nurture Brand Ambassadors
Building leaders that Drive Performance through coaching & mentorship
Over the span of Vivek's career, he has worked with corporations like Oracle, Julius Baer, Great Eastern, Booking.com, NuSkin Enterprise, Schroders, and DELTA Airlines and worked with them to create the right kind of organisational culture & structure that inspires employees to stay in their organisations. His work in mentoring, interviewing, and researching more than 10,000 young employees from hundreds of businesses has made him a global authority in helping corporates recruit, reward and retain employees of all generations.
Choose your Workshop Topic
Any relationship takes intention and effort! And yet, there is very little formal or informal training available about developing a relationship with your manager. Develop your career by managing the relationships with those above you in the organisation. Be seen as the person that can get things done. Learn how to add value so you get recognised not ignored. Get your superiors to make time for you and what you've got to say. Have your voice and opinions heard and even asked for! Studies have shown that employees with huge potential get bypassed and ignored because they don't know how to make themselves get heard and stand out. As the saying goes...
"Your skills and talents are useless if you aren't marketing them"
If you don't manage up, you may never have the opportunity to manage down. Are you ready to take charge, do good work, and get noticed for it?
Learning Outcomes:
From this session, audience members will be able to:
The number 1 challenge with today's young talents is a problem hiding in plain sight: the ever-widening soft skills gap.
Soft skills, contrary to the name, are HARD to learn!
Soft skills may be harder to define and measure than hard skills, but they are just as critical. People get hired because of their hard skills, but people get fired because of their soft skills.
Managers ask: “Why should it be my problem to teach these soft skills? They should have learned these things from their parents or in school. How can I teach these soft skills when I don’t even remember how I learned them myself?”
Here’s the bad news: Setting a good example or simply telling young workers they need to improve isn’t enough. Nor is scolding them or pointing out their failings in an annual review. According to studies, Managers have complaints about the young generation such as:
Soft skills may be harder to define and measure than hard skills but they are as relevant. People get hired because of their hard skills and fired because of their soft skills. Here’s the good news: You can teach the missing basics to today’s young talent.
Learning Outcomes:
From this session, audience members will be able to:
How do you manage a generation of employees who shows up with their own agenda and expect to be rewarded despite their performance or experience? How do you train new employees who don't believe in doing the grunt work, paying their dues, waiting their turn or working on Thursdays? If you think the current economy has solved the problems of managing this young high maintenance generation of employees, think again. Right now they make up close to 50 percent of the workforce and there are plenty more on their way. They are the FUTURE of your business. With the right tools you can turn them into SUPERSTAR PERFORMERS.
Learning Outcomes:
From this session, audience members will be able to:
It’s no longer a question: The world is going digital. The workplace transformation started by Millennials and Gen Zs is accelerating across all industries and age groups. To up your game and attract top talent, you must get serious about creating the workplace of the future.
Especially if your industry isn't attractive to the young generation
In today’s complex and challenging labour market, organisations find it increasingly challenging to attract quality talent. You are going to be hiring Millennials & Gen Z for the next several decades, so if you don't understand their unique genius, your recruiting efforts will suffer, or worse, they’ll come to a crashing halt. Don't wait till it's too late.
Learning Outcomes:
From this session, audience members will be able to:
We have always had 4-5 generations in the workforce. Back in 1960s, 70s, 80s, 90s, till today. Yet, why is it that Millennials are being talked about in the media more than the other generations? What has made them different? Why do you need to pay attention to this generation? And how will it affect the way you run your teams or companies?
The success of your business in this post-pandemic economy hinges on the success of engaging employees from all generations in the workplace … but they must be developed, mentored, and managed properly in order to grow and fully realise that success. A lot of the corporate structure we see in the workforce was developed by the Baby Boomer generation - which sadly aren’t fulfilling the needs of the younger generation.
As a result, we see increased cases of intergenerational conflicts happening at the workplace. All of this can be easily avoided once Leaders realise that the younger generation have different needs, wants, motivations, communication styles and work ethics. In order recruit and retain your workforce for a longer period of time, learning the secrets to Engaging Millennials will be crucial. Find out the best practices that startups, tech giants and other progressive companies are using to engage the Millennial generation.
Learning Outcomes:
From this session, audience members will be able to:
The COVID-19 Pandemic accelerated change and our reliance on technology to get work done. It has become the new normal and leaders from organisations have been stressing out to manage all the change while having to keep their employees and team members engaged.
In order to effectively manage the multi-generational teams through a virtual realm, leaders need to understand the innate needs, challenges, motivations, strengths and competencies that each generation bring to the table. It’s impossible to capitalise on this brain trust when Boomers are disgruntled by feeling disrespected by their younger counterparts.
This can create misunderstandings and lead to conflict, which costs your company valuable time and money. When teams can’t work together, productivity suffers. The marketplace moves too fast and you will get left behind if you do not find a way to work collaboratively.
From this session, audience members will be able to:
Learning Outcomes:
Learning Engagement
Be it as a face-to-face in a classroom, or online virtual programs, our sessions are known for their high energy and engaging facilitation techniques that keep you engaged, learning and having fun!
Technology
We keep ourselves updated with the latest tech to keep learners engaged from start to finish. My platform of choice is Zoom, but we are familiar with other systems and can work within your company’s platform as well.
Learning Materials
All our programs come with top-notch training materials for my sessions. They serve as a great resource during and after classroom-based courses. Our online attendees get access to the PDF documents as well.
Safety First
Safety comes first. We take extra precautions to abide by any government and/or company-regulated health and safety measures. This is done to ensure participants have a positive learning experience.
Certificates of Participation
All live and virtual training program participants will receive a certificate of participation upon completion of the specified workshop/webinar.
Pre & Post Program Support
Our programs come with assessments and profiling tools to help you diagnose more complex problems your team might be facing. We also provide customised coaching as an add on service to support our participants fully.
