The document discusses training programs offered by Vibrant Serve, a global training solutions company. It provides an overview of various certification programs in areas such as recruitment, leadership, HR, soft skills and adventure programs. It also outlines training workshops focused on skills like communication, team building, and project management. The training programs aim to develop talent and provide certifications in in-demand skills.
Competency Development in the Indian IT scenario plays a very important role in ensuring objectives are met successfully. There is not much planning done to make it successful - here are my thoughts on the ingredients to add value.
Competency Development in the Indian IT scenario plays a very important role in ensuring objectives are met successfully. There is not much planning done to make it successful - here are my thoughts on the ingredients to add value.
We help individuals and organizations realize their potential and achieve their goals faster.
We offer powerful training programs with custom designed content and lasting impact.
Finance For Non Finance Managers|Leadership and management training coursesSheila Elliott
Find out more about how training in Finance For Non Finance Managers, Budgeting Skills For Non Financial Managers, Strategic Business Planning, Business Planning, Procurement Skills, How to sell to public sector organisations, bidding for contracts, marketing skills, assertiveness skills, time management skills, bookkeeping skills, sage account 50, time management skills, team leading skills, introduction to management, problem solving skills, decision making skills at www.businessservicessupport.com can assist you in your professional development.
Executive Coaching - Purpose, Process and OutcomesCraig Juengling
Understanding how to develop leaders is crucial to succession planning and effectively managing growth in your business. Executive Coaching is one of the most powerful development tools available to the CEO and HR strategy leaders. Understanding when to use coaching is important. Learn more from this presentation.
ASTD ICE 2011 Session W316: Description: By itself, training often is not enough to improve individual or organizational effectiveness. After all, training is only an appropriate intervention when the performance gap is due to a lack of skills and/or knowledge. Solutions that affect real change and fully address business needs typically involve multiple interventions. Learning and performance professionals require basic skills to gauge and stage business readiness to support training sustainability. The speaker will present a step-by-step approach that will allow you to start adding change management tools and techniques to your existing training toolkit.
Objectives:
-Identify common change-management tasks for learning initiatives
-Implement simple tools for creating deliverables
-Integrate change-management tasks with training tasks to create an overall transition strategy.
How to plan behavior change skill trainingAan Erlian
Praktek merencanakan dan menyiapkan pelatihan sering beragam. Cukup berguna jika kita mengikuti standar yang ada dan lessons learned berbagai training yang pernah kita kelola sendiri.
Maximize the potential in your organization with effective employee assessments and evaluations. Guide decision making in the selection of new staff and the promotion of existing personnel.
Request a hard copy: http://www.fvtc.edu/apps/EventForms/Public/EventRegistration.aspx?FormID=222
Visit our Home Page: www.fvtc.edu/assess
Practice Paradox Clientshare Academy Launch - Including Foundation Member O...Practice Paradox
Marketing Course for Accounting Firms: Recording of 23 June 2010 webinar where we covered the unique aspects of the course, benefits of the program, the course curriculum, the format and delivery of the course, pricing, as well as a special Foundation Member offer for the first intake of firms into the program.
Are you Ready for Interview - A Guide to the Interview Process: Before, Durin...The Pathway Group
Are you Ready for Interview - A Guide to the Interview Process: Before, During & After will help you to prepare for your upcoming interviews with prospective employers. It will guide you through the whole process, reminding you what you need to think about at all stages.
We help individuals and organizations realize their potential and achieve their goals faster.
We offer powerful training programs with custom designed content and lasting impact.
Finance For Non Finance Managers|Leadership and management training coursesSheila Elliott
Find out more about how training in Finance For Non Finance Managers, Budgeting Skills For Non Financial Managers, Strategic Business Planning, Business Planning, Procurement Skills, How to sell to public sector organisations, bidding for contracts, marketing skills, assertiveness skills, time management skills, bookkeeping skills, sage account 50, time management skills, team leading skills, introduction to management, problem solving skills, decision making skills at www.businessservicessupport.com can assist you in your professional development.
