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Our flexible methodology and the wide range of proven, science-backed elements we have created allow us to design bespoke programmes around your unique needs. Broadly, however, our Being a People Manager programmes are underpinned by three key modules, each of which are unique to Laughology, innovative, flexible and can be adapted to suit your requirements. These key modules are from our Big Chats, Little Chats coaching programme as we believe Being a People Manager is largely about coaching your teams in the moment, helping them to flourish. Elements of the programme can be complemented by other modules including Having difficult conversations, Negotiation skills and presentation skills.
The three key modules are:
Creating the right environment is a module within our ground-breaking Big Chats, Little Chats programme which is designed to allow managers and their people to have great conversations and redefines the way coaching is perceived. This module shows managers how to develop strategies to enable them to have constructive, relationship-building conversations that are personalised, future-focussed and needs-led.
It promotes a culture of agility and response and builds managers who understand that communication and coaching shouldn’t be delivered at set times and in set structures, but should be open, ongoing and collaborative. It shows how to effectively feedback and feed forward. We have developed the PA-OFF model to define the type of chats managers should be having with their teams.
They should be:
FLIP it thinking delivers a practical skill-set which allows people to develop resilience and a future-focused outlook. The module guides people in the art of recognising and challenging ‘wonky thinking’ and draws on elements of psychology and neuroscience to help people understand how to use focus, language and imagination to break negative patterns.
What does FLIP stand for?
Developing a team and managing with growth mindset concentrates on how to build a growth mind-set culture through conversations, reward and recognition, encouragement, risk-taking, metacognition development and self-directed learning.
Growth mindset is a strong belief and desire to learn, and an attitude that skills and ability can be developed.
In contrast, a fixed mindset means thinking that skills and abilities are ‘fixed’. This leads to us thinking that there is no point in having a go, as there is nothing we can do to improve. Shifting from a fixed mindset to a growth mindset, can be the difference between saying/feeling ‘I can’t’ or ‘We’ve always done it like that’ to ‘I can’t yet’ or ‘Let’s try another way.’
The way we talk to people and see them can, in turn, make them behave in a certain way. If we have a fixed mindset about others we can put them in a box. For example, if you don’t let someone have a go at something because you don’t think they’re good enough or you perceive someone else to be better, they’ll never get a chance to learn.
This module will
At Laughology we are all about relationships and we believe that best relationships are the ones where each side shows long-term commitment, which is why we run a partnership scheme for the organisations we work most closely with.
Being a Laughology Learning Partner earns you discounts and extra benefits within your programme which include freebies and complimentary laugher and learning lunchtime sessions. Our learning partners also enjoy an executive level of access to our experts, ensuring that programme delivery is an on-going, fluid process.
Get in touch if you want to know more.
Laughology
Suite 869, Kemp House,
152 - 160 City Road,
London EC1V 2NX
T: 0844 800 1701
E: Laughology
F: 0208 337 9262