Training Courses Offered By Paper Planes

Sales & Marketing Training

    • What is Sales vs. Marketing vs. CRM

    • Great Sales Practices

    • Breaking The Ice

    • Arousing Interest , Curiosity & Desire for your products

    • Selling Benefits & Features & Value Added Offerings

    • Developing Listening Skills

    • Writing a Sales & Marketing Plan

    • Developing a Sales Pipeline

    • Customer Needs Analysis

    • From Selling to Customer Relationship Management

    • Time management – Urgent vs. Priority

    • Selling for Profitability

    • Building a positive mindset

    • Personal Goal Setting

    • Creating a Benefits Sales Pitch

    • Creating Effective Proposals & Quotations

    • Prospecting vs. Closing the Deal

    • Customer Retention vs. Customer Acquisition

    • Customer Life-Time-Value Creation

    • 7 Secrets of Highly Successful Project managers

    • Objectives of a Project Plan

    • Planning to win or Failing to Plan

    • Qualities of A Project Team Leader

    • Task & Problem analysis before commencing a Project

    • Scoping a Project for Effective Project Management

    • Project planning overview

    • How to Plan a project

    • Prioritising & Segmenting

    • Project Monitoring & Short interval Controls

    • Project Meetings

    • Developing Roles & Responsibilities

    • Developing KPI’s

    • Time Management & Time scheduling  

    • The Golden tread of Project management

    • Building Interdependent working Teams

    • Estimating & Resource scheduling

    • Risk management overview

    • Qualitative risk analysis

    • Quantitative risk analysis

    • The Project debrief Session

    • Introduction to Presentation Skills

    • Types of Marketing & Sales Presentations

    • How to Effectively Manage presentation material

    • Communication skills for effective Presentations

    • The Correct way to prepare for your presentation

    • How to handle objectives and difficult presentation situations

    • Presenting your presentation

    • Customer Acquisition vs. Customer Retention

    • Understanding your Customers

    • Customer Value Needs Analysis

    • Levels of Customer Loyalty

    • Turning Customers into Sales Teams

    • Customer Pipeline management

    • Incentivising Your Customers

    • Customer Life-Time-Value Creation

    • How to Develop Sales Forecasts with CLTV Graphs

    • Building a Sustainable Competitive Advantage

    • Database Marketing & Technology to enhance your campaigns

    • Marketing Services vs. Products

    • Developing Achievable Marketing & Communication Plans

    • Integrated Marketing Communications

    • Advertising (Below/above the line)

    • PR & Publicity

    • Direct Selling

    • Point Of Sale

    • Sponsorship

    • CRM & Database Marketing

    • Market Research

    • Writing a Market Research Brief & Proposal

    • Differentiate or Die

    • Developing an Unique Selling Proposition

    • Selling the Value-add

    • Developing a Sustainable Competitive Advantage

    • Production vs. Product vs. Marketing Driven Organisations

    • How to ensure that processes flow through a critical path

    • Ensuring Deliverables

    • Interdependent organisational structures

    • Fault Finding and Problem solving skills

    • What is a problem, who is responsible for solving the problem,

    • What are the crucial aspects in determining positive? workable solutions

    • Developing Emotional Intelligence (EQ)

    • Brainstorming techniques for effective strategies

    • Problem Solving process

    • The Diagnostic Journey

    • The Remedial Journey

    • Effective Action Planning

 

Leadership & Management Training

    • Personal Goal setting

    • Creating a Sales Vision & Goals for your Sales Teams

    • How to build a positive & efficient work environment

    • How to build a Zero Conflict work environment

    • Identifying the cracks in the process flow

    • How to Develop a preliminary Care Chart

    • How to Develop a KPI for your employees

    • Motivating, Coaching and Keeping your Winners

    • Creating an Interdependent Sales Team

    • Definition and areas of Management

    • Functions of Management

    • Relationship between Planning and Design

    • Management of Organization Behaviour

    • Distinction between Management and Leadership

    • Three competencies of Great Leadership

    • Seven Habits of Highly Successful Managers

    • The Management Process

    • Skills of a Great Manager

    • Role distribution of Managers (Interpersonal, Information & decision Making Skills)

