16 Courses in Bradford

ABOUT THIS VIRTUAL INSTRUCTOR LED TRAINING (VILT)  A decision to drill an exploration well with the objective to find a new oil or gas field must be based on sound assessment of the prospect risk and of the volumes. What is the chance that a well will find hydrocarbons, and how much could it be? Risk and volume assessments form the basis for decisions to drill a well or not, and as such form the link between subsurface evaluation and the business aspects of the petroleum industry. This Virtual Instructor Led Training (VILT) course explains how risks and volumes can be assessed in a realistic manner, based on a sound understanding of the geological details of the prospect as well as its regional geological setting and current play understanding. Participants of this VILT course will receive a softcopy of Risk and Volume Assessment Handbook which explains the concepts that are associated with probabilistic Risk & Volume (R & V) Assessment and contains many practical recommendations on how to translate geological understanding into meaningful inputs for probabilistic R &V assessments. The book is fully compatible with any probabilistic R & V tool in the industry. Training Objectives By the end of this VILT course, participants will be able to understand: * The fundamentals of risk and volumes assessment; translating geological understanding into reasonable numbers and ranges. * The difference between risk and uncertainty. * Fundamentals of statistics; including explanation of distribution curves, understanding of expectation curves, do's and don'ts for adding risked volumes, and Bayes theorem. * Uncertainty of trap, reservoir, seal and charge, illustrated by examples. * Guidelines and exercises for estimating risks realistically and consistently. * Calculating volume ranges for prospects and for portfolios of prospects; how to add prospect volumes for a correct representation of prospect portfolios. * Incorporation of geophysical evidence (DHIs) in a realistic risk assessment. Target Audience This VILT course has been designed in the first place for geoscientists working in exploration, for prospect portfolio analysts and for their direct supervisors. It will also benefit staff from disciplines working closely with exploration staff, such as reservoir engineers, petrophysicists and geophysicists. Course Level * Intermediate Training Methods Learning, methods and tools The VILT course will be delivered online in 5 half-day sessions comprising 4 hours per day, with 2 breaks of 10 minutes per day. It is the intention to have at least 2 smaller exercises per day. Time will be reserved for recapitulation, questions and discussions. VILT will be conducted either via Zoom or Microsoft Teams. Presenting materials can easily be done on this platform. When participants need to ask a question, they can raise their hand, write notes or interrupt the Instructor by using their microphone. The presenter can switch to a screen where he/she can see all participants (also when each participant is sitting in another location e.g. at home). There is also a whiteboard functionality that can be used as one would use a flip chart. Exercises will be done on an online platform which provides each participant with a private work area that can be accessed by the Instructor to discuss the exercise in a similar manner as in a classroom course. Each topic is introduced by a lecture, and learning is re-enforced by practical exercises and discussions. Handout material in electronic format will be provided. Trainer Dr. Jan de Jager has a PhD in Geology from the University of Utrecht. He joined Shell in 1979 as an exploration geologist, and worked in several locations around the world such as Netherlands, Gabon, USA, Australia, Argentina, and Malaysia in technical and management positions. During the last 10 years of his career, he was responsible for the quality assurance of Shell's exploration prospects in many parts of the world and for upgrading and replenishing Shell's global exploration portfolio. During this period, he had also developed extensive expertise in Prospect Risk and Volume assessments for which he ran successful internal training programmes. Following his retirement from Shell in 2010, Dr Jan de Jager took on a position as part-time professor at the University of Amsterdam and also serves as a consultant exploration advisor for various E&P companies. POST TRAINING COACHING SUPPORT (OPTIONAL) To further optimise your learning experience from our courses, we also offer individualized 'One to One' coaching support for 2 hours post training. We can help improve your competence in your chosen area of interest, based on your learning needs and available hours. This is a great opportunity to improve your capability and confidence in a particular area of expertise. It will be delivered over a secure video conference call by one of our senior trainers. They will work with you to create a tailor-made coaching program that will help you achieve your goals faster. Request for further information about post training coaching support and fees applicable for this. Accreditions And Affliations

This one-day or Two Session workshop will focus on a key but often ignored communication skill: Focused Listening.

This half-day Suicide First Aid Lite training course gives learners the knowledge and tools to understand that suicide is one of the most preventable deaths and some basic skills can help someone with thoughts of suicide stay safe from their thoughts and stay alive.

