Human Capital for many businesses still remains the most expensive and sub optimal investment.

At Illuminate Group, our leadership training modules demystify the ‘art’ of people management. We create clear pathways to establish outstanding leadership and management practices.

We believe in giving people experiences that make them thinkfeel and behave in a way that helps them achieve their true potential. To this end, we’ve combined the best of contemporary leadership and human resource practices with the latest research in neuroscience and organisational psychology. We create innovative programs that captivate the imagination – light bulb moments!

We build people’s skills, knowledge and spirit in line with business requirements. We focus on what needs to be done differently. Together, we measure, benchmark and achieve.

Our Leadership Modules include:

  • Conscious Leadership
  • Developing Resilience
  • Great Communication
  • Leading Change
  • Resolving Conflict
  • Leading Performance
  • Project Problem Solving
  • Lean Systems
  • Safety Leadership
  • Operational Planning
  • Building Exceptional
  • Teams
  • Coaching Feedback
  • Psychometric Testing

Conscious Leadership

Leaders are the single most important factor in employee engagement, employee retention and productivity.

Good leaders set workplace culture allowing businesses to operate efficiently and effectively.

This workshop is designed to develop and enhance the skills and knowledge of leaders to effectively and consciously lead a team or workgroup in a work environment.

It covers the psychological aspects of leadership and how it impacts on the performance of teams.

Our Conscious Leadership workshop focuses on:

    • Cognitive behavioural psychology of leadership
    • Authority cue and influence
    • Leadership styles
    • How leaders’ trust and confidence in team members impacts the wider workplace
    • Build and maintain positive workplace relationships
    • Emotional intelligence
    • Fostering employee engagement

Developing Resilience

Resilience is our capability to bounce back from setbacks.

Leaders of industry need to be resilient. Developing this takes time and practice. Our Developing Resilience workshop will help leaders develop skills to build individual and team resilience via self-reflection, ongoing evaluation and coaching others through enquiry.

The Developing Resilience workshop focuses on:

    • A framework for leaders to demonstrate resilient attitudes and behaviours
    • The relationship between work pressure, performance, morale and resilience
    • Skills to respond positively to work pressures and demands
    • Resilience skills needed when managing change fatigue
    • Managing personal stress
    • Action planning

Great Communication

Leaders require a healthy combination of interpersonal, negotiation, influence, presentation and assertiveness skills.

Effective communicators adapt and modify personal styles to match what they want an audience to feel and understand. They understand the impact they have on others and how to achieve optimal outcomes.

Our Great Communication workshop explores the psychology of influence in order to embrace ideas, recommendations and deliver information persuasively to stakeholders to gain their trust and confidence.

This workshop focuses on:

    • The communication process
    • Styles of communication
    • Influencing others
    • Managing information and distractions
    • Dealing with difficult people and situations
    • Language and the brain
    • Communicating with different behavioural styles (dominant, social, inspiring and competent)
    • Action planning

Leading Change

Change is the only constant.

Projects develop through a number of identifiable stages. In some cases developments are planned and in others they are not.

Leaders must use their innovation, creativity and flexibility to cope with changing conditions and influence others to be constantly prepared for change.

A fundamental error many leaders make is to not take into account the personal losses (real and perceived) that people face during the change initiative. Leading Change explores how change initiatives can affect attitudes, behaviours and desired results.

The Leading Change workshop focuses on:

    • Understanding the psychology of change process
    • Models of organisational and individual change
    • Aligning change strategies with project goals
    • Dealing with resistance to change
    • Influencing teams to be change ready
    • Monitoring and reviewing effectiveness of change and change strategies
    • Action planning

Resolving Conflict

Resolving conflict gives leaders the skills to influence teams and get results.

Most people instinctively avoid conflict, however, good disagreement is central to progress, innovation and success.

Differences in styles, opinions and backgrounds can lead to emotional conflict. Such differences may affect a project’s success or its timely completion. Leaders have an untapped power to lead people through these differences.

The Resolving Conflict workshop focuses on:

    • Psychology of conflict
    • Strategies for resolving conflict
    • Personal styles of conflict management
    • Active listening and questioning techniques
    • Negotiating techniques
    • Negotiation cognitive biases
    • Action planning

Leading Performance

To optimise “on budget and on time” outcomes, leaders must maximise involvement from everyone in the team.

For around 80% of Australian businesses, it’s people that are the biggest cost.

While we often have rigorous monitoring and maintenance schedules to ensure machinery and equipment perform at optimal levels, many of us struggle when leading people or investing in performance management.

The Leading Performance workshop focuses on:

    • Purpose of performance management
    • Aligning individual performance with organisational goals
    • Developing and agreeing on
    • Key Performance Indicators for the success of the project
    • Giving and receiving feedback
    • Having difficult conversations
    • Preparing a learning development plan
    • Action planning

Project Problem Solving

Problems are improvement opportunities waiting to be solved.

Project Problem Solving introduces problem solving methodologies for the project environment.

