Bec Development
SPECIALISTS IN MAKING CHANGE HAPPEN…
MAD LEARNING
Welcome to MAD learning- an area designed with managers from Media and Advertising in mind.
What can MAD Learning offer you?
MAD delivers training and learning for people who work within media agencies, media owners and creative agencies and the digital world.
We know that sometimes you want a few top tips or shortcuts to save time or as a reminder of what you already know but maybe haven’t used for while.
We will update and add to this section on a regular basis but do call us if you would like something specific, top tips come free! Click on the “LEARN” buttons below to read more.
MAD Learning 2012 – Brand New Workshop Programme
The MAD open workshop programme is a series of courses crafted for people in media to learn together. Bringing together individuals in the Media and Advertising world will ensure synergies across subject matter, workplace challenges and interest, so that delegates take away learnings that are relevant and impactful to their everyday world.
It is all about making learning interesting, innovative, fun, practical, relevant, focused and insightful.
Why an open workshop programme for 2012?
Whilst internal courses remain popular amongst our clients both economic and workload pressures are making it increasingly difficult for a full team of people to be away from their desks at the same time.
For that reason, at Bec Development we have built a programme of workshops to run throughout 2012 that give companies the flexibility to send an individual or up to 3 people on one course. This minimises the amount of staff simultaneously out of the office and reduces the capital outlay.
The “How to…” series of workshops for 2012 will cover a wide variety of topics and hopefully there will be something to suit everyone!
Details of the individual workshops follows here:
1. How to…be an Internal Trainer
What’s it about?
Learning how to design and deliver training and workshops where you work for the people you work with. How to take your ideas and knowledge of a topic and create an interactive session with impactful exercises, discussion groups and learning that transfers back into the real job.
Who should come?
You might be a new internal trainer, part of an HR team or a manager who has been tasked with training the team.
What will you learn?
· How to design your first training session
· Understand how people learn and apply that knowledge
· How to make sessions interactive, fun and useful
· How to build your confidence as a trainer
· How to know if the training is working
Date: Thursday 23rd February – 1 full day Facilitator : Helen Tiffany
2. How to…Optimise Pitching through Story-Telling
What’s it about?
This one day interactive course is designed to give participants a different angle on how they present to clients. Using a blend of story-structure and improvisational acting techniques presentations can become more immediate, enjoyable, memorable, and relevant. This technique is particularly effective when there is a dense amount of material to work through.
As a practically focused course, you will get the chance to discuss and plan a specific business story within the session. Plus it’s a lot of fun!
Who should come?
This workshop is for anyone who presents to clients and would like to learn how to make their presentation structure and style more engaging and compelling.
What will you learn?
- An understanding of how and why stories work
- How to identify opportunities for using stories in your presentations
- Tools and techniques to create other presentations bespoke to specific clients and scenarios
Date: Wednesday 4th April 2011 – 1 full day Facilitator: Greg Keen
3. How to…have Great Ideas
What’s it about?
Ideas are the high octane fuel on which successful businesses run and on which they depend to remain faster and fitter than their competitors. This one day course will focus on two separate areas-
- How to have great ideas at work
- How to boost your ‘everyday creativity’
Depending on your business area, the skills you learn will assist you to – indentify and develop new revenue streams, orchestrate a compelling creative pitch to win that large piece of new business, come up with the ‘big idea’ for a communications campaign or even develop a new concept in NPD
Who should come?
Absolutely anyone!! We can all have great ideas, given the right guidance; and employees of all levels and ages, will have different and interesting perspectives on your business needs
What will you learn?
- Innovation Toolkit, to take away and use – helping you have great, business focused, ideas on your own or with your colleagues
- Tips for ‘everyday creativity’ – How to change your everyday behaviour, so that you are more able to access your inner creative genius.
- The combination of the above will allow you to step outside of the box, and develop genuinely innovative and game changing ideas.
Date: Wednesday 16th May 2011 – ½ day AM Facilitator: Nick Hammond
4. How to…get the Most out of Appraisals
What’s it about?
Learning how to conduct appraisals that are meaningful, helpful and that improve performance.
Appraisals should motivate, inspire and help drive capability and talent in your organisations and this course will help managers get the most from the appraisal conversation. No more made up KPIs and objectives, this is making appraisals really work for everyone.
Who should come?
This workshop is for anyone who is responsible for managing staff and carrying out reviews and performance appraisals.
What will you learn?
- How to give great feedback
- How to deal with pay and promotion
- Ways to identify development areas
- Methods of motivating the individual and create realistic workable action plans
Date: Thursday 21st June – ½ day – AM Facilitator : Helen Tiffany
5. How to…get the Best from your People
What’s it about?
Sometimes it might feel like our jobs would be far simpler if we didn’t have anyone to manage! It can take a lot of time and effort to manage people. However when we work with people who are clear, focused, dedicated and motivated it can be hugely rewarding – as well as freeing us up to do other things. This one day workshop will provide managers with the essentials to create high performing, motivated teams.
Who should come?
The workshop is aimed at new managers and those who have received little management training in the past.
What will you learn?
- Understand what you need to do in a performance management cycle
- How to set clear performance expectations for your team
- How to carry out effective feedback and motivate your team
- Plan how to manage different levels of performance within your team
- How to delegate effectively
- Some useful coaching skills to manage performance
- How to support development needs across the team
Date: Wednesday 25th July – 1 full day Facilitator: Amy Savage
6. How to…Maximise the Digital Space
What’s it about?
Online is a constantly and rapidly evolving array of channels and delivery mechanisms – web, email, social media, PCs, laptops, tablets and smart phones – where businesses are being constantly challenged to engage with highly adaptive and impatient audiences.