    • Ingredients of Effective Human Relationship Skills

    • Management Communication Styles & Skills

    • Hiring & Keeping Competent Staff

    • Teamwork and Effectiveness and Efficiency

    • What is a team

    • Characters of a Great team

    • Team effectiveness

    • Building a culture of Interdependence

    • Conditions for team effectiveness

    • Assessing different personalities through personality profiling

    • Managing a Focused Meeting

    • Basic Industrial Relations

    • Introduction to the Labour Law

    • Grievance Procedure

    • Poor Work Performance

    • Disciplinarily Code

    • Counselling Employees

    • Aspects of discipline

    • Labour Relations Act

    • Code of Good Practice: Dismissal

    • Fair Reasons for Dismissal, Misconduct, Disciplinary reasons before dismissal, Fair Procedures, Disciplinary Records, Guidelines

    • Incapacity: Poor work Performance

    • How to write a smart goal/objective

    • How to Coach a team to success

    • Setting KPI’s

    • Setting CARE Charts

    • How to follow-up, measure & evaluate results

    • Principles of delegation

    • Barriers to delegation

    • What to delegate

    • Techniques of delegation

    • Managing Short-Interval controls

 

Business Acumen for Sales Teams Training

    • Developing Sales Costing & Business Skills for Sales Staff

    • Building a business focused balance between Sales & Profitability

    • The Importance of Price vs. Debtors on-time payment

    • Developing an Income Statement

    • The long and short-term financial goals of a firm

    • Understanding financial statements

    • The analysis of financial statements

    • Developing sales Budgets and Forecasts

    • Time value of money and the use function of On Time and In Full

    • The management of cash flow

    • Managing your customer payment days

 

Other Skills Development & Training Programmes

    • Introduction to Emotional Intelligence

    • Personality Profiling

    • Psychographic influences on behaviour

    • Developing Intrapersonal skills

    • Aspects of influences on behaviour and learning

    • Understanding the causes of Negative behaviour

    • Creating a positive self image

    • The elements of Diversity in South Africa

    • The barriers to Diversity

    • Define the impact of diversity on business situations.

    • Understand the norms of designated cultures.

    • Build credibility and relationships with international partners.

    • Communicate effectively with colleagues /clients via phone and email.

    • Identify communication styles and adjust accordingly.

    • Effectively apply cultural protocols in business situations.

    • Rules for taking control and your time by planning your day

    • Assessing your work practice

    • Types of interruptions

    • Setting priorities

    • Common time wasters to avoid

    • Personal Vision Creation

    • Personal Mission

    • Personal Goal Creation

    • Developing a positive outlook

    • Planning Your Purpose

    • Setting priorities

    • Building Interpersonal Relationships

    • Your Career as your Empowerment Tool

    • Marrying Personal & Company goals for Life-Time Success

    • Measuring Personal Success

    • Understanding the creative self

    • Personal and corporate life coaching

    • Interpersonal relationships and team development

    • Group integration and development weekend seminar retreats

    • Dispute mediation

    • Personal Profiling

    • Strength and weakness identification and development

KPI & Performance Management Facilitation

Key performance indicators (KPI’s) are ways to periodically assess the performances of organisations, business units, departments and employees. It is imperative  that an organisation develops KPI’s that are understandable, meaningful, and measurable. If done correctly and collaboratively with management and staff, KPI’s can become the most effective way to manage, motivate and measure your staff performance. KPI’s underline the most important set of business values in your organisation, which become part of you management tool for indicating how well your employees are performing and what interventions may be required when they are not. We will develop KPI indicators that can be summarized into the following sub-categories:

  • Quantitative indicators which can be presented as a number.

  • Practical indicators that interface with existing company processes.

  • Directional indicators specifying whether an organization is getting better or not.

  • Actionable indicators are sufficiently in an organization's control to effect change.

  • Financial indicators used in performance measurement and when looking at an operating index

Key Performance Indicators, in practical terms and for strategic development, are objectives to be targeted that will add the most value to the business. These are then translated into Individual employee development plans (Training Roadmap) taking into account the following elements we call CARE;

  • Employee Capabilities

  • Employees level of Authority

  • Employee designated area of Responsibility

  • Employee Evaluation process & Criteria.

Change Management Facilitation

The Paper Planes Change Management Programme is a structured approach to facilitating  a shifting and/or transition of an organisation from its current state to the desired future state, by developing processes aimed at empowering employees to accept and embrace changes in their current business environment. Each task follows a project management process where the desired changes to the organisation are formally introduced and approved. Some examples of Organizational Change we look at are; Mission changes, Strategic changes, Operational structure changes, Technological changes and Changing the attitudes and behaviours of personnel via training interventions.

