Sample Resources
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Six Thinking Hats Handouts
Six Thinking Hats Handouts
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Type: pdf Scope: 1. Primer
Size: 88.57KB
Six Thinking Hats Delegate notes
Six Thinking Hats delegate notes
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Type: pdf Scope: 1. Primer
Size: 0.3MB
Negotiation
Definition Negotiation takes place whenever two or more people or groups desire outcomes which are interdependent. Successful negotiating results in a win-win agreement in which all parties gain overall, even though they may have to make concessions in the process.
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Type: pdf Scope: 1. Primer
Size: 64.70KB
Zin Obelisk Instructions
Team Building using Zin Obelisk.
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Type: pdf Scope: 3. Outline
Size: 33.82KB
Six Thinking hats posters
A3 Posters for use with Six Thinking Hats
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Type: pdf Scope: 1. Primer
Size: 0.2MB
Implementing and closing a project
Hints, tips, tools and advice on how to implement a project and close it down successfully.
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Type: pdf Scope: 2. Fundamentals
Size: 0.4MB
Six Thinking Hats Tutor Guide
Six thinking Hats Tutor Guide
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Type: pdf Scope: 1. Primer
Size: 0.6MB
Basic Non Verbal Communication Skills
Most of the basic communications gestures are the same all over the world. When people are happy, they smile; when they are sad or angry they frown or scowl. Nodding of the head is almost universally considered to indicate ‘yes’ or affirmation. Shaking of the head is considered to be ‘no’ or negation.
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Type: pdf Scope: 1. Primer
Size: 66.38KB
Dressing Points for Men
Your impact can be made negative by wearing styles which do not complement your figure shape. They can make you appear less confident, less dynamic or less approachable. In order for you to come across as credible your clothes should be a natural extension of yourself. When buying clothes, consideration should be given to their shape, style, colour, texture, patterns and fit. These should harmonise with your own body shape and genetic colouring and also reflect your individual personality.
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Type: pdf Scope: 1. Primer
Size: 35.08KB
Active Listening
Active listening is a way of listening and responding to another person that improves mutual understanding. Often when people talk to each other, they don’t listen attentively. They are often distracted, half listening, half thinking about something else.
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Type: pdf Scope: 3. Outline
Size: 86.83KB
Change Management
The Concise Oxford Dictionary defines change as "making or becoming different". While this may be too vague most management dictionaries do not attempt to tackle a definition.
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Type: pdf Scope: 2. Fundamentals
Size: 63.95KB
Dressing Points for Women
Your impact can be made negative by wearing styles which do not complement your figure shape. They can make you appear less confident, less dynamic or less approachable. In order for you to come across as credible your clothes should be a natural extension of yourself. When buying clothes, consideration should be given to their shape, style, colour, texture, pattern and fit. These should harmonise with your own body shape and genetic colouring and also reflect your individual personality.
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Type: pdf Scope: 1. Primer
Size: 36.43KB
Desert Island Exercise
Outdoor / Indoor exercise. Last 1 hour upwards
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Type: pdf Scope: 1. Primer
Size: 28.91KB
33 Ways to save time
33 ways to save time!Q
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Type: pdf Scope: 1. Primer
Size: 16.40KB
Simple Time Line exercise
Time Line exercise...how many days have you left to spend doing what you want to etc.
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Type: pdf Scope: 3. Outline
Size: 19.73KB
Kolbs Learning Styles Questionnaire
Kolb's Learning Styles Questionnaire. Mapped over to Honey & Mumford; however some care needs to be taken when using this.
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Type: pdf Scope: 1. Primer
Size: 0.1MB
Assessment and Evaluation
There have been several 'surveys' on the use of evaluation in training and development. Results initially appear heartening; many trainers/organisations responding about the extensive approaches they use. However when more specific and penetrating questions are asked, many professional trainers and training departments are found to use only 'reactionaries' (general vague feedback forms), including the invidious 'Happy Sheet' where, for example, questions such as 'How good did you feel the trainer was?', and 'How enjoyable was the training course?' are used.
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Type: pdf Scope: 3. Outline
Size: 82.45KB
Zin Obelisk Questions
Zin Obelisk Questions
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Type: pdf Scope: 3. Outline
Size: 36.02KB
Train the Trainer 2 day event
The Programme in Perspective Why People train almost every day of their lives, often without realising they are doing it and this 2 day learning event is a brief guide to the key skills, knowledge and abilities that are required to be an effective trainer. It is not intended to be used in place of a more formal training qualification such as the Chartered Institute of Personnel and Development’s (CIPD www.cipd.co.uk), the Certificate in Training Practice (CTP) or the Trainer Assessment Programme (TAP) which are available from the Training Foundation (www.trainingfoundation.co.uk). Programme Aim To introduce the concept of adult centred learning principles and explore the skills, knowledge and abilities required by an individual to be an effective trainer. Learning Objectives After completing this programme, participants will be able to: State and explain in detail what is meant by the Structured Approach to Training. Defining ‘Learning Outcomes’ from the Learning Needs Analysis (LNA) Be able to design competency based learning events based on the LNA Identification of effective methods of learning that are appropriate to the subject matter Know how to manage individuals and groups within a learning environment Design competency based assessments Reliability and validity of assessments Evaluation of learning interventions
>> This resource cannot be downloaded here because it is on sale in the Downloads section of the main TrainerBase site in the Train the Trainer material category.