The workshop looks at the current landscape, as well as new trends and developments. It gets you thinking differently about your current business practice and what organisational change and personal skill sets you need to focus on to make the most of the online opportunities.
Who should come?
Digital decision makers, business direction shapers, web / new media managers, publishers, editors and PR and media professionals.
What will you learn?
- How the digital landscape is evolving
- Techniques for assessing your digital strengths and weaknesses – and how to plug them.
- The importance of attaching the right business KPIs to what you do online.
- The role of content strategy as an emerging skillset.
- How to assess the risks and rewards of online engagement.
- The basics of digital governance.
Date: Tuesday 18th September – 1/2 day – AM Facilitator: Anne Caborn
7. How to…Coach in the Workplace
What’s it about?
Getting an understanding of the power of coaching in the workplace and how to use it effectively. You will learn how to identify those that need coaching support and then deliver that support which ultimately will contribute towards building a progressive, people focused culture.
Who should come?
This workshop is for anyone who is responsible for managing staff, HR and L&D practitioners or for anyone who is particularly interested in coaching.
What will you learn?
- How to develop others using coaching techniques and language
- Coaching people through tough situations
- Coaching to handle tough conversations internally
- How to use the GROW model
Date: Thursday 25th October – 1 day Facilitator : Helen Tiffany
8. How to…Negotiate and get Good Deals
What’s it about?
Being able to prepare, structure, and deliver valuable deals. Particular emphasis will be placed on understanding buying techniques and dealing with pressure tactics.
Who should come?
Anyone who needs a solid negotiation primer or is looking to refresh existing skills.
What will you learn?
· Preparing to negotiate
· Establishing Constants and Variables
· Using specific question techniques
· Trading effectively
· Dealing with (or implementing) buying strategies
· Maintaining value
· Dealing with deadlock
· Closing the deal
Date: Tuesday 4th December – ½ day – AM Facilitator: Greg Keen
LEARN: Performance reviews and appraisals
- Prepare
- Empower
- Review
- Feedback
- Open
- Realistic
- Motivating
Prepare
Set ground rules, scope, time and date. Think about: performance, attitude, success, areas to develop, career plan, business objectives. Take: role definitions, past appraisals, competencies, samples of work, 360 feedback.
Empower
Be positive, Talk about success, Discuss responsibility, Create a plan for development, Support.
Review
What went well?, What didn’t?, Is the job still the same?, Relationships, Workload, Work scope, Opportunities, CPD.
Feedback
focus on: intention and outcomes, use examples, take out emotive language, talk about observations, stay with the facts, try to understand rather than judge, talk about success and areas to change and develop, use the role definition to help you achieve balanced feedback, ask questions as well as telling, use specific examples behaviour, be able to explain what you mean and what you would like to be different.
Open
Be open to feedback yourself, Ask open questions to explore, Use open body language, Be open to their point of view and show understanding, Be prepared to change your mind.
Realistic
Make plans and objectives realistic, Discuss barriers to goals and contingency plans, Set realistic time frames and follow up dates, Consider the reality of what the company can offer in advance and have some alternatives, Remember that people don’t change overnight.
Motivating
What does this job mean for them?, What drives them at work?, Link development to their goals, Have realistic plans, Offer support and encouragement, Thank them.
LEARN: Top tips for your CV
1.Keep it short
The best CV’s we see are kept to one page. And even if your career has been so packed full that you can’t possibly fit all of your experience on one page, the discipline of trying will help focus your mind on what’s
really important. Remember the brutal fact that most people will only spend moments reading a CV, at best.
2.Think about how it looks
It may seem frivolous, but this is after all a creative industry. Spend some time finding a typeface that feels right for you and your personality. Think about how you structure headings, sub-headings, and bullets if you
use them. Think about whether a dash of colour might be in order. And preferably keep different sizes of type, bold, underlining to a minimum as it just looks messy. If you see a CV design you like, borrow it. Or
even get a friendly designer to have a look at it for you; it’s a good investment. And when you’re happy with it, save it as a PDF so no-one can fiddle with the content.
3.Get the basics right
List your work experience in reverse order. Explain any gaps. Put the dates in the same format. The further you are into your career, the more brutal you need to be with the stuff at the beginning (it’s unlikely anyone
is going to be that interested in your GCSE’s, or even your A-Levels). Keep contact details short and to the point. Employers generally ask for referees if they need them. Check your spelling and grammar; and if
that’s not your forte, get someone else to check it for you.
4.Prioritise achievements over responsibilities
Unless the work experience you’re describing is likely to be very unfamiliar to the reader, there’s little point including anything that amounts to a job description. What did you do that improved the quality of the work, relationship, profitability? What are you most proud of? Think about your specific contribution, not just what the agency or organisation did.
5.Try writing a personal profile
They are difficult to write, but as an intro to your CV, can be very effective. To work you need to avoid the ‘team-player but happy to work independently’ cliches. Make it about you and what you’re like and what
you’re looking for. Avoid the third person, it sounds very false. If you find it really uncomfortable talking yourself up, then just let your experience and achievements speak for you – but at least have a go.
6.Make your interests interesting
If they’re not, leave them out. They’re interesting if they say something about what you’re like as a person, or are particularly memorable, or particularly relevant to a future employer. Most people like travelling,
socialising, and occasionally going to the cinema or theatre or a gallery. Not many people play the trumpet or make their own clothes.
7.Seek feedback
CVs can become very familiar friends. Read it as a potential employer would, with a critical eye. And then get someone else to do likewise.
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