Integrate self-confidence and self-esteem with reward, development and performance processes.
Building Self-Confidence and Strengthening Self-Esteem
A practical programme in self-confidence and self-esteem for professionals who are accountable for results, not just awareness.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for self-confidence and self-esteem that managers quietly work around has already failed. The organisation's reputation as an employer is built or lost through this aspect of people management and development. Benchmarking exercises repeatedly place the practice within people management and development among the areas with the widest performance spread. The material serves both public bodies and commercial organisations dealing with self-confidence and self-esteem. Discussion is anchored to worked examples of the people management and development discipline rather than to abstract argument. They leave able to brief senior management on this aspect of people management and development in terms that support a decision. Plans for self-confidence and self-esteem often fail at the handover point between functions. The programme is built to be used, and every section of this strand of people management and development it covers ends in something applicable. The course ends by identifying what the participant will stop doing to make this area of people management and development sustainable.
Expected Learning Outcomes
Review self-confidence and self-esteem annually against what actually happened, not what was intended.
Anticipate the objections that self-confidence and self-esteem will attract internally and answer them in advance.
Equip managers to hold the difficult conversations self-confidence and self-esteem requires.
Build capability in self-confidence and self-esteem across the management line, not only in the people function.
Structure records of self-confidence and self-esteem so that they answer the questions an auditor will actually ask.
Diagnose whether a problem in self-confidence and self-esteem is one of design, resourcing or discipline.
Who Should Attend
Project and programme managers whose delivery depends on self-confidence and self-esteem.
Employee relations specialists handling cases arising from self-confidence and self-esteem.
Compliance and governance staff whose remit includes self-confidence and self-esteem.
Learning and development officers building capability in self-confidence and self-esteem.
Human resources managers and business partners responsible for self-confidence and self-esteem.
Talent and organisational development specialists working on self-confidence and self-esteem.
Course Modules
Self-confidence and self-esteem: policy design and legal footing
2 sessions · 8 pointsSession 1The exception to self-confidence and self-esteem that sets the precedent
- Check that records of self-confidence and self-esteem answer the questions likely to be asked.
- Name a single owner for each element of self-confidence and self-esteem.
- Design the communication for self-confidence and self-esteem around the questions people will actually ask.
- Set the consistency check that catches uneven application of self-confidence and self-esteem.
Session 2The conversation about self-confidence and self-esteem managers most often avoid
- Identify the data already collected that bears on self-confidence and self-esteem.
- Agree what will be standardised in self-confidence and self-esteem and what will not.
- State the purpose of self-confidence and self-esteem in one sentence a new manager would understand.
- Measure the effect of self-confidence and self-esteem on retention and performance, not activity.
Self-confidence and self-esteem: review, learning and adjustment
2 sessions · 8 pointsSession 1Making self-confidence and self-esteem work when resources are constrained
- Ask employees what self-confidence and self-esteem feels like from their side.
- Remove steps in self-confidence and self-esteem that add effort without adding assurance.
- Agree the indicators that will show whether self-confidence and self-esteem is improving.
- Confirm records relating to self-confidence and self-esteem meet retention and privacy rules.
Session 2Costing self-confidence and self-esteem honestly, including the cost of inaction
- Pilot changes to self-confidence and self-esteem in one area before wider rollout.
- Define who decides on self-confidence and self-esteem and who may only recommend.
- Assign responsibility for keeping documentation of self-confidence and self-esteem current.
- Check that self-confidence and self-esteem still works when volumes rise unexpectedly.
Self-confidence and self-esteem: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Keeping records on self-confidence and self-esteem that are lawful and useful
- Check that self-confidence and self-esteem complies with current labour regulation in every location.
- Identify the data the organisation already holds that bears on self-confidence and self-esteem.
- Confirm that reporting on self-confidence and self-esteem reaches the people who can act.
- Record what was learned when self-confidence and self-esteem did not go as planned.
Session 2Building manager capability in self-confidence and self-esteem rather than owning it centrally
- Prepare the summary of self-confidence and self-esteem that senior management will read.
- Arrange the handover of self-confidence and self-esteem so capability survives staff changes.
- Document the reasoning for every exception granted under self-confidence and self-esteem.
- Build the appeals route for self-confidence and self-esteem and publish it.
Self-confidence and self-esteem: communication and employee understanding
2 sessions · 8 pointsSession 1Getting other functions to support self-confidence and self-esteem
- Plan succession for roles most exposed to self-confidence and self-esteem.
- Compare intended and actual outcomes of self-confidence and self-esteem honestly.
- Estimate the resource self-confidence and self-esteem requires to run as designed.
- Review whether self-confidence and self-esteem is aligned with the objectives of the workforce.
Session 2Comparing self-confidence and self-esteem with recognised practice
- Identify where judgement in self-confidence and self-esteem is legitimate and where it is not.
- Train line managers on self-confidence and self-esteem rather than handling every case centrally.
- Estimate the cost of self-confidence and self-esteem and the cost of leaving it unchanged.
- Map the handovers in self-confidence and self-esteem between functions and secure them.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.