Executive Coaching - Purpose, Process and OutcomesCraig Juengling
Understanding how to develop leaders is crucial to succession planning and effectively managing growth in your business. Executive Coaching is one of the most powerful development tools available to the CEO and HR strategy leaders. Understanding when to use coaching is important. Learn more from this presentation.
ASTD ICE 2011 Session W316: Description: By itself, training often is not enough to improve individual or organizational effectiveness. After all, training is only an appropriate intervention when the performance gap is due to a lack of skills and/or knowledge. Solutions that affect real change and fully address business needs typically involve multiple interventions. Learning and performance professionals require basic skills to gauge and stage business readiness to support training sustainability. The speaker will present a step-by-step approach that will allow you to start adding change management tools and techniques to your existing training toolkit.
Objectives:
-Identify common change-management tasks for learning initiatives
-Implement simple tools for creating deliverables
-Integrate change-management tasks with training tasks to create an overall transition strategy.
How to plan behavior change skill trainingAan Erlian
Praktek merencanakan dan menyiapkan pelatihan sering beragam. Cukup berguna jika kita mengikuti standar yang ada dan lessons learned berbagai training yang pernah kita kelola sendiri.
Maximize the potential in your organization with effective employee assessments and evaluations. Guide decision making in the selection of new staff and the promotion of existing personnel.
Request a hard copy: http://www.fvtc.edu/apps/EventForms/Public/EventRegistration.aspx?FormID=222
Visit our Home Page: www.fvtc.edu/assess
Practice Paradox Clientshare Academy Launch - Including Foundation Member O...Practice Paradox
Marketing Course for Accounting Firms: Recording of 23 June 2010 webinar where we covered the unique aspects of the course, benefits of the program, the course curriculum, the format and delivery of the course, pricing, as well as a special Foundation Member offer for the first intake of firms into the program.
Are you Ready for Interview - A Guide to the Interview Process: Before, Durin...The Pathway Group
Are you Ready for Interview - A Guide to the Interview Process: Before, During & After will help you to prepare for your upcoming interviews with prospective employers. It will guide you through the whole process, reminding you what you need to think about at all stages.
Clomosoft Technologies (www.clomosoft.com) is the Software Division of Tevatron Technologies Pvt Ltd. Clomosoft focuses on “Apps development over Android and iPhone”, “LMS based product design and development”, “e-Learning development” ”Mobility Solution” , “Web Design and development” and ”Cloud Computing”.
We have 15+ years experienced web experts focused entirely on design and development services
Our Company insight and expertise has leaded us to structure our solutions in such a way that reduces operational cost, increases customer satisfaction and adds value to the deliverable.
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Your first interview will give you a chance to know and learn from mistakes.doing mistakes is common learning from mistakes gives you eternal probability of winning the race.
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Gandhi robert placement jobs - change in world- arise dreams careerArise Roby
if you want to bring a change around you then you should change yourself accordingly to the situation and act analyzing yourself.Than to find faults on others- robert placement jobs career
ClassteacherLearning Systems was founded in 1999 by Rohit Pande and Sameer Buti with a focus to enable technology in school education
•Over the last five years, the company has focused on developing B2B content offerings for schools, developing strong relationships with top schools
•Company owns the content and is one of the top players based on quality and breadth of offerings
•Partnerships with 800+ schools; worked with ~10,000 teachers over the years
•Classteachersolutions can be bundled into two segments:
•Technology for teaching –Pioneers of interactive classrooms in India, Classteachersolutions empower teachers thorough digital interactive classrooms, assessment programs, online programs, subject labs, etc.
•Technology in the hands of the students –Solutions for personalized adaptive learning like ClassPad, iMath, ClassBooklibrary, iPerformApp, etc help empower the students
•Industry overview
•Classteacherhas seen multiple adoption cycles of technology during its existence of over 12 years
•Apart from Classteacherlearning systems, only a couple of companies have deep understanding of the vertical
•Technology adoption has reached over 15,000 schools
•Huge spurt in demand for technology in schools
•ClassteacherAssets
•Content Management System –For easy access, search, archiving and sharing
•Resources in Multiple Formats –Interactive concepts, tools and activities
•12 years of content development –3 million man-hours
•Numerous iterations and generations of product
•Partnerships with leading specialized international software, inclusive of co-product development
•Over 80,000 concepts in multiple multimedia engaging formats
•Vast product IP developed a vast IP base which is leveraged in various product offerings into the market
•Partnerships with 800+ schools; relationships with top school systems and chains
•Poised to lead transformation in industry through next level of solutions for personalized learning
Skilldom revolutionizes the way learning is provided. Skilldom endorses unique contextual methodology as opposed to a convetional approach to learning. Our solutions are innovative and highly interactive with rich graphics and game based learning.