Type: pdf Scope: 4. Detailed
Size: 1.0MB
Zin Obelisk Answer Sheet
Zin Obelisk Answer Sheet
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Type: pdf Scope: 3. Outline
Size: 24.30KB
Six Thinking Hats
Six Thinking Hats - tutor notes
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Type: pdf Scope: 1. Primer
Size: 0.5MB
Planning a Workshop
Do's and Dont's on Planning A Workshop
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Type: pdf Scope: 1. Primer
Size: 2.5MB
Building Succsessful Teams
Teams are not the same as other groups; they need to be planned, built and maintained. A number of people who happen to work together in the same place may not operate as a team, and may not need to. A team has a distinct characteristic - it is a group working together to achieve a common purpose and may be composed of people drawn from different functions, departments or disciplines. Increasingly, teams are groups which are set up for a specific project, are empowered to steer and develop the work they do, and are responsible for their achievements.
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Type: pdf Scope: 2. Fundamentals
Size: 59.93KB
Delegate Feedback Form
Like 'em or not we should look at ROI and 'Happy Sheet's' are the first level on Kirkpatrick's model of evaluation! This is an example delegate feedback sheet that is in MS word so you can ammend it in anyway shape or form!
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Type: doc Scope: 4. Detailed
Size: 0.3MB
Planning a Project
Hints, tips, tools and advice on how to plan a project effectively.
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Type: pdf Scope: 2. Fundamentals
Size: 0.6MB
Starting a project the right way
Hints, tips, tools and advice on how to get a project off the ground.
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Type: pdf Scope: 2. Fundamentals
Size: 0.6MB
Constructive Conversations
In any conversations the first few moments can have a major influence on the remainder of the conversation. Getting the tone wrong at the start can put your colleague in an immediate defensive situation, which may result in a less productive conversation from your perspective.
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Type: pdf Scope: 3. Outline
Size: 0.1MB
Development Oppotunities
Employee development is the main route followed by most organisations to improved organisational performance, which in turn requires an understanding of the processes and techniques of organisational, team and individual learning.
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Type: pdf Scope: 3. Outline
Size: 82.81KB
Honest Conversations
A few well-planned questions will show the value you place on the development and performance of the individual and will bring clarity to the discussion. Use all of these types of questions in performance discussions.
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Type: pdf Scope: 1. Primer
Size: 0.1MB
Performance Review Meetings
Preparation and planning is vital to the success of the performance review system. For the actual performance review discussion to be effective, several areas need to be considered.
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Type: pdf Scope: 3. Outline
Size: 57.21KB
Performance Coaching
Coaching is an important tool in People Management and is about developing a person's skills, knowledge and experience so that their job performance improves, leading to the achievement of organisational objectives.
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Type: pdf Scope: 2. Fundamentals
Size: 49.60KB
Using Consultancy Services
"Management consulting is an advisory service contracted for and provided to organizations by specially trained and qualified persons who assist, in an objective and independent manner, the client organization to identify management problems, analyze such problems, recommend solutions to these problems, and help, when requested, in the implementation of solutions."
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Type: pdf Scope: 3. Outline
Size: 56.57KB
Emotional Intelligence
"The ability to perceive, to integrate, to understand and reflectively manage one's own and other people's feelings"
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Type: pdf Scope: 1. Primer
Size: 98.42KB
Strategic Planning
Strategic planning goes to the heart of what an organisation does, why it does it, how it does it and where it is going. It is "a total concept of the whole business involving a framework and process that guides its future" (Napuk).
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Type: pdf Scope: 1. Primer
Size: 52.24KB
Getting Sponsorship
Whether it is charitable support or a business arrangement, sponsorship is a mutual partnership. It is an investment (not a donation) from which both sides gain. It involves: • a sponsor, who funds an item or activity in return for promotional recognition • a beneficiary, who produces the item or undertakes the activity.
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Type: pdf Scope: 1. Primer
Size: 62.16KB
Human Givens Seminar
Human Givens Seminar - 29th May 2008, Cardiff
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Type: pdf Scope: 1. Primer
Size: 0.2MB
Self Esteem Exercise
A nice little exercise that throws some light on how people look at themselves
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Type: pdf Scope: 1. Primer
Size: 69.70KB
Multi Source Feedback 360 Degree Feedback
360’ feedback consists of performance data generated from a number of sources, who can include the person to whom the individual being assessed reports, people who report to them, peers (team colleagues or others in the organisation), and internal and external customers as well as self assessment.
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Type: pdf Scope: 1. Primer
Size: 41.92KB
Glossary of terms used in APM
Glossary of terms used within APM.
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Type: pdf Scope: 3. Outline
Size: 64.23KB
Handling Difficult Situations
There are many difficult situations that may arise during a performance review meeting.
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Type: pdf Scope: 3. Outline
Size: 86.70KB
Get close to your customers
Getting close to the customer involves gathering facts and knowledge about your customers (both current and potential), and turning these into an awareness of what customers want from you and how they perceive your organisation and your products and services. This awareness must then be acted on to ensure that you continually meet customer demands and ensure long-term survival and profitability.
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Type: pdf Scope: 2. Fundamentals
Size: 63.56KB
Trainer Feedback Sheet
Like 'em or not we should look at ROI and 'Happy Sheet's' are the first level on Kirkpatrick's model of evaluation! Trainers are an important part of this loop and should be asked for their feedback as well. This is an example trainer feedback sheet that is in MS word so you can ammend it in anyway shape or form!
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Type: doc Scope: 2. Fundamentals
Size: 0.1MB