Business English

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Developing a language strategy is integral to any global organisation. English language is often considered to be the language of commerce and business. Many international corporations that seek to engage the English speaking business community, or those that operate in different countries, often use English as the common language. This means that such organisations require staff to be fluent and competent in the use of English language, and so look to draw up a language proficiency strategy, to assess language capabilities across the organisation.  

We can design a corporate English training solution for your organisation based on your goals and unique requirements.  

How we can help?

  • Customise programmes to suit requirements and sectors
  • Progress reporting available for all course participants
  • Individual lessons and group courses
  • All levels catered for -  from beginners to advanced
  • Online learning available in combination with the course
  • Native English speaking tutors

Online English Language Programme

Our online English programme is a self directed programme aimed at developing and improving fluency in all areas of English. The course is broken down into four domains of  speaking, reading, writing and listening. it also touches upon spelling, grammar and punctuation.  Covering key areas of English grammar, our new interactive Developed by experts in the English Language, the courses pedagogy approach together with audio clips help explain key fundamental concepts of the English language. You also have access to online tutors and an online social forum, where students can interact with each other and practice their new English skills.

This course is designed to enhance your English skills, allowing you to study other academic courses which are taught in English or work in environment where English is the medium. The course objective is to prepare foreign language students for study at English language higher education institutions or work.

Course Overview

The course is made up of 5 levels. Each level consists of 20 guided learning hours of material with an additional 20 hours  worth of optional materials that comprise of recommended exercises, recommended readings, Internet resources, and self-testing exercises.

We can provide discounts to organisations who want to buy in volume for their staff – call 0203 203 2024 for further details.

Service Improvement

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Service Improvement is about employing the appropriate tools and techniques for improvement that is fundamental to getting to grips with the challenges that face many businesses today. Adopting a systematic approach to  service improvement through use of data analysis, key indicators/measures and strategic implementation plans allow organisations to be focussed on quality management. Used correctly, these tools and techniques can help orgnaisations quickly identify and resolve problems as quickly and as cost-effectively as possible while ensuring that any improvements in service provision is sustainable.


Service Improvement

We provide comprehensive training programme that focuses on operational excellence and strategies and techniques for improving service and quality.  Service Improvement programme covers the principles of lean production, six sigma, kaizen / continuous improvement and related models, designed to help organisations optimise their service improvement strategies

Key Performance Indicators

We deliver programmes that looks at how to use KPIs to convey results which show the degree to which main bottom line objectives are being met; to provide incisive knowledge allowing corrective action to be devised thereby facilitating results; and to motivate people so that they are proactive and innovative in improving, not just operating, a process.

 

People Resourcing

people resourcing

We work with HR professionals, managers, and leaders to develop and implement their resourcing strategy. Recruitment, selection and talent retention is at the heart of any successful high performing organisation. Formulation of a talent management strategy that is mapped effectively to the goals/objectives and culture of the organisation can bring about the development of a cohesive and effective workforce.  

“Talent consists of those individuals who can make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential.”  We seek to partner with organisations to achieve this very aim."

How we can help

  • Design and development of effective training programmes
  • Design of competency framework
  • Executive recruitment and selection
  • Assesses employees to identify talent and support personal growth
  • Psychometric assessments to support organisational change initiatives
  • Assessment/development centres
  • 360 Degree assessment and feedback
  • Executive coaching

Strategy

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Strategic planning is a process that is designed to co-ordinate effectively the various business functions with the objectives of the organisation. Strategic planning in essence requires an organisation to answer key questions; Where is your business now? Where do you want to take it? What do you need to do to get there? Effective strategic planning enables and organisation to focus on achieving the bottom line, through the establishment of corporate goals and objectives that is aligned with organisational culture, resources, stakeholder needs, etc.

We work with organisations, consulting on all areas of strategic planning and designing development programmes for the management team to include areas such as:

  • Designing strategic plans
  • Fundamentals of strategic planning
  • Strategic execution plans
  • Defining and reviewing Key performance indicators
  • Measuring, monitoring and benchmarking performance
  • Data and  metric analysis
  • Tool and technique for strategic analysis
  • Aligning strategic plan with organizational capabilities
  • Balanced score card introduction and implementation

Performance Management

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Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization.  More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.   The principle goal of performance management is to improve employee effectiveness, it is a continuous process, and it should also incorporate an authentic appreciation of employee well-being and growth.  We view key areas that impact on performance, and work to help organisations address these key areas:

Building Effective Teams

“Coming together is a beginning. Keeping together is progress. Working together is success.”

-Henry Ford

Effective team work is key to the successful operation of your organisation, building strong teams is the basis of high performance.

As Andrew Carnegie states

"Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results."  

Employee Well Being

Researchers  have long established the  linked  between  the success of an organisation  and having a workforce  that is healthy and productive.  A productive, healthy and motivated workforce should never be underestimated.  Development of an organisational culture that recognises the value of employee well -being, rather than focussing solely on the “ bottomline”, indicates a recognition of this vital link.   Furthermore such a shift in organisational culture, should look at moving away from focussing on stress and the containment of stress to well-being in general,  lends itself to a more proactive approach.

The promotion of wellbeing in the workplace enables organisation to recruit and retain talent,  demonstrating that they see employee well- being as a key business investment rather than a costly  staff rewards.

The well-being of staff in an organisations should be a business priority in order to more effectively ensure that the workforce are happy and healthy, which in turn tends to reap the rewards of a more committed and productive workforce.

Building Resilience

Personal resilience is the capacity to maintain wellbeing and work performance under pressure, including being able to bounce-back from setbacks effectively. Our natural resilience is a combination of personal characteristics and learned skills - but most importantly the quality can always be developed whatever an individual's starting point; and in times of change and growth it's becoming increasingly important for individual and business performance.

Emotional Intelligence

Emotional intelligence is a necessary requirement for today’s leaders, managers and anyone who wants to understand more about how emotions impact on people; how we choose the impact of our behaviour .  Daniel Goleman, a renowned psychologist, identifies the core competencies of emotional intelligence as self-awareness, self-regulation, self-motivation, empathy and social skills.  Understanding your own emotions and how this impacts others, managing them and creating behaviours that encourage others to follow your lead is vital for your success as a manager and a leader. 

Stress Management

Stress is a state of mental or emotional strain or tension resulting from adverse or demanding circumstances , or reaction to change. Stress inducing triggers, situations are an inevitable part of our lives. As a potential factor influencing work performance, individuals and organisations are more focussed on the need  for effective stress management.

How we can help

  • We can design and deliver training/workshops to equip managers and leaders to effectively manage performance within their teams/departments. Our business development programmes focus on improving operations through service improvement, and the systematic review.
  • Bitesize training clinics
  • Therapeutic support – from a range of approaches
  • Coaching for managers and leaders specifically targeting performance management challenges.  Specifically looking at their role in helping the business achieve its goals with the dual demand of empowering staff to perform at the highest levels.
  • Use of psychometric tools to profile behaviours, and analyse strengths, and areas for development within teams, departments and the organisation as a whole.  Easy to read reports that enable a good view of skills,  traits, preferences and behaviours of individuals that can be the building blocks for interventions.
  • Implementation and management of 360 degree assessment and feedback process. This can be as a one off, or embedded in the whole performance management strategy.

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