Improve the performance of your staff through this invaluable training programs from SIMEON'S PIVOT, a Management Training and Consulting Firm in Lagos Nigeria,
Increasingly, stakeholders and leaders who fund training are
interested in demonstrated results. The increasing demand for
accountability and prudent expenditures are necessary so as to
succeed in today’s global competitive environment. Only by being
able to realize the benefi t of the training expense onto the bottomline
of the organization, can the senior managers justify their
training investments and improve their training approach to bring
about the greatest profi t from the expense. This workshop outlines
a step-by-step process you can use to conduct performance
data analysis, evaluate training effectiveness and real impact of
training programs (tangible ROI and intangible) through applying
appropriate level of training evaluation based on organizational
objectives and priorities.
Participants will be led by an expert as you learn and apply ROI
concepts to learning and development. During the workshop,
participants will develop plans and strategies to evaluate one of
their own programs so they can later execute the Measurement
and ROI Process in their organization. The learning process will
also include many useful case studies and scenarios to facilitate
the involvement, collaborative problem solving and deeper thinking
to resolve issues and build confi dence to execute. Last but not
least, workshop participants will be asked to work in teams to
apply the ROI Quality Analysis Tool to determine the credibility and quality of the ROI in case scenarios.
2. Training COE
Decided to deliver quality
Vibrant Serve
training solutions and not delivers global standard
home grown programs. trainings in communication
and presentation skills.
Vibrant Serve delivers Vibrant Serve has partnered
workshops of personal and with Middle Earth Consultants
team productivity along and CAMI to deliver global
with leadership and standards training in HR
coaching interventions.
domain.
3. Training Programs-HR
Training Programs-HR
Recruitment Stream Generalist Stream
Certified Recruitment Analyst Certified Performance and Competence
Certified Recruitment Manager Developer
Certified Retention Professional Certified OD Analyst
Certified Psychometric Tester Certified OD Developer
Training Stream Others
Certified Trainer and Facilitator Certified Compensation and Benefits Manager
Certified L& D Manager Certified Scorecard professional
Certified Instructional Designer Certified Assessment Center Analyst
Certified Employment Law Professional
4. Soft Skills
• i Communicate
• i Engage
• i Assert
• i Persuade
• i Influence
• i Account
• i Consult
• i Serve
• i Negotiate
• i Present
• i Organize
• i Solve
6. Program Offerings
PEOPLE FUNCTIONS PEOPLE FUNCTIONS
Business Succession Planning: Conflict Resolution: Getting along in the
Using activities to Make Training Fun workplace
Developing your training Program Team Building: Developing High
Building Self esteem and Assertiveness Skills performance Teams
Conflict Resolution: Dealing with Difficult Business leadership: Becoming
People management material
Anger management: Understanding Anger Building Relationships for Success in Sales
Conducting Effective Performance reviews The professional supervisor
Teamwork: Building better Teams Problem solving & Decision Making
Facilitation Skills Stress Management training
Train the Trainer- The Practical Trainer Motivation Training: Motivating your
workforce
Advanced Skills for the Practical Trainer
Coaching: A Leadership Skill
7. Program Offerings
OPERATIONS OPERATIONS
Working smarter using Technology to your
Inventory Management: The Nuts and Bolts advantage
Skills for the Administrative Assistant Employee Dispute Resolution Mediation
Project Management Fundamentals through peer review
Orientation Handbook: Getting Employees off
Intermediate Project Management to a good start
Advanced project management Performance management: managing employee
Budgets and managing Money performance
Generation Gap: Closing the generation gap in
Change Management: Change and How to the workplace
Deal with it
Safety in the workplace SALES & CUSTOMER SERVICES
Workplace Harassment- What it is and Marketing and Sales
what to do about it Customer Service training: Managing Customer
Workplace Violence _ How to manage Services
anger and violence in the workplace Call Center Training: Sales & Customer Service
Trainings
Diversity Training: Celebrating Diversity in CRM: An Introduction to Customer Relationship
the workplace management
Hiring Smart: Behavioral & Performance
based techniques
8. About Adventure Programs
• Experiential Learning
• Highly trained outdoor faculty
• Trained First Aid responders Program Offerings
• Ability to deal with crisis and emergencies
• Team bonding.