Leaders are expected to tackle current project problems and systematically analyse the root causes of problems to improve processes.

The Project Problem Solving workshop focuses on:

  • Identifying and clarifying the nature of the problem
  • Using a range of formal problem solving techniques
  • Devising the best solution
  • Evaluating the solution
  • Developing an implementation plan to rectify the problem
  • Action planning

Safety Leadership

Leadership empowers people to consciously influence their teams to be internally motivated for their safety behaviours.

Our Safety Leadership workshop is designed to increase employee engagement with safety compliance by influencing employees to internalise safety outcomes.

In this workshop, leaders learn how to pick up on ‘weak signals’ and create a ‘chronic unease’ in the workplace to ensure safety is addressed at the discomfort level rather than the crisis level. This workshop combines traditional compliance focused

Occupational Health & Safety with empirical psychological concepts.

The Safety Leadership workshop focuses on:

  • Safety and legislation
  • Leaders safety responsibilities and influence on the project’s safety culture
  • Safe systems of work
  • Psychology of risk taking behaviours
  • Incident reporting culture
  • Incident investigations
  • Safety communications
  • Action planning

Lean Systems

Explores all the inputs and outputs that impact project viability.

Given that there are twists, turns and restrictions in any business flow, effective implementation of the Lean concepts helps achieve just-in-time delivery of products and services with shortened lead times.

Lean Systems focuses on looking for opportunities to make project systems and processes lean and competitive.

Our workshop focuses on:

    • Diagnose the main areas of waste in the project processes (The Big8 wastes)
    • Value adds vs. Non value adds
    • Develop practical approaches to eliminate the waste
    • Building delay free workflows through process mapping
    • Reduce time delays in responding to customers
    • Building capacity for defect free products, services and transactions
    • Action planning

Operational Planning

Leaders are actively engaged in planning activities to achieve the objectives of the organisation.

The role of leadership is carried out to provide safe, efficient and effective products and services to client satisfaction.

Leaders will learn to implement operational plans by monitoring and adjusting performance, producing short term plans, identifying and acquiring resources and providing reports on performance.

The Operational Planning workshop focuses on:

    • Execute an effective operational planning process
    • Decompose goals into initiatives/programs and projects
    • Develop contingency plans by identifying hidden threats and options to resolve them
    • Aligning the operational plans to the project goals
    • Goal prioritisation techniques
    • Develop Key Performance Indicators
    • Focus on initiative execution to organisational capacity, with realistic stretch targets
    • Evaluate and set metrics
    • Define and measure accountability
    • Action planning

Building Exceptional Teams

Leaders directly impact how well their teams work together.

Team performance is paramount in project success. This workshop provides a range of thought provoking tools for leaders to build more effective and more highly performing teams.

The Building Exceptional Teams workshop focuses on:

    • Team dynamics and influence
    • Building trust with diverse team members
    • Team and stakeholder communication
    • Team performance goals, roles and accountabilities
    • Establishing a team performance plan
    • Developing and facilitating team cohesion
    • Understanding self-behavioural style, recognising other behavioural styles and being able to adapt to other styles
    • Action planning

Coaching Feedback

Leaders are constantly influencing the performance and behaviours of their people.

At some stage, every leader has been required to deal with a team member who was not coping, who felt under extreme pressure or was experiencing hardship in dealing with the demands of the job.

Illuminate Group’s Coaching Feedback workshop provides tools for leaders to unlock the potential of an individual so that individual – be they another leader or a team member – can maximise their performance.

The Coaching Feedback workshop focuses on:

    • Five elements to increase collaboration, engagement and innovation amongst team members
    • Art of asking powerful questions
    • Appreciative enquiry
    • Active listening – enhanced, open communication, clarity and partnership
    • Theory of attribution and shaping helpful behaviours
    • Action planning

Our coaching program provides an avenue for the application of learning from the Psychometric assessment.

The coaching is expected to guide the participants in their progression on the program and to receive advice on any concerns they may have with their roles.

Essentially coaching aims to achieve consistency across an organisation and provide support in applying learning in the workplace.

Psychometric Testing

Building skills in productivity, safety and collaboration with your employees begins with understanding the individual and their behaviours.

The psychometric profiling Illuminate Group offers identifies a person’s main behavioural style. Our main or “natural” behavioural style is the way we find it easiest to behave and react. It’s our default way of reacting to a situation and determines how and what we think about how we should behave, solve problems, treat others and generally feel about things.

Our “adjusted” style is our reaction to our environment.

Our Psychometric Testing is designed to provide users with practical and usable information. We produce reports for the respondent, supervisor and recruiter, including:

  • Tips for others on how to communicate with the subject
  • Strategies to reduce conflict and increase harmony
  • An overview of various styles
  • How to identify another person’s behavioural style
  • How to adapt to various styles
  • How to communicate with various styles
  • Identifying tension among styles
  • Tension amongst styles worksheets
  • Communication plans with various styles
  • Action planning