This one-day Suicide First Aid training course gives learners the knowledge and tools to understand that suicide is one of the most preventable deaths and some basic skills can help someone with thoughts of suicide stay safe from their thoughts and stay alive.

OVERVIEW Appreciative Inquiry is a form of action research that collects people’s stories of best practices.  We can use these best practices as a way to initiate organisational change. This course will guide attendees through the process of Appreciative Inquiry (AI) and give them the techniques to succeed in using the AI system. This course will benefit anyone that leads change and wants to create positive dialogue that leads to improvements within their organisation. DESCRIPTION David Cooperrider, Suresh Srivastva, and their colleagues at Case Western Reserve University developed AI in the 1980s. According to them, the aim of Appreciative Inquiry is to help the organisation in: * Envisioning a collectively desired future * Realising that vision in ways that successfully translate intention into reality and beliefs into practices The AI approach can be applied in almost all groups of people and once the process starts, the change is put in motion. The appreciative approach works in individual conversations among colleagues, managers and employees. AI consultants around the world are increasingly using an appreciative approach to bring about collaborative and strengths-based change. This course will provide attendees with the means to effectively develop the skills of managers for the benefit of their organisation. They will be taken through the full process of appreciative inquiry; developing a wide understanding of the tools and techniques required to effectively improve communication and affect change. What can Appreciative Inquiry achieve? Well, just imagine you were better able to: * Solve problems within an organisation in a positive and forward-thinking way. * Be more curious and excited about the challenges faced within the business. * Ask unconditional, positive questions to strengthen the organisations capacity to increase potential. * Approach change in an affirmative mindset. * Use questions to create movement and change within the company. * Simply apply core communication skills, for overall organisational success Topics covered: * What is Appreciative Inquiry? – A review of the subject with an activity that helps embed understanding and a case study that explains the process in action. * Benefits of Appreciative Inquiry to the Organisation – Establishing how AI can aid and improve the way an organisation works and how people communicate within it. Exploring how specific organisational issues can be viewed positively. * Appreciative Inquiry Questions – Understanding how questions can be used to identify positive organisational improvements and refocus our approach to business issues. * Appreciative Inquiry Interviews – A set process for performing AI interviews and framing consultations to get the best out of those involved. A chance to practice the given approach and hone personal skills. * The 4D Model – An overview of the AI 4D Model (Discovery, Dream, Design, Destiny) and how it is applied. * The 4D Model: Topic – Demonstrating how selecting the topic is the beginning of the 4D model process. Choosing the participants own topic to work on throughout the training. * The 4D Model: Discovery – Showing how positive discussions are kick-started at this stage and taking a chance to look at, ‘the best there is and what has been’. * The 4D Model: Dream – ‘Thinking big and beyond what they have in the past’. Creating an amazing and positive vision for the future. * The 4D Model: Design – Laying the foundation with a design of the vision, principles, and set of propositions that describe the ideal end state. Defining the desired state by creating a hierarchy and blueprint for success. * The 4D Model: Destiny – Defining clear actions that will help the organisation and individuals achieve what they have set out to. The output is the self-reinforcing nature of using positive and affirmative inquiry to improve the business. * The 4D Model: Summary Task – Review of learning and knowledge check. * The Change Process – Exploring Dr. Kotter’s 8-step change process and how it can support the AI approach. * Rooms of Change – Understanding feelings and attitudes to change, using this interesting and memorable model. Using an activity to help participants consider their own ‘change position’ and what this might mean for them. * Strategies for Managing Change – A simple set of skills to help overcome the challenges faced by people trying to implement change. Applying these strategies to the 4D Model and Appreciative Inquiry. * Recall Quiz – A chance to review learning in an engaging way. * Summary – Developing actions and key points to take away. WHO SHOULD ATTEND Managers who want to learn about and practice the Appreciative Inquiry approach to drive positive changes. REQUIREMENTS FOR ATTENDEES None.

