RayCom builds a company's morale through ten specialized programs:
- Facilitative Leadership
- Enabler of Change
- Respectful Communicator
- Developer of People
- Developer of Teams
- Manager of Conflict
- Small Group Facilitation
- Expectations Communication
- Problem-Solving Techniques
Facilitative leadership involves five modes of behaviors. These Modes are Enabler of Change, Respectful Communicator, Manager of Conflict, Developer of People and Teams, and Master of Problems Solving Tools. These behaviors are sets of skills which can be learned and practiced. Effective leadership behaviors are unique to the group of followers you lead. Understanding the motivation of followers is critical to succeeding as a leader. RayCom Learning helps leaders relate to followers and peers in a personal way while maintaining focus on the organization's needs.
Enabler of Change
Being able to successfully survive change in today's volatile environment is a key requirement or all organizational members. People feel differently about change. Some embrace it as exciting. Some avoid it because of the pain. Still others adopt the winning side once the change is solidified. This session helps participants understand how they tend to approach change and how to systematically choose to address it. The change model taught in this session focuses on the alignment between individual and organizational vision and the dialogue about the needs and desires of all employees.
Metacommunication is the process of talking about how we talk as organizational members. It is important to discuss respectful ways of interacting and getting the team's work accomplished. This session explores successful communication behaviors, why we communicate differently across a population, the impact of communication on work relationships, and the level of effectiveness determined by our nonverbals. Finally, the participants learn about and practice listening behaviors.
Developer of People
Every leader should be transferring his or her leadership skills to other
employees. This transfer of skills can be accomplished by teaching,
coaching, training, or giving feedback. This session focuses on designing a
process for creating learning opportunities for all your staff.
Developer of Teams
Teams are developed over time with communication, planning, and trust building. It is important to discuss respectful ways of interacting and getting the team's work accomplished. Agreements on how to address conflicts among team members are also important to creating team breakthroughs. Team goals must be set that are understandable in a behavioral way, are perceived as doable, and which enhance the team's objectives in significant ways. Finally, team members along with their management team must share work expectations, document agreements, and problem-solve disagreements. When well facilitated, these development steps have proven successful with numerous work teams.
Manager of Conflict
Most of us feel uncomfortable and even resistant when faced with conflict at work. However, conflict, when approached respectfully, can increase creativity and problem-solving effectiveness. It is important to understand the diversity of problem-solving approaches we may encounter. The Thomas-Kilmann Conflict Styles Inventory is used to structure a discussion about these differences. A dialogue tool focusing on interest-based problem solving and a simple feedback tool, E-FAB, are also key components of this session on conflict.
Small Group Facilitation
Meetings are where many business decisions are made. A great many meetings are ineffective due to poor organization, lack of focus, and disrespectful listening of the facilitator and other participants. Facilitators make the communication easy by setting up a productive structure for the meeting, enabling all participants to have input and documenting action planning for the group's agreements. Other techniques learned in this session include dealing with resistance, problem solving, evaluation, and relationship building. Practice sessions with feedback are incorporated throughout the program.
A four-step problem solving model is taught in this custom session which focuses on real-life organizational problems. The steps of defining the problem, analyzing the problem, inventing problem solutions, and implementing solutions incorporate various problem-solving tools ranging from brainstorming, multivoting, force field analysis, to stakeholder commitment charting.
In order for work teams to function effectively, it is important that the
expectations of the leader and all team members are defined and discussed.
In this session, a neutral facilitator sets the structure for clear and
objective communication on work related expectations. The product is common
goals and action plans for further team development.
Motivation is the responsibility of each employee. Leaders can only set the
environment for employees to be motivated. In this session, leaders will
examine why people are motivated and design strategies for enabling
employees to tap their inner motivational drives.