The change management process begins with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. The objectives, content, and process of change are then specified as part of a Change Management Plan. The Change Management processes may include creative marketing to enable communication between change audiences, but also a deep social understanding about your desired leadership’s styles and group dynamics. 

As a visible track on transformation projects, Organisational Change Management aligns groups’ expectations, communicates, integrates teams and manages people training. It makes use of performance metrics, such as financial results, operational efficiency, leadership commitment, communication effectiveness, and the perceived need for change to design appropriate strategies, in order to avoid change failures or solve troubled change projects.

A Successful change management plan could be designed to include the following;

  • Benefits management and realization to define measurable stakeholder aims, create a business case for their achievement (which should be continuously updated), and monitor assumptions, risks, dependencies, costs, return on investment, non-benefits and cultural issues affecting the progress of the associated work.

  • Effective Communications that informs various stakeholders of the reasons for the change, the benefits of successful implementation, as well as the details of the change (when, where, who is involved and how much will it cost, etc.).

  • Devise an effective education, training and/or skills upgrading Roadmap for the organisation.

  • Counter resistance from the employees of companies and align them to overall strategic direction of the organisation.

  • Provide personal counselling (if required) to alleviate any change related fears.

  • Monitoring of the implementation and fine-tuning as required

Motivational Seminars

As your strategic partner, we at Paper Planes we assist organisations keep their employees focused, driven and motivated through Inspirational Seminars that are designed to ensure that your employees discover what they want from life, how their job is the facilitator of such a life, and how if they live an inspired life, their job can lead to abundance in ways they had not considered before. When everyone in the organisation has the same vision, follows the same mission and works to achieve the same goals, your employees become a part of your sustainable competitive advantage.

Personal Development Workshops

Designed to assist individuals within an organisation to understand themselves and their co-workers better. Archetypal referencing is used to know oneself and ones colleagues in a way that minimises conflict, ego clashes and domination. A personal profile is performed with each staff member in private prior to the workshop using a modality known as Cheirology adopted by international organisations such as Scotland yard. Strengths and weaknesses are identified and the strengths developed to maximise personal potential and profit for the organisation.

Creative Development Workshops

Creativity is the source of progress. These workshops aim to show that everyone is creative by redefining the word in a way that uplifts and inspires staff to be innovative and take the initiative rather than perform tasks in a repetitive manner. It encourages people to express their individuality within the group to maximise the potential of the group. It teaches people to think beyond the confines of the box by using exercises to develop the right brain. It outlines the importance of visual communication and is ideal for staff in companies which rely on visual communication such as advertising to promote their business. Outlines of the creative production process and graphic design skills can be included in this workshop for marketing and advertising departments.

Vision Creation:
Visualise To Materialise Seminars

Developed by Luis Falcão, this unique guided Visualisation process enables individuals and organisations to materialize their vision, goals and objectives. The process starts by creating organisational vision, mission and goal objectives that work in synergy with that of the participants own aspirations. Thereafter the process guides the participants to move towards a deep inner awareness that maps out the path to take in order to reach their desired results, resulting in a unified organisation that works as a unit making manifest their dreams.

This workshop empowers individuals in organizations to create shared visions that everyone in the organisation can work towards as a unified body. This process will soon become a natural way in which the organisation works and pretty soon everything you can imagine can be achieved. After all, unless someone once dreamt it, today it would not exist.

This workshop can be conducted over two days or split in order to meet with your organisational timing requirements.

Market Analysis Definition

The following points give a broad-spectrum overview of the current trends in training both globally and in South Africa;

  • The use of new technologies for training delivery will increase, but specialists will be required to ensure that the “How-to” accompanies the “what and when”,

  • Demand for skills development training will rise as companies’ employ new resources with little specialization in their fields of service,

  • Emphasis on capture and storage and use of intellectual capital will increase,

  • Companies will rely on learning management systems, integration with business processes, and real-time learning,

  • Training will focus on business needs and performance, and the sustainability thereof,

  • Training departments will develop partnerships and will outsource 80% of all training to Training Specialists in their respective fields,

  • Training and development will be viewed more from a change model perspective, and consultants will not be theorists, but those who have experiential wisdom,

