Training and development

 

Leadership

 

Managing people

 

Managing teams

 

Managing remote teams

 

Fundamentals of finance

 

Finance for executives (Corporate Finance)

 

Financial project appraisal

 

Strategic planning

 

Team building and team building events

 

Negotiation skills

 

 

 

 

SDI (Strength Deployment Inventory)

 

We use a number of inventories and self-assessment profilers to help people know themselves better and get on with others. We think that they are great tools for personal development and improving effectiveness. But they must be relevant and user friendly, and produce information that genuinely helps. The SDI is an excellent inventory that is both effective and fun to use. It is not complex but is a valid instrument and very cost effective. We are confident that you will find it useful for you in a number of applications, for example:

 

People Management, Leadership, Conflict management & Inter-personal Skills

 

The SDI measures your personal strengths and motivations and identifies how you behave when things are going both good and bad. It allows you to see how others see you and to understand others better.

 

The SDI is published in the UK by Personal Strengths Publishing (UK) Ltd. Here is some more information on the instrument provided by them.

 

 

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New ideas, initiatives, programmes all have structure – a framework which provides us with what has to be done to ensure the success of the project. However, it is the people and the way they relate to each other that will dictate the degree of success achieved. Improving the quality of these relationships is where the SDI has immediate and long lasting impact.

 

The Strength Deployment Inventory is a learning resource that has been proved to be effective in building strong relationships worldwide for more than 25 years. It enables everyone to understand the reason why people do things rather than just observe and react to what is done.

 

More than this, the SDI identifies for individuals their personal strengths and motivations and how these relate to those of their colleagues – whether things are going well or badly. It demonstrates how to use these strengths effectively to improve working or personal relationships with others.

 

This paper-based questionnaire was developed in the USA during the 1970s by Dr Elias H. Porter Phd. and it has been used extensively throughout Europe since 1982.

 

The SDI is not a test which may list behavioural types and is not an instrument for selection.

 

It is an inventory, which provides invaluable information on what motivates a person under two conditions; when everything is going well and when you are faced with conflict or opposition.

 

This is vital information because it means we can understand why certain people have the impact on us they do and how we may be impacting on them! Furthermore, we learn how to recognise the real issues in relationships and how to tailor our language accordingly to communicate in more flexible and effective ways.

 

Recognising and dealing with inter-personal conflict is a crucial element in all relationships but especially within teams. The SDI provides insights into how to recognise the first signs of conflict in others and shows how to respond appropriately to resolve the dispute before it gets out of hand or unwittingly causes further antagonism.

 

Who are Personal Strengths Publishing (UK) Ltd?

 

Personal Strengths Publishing (UK) Ltd or PSP is the sole provider of the SDI in Europe. Established in Britain since 1982, the company has grown in size and reputation with a broad client base of major businesses, institutions, sections of the armed forces and government administrations. PSP provides the mandatory SDI Certification workshops throughout Europe. It is during these workshops that the essential methods of presentation and interpretation are demonstrated.

 

 

APPLICATIONS OF THE SDI

LEADERSHIP TRAINING Participants learn about the four basic leadership styles, when and where they are likely to be most productive: Management by Enablement, Management by Direction, Management by Exception and Management by Consensus.

SUPERVISORY SKILLS Participants learn to recognise and assess the incentives to which different individuals respond. Skills include how to provide supervision so that it builds on strengths and offers opportunities for personal and professional growth.

TEAM BUILDING Participants learn to recognise the different strengths others can bring to the job as well as how they can help each other. They learn to appreciate key issues of concern that people with other styles bring to task assignments.

CONFLICT MANAGEMENT Conflict can be warranted or unwarranted. Participants learn to distinguish the difference and identify the circumstances where they might encounter one or the other type of conflict. They also learn how others respond and what those responses mean. Conflict management does not necessarily mean conflict resolution.

ASSERTIVENESS TRAINING Assertiveness training should not mean aggressiveness training but should involve how to assert one’s beliefs and ideas. Participants benefit most when they recognise in their behavior what bolsters and what diminishes inner sense of self-worth.

TIME MANAGEMENT People with different Motivational Value Systems™ are subject to different time-traps. In addition, people can use standard timesaving techniques with differing degrees of success depending upon the fit of a given technique with their Motivational Value System™.

CAREER DEVELOPMENT Relationship Awareness™ helps people to recognize not only what brings them a sense of self-worth and dignity, but also to recognise reward-rich and reward-poor career environments.

SALES TRAINING Participants learn to distinguish between the different Motivational Value Systems™ of their customers and to recognise the impact of their selling style on their customers. Tailoring communication to fit the customer helps increase sales effectiveness.

CUSTOMER RELATIONS The ability to quickly recognise in others what they most value in a relationship, or what they consider to be issues of prime concern, sets the groundwork for establishing positive customer relations.

EMERGENCY RESPONSE TEAM TRAINING Especially where safety is contingent upon the ability of individuals to interact constructively with one another under pressure. Relationship Awareness™ can significantly heighten the ability to give and receive feedback.

 

 

FBS will be pleased to design and run workshops for you using the SDI to help improve the interpersonal effectiveness of your staff. As you can see it has a wide variety of applications and is effective and good fun to use, which makes learning more successful.