Learn people skills that help build empathy and become more effective and efficient
We provide personalized people development training for individuals and companies at any skill level.
With 20+ years of experience across many companies, we have observed that building skills in communication and collaboration lead to effective and efficient workplaces. An environment that encourages open, honest, and constructive discussions allows all to be heard and not just the loudest. Building people skills combined with an inclusive environment leads to a great place to work.
How We Work
- Create a personalized plan based on your needs. The plan may consist of a combination of 1:1 coaching, group seminars, and courses.
- Execute the plan with continuous feedback and adjustment if desired.
- Follow-up that consists of training review and concrete next steps.
“Whether providing veritable masterclasses on the art of 1:1s, instigating ground-up leadership training across the team, or diagnosing and tackling persistent technical challenges, Amit has made a major, lasting mark on our team.”
Martin Kuplens-Ewart
Senior Product Manager
People Skills Pyramid
Topic areas can cover any aspect of the Reflectivity™ People Skills Pyramid. We believe that these skills are necessary to be effective in your career. Each skill requires a certain level of proficiency in all the skills beneath it.
Fundamentals
Building these skills creates a strong foundation to learn a complex set of people skills. This skills may seem innate but are in fact much more involved.
Listening & Observation
Individuals and teams show consistent patterns over time. Gain insights by listening and observing.
Self-Awareness & Introspection
Self-Awareness is the most important (and hardest) skill to learn. Aquire self-awareness through introspection.
Participation & Feedback
Participation makes the workplace collaborative and engaging. A crucial component of participation is being able to provide prompt, specific, constructive and actionable feedback.
Growth
The transition from the mindset of an individual contributor to the mindset of a team member is significant in career growth. It requires the ability to take knowledge you have gained and teach it to others. Learn to personalize teaching and how to provide feedback on performance.
Coaching
Coaching instructs, observes and provides feedback on a particular area. Tailor to personalize towards a person or team. Coaching spreads knowledge and skills to a wider audience.
Performance Evaluation
Feedback should be frequent and prompt. If there is an “official” review, then it should reflect the feedback throughout the period. This will prevent surprises as part of the review. Performance evaluations provide an opportunity to assess the past period to make plans for goals in the next.
Skill Development
The vast majority of skill learning is implicit and haphazard. A better approach is to use a structured process (such as SMART goals) to define and plan for learning a skill. Implement a plan to drive individuals to completion that leads to their improvement and motivation. Developing skills will increase an individual’s quality and speed. This will not only enhance the current way they do tasks but also prepare them for the future.
Influence
Influence
The capacity to have an effect on the character, development, or behaviour of someone.1 Influence individuals and teams so they can benefit from knowledge and experience.
Persuasion
The ability to cause someone to do something through reasoning or argument.2 Persuade others to listen so that together they will produce great solutions.
Negotiation
The negotiation training will be on merit, communication and collaboration. On a project, learn to negotiate desirable outcomes for all parties.
Mediation
Mediation helps to better understand conflict and aids getting to a resolution. A frequent cause of conflict is a dispute between peers. In this situation, a mediator must sort through the wants and needs of each party. This will allow the parties to form a common understanding.
Reframing Stress
Reframe stress to be a positive source for productivity and performance. Stress leads to worrying and nervousness which wastes mental energy and disrupts your ability to focus. Use stress as motivation for success.
People Management
Throughout a career there are opportunities to use skills to provide leadership. However, the ability to be a leader comes from skills and not from a job title. The top of the skills pyramid is about making the transition from team member to team leader or manager.
Team Leadership
Leaders form well-functioning teams from a diverse set of individuals. Create an environment where individual accountability and holding each other responsible are the norm. The teams believe in their processes. Effective leadership will build teams that are productive, innovative, and creative.
Hiring
Hiring may be long and time-consuming without success. Behavioural interviewing gathers data on the candidates that goes beyond fundamentals. Identifying potential is a key to future ability for learning and growth. Assessing fit to see how candidates act under pressure, motivations, and ideals. Hiring is bi-directional so marketing to the candidates is essential. Present a vision that will excite candidates for both the company and their future.
Onboarding
Onboarding is the final phase in the hiring process. There is hope and expectation for both individual and company. A well-structured onboarding process will provide a solid foundation. The individual’s experiences will continue their momentum from the hiring process.
Exit
How to treat an individual as they leave is as important as how to treat them when they start. It is important for individuals to leave with a positive impression. They will share their experience at the company with others and be more likely to come back. Understand why an individual is leaving to learn how to improve a workplace for others.
1:1
1:1s are the greatest single source for knowing, engaging, and retaining an individual. An individual has a 1:1 with their superior or a capable substitute. 1:1s are not another working meeting. The individual is the subject. Tailor sessions to understand their wants and needs. A regular 1:1 facilitates a mentoring relationship in a safe environment. 1:1s provides inspiration, aspiration, confidence, and motivation.
Interested in learning more about people development or to see how we can help you?
“[Amit] has the knowledge, insights, and perspective to bring teams together to solve complex problems. Always critical about the how and the why, Amit knows how to negotiate in complex team environments. With patience and diligence he brought the team through its four stages (forming-storming-norming-performing) successfully. Through his leadership, he fostered a team that would deliver a higher quality of work.”
Franky Wahl
Senior Software Engineer