Executive and Professional Education Courses
Whether you are an individual looking for a chance to gain new skills, a leader wanting to work with a group to further skills and capabilities in a business-critical space or an organisation looking to develop the next cadre of leadership then we can design and deliver something for you.
We offer fully customised learning programs that respond to your requirements, starting with a learning diagnosis process to ensure that any product that is developed is fully appropriate in terms of content and delivery mode. All of our programs are intellectually-stimulating and delivered in a highly interactive format to ensure that learning is applicable within the workplace.
Our programs can be delivered as intensive subjects over a few days or can be tailored to be ongoing programs (in an action learning form, for example) where participants are supported as they tackle real-life issues. Programs can be delivered as residential, campus-based or work-place based in any area of Australia and overseas. We work to an approach that encourages participants to bring their expertise to the learning experience and to combine this with that of others and our facilitators to generate actionable solutions.
If you would like to discuss future opportunities, please contact us. We can design and deliver something for you.
This one day course will guide participants through the process of developing and implementing a workforce plan using Australian Standard 5620:2015. The course will articulate the need for workforce plans in organisations, consider how workforce plans enable organisations to achieve their long-term objectives, and outline how workforce planning can become a continuous process that is aligned to an organisation’s strategy and business planning.
Participants will learn how to examine the external operating environment, analyse their current and future workforce supply and demand, identify risks and opportunities, create an action plan, and implement and monitor their workforce plan. Advice will be provided for identifying, engaging with and achieving buy-in from stakeholders. Through this course, participants will learn to develop, implement and monitor a workforce plan as part of an ongoing cycle, ensuring that their organisation is able to secure the right number of people, with the right skills at the right time.
Balancing commercial, operational and work health & safety (WHS) objectives can be challenging. This one day course examines contemporary concepts of work design, performance measurement and due diligence that are essential to the effective management and governance of WHS-related business risk. The interactive session explores key issues in WHS risk management and critically analyses the performance information that drives strategic decision-making. Importantly, the course highlights particular WHS measures that are commonly misunderstood and outlines tips for appraising the quality of WHS performance reports.
CBA is one of the methods used to evaluate value for money for new projects or a regulatory change. If the sum is positive, the benefits exceed the costs and the project should be undertaken as it increases efficiency and value to society. If it is negative, the opposite conclusion arises. This course is aimed at managers needing to understand workings and limitations of CBA rather than fostering technical expertise for specialists already carrying out CBA analyses in their everyday work. As such the course highlights the functioning of CBA, its weaknesses, and the ‘grey areas’ that may be overlooked but have substantive impact on the final result. This course uses real examples and is designed to be interactive.
Investing is influenced by both rationality arising from the analysis of available data, and emotions, which are based on gut feel. This course focuses on the rational part of investing; namely, measuring risk, constructing a diversified portfolio, cash flow analysis, understanding the bond and share market, and valuation. The course is aimed at individuals dealing with investment and asset management as part of their work, and is designed to be highly interactive.
This two day course introduces advanced techniques for writing arguments and explanations that are well-reasoned, well-supported, psychologically-compelling and strategically-aligned with an organisation’s mission and priorities. The course uses argument mapping, deductive reasoning and inductive reasoning as tools for planning to write in the argument structure.
Four main features of this approach are brevity, clarity, readability and persuasiveness. These planning techniques encourage brevity, not by ‘dumbing down’ but by focusing in on what is logically-necessary and strategically-important. They achieve clarity by providing a structure that helps readers to understand the writer’s intent. Above all, they enhance persuasiveness by combining logical and psychological approaches to persuasive communication. Readability is also improved by applying some cognitive research findings on how readers read.
The 70:20:10 framework is widely used across the Australian public sector to assist organisations to develop capability. Although the framework is popular and well regarded, there is little research into its effectiveness. Researchers from the Public Service Research Group have spoken with 145 public sector managers to understand the effectiveness of middle management development programs aligned to the 70:20:10 framework.
Work health and safety (WHS) is a priority issue for many organisations, yet too often operational and strategic decisions rely on inadequate or poor quality WHS data. This one day course examines the measurement, analysis and reporting of WHS performance in management reports, balanced scorecards and external media such as Annual Reports or corporate Sustainability Reports. The interactive sessions explore strategies for ensuring performance data adds value; including how to align specific performance measures to decisions, how and when to use lead or lag key performance indicators to evaluate or to verify WHS performance, and how to present WHS indicators and analysis to ensure reports are both succinct and meaningful.
Effective policy design, implementation and evaluation requires consideration of the whole, often complex, system under consideration. Being able to maintain a view or understanding of the whole is a recognised challenge, often discussed when researching wicked or complex problems. This masterclass will explore the hopes and realities when developing effective policy responses in complex systems, through the lens of complexity-informed public management. It will provide the latest thinking on how complexity-informed public management can be planned, implemented and evaluated. The leadership and performance management approaches which will inspire and bring together those from across a policy system are presented and discussed.
Commissioning has recently emerged as a key concept in the reform of public services in relation to health and other policy areas. As a result, a number of individuals have found that they either occupy a commissioning role or are being asked to operate within a commissioning environment. Yet there is still a great deal of confusion over what commissioning is, what it should achieve and how to work effectively within a commissioning context. This bootcamp is designed to bring together a small group who will work together with leading experts to address real-life challenges and find solutions. Ultimately the bootcamp aims to produce better understanding into the key issues faced by commissioners and providers and to develop useable tools and strategies that participants can apply within their work contexts.
It is widely accepted that to achieve organisational high performance, individuals must be performing at their best.
A major contributor to individual performance is the presence of regular and effective performance conversations. Such conversations should enable individuals to understand their purpose within the organization, giving both goal and role clarity. This will necessitate managers clearly articulating their expectations of their team members.