Managers must select, train, motivate and support their teams. And importantly, they must implement best practice strategies to get the best outcomes. This course provides a range of skills to ensure their people can be empowered to do their jobs most effectively and are safe at work. In this course we cover four sections: • SECTION 1: Workplace Best Practice Strategies • SECTION 2: Solve Problems with Appreciative Inquiry • SECTION 3: The Art of Behavioral Interviewing • SECTION 4: Designing and Facilitating Training Section 1: Workplace Best Practice Strategies Every organization should focus on best practice strategies. And for the most part, it is up to managers to be on top of what is considered best practice, and implement these strategies with their teams. In this first section you will see two videos: • Best Practice Workplace Checklist • SAFE in Emergencies Best Practice Workplace Checklist is a video covering the top strategies to ensure your workplace is ‘best practice’. You will learn these 10 strategies: • Provide and communicate clear goals, standards and expectations. • Ensure quality environment, resources and equipment so people can do their jobs effectively. • Recruit the right people and pay appropriately. • Provide opportunities to use skills – do skills audits, match and encourage people. • Ensure supportive working relationships and show interest in people’s lives. • Have pride, passion and commitment about the services, products, business and the community. • Ensure people have their say in decisions and giving feedback, but don’t over-consult. • Give feedback and recognition to everyone from all levels. • Find ways to have fun and enjoyment in the workplace • Encourage learning and development, promote opportunities to try and learn from mistakes. SAFE in Emergencies is a video in which psychologist Eve Ash discusses the importance of preparing for emergencies, of finding out how you and others can help each other in an emergency, and why everyone, especially managers, need to be familiar with the SAFE strategy. Emergencies come in many forms and can happen at any time, affecting our lives in ways we don’t predict or expect. An immediate risk of serious injury or damage to health, life, property or the physical environment will usually trigger an emergency response. As a manager, don't wait for these things to happen. If you prepare and plan for a possible emergency, it will be more manageable if/when it actually happens. Take action to prepare and share the SAFE strategy with your team, to cover a range of contingencies in any business workplace. In this video you will learn to be: • Secure — maintain your premises and IT systems for protection, with clear signage, up-to-date medical equipment and a clear evacuation plan. • Alert — ensure everyone is ready to act and evacuate without panic. • Focus — rehearse safety procedures so everyone knows and follows the procedures. • Ensure — make sure everyone is safe (including businesses nearby), and provide assistance for those who need it. Section 2: Solve Problems with Appreciative Inquiry When things go wrong, people traditionally have a negativity bias and dig deep into what went wrong. Appreciative Inquiry is an alternate approach devised by David Cooperrider, that starts with asking “What is already going well?” It is a positive way to flip problems through definition, then discovery. In this section you will see the following video: Solve Problems with Appreciative Inquiry In this video psychologist Eve Ash interviews leadership consultant, Kylie Bell, who provides insights and strategies into solving problems with appreciative inquiry. They explore this flipped way of solving a problem through a 5D model. You will learn: • The 5 stages of appreciative inquiry:  Define the goal.  Discover what is already being done well.  Dream what is the ultimate aim.  Design and plan for how the goal is achieved.  Destiny is about making the dream a reality and powering up commitment. • How appreciative inquiry can be applied in different cases:  Inconsistent service.  Managing change.  Dealing with poor reputation. Section 3: The Art of Behavioral Interviewing Research shows behavioural interviewing is 5 times better at choosing the right candidate for a job than more traditional interviewing techniques. In this section you will see the following video: The Art of Behavioral Interviewing In this video, Psychologist Eve Ash interviews fellow psychologist Peter Quarry, who explains behavioral interviewing and gives many examples of how to do it in a real life situation. Learn: • The difference between ‘traditional’ and ‘behavioral’ interviewing. • Basing the interview structure on a job analysis. • Benefits of behavioral interviewing. • To base the interview structure and required behaviors on the job analysis. • How to ask behavioral questions: o Situation – describe the situation. o Behavior – describe the behaviour. o Result – what was the outcome or result from that behavior. • That questions are open ended and responses can be rated. • Using follow up or probing questions to avoid generalizations, ask about unsuccessful experiences and follow up on inconsistencies and thin replies. • How to question for ethics, motivation and other important attributes. • How to assess a candidate’s credibility in an interview. Section 4: Designing and Facilitating Training Training is a must for all organizations and companies. First one needs to determine whether there is a training need or a leadership issue. And whatever the training, the leadership team must be onboard first. In this section you will see the following video: Designing and Facilitating Training Leadership consultant Kylie Bell talks with psychologist Eve Ash about considering the training in a wider organizational context. She says you need to move from considering workplace needs to designing training that both develops skills and solves problems. Training should be customized around goals and outcomes, an organization’s available time, a high degree of interactivity and tapping into people’s emotions. For the training to succeed, there must be change, and this is ascertained in the post-training feedback and evaluation. This video provides insights and strategies into designing and facilitating training, covering: • Considering a training solution. • Designing a training program. • Allocating and managing training time. • Building interactivity into training. • Learning from feedback and evaluation. You will learn that effective training is designed and measured by: • Ascertaining whether it’s a training or leadership issue. • Leaders reinforcing new learning. • Determining training objectives and outcomes. • A high degree of interactivity. • Scope for different forms of engagement. • Choice of time and depth. • Feedback and evaluation. • Evaluation – has there been change for the better?