Self-understanding is a prerequisite for leading and managing others responsibly and honourably. The field of Neuro Linguistic Programming has helped us to gain a better insight into how we all think and behave. Upon completion of this course participants will be able to: * Gain an insight into the purpose and functions of the unconscious mind * Develop flexibility to increase their for behaviours in different circumstances * Appreciate how different people experience the world * Create and set effective goals and direction * Understand the NLP Model of Communication * Adapt their communication style to maximise effectiveness * Influence and persuade others by connecting with people * Understand how empowerment can make life easier * Appreciate how creativity works * Learn creativity techniques to tap into the power of the team 1 SELF-AWARENESS * Autopilot - your unconscious mind * Developing flexibility * How identify, values & beliefs shape our behaviour * Models of the world 2 CREATING DIRECTION * Describing present and desired state * Designing your direction * Making it happen * Self-mastery 3 COMMUNICATION * The NLP Model of Communication * Insights to the way people think * Understanding representation systems * Reframing the way people think about negative experiences * Using metaphor 4 INFLUENCE AND PERSUASION * Building trust * Connecting with people * Purpose intention and outcomes * The difference empowerment makes 5 CREATIVITY AND INNOVATION * Hindrances to creativity and innovation * Your natural state of creativity * Getting unblocked * Creativity techniques 6 ACTION PLAN * Course summary and presentation of action plans

The psychological insights and skills you need Knowing how to resolve conflict constructively is an essential life skill – improving personal and professional relationships, mental health, productivity and more… -------------------------------------------------------------------------------- * Accredited CPD Certificate : 6 hours * Length 1 day (9.30am - 4.00pm) -------------------------------------------------------------------------------- > Counts towards the Diploma – from 2024, this course will be a requirement of Part 1 of the HG Diploma. > A fantastic approach that helps you unpack the issues, respond positively and > find an effective solution that moves everyone forward... THIS COURSE WILL: * deepen your understanding of why conflicts develop and escalate, the psychological factors involved and the cultural and contextual influences on our perceptions, experience and responses to conflict * build your confidence and comfort around being in situations that involve conflict * give you a range of skills and techniques that you can use with both individuals and groups, in therapy or the workplace – or with your friends and family – to resolve conflict constructively It will also enable you to: * help clients recognise conflict and understand their own responses to it * help clients develop the skills to engage with conflict productively, so they are more likely to reach positive outcomes * provide clients with a framework and structure for addressing conflict in a healthy way * help clients become less fearful of conflict, so they don’t avoid it in ways that are unhelpful and to recognise the role of conflict in healthy relationships * provide psychoeducation, explaining how barriers to needs can cause conflict and how this can be different in different cultural contexts The course is interactive and experiential, with a focus on developing practical and transferable conflict resolution skills. It combines trainer input, discussion, small group activities and role-play to build your confidence when helping to resolve conflict at all levels, whether one-to-one or in organisations. WHY TAKE THIS COURSE Conflict isn’t always destructive. Properly handled it can be creative and productive, leading to better outcomes and possibilities for all. Although conflict is a normal, ever-present possibility in our lives – between family, friends, colleagues, neighbours, and in our interactions with organisations – when it  becomes entrenched it can cause immense individual distress, and waste time and money. Addressing interpersonal conflict using the psychological insights, concepts and proven techniques you will learn on the day, helps us to solve problems creatively and improve the health and wellbeing of those involved. To lead a healthy life we don’t need to avoid all conflict, but we do need to know how to approach it in ways which can help everyone involved meet their emotional needs, a win/win for all. Learning the human givens approach to conflict resolution helps to reduce the potential damaging consequences of destructive conflict and embrace the benefits of constructive conflict. Throughout the day, Rupinder will draw on her own considerable practical experience of successful conflict resolution and mediation in a wide range of settings as she provides expert guidance and training in the psychological insights and skills you need to be able to constructively resolve conflict between individuals and/or groups. > Addressing conflict in the right way helps us solve problems and improves the > health and wellbeing of everyone involved... WHAT THE COURSE COVERS * The common causes of interpersonal conflict * The negative impacts and potential benefits in conflict situations * How to consider intentions and outcomes when engaging in conflict * The different methods used to influence the outcome of conflict, and how the method influences the outcome * What a resolution really is * The cultural and contextual influences on perceptions, experience, and responses to conflict * The role our innate needs and resources play in conflict situations * Identifying our influence on the process of conflict * Effective skills to engage people who are in conflict * A practical, sequenced model for effective mediation and conflict resolution * An effective framework for facilitating constructive conversations * How to structure a session/s to: facilitate resolution, increase engagement, understanding and define the needs of all parties * Effective skills to facilitate negotiations * Techniques and diffusing strategies to reduce potential barriers * How to access resources to build agreements that last * The effective skills needed to facilitate negotiations * How to implement opportunities in organisations to address conflict effectively * Ways to develop your leadership ability to respond to conflict and/or support others who are enduring it * How to use this to support the process of resolution by improving how individuals relate to one another and addressing the contentious issues constructively * And much more [https://www.humangivens.com/college/conflict-resolution-training/#programme]… -------------------------------------------------------------------------------- COURSE PROGRAMME The ‘Conflict Resolution’ course starts at 9.30am and runs until 4.00pm. * From 8.30am Registration (Tea and coffee served until 9.25am) * 9.30am Approaches to conflict * 11.00am Discussion over tea/coffee * 11.30am Understanding Causes and Impact * 1.00pm Lunch (included) * 1.45pm Increasing engagement * 3.00pm Discussion over tea/coffee * 3.15pm Reaching Resolution * 4.00pm Day ends -------------------------------------------------------------------------------- WHO IS THIS COURSE SUITABLE FOR? * This course is for anyone wishing to understand more about the different ways conflict can affect us, or to feel more confident in a facilitation or leadership role when helping conflicted people * It is also very relevant to anyone working in a supportive role – such as counsellors, psychotherapists, managers, HR staff, life coaches, Mindset Coaches, social workers etc. – as well as employees, customer service personnel and anyone working in schools and education. -------------------------------------------------------------------------------- This course has been independently accredited by the internationally recognised CPD Standards Office for 6 hours of CPD training. On completion of this training you’ll receive CPD certificates from the College and the CPD Standards Office.

