What have other organisations used PEP for?
We provide the following sample of needs and our ability to provide tailored solutions for organisations. Click on any of the following organisational issues to read about the PEP solution.
Click the Case Study heading to reveal the PEP Solution.
- Case Study 1
Initially an MBTI program was run for this team, enabling them to understand more clearly the value of different personalities within their team. Valuing difference enabled this team to become focussed on difference as strength rather than weakness. This program was also supported by an individual coaching program. This one on one coaching supported and enabled executives to find new ways to deal with stress and pressure and helped them to clarify what was important to them as managers and as people.
This program resulted in some staff changes and an overall increase in productivity and health of the team
.- Case Study 2
PEP introduced a series of “Learning Café” workshops over a 12 month period (held monthly) which targeted the core skills of self development using Covey’s “7 Habits of highly effective people” as the principle text. Experiential workshops were designed around these habits and participants also began to plan their personal journey around them. The outcome in the workplace was a more cohesive team, open to sharing knowledge and willing to try new ways. The workshop also presented a much needed networking connection for those team members who infrequently dealt with each other person to person.
Staff turnover has been reduced, and key business knowledge retained, this divisions profits have risen.
- Case Study 3
PEP tailored a selection of Learning Café programs delivered monthly to this team. The program was designed around “being of service” in the business and how each of them on a personal level could get the most out of holding and working with this mind set. The results have been very pleasing. Managers have reported back to L&D that the change in attitude and flexibility of their team have resulted in better working relationships, more team cohesion and a greater opportunity to meet and exceed departmental objectives & goals.
- Case Study 4
PEP designed a two day “Train the Trainer” program for this client, to help reinvigorate their team of trainers. The program was designed to provide trainers with the latest training techniques, enable them to get back in touch with their “inner” trainer and challenge them to try something different.
The program focussed on core skills development, including front of room styles, rapport, use of flip charts, the language of engagement and the principles and techniques when using the 4-Mat model.
Feedback from this organisation has been that the training team have begun to feel re-motivated, take more interest in their self development and training has become engaging again.
- Case Study 5
PEP designed and delivered a one day “Performance Review” program that addressed the core skills managers require to conduct effective performance review meetings. The focus of the training was on managers being able to engage with employees in an open, honest and constructive manner. The use of positive language, using open and closed questions, effective listening and providing balanced feedback were key learning areas for this team.
Subsequent feedback from this organisation has been that for the first time ever, the annual performance review process was managed well by managers, resulting in positive feedback from employees in the recent employee survey.
- Case Study 6
PEP designed a two day “Presentation Skills” program that was designed to elicit a deeper understanding of the presentation/sales process. Participants were required to bring a prepared presentation and during the two program days were guided and supported through the process of redesign and delivery of their presentation. Then each participant was required to develop a new presentation using the methodologies taught during the program and the new presentation delivered to the group.
There was a marked increase in both confidence in the presenter, and in the clarity of the materials delivered. Subsequent to this program, feedback from this organisation has been very positive, with an increase in sales resulting.
- Case Study 7
Beginning with an MBTI workshop, this team is guided through understanding the different personality types, understanding their own type and seeing how they contribute to the team. A one day “Communication with PEP” program was delivered supported by some one-one coaching with key managers and supervisors. This combination of workshop and coaching has been particularly successful with team members feeling acknowledged for their contributions and managers feeling empowered.
- Case Study 8
This organisation has hired PEP for two consecutive years to run their team days.
In the first year we partnered with an international experiential learning organisation and provided a ½ day “Gold of the Desert Kings”TM (Eagles Flight International) program to 45 staff. This program is designed to address the issue of effort versus productivity. Participants are placed in circumstances with limited time and resources and must rely on their team to achieve their goals. The pressures and anxiety experienced in Gold of the Desert Kings are similar to those experienced daily in a hectic work schedule. Participants contend with deadlines, a perceived lack of resources, others’ point of view and the pressure to just do something while trying to accomplish team objectives.
This program is designed to challenge participants, build teams, engage in problem solving activities, seek & transfer information into practical strategies, be creative and along the way have great fun.
The second year of team building was designed around health and healthy living. PEP devised a circuit class style program with 4 activities representing at a metaphorical level the issues encountered when changing old habits, trying something new, utilising your networks, being creative and having fun. The group was divided into four teams, competing for prize medals. The day was a success and we have again been booked 1 year ahead for 2007.
An organisations executive team culture nedds to change. The team have become demotivated and gone toxic.
The organisation needed to reinvigorate its team, there had been a large staff turnover, and morale was low. Rebuilding the team and incorporating some personal development was seen as a way to bring this group back together and refocus the team.
An organisation needs to train its support staff, their training budget is limited and needs to work harder/smarter to get good value and results.
The internal training team are tired and need recharging. Professional development has been a low priority due to bedget restraint. Trainers are feeling outdated and need some new skills front of room.
Annual Performance reviews are impending at an organisation where Managers are highly technically skilled in their field, but need some skills development in delivering effective performance management/review meetings.
An organisations sales team is failing to meet targets, front of room sales skills are not leading to "yes".
The technical skills of this team are first rate, yet the team is breaking down. Poor communication skills have been identified as a common source of conflict.
This team needed some fun in their day, and were looking to build team spirit at their annual team building day.
