Make a list of 3 people (in your work life) with whom it is important to build a relationship, but currently you are not comfortable. • Write down the reasons why you do not get along with them. • Write down 3 things you will do to improve relationships with them.

11. To build effective relationships… • Listen • Express • Respect • Face Differences

12. It can help if you MILK…. • Making relationships relevant • Informal linking • Listening • Keeping a culture of openness

13. Barriers to effective relationships • Stereotyping • ‘Not me but you’ mindset • Working without feelings • Lack of clarity

14. Relationship building in an organization

15. Activity: • On a scale 1 to 5, 1 being the lowest and 5 being the highest, rate your relationship with each one of them • For all the relationships with rating 4 or above, write down how it has helped you in the workplace. • For all the relationships with rating 3 or below, write down what are your lost opportunities and how it could help your professional life if your relationship rating increased to 4 or above.

16. Relationship in an organization exists between. • Me and my colleague • Me and my team • My team and their team • In the whole organization Different methods of building relationship across different categories

17. Relationship between “Me and my colleague "could be improved by….. • Listening • Mutual Help • Synergy

18. Relationship between “Me and my team “could be improved by….. • Taking turns in meetings • Mid- way monitoring

19. Relationships between “My team and their team” could be improved by….. • Image Exchange • Joint Projects • Joint Activities

20. Relationships in the whole organization could be improved by… • Team building • Employee Survey

21. Building trusted relationships

22. Activity: Share how you would exhibit each of the following emotions… • Warmth • Empathy • Trust • Genuineness • Trust on commitments

23. Principles for trusted relationship.. • Respect • Originality • Commitment • Empathy • Warmth

24. Respect • Expecting yourself to be treated the way you treat others • Understanding what others feel because everyone feels differently • Not taking advantage of the fact that others approach you.

25. How to show respect… • Appreciating the uniqueness • Listening without interpretation • Allowing the person to disagree to what you say • Hearing everyone regardless of hierarchy • Understanding people holistically

26. Genuineness • Different personalities at different points of time makes one lose his/her identity • “Be true to yourself” • “Be true to others” • Being spontaneous helps

27. How to show Genuineness… • Constant review and consistency of one’s speech • Speak randomly • Seek clarifications when the other person doubts you

28. Commitment • Interest – Doing things when one wants to do it or when circumstances permit. • Commitment – One makes sure that one does it always

29. Commitment • ‘Do what you say or don’t say it all’ is the mantra • People start losing faith when one does not deliver the promised • Relax only when you finish the taken task

30. How to show commitment • Take onus of a project and have a ‘Do or Die’ attitude. • Constant reminder that no one wants to hear your excuses • Focus on the end result and plan accordingly. • Borrow sometime from the other person if you are not able to complete a particular task

31. Empathy • To put oneself in another person’s shoes and understand the situation from his/her point of view • Does not imply compassion, sympathy or empathetic concern

32. How to show empathy in 6 steps • Complete attention to what the other person says • Be in close proximity to person without entering the comfort zone of the person • Ponder deeply on your conversation with the other person • Tell the other person that you are feeling the same • Give a helping hand • Arrive at joint solutions and show respect wherever possible

33. Warmth means…. • Individual’s positive sense of being valued • Degree to which we communicate our caring attitude to others. • Secure stable and affectionate relationship with others

34. Warmth Competence Matrix

35. Warmth and Competence…… • Warmth + Competence = Admiration • Warmth + Incompetence = Pity • Cold + Competence = Envy • Cold + Incompetence = Contempt

36. How to show warmth • Non-verbal behaviors such as gestures, tone of voice, facial expression and physical touch • Words • Having patience and waiting for person to understand you

37. Role Play Characters • Sanjeev Roy – Head (IT), Balaji Info systems • Arjun Roy – Trainee Instruction for observers After a careful observation of the Role play , pen down your responses to the questions posed in the workbook

38. Building Rapport

39. Building rapport Two essential skills for building rapport include : • Listening skills • Questioning ability

40. Listening Skills While listening, try to • Get into deeper meaning of words • See how the person is saying what he is saying • Interpret his offerings and what he can do well • Cause of the flow of emotions • Silence within and outside

41. Tips on Listening Smartly • Listen with an open mind • Respect other person for what he stands for • Observe your own thoughts and feelings • Share your feelings with others • Dig deep into other persons feelings • Come to a common conclusion

42. Are you really listening? • Are you reminded of some important work back in office? • Are you fiddling with Pen? • Are you answering phone calls during the conversation? • Are you looking at your computer? • Are you using the words like please can you repeat it? • Are you allowing people to disturb you in between the conversation? • Are you jumping from one point to another? • You are not able to pick cues during the discussion • You do not allow the other person to complete his/her point

43. Questioning ability • Direct • Enquiring • Re-emphasizing • Yes and No

44. Setting People for Success Using Appreciative Enquiry • Working in the group of 4s, write down at least 5 examples of instances where a person otherwise is an average performer but becomes an excellent performer on receiving some trigger.

45. Appreciative enquiry • One of the best methods to know a person’s feelings is to question the person positively and try to find out what is happening in his/her life. • This process if followed religiously helps maintain better relationships in the organization

46. Appreciative Enquiry

47. Appreciative enquiry • Utilization of cycle of four processes : • Discover – You find out what’s working best • Dream – You envision what would work best in the future • Design- You start creating and thinking about the processes that would work well according to you • Destiny- You start activation of your proposed design • Helps finding out the best in oneself and others

48. Appreciative enquiry is…. • Creating positivity • Sharing ideas • Finding solutions • Leveraging best practices

49. Appreciative enquiry is not…. • Neglecting areas which need an improvement • Neglecting the areas of poor performance • Stop giving feedback on poor performance

50. Appreciative enquiry works because… • One can understand the roots and beliefs of the person • Appreciate and respect what others stand for