People Skills Development
People Skills Development LLC Services
Equipping managers with the real-world leadership, interpersonal, and emotional intelligence tools to shift from boss to leader-coach—inspiring leaders and team members to be self-motivated, excel, and flourish.
We facilitate leaders in adopting a transformative mindset
A leader’s role is to create and maintain a positive, collaborative, and high-trust workplace. By ensuring that leaders and team members are highly trained and fully developed, organizations foster a self-motivated culture where everyone can truly excel and “flourish.”
To help you on your pathway toward excellence and continuous improvement,
Please review our core leadership courses “Managers Leadership Workshop” and the “Team Leaders Workshop” by clicking on It’s the Leaders below and the requested interpersonal skills course “Utilizing Self-Awareness (DISC) for Building and Maintaining Positive Relationships and Workplaces” listed under It’s the People.
Click on the boxes below for additional information
01
It’s the Needs Assessment
Purpose and Design of the Needs Assessment Process
- The Needs Assessment Process is designed to help you understand your operational, organizational issues and people and leader competence needs.
- If people/leader competence issues are discovered, we recommend a training needs analysis which is covered in People Skills Development courses:
- Step 1. Conduct a needs assessment to identify operational, organizational and people development needs - problems and issues.
- Step 2. Assess the needs - problems and issues that were identified. Separate the issues into either operational and organizational issues or people competence related issues.
- Step 3. Separate and list other operational or organizational issues.
- NOTE: We will not pursue other operational or organizational analysis since the rest of the process focuses on people/leader competence needs.
- Step 4. Separate and list people competence related issues, which are the focus of this Training Needs Assessment
The four steps in the initial assessment process
- Step 1 Identify organization’s performance issues
- Step 2 Assess organization’s performance issues
- Step 3 Separate & list Other/ operational & organizational needs
- Step 4 Separate & list people competency needs
Learning Solutions
- LTD 100 Initial consultation and Needs Assessment, review operational, organizational and people competence issues with one - two Senior Managers, CEO/Facilities Manager and/or HR – 1–2 hours
- LTD 100A Initial consultation and Needs Assessment with Lead Team – 2–3 hours
02
It’s the Leaders
Developing leaders that are leader-coaches, developers of people
- Would you like your leaders to inspire team members to achieve excellence and continuous improvement?
- Using real-world leadership-coaching concepts, hands-on skill practice sessions and engaged crosstalk among attendees make the Pathways toward excellence and continuous improvement – leadership series so impactful.
- Attendees develop a “coaching mindset” to encourage team members to excel, do their best work and to flourish.
Leader’s Role in People-Oriented Performance Management System (POPS)©
- Develop expectations/ performance standards
- Communicate expectations
- Assure employees know job /provide training
- Onboarding new employees
- Accountability/ monitor performance
- Provide feedback
- Delegation
- Coaching
- Counseling
- Enhanced performance
Leadership Development Solutions
Managers Leadership Workshop
Four days covered 2 days per week over 2 weeks
Providing senior managers with impactful tools to facilitate moving beyond traditional management by leading the mindset shift from boss to a leader-coach system, by empowering leaders and team members
Audience: senior leaders, managers and owners
More on the Managers Leadership Workshop
Team Leaders Workshop
Bootcamp Two days - Most selected course
Shifting from “Command & Control” to a leader-coach, developer of People
Audience: new and seasoned supervisors and lead personnel
03
It’s the People
Developing trusting and collaborative relationships through Interpersonal skills, emotional Intelligence
Building and Maintaining Positive Relationships and Workplaces
- It is critical for leaders and team members to gain a much better understanding of themselves and others and how to create and maintain positive relationships in your personal and professional lives.
People and Relationship Skills Development Solutions
DPR 101 Utilizing Self-Awareness (DISC) for Building and Maintaining Positive Relationships and Workplaces – 4 hours
Develop thriving personal and professional relationships by understanding yourself and others
Audience: All levels of leaders and team members
DPR 102 Utilizing Emotional Intelligence for Building and Maintaining Positive Relationships and Workplaces – 4 hours
- Emotional Intelligence is the most important skill to assure a positive workplace. We provide knowledge and skills to increase your self-awareness, self-management, and social-awareness and relationship management.
