Learn2

Menu
Contact Us
Team Building Programs » Team Building » TIME MANAGEMENT TRAINING

TIME MANAGEMENT TRAINING

This complex, real-life simulation immerses participants in time management training with a variety of choices. Faced with a constant stream of decisions about which tasks take priority and how to balance long-term projects with immediate concerns, participants learn to cope with a time crunch by honing their ability to understand time management.

Learn2 Time Management Training to improve delegation and collaboration

This Time Management Training is not just a lesson in time management techniques, but also a deep learning experience that gives your team a whole new way of thinking about their role. The workshop for employees program takes participants through a series of challenges in which they have to decide how to delegate, allocate and coordinate to ensure that time is used effectively and return on investment is optimized.

Time Management Training is an engaging and memorable program that creates the optimal conditions for learning – immersion, teamwork and fun – and inspires lasting results.

TIME MANAGEMENT TRAINING

Eliminate bad habits and approaches that waste time and undermine success.

Use coordination and teamwork to save time and improve productivity.

Budget for unforeseen events to avoid costly detours.

Consider return on investment for all time allocation decisions.

Emphasize deep solutions over quick fixes.

Change the Way You Work

Featured Blog Posts in Team Building

Team engaging in participant driven learning development with a Learn2 program

Investing in Participant-Driven Learning Development

You know that the best learning is never an event. It’s a continuous process of discovering insights that are meaningful to you. You then consider what you are going to do about it. What if you got supported to deepen your insights and discover places to deliberately practice new behaviors? What if you were supported in translating insights into actual applications? What if you changed how you do what you do and created new value and benefits? Starting the Journey of Participant-Driven Learning A Participant-Driven learning experience delivers support to help your team put their learnings into practice. So, sharing the incredible evolution of our Naturally Series, we link the different learning components and modules with Power Modules in an entire Participant Journey. Learning and Development with Instructional Design The most important thing about developmental learning is to embrace some basic instructional design concepts, and understand how they apply to Participant Journeys. Start with the “Four D’s of Instructional Design,” to initiate well-designed learning. 1. Describe The facilitator uses POW to describe the concept, why it is important, what it can impact, when to use it, and the value it can provide INSIDE the Problems (challenges) your participant’s experience and the opportunities the participants experience. In essence, we share an XYZ of the benefits and impacts for the participants, teams, and leaders. 2. Demonstrate Using relevant examples, the facilitator demonstrates how the participants could use the new practice or concept and provide situational examples that show how it works and the benefits. 3. Do At this stage, participants begin to deliberately practice the new behavior themselves. Participants learn by doing, which makes the learning much more effective while building ownership. 4. Debrief The facilitator asks questions of the participants to have them actively reflect on their learning, asking questions like: What did you learn? How did you find it in practice? What challenges do you see in applying this behavior? How would you make it a best practice? What else did you find out? How do you feel about it? Applying Learned Knowledge Knowledge and insights learned remain irrelevant until applied. Application of learning drives value as participants identify how and when to apply their learning, insights, and new behavior to impact the business. Impact coaching and impact projects support application and become ROI measures for the business unit and organization. So, in essence, the first two stages – Describe and Demonstrate – are the context, and the second two stages – Do and Debrief – are where the actual learning takes place and ownership gets created. Reinforcing Skills Through Learning Experience We support participants by reinforcing what teams have learned through their development. The learning modules in the Prepare phase of the participant journey engages participants with assessments, tools, and videos to reduce the “Teach” or “Learn” portion of programs. A key benefit of this is that it allows more time for the Describe and Demonstrate stages – which becomes the value moving forward from the actual experience. In this way, more time during the learning experience gets invested in the high-value “Do and Debrief” stages, where the key learning happens for participants. The Difference in Learn2’s Participant-Driven Approach  Our participant-driven approach is what makes us different. For example, with the Naturally Series, at least a half-day’s worth of teaching gets completed online – before the experience! We make the participant-driven experiences more immersive, more relevant, and of course – more participant-focused leading teams to drive better outcomes from their experience. Participants then drive faster implementation, which becomes the source of the actual transformation.  Creating an Environment for Efficient Learning  This approach to team learning delivers value at least 10 days in advance of the experience. The learning in our 10-day pre-experience means less time during the experience is spent teaching, which leaves more time for learning. With this, a full-day Naturally experience can be configured to address your pain points (objections, questions, acknowledgement, etc.), and your team learning becomes more efficient as we reduce the teaching required during the experience.  Compare that to an ongoing business transformation journey, where participants apply their learning, then gather together again for another experience. Each time, participants get Describe and Demonstrate in advance and then receive Reinforcement, Sustain, and Amplify after. When you consider what you want from your team, whether it be better communication, more ownership, or clearer responses, the value of our journeys becomes incredibly clear. You do not get learning; you get best practices that drive better business value. Any difference in investment is insignificant, given that there is a much better chance of altering behavior in an ongoing amplifying program. Participants receive at least 2.5 times more learning than they would at an actual 1-day event for less than double the cost of a 10-day program.  Work With Learn2 to Enhance Your Team’s Learning  Empower your team to learn while enhancing communication and collaboration. We worked hard to get this all put together, so you and your business can focus on creating lasting organizational development.