• Team building.
• Communication skills.
• Inter-personal effectiveness.
• Team Integration and role sharing.
• Leadership.
• Goal setting
• Team leadership and team commitment
9. Certified Recruitment Analyst- CRA
This workshop involves the best of the breed global practices in recruitment and ensures
that you become an expert in hiring. By the end of this workshop you will acquire skills with
which you can conduct behavior based interviewing, a time-tested methodology for
improving hiring results.
By attending this workshop you’ll learn to:
• Calculate costs associated with bad recruitment
• Use the Behavioral event interviewing techniques
• Use quan comm. And iceberg models during interviewing
• Use icebreaker question techniques and effective body language To create positive
perceptions among candidates about the company
• Reduce short term attrition substantially by conducting motives and self image
analysis
• To understand the latest trends and tools in recruitment
• Use behavioral indicators and BARS based rating scales
• Learn best practice interviewing practices
10. Certified Recruitment Manager- CRM
The Certified Recruitment Manager program takes a skill based approach and provides practical
as well as step by step guidance on how to formulate and implement best practices within the
context of today’s challenging workplace.
By attending this workshop you will learn:
• Critical aspects of the talent acquisition process
• Create metrics for benchmarking your recruitment process
• Discrimination legislation and how to make your recruitment process complaint with
• EEOC norms
• Strategic candidate sourcing and how to make better strategic sourcing decisions
• Understand the latest internet based recruitment trends
• Writing a ‘person’ specification. Document and preparing a better recruitment process
• ‘Funneling’, behavioral event interviewing and star technique in questioning.
• Conducting balanced BEI based interviews
• Building the validity and reliability statistical modeling of recruitment
• Understand how to build EVP and employment branding at the stage of recruitment
11. Certified Retention and Engagement Professional- CREP
The objective of this workshop is to equip HR professionals to reduce attrition rate by
Retaining and engaging their employees. This workshop will help in understanding the root
causes of employee turnover, calculating the costs of employee turnover, new ways to
engage them on all levels and the tools to tackle this problem.
By attending this workshop you’ll learn:
• The importance of retention
• How attrition analysis and diagnosis is done
• The frameworks that are used to reduce attrition rate
• The different strategies used for reducing attrition rate
• How career planning and work enhancement could reduce attrition rate
• The emerging trends in retention management
12. Certified Psychometric Test Professional- CPTP
The objective of this workshop is to provide a comprehensive overview of the entire
process of psychometric testing, starting right from defining the concepts of
psychology to the various tests used in psychometric testing. The workshop focuses on
the practical application of the test.
By attending this workshop you’ll :
• Learn the basic psychological techniques of Jung, Freud, Adler and their applicability to
organizational behavior
• Learn to use the worlds leading projective test – the thematic apperception test ( TAT )
to understand the psychological profile of a person
• Learn how to check motives of person using the RSI test
• Learn to use the PSI test which analyses the 16 personality styles of person
• Understand how to check if a test is truly effective
• Learn 2 major categories of psychometric tests and where they can be used
• How to use ability/interest tests well
13. Certified Performance and Competence Developer- CPCD
This program develops an understanding and knowledge of the competency mapping
and development, and performance management system that would help the HR
professional to implement it effectively in their organizations..
