Training

The Motivational Workshop

‘Taking Responsibility’

Engaging and motivating your teams to make your conference more successful’.

Ken Hames is one of the worlds leading motivators.  His programme, ‘lead, follow or get out of the way’ encapsulates the passion of Henry V, the leadership prowess of Shackleton and the winning style of the SAS.

For the Management

• Ken’s aim is to complement and support your conference programme,
by engaging and motivating the participants, making them more receptive to what you have to say.

• It will reinforce key messages, ensuring they are understood and their relevance is bought to life.

• It creates a positive and fun environment to help participants focus on achieving their business objectives.

• It develops more effective teams by improving the way that participants work together.

For the Teams

• The programme captures their imagination, interest and involvement.

• It provides the opportunity for them to agree, practise and then improve working together.

• It focuses them on their own work and the issues involved, and makes them think about how they can improve their performance.

• It energises and motivates, providing the opportunity to gain a better understanding of what is expected of them and what they can expect of one another.

The Programme Structure (building over 3-4 hours)

The Motivational Conference Workshop is a simple fun and results driven team event.

Phase 1

We start with an inspirational introduction. This creates a high and motivates the group to undertake the programme’s challenges.

Phase 2

• This phase develops the fundamentals for staff to get the best from one another, by exploring teamwork, interpersonal skills, prioritisation, leadership, effective meetings, people management, and decision–making.

• The task could be a business simulation, or an abstract challenge tailored to meet your requirements.

• The group work in teams, together or in competition. Through three or four rounds of the task, they will try to improve their performance.

• They will be challenged at the end of each round to report to the whole group:

What were the success factors? 
What will they do differently to improve next round?
What will they stop doing?

• With appropriate feedback from the coaches, the teams will see how they can do better.

• By the end of the task, the individuals and teams will have identified and shared their improved team performance.

• Teams’ performance and results can be compared with other organisations who have experienced this programme.

Phase 3

• Having established an open and honest feedback process in a relaxed environment, the group now explores what they will start doing differently at work to become more effective together.

• The groups recover into their intact teams and consider a number of work related topics.

• They share their ideas, beliefs and requirements with the wider team, typically addressing the following questions:

What will we start doing at work?
What will we stop doing at work?
What will we do more of at work?

• This phase capitalises on your teams’ free thinking and moves on to explore a more business related question such as ‘what will we do to improve collaboration?’ and ‘how will we take greater responsibility?’

• The coaches capture this information and provide everybody with a copy. These words and good intentions, the groups own words, can be referred to and used in a number of ways to benefit individuals, teams and the organisation.

This positive action-oriented phase concludes with appropriate team coaching and inspirational messages from the coaches and the senior manager.

Phase 4

To close the programme, there will be a motivational and fun 5-minute team activity: ensuring that the event ends with a bang and not a whimper – and that everyone leaves energised, with a smile on their face and inspired to implement their learning.