In terms of New Technologies for Training Delivery

  • Cost of these new technologies will decrease,

  • Companies can use technology to better prepare employees to service customers and generate new business

  • Training costs will be substantially reduced through use of new technologies

  • Technologies allow trainers to build into training many of the desirable features of a learning environment

  • Technology will allow training to be delivered to contingent, decentralized employees in a timely, effective manner

Intellectual Capital Companies will increasingly seek ways to turn employees’ knowledge (intellectual capital) into a shared company asset because of:

  • software such as CRM and the use of the intranets

  • growing emphasis on creating a learning organization

Trainers and the training department likely will:

  • manage knowledge

  • coordinate organizational learning

  • design specialist training programs to enhance specific skills required

Human capital management – integrates training with the human resource function to determine:

  • how training investments are spent, and

  • how that expense relates to business growth/sustainability for the company

  • accomplished through a software system that integrates all human resource management activities with each other – ensuring no wastage of newly acquired intellectual knowledge accumulated.

 

Functional Areas and Applications of Real-Time Extended Business:

 

Resource Management

Human Capital Development

Enterprise Resource Management

Employee Resource Management

Learning Management Systems

Collaborator Management

Structured Knowledge Management

Instant Messaging

Collaborative Web-Conferencing

Product Management

Product Life-Cycle Management

Supply Chain Management

Work Force Management

Customer Relations Management

Process Management

Work Flow Management

Customer Analytics

Work Force Analytics

Business Process Management

Business Needs and Performance

Training departments will have to ensure that they are seen as helping the business functions to meet their needs

  • Requires a shift from training as the solution to business problems to a performance analysis approach

  • Involves identifying performance gaps or deficiencies and examining training as one possible solution for the business units (the customers)

  • Two ways that training departments will need to be involved are:

    • focusing on interventions related to performance improvement

    • providing support for high-performance work systems

  • Training departments’ responsibilities will include a greater focus on systems that employees can use for information on an as-needed basis

Partnerships and Outsourcing

Companies are turning to external suppliers for their training services because:

  • downsizing has caused reductions in training staffs

  • employees are needing to learn specialized new knowledge

  • demand for training services is fluctuating

  • External suppliers can be used as partners or as sole providers of training services

  • Outsourcing – the reliance on external suppliers to provide training services based on their area of specialization is often not available internally

Training and Development from a Change Model Perspective

For new training or development practices to be successfully implemented, they must first be accepted by managers, upper management, and employees

  • For managers and employees, change is not easy

  • Resistance to new training and development practices is likely

  • Training and development should be viewed from a change model perspective

The process of change is based on the interaction among four components of the organization:

  • Task

  • Employees

  • Formal organization arrangements

  • Informal organization

Different types of change-related problems occur depending on the organizational component that is influenced by the change. Four change-related problems need to be considered for any new training practice:

  • Resistance to change

  • Control

  • Power

  • Task redefinition

Methods to Determine Whether Change is Necessary

Viewing training from a systems perspective means that companies and trainers need to understand both internal and external environments

  • They need to understand the effectiveness and efficiency of current training practices

  • They need to be aware of other companies’ practices to ensure that their training practices are the best possible

Benchmarking provides information about other companies’ practices

  • Trainers need to take several things into account when benchmarking:

  • Information about internal processes must be gathered to serve as a comparison for best practices

  • The purpose of benchmarking and the practice to be benchmarked must be clearly identified

  • Upper-level management needs to be committed to it

  • Quantitative and qualitative data should be collected

Process reengineering provides information about the effectiveness and efficiency of training systems within the company

  • Trainers need to understand their current training practices and processes and evaluate them to determine what should be changed

  • Reengineering is critical to ensuring that the benefits of new training and development programs can be realized

  • Reengineering is important when trying to:

    • Deliver training using new technology

    • Streamline administrative processes and improve the services the training department offers

    • Review the training department functions

    • Review a specific training program or development program practice

  • Reengineering involves four steps:

    • Identify the process to be reengineered

    • Understand the process

    • Redesign the process

    • Implement the new process

Organization Development

  • Planned, systematic change process that uses behavioral science knowledge and techniques to improve companies’ effectiveness by improving relationships and increasing learning and problem-solving capabilities.

Change Management

  • The process of ensuring that new interventions such as training practices are accepted and used by employees and managers.