By attending this workshop you’’ : ll
• Learn Competency Iceberg Model
• Create well developed competency maps for your organization
• Understand how BARS can be used for competency assessment
• Learn 5 major aspects of performance management
• Learn 4 major types of performance measurement
• Learn how a PCMS works and how to improve your performance management system
• Learn the 3 types of competency frameworks
• To develop performance appraisal system to give effective feedback to employees and
find out the necessary areas of development
• Learn what is an assessment center and how to design an assessment center
• To implement better performance management system in your organization effectively
14. Certified Organization Development Analyst- CODA
Phase -1 of Certified OD Specialist program helps you to identify the needs of an
organization and its people. It will provide guidance in formulating and implementing
practices which are best suited to the Changing needs of the organization .
By attending this workshop you’ll be able to learn:
• Overview of Organizational development
• Organizational Diagnosis, using Malcolm Baldridge model
• Diagnosis of HR processes, people & indicators
• Understand organizations as process & system levels
• Identify and improve organizational processes and systems:
• Organizational leadership development
• Organizational culture using Hofstede and Schein’s model
• Organizational strategy & process alignment
• HR processes and their improvement
• Other organization processes
15. Certified Organization Development Developer- CODD
Phase 2 of the Certified OD Specialist program provides the knowledge of underlying
Principles and theories of Organization Development and to build capability across a
full range of OD competencies.
By attending this workshop you’ll be able to learn:
• Methods to implement and improve OD practices
• Understand knowledge management & its trends in organization
• Learn about key customer related aspects & models
• Develop capabilities for using one's self as an agent of change
• Build and develop organizational development solutions that will achieve
• the best long term results
• Application of various OD theories and models in real time situations
16. Certified Trainer and Facilitator- CTF
The certified trainer and facilitator program is aimed at developing the training and
Facilitation skills in an individual. It instills the practical skills and in-depth knowledge that is
required to increase the effectiveness of your training program, through your design and
Delivery process.
By attending this workshop you’ll learn:
• Learn 3 essential Aspects of a Presentation
• Make your Presentation Memorable by using the SIR Approach
• Learn the SHIIC model for maximizing the interest of your Audience
• Learn How the MS EVA Model is used to ensure Participants’ Retention
• Remember LIGSS to involve participants
• To identify and prepare the correct visual aids
• Learn ABC principles of designing great programs
• Learn How to handle difficult Participants
• To obtain individual views on current learning needs and preferred learning styles
• How to select Kirkpatrick assessment methods
17. Certified Learning and Development Manager- CLDM
This workshop helps you identify a wide range of training needs based on the paradigm of learner and
creates a climate that supports effective learning. It will make you understand the values and the
impacts of learning and development activities in your organization.
By attending this workshop you’ll l
• Learn Competency Iceberg Model
• To develop competency maps and use them in training in your organization
• Understand how BARS can be used for valid competency assessment
• Conduct competency based TNA
• Learn Gilbert’s model for individual diagnosis for performance consulting
• Learn 8 key aspects of good design
• Learn how to calculate human capital readiness indices – globally used to measure strategic
impact of L&D
• Learn Bloom’s taxonomy of learning
• Learn How to calculate cost in ROI
• Learn how to creating L&D metric and get management buy in to training
18. Certified Compensation and Benefits Manager- CCBM
This program helps the HR professionals understand the intricacies, basic reward
system, the global trends in compensation and benefits and are able to link pay with
performance for better planning.
By attending this workshop you’ll :
• Understand the role of government regulation and social security in compensation
globally
• Understand the 6 components of a compensation system
• Understand the 8 steps of how to build effective variable pay systems
• Learn how to build a point plan and a job grading system to create internal equity
• Understand how globalization, sociological and demographic changes effects
compensation
• Understand how to create different levels of salary benchmarks
• Understand how the Hay Plan is built
• Understand mandated and cafeteria benefit systems
• Learn how reward planning can be used to cut compensation costs
• Learn how to build high impact compensation systems in a recession
19. Certified Balanced Scorecard Professional-CScP
The overall aim of the program is to make the participants understand the various aspects of Balanced
Scorecard, and how it can be used as a strategy execution tool for enhancing the overall productivity of
the organization. The program is designed in such a way that the participants are equipped with all the
knowledge and practical competencies required to implement it successfully in their organization.
By attending this workshop you’ll learn:
• Learn to develop 4 perspectives of a balanced scorecard
• Learn 5 major aspects of performance measurement
• Learn porter’s five forces analysis