Why employee culture is important for growth

Why Employee Culture is the Key to Growth

Companies with a positive employee culture have a clear set of values that leaders and teams follow. Learn how culture is the key to growth.

Learn meaningful questions to ask your team with Learn2

Meaningful Questions to Ask Your Team Instead of ‘How Are You’?

Why ‘How Are You’ Isn’t the Best Opening Question The question, “How are you?” is loaded with good intentions, and we all know which road is paved with seemingly positive objectives that don’t quite hit the mark. When fostering a culture with a sense of compassion and caring, it’s important to ask the right questions to get at the heart of what’s really happening.  There are many reasons why this popular question may produce limited responses. From the cultural norms that suggest a pithy answer is the only appropriate way to address this question through to the fact “how are you” can feel invasive and even triggering at the wrong moment, it may be time to trade in these 3 words for more effective alternatives.  “How are you?” may be right for a casual greeting, and if you want to show genuine interest in your team members, we’d advise questions more likely to generate the insight you value. Below are some of the suggestions from the team leaders in our participant-driven experiences that uncover potential challenges and opportunities.   Meaningful Alternatives to ‘How Are You?’ What’s keeping you busy these days? This is a great question when you are trying to discern if your team members are feeling invigorated, overwhelmed or unstimulated by their workload. As people answer this question, listen for the specific tasks they mention and what type of tone they use.  Vague responses may imply they are feeling disengaged with whatever they are working on. Alternatively, if they begin an A to Z list, delve more deeply to understand if they could benefit from additional prioritization support. Either way, this question creates the framework for a better understanding of ‘the what’, ‘how much’, and ‘how well’ your team members are managing.  What is something you’re looking forward to? This question is a positive starting point because it has something energizing built right into it. Here, you show immediate interest in your team’s happiness and creating space for them to also talk about something other than work. What have you been listening to? This question beautifully combines enough specificity so your team member will not respond with a one- or two-word answer. It’s open-ended enough to give them the freedom to curate an answer they can put some thought behind. Plus, their answer provides you with insight into what they might be interested in learning with opportunity to reach common ground regarding both your favourite podcasts or music. What has your day/week been like? How are you right now? While these questions are similar to, “How are you?” the context of a specific timeline makes it easier for your team to respond thoughtfully with specifics. They will reply with fewer “fine” or “good” because these questions are more specific and easier to answer that the nearly limitless – and less care-filled – counterpart. What do you need right now? Put this question to work when having conversations with your leaders or teams or any of your team members who are responsible for leading people or projects. The question works on many levels: the sentence is action-oriented, and shows immediacy and interest in supporting the individual through whatever tension or tasks necessary. How are you taking care of yourself today? This question combines a few of the positive elements previously mentioned. The caveat of today makes a big difference in the approachability of the question, while the fact you are not asking specifically about work helps build empathy and authenticity. More than that, what we love about this question is how it reinforces the importance of a team member’s mental and emotional well-being in a accessible and congenial way. How are you holding up? Consider asking team members this question during times when you sense they may want a little extra TLC (tactful leadership and compassion). This question acknowledges things may not be going as well as they could be, and you are present to the situation and there for them and care about helping them get to greener pastures. Improve Your Team’s Communication Effective questions form the basis of team communication that drives your team’s ability to solve problems and exceed goals. When you recognize how important it is to push beyond typical approaches to communicate in a way that cultivates more meaningful and productive relationships, our team at Learn2 looks forward to supporting you to discover innovative relationship management and communication best practices.  Learn to Better Communicate with Participant-Driven Experiences Want to transform team communication? Reach out to our professional development and team communication experts today and realize bolder objectives through more thoughtful approaches to leadership.