DPR 103 Techniques for Building and Maintaining Positive Relationships and Workplaces utilizing Interpersonal Skills, Self-Awareness (DISC), Emotional Intelligence – 7 hours
- We combine in a powerful one-day course utilizing Self-Awareness (DISC) for Building and Maintaining Positive Relationships and Workplaces Utilizing Emotional Intelligence for Building and Maintaining Positive Relationships and Workplaces – 7 hours
04
It’s enhancing your training and development system
People Skills Development helps organizations develop their training system using the training industry standard called Instructional Systems Design, also called ADDIE
- Needs assessment/analysis – My needs assessment process focuses on operational, organizational and leader and team member competence issues. These are analyzed to determine the root cause(s) and assure the best training solutions and outcomes. Develop learning objectives.
- Design and develop the training system – It is critical to spend the time to design and develop the training system based on the learning objectives from the assessment phase.
- Implementation and evaluation – The critical step is actually using the training system. With the involvement of all the stakeholders of the training system it will be developed based on your local needs and used accordingly.
- Evaluation process is one of the keys to my success, and I have used the Kirkpatrick Four Levels Evaluation System for continuous improvement of the training that is offered.
- Train the Trainer Series - Peter has trained over 300 instructors and trainers. He provides impactful training concepts that help trainers design and develop engaging content and deliver with confidence using the Socratic method (asking questions) of facilitating learning instead of lecturing.
The first step is understanding and assessing where you are on the training and development continuum, and where you want to be
Employees training and development
Train-the-Trainer solutions
- TTT 101 – Designing and Developing Outstanding Presentations and Training that are Creative, Interesting, Effective and Engaging
- TTT 102 –Delivering Outstanding Presentations and Training that are Creative, Interesting, Effective and Engaging
05
It’s leader and team member development
- PSD uses two different approaches for developing leaders and team members each is based on an understanding of the gap between what the job requires and what the incumbent can already do.
What Does the Job Require?
Accountabilities
Tasks
Roles
- Determine competencies required - skills, knowledge, behaviors
Tools
- Leaders’ assessment Optional Career Architect ©
Gap Analysis
Incumbent
- Compare Competencies required - skills, knowledge, behaviors
- Tools
- Assess competencies
- Develop Development Worksheets
- Conduct Development Plan conversations
- Optional use Leadership Architect ©
- Each person is their architect of their destiny and development
- An organization obtains the workforce they invest in and develop
Flourishing, thriving leaders and employees
- Management staff training and development system is based on a competency-based system using Career Architect System.
- Team members’ training is based on a Structured On-the-Job Training System
06
It’s having an expert-level training and development partner
Would you like a corporate trainer or training manager without the overhead and minimum cost!
- Peter, with over 40 years of training and development, can assist in assessing your training needs, provide training and develop your training system and budget.
- Consider utilizing the PSD Client Retainer Program which will provide you with expert T&D consulting and training advice as easy as a call or an email.
Purpose
- The purpose of the PSD Client Retainer Program is to provide you with expert training and development advice and services as easy as a call or an email. On an as-needed basis, monthly or annual fee, Peter will respond to you during the business day and provide the assistance you need.
Services
Contract training manager will assess operational and organizational issues and leader and team member competence
- Conduct a Training Needs Assessment on a company-wide, department or individual basis
- Developing an annual training plan and budget.
Training Coordinator coordinates and schedules existing training programs and instructors
Contract Training Courses
- Leadership
- Coaching
- Interpersonal skills
- Emotional Intelligence
- Structured On-the-Job Training
- Train the trainer series focusing on how to design and develop training and how to deliver
Development
- Career and performance development system
- Coaching leaders and employees
- Succession planning