Developing the high performing team takes time and effort. But above all, it requires an understanding of the dynamics of high performing teams. This programme helps managers and leaders understand what high performing teams do and how they do it. It focuses on enabling managers to see their teams from different perspectives, allowing them to adapt their styles to maximise team outputs. A core theme is the need for managers of teams to 'hold up the mirror' to themselves and to see themselves as a leader of people, to reflect on how others see them and to modify their style accordingly. This programme will help managers / team leaders: * Analyse the constituents of a 'high performing' team * Apply essential influencing techniques * Use a range of communication techniques to support effective teamwork * Create and articulate team vision * Generate common values * Assess team effectiveness and take/recommend the appropriate actions * Make more efficient use of team time * Understand and agree on techniques to manage conflict * Define and implement team meeting protocols that will facilitate team effectiveness * Use the Prime Focus model to create the environment and framework for a high performing team * Draft your team strategy to take them to the next level DAY 1 1 WELCOME AND INTRODUCTION * Participants are welcomed to the programme and invited to share their personal objectives and people challenges * Participants are given an action plan template to complete throughout the workshop 2 YOUR TEAM * The concept of 'positive intention' * The difference between a team and a high performing team * Assess your team effectiveness * What is your 'interference'? 3 THE TEAM ENVIRONMENT * Setting the scene * Building rapport * Active listening * Team goals and role profiling 4 YOUR STYLE * Tuckman model of team stages - how do you manage each stage? * Team standards and goals * Your team vision 5 EFFECTIVE TEAM MEETINGS * Influencing in team meetings * How to make them interesting and relevant * The pure role of the chair DAY 2 1 EFFECTIVE COMMUNICATION TECHNIQUES * Giving and receiving feedback * Your communication style * How to adapt, pace and lead to build rapport * The Mehrabian theory of communication 2 HOW TO MANAGE CONFLICT * What is conflict? * What is your default conflict approach? * Tools and tips for managing conflict * Practice sessions 3 TEAM SKILLS * Undertake a team skills analysis * Types of team member * Motivating team members * Reframing situations 4 SETTING YOUR STRATEGY * Seeing the bigger picture * The Prime Focus Model * Your strategy for success * Articulating your strategy * Action plans revisited

OVERVIEW -------------------------------------------------------------------------------- Many hospitals and clinics will use a smile, “customer service” and good intentions to hide the fact they have poor or no training in service and professional staff about the different care that medical tourists or expat local patients need. At the heart of appropriate care for medical travellers is a need for institutional awareness of the unique differences between local patients and medical tourists. Having a better understanding of what medical tourists, their care managers and home-based doctors expect from the receiving hospital or clinic at the medical destination will lead to a better quality of patient care for medical travellers.

Interactive Presentation Skills, Presenting, Presentations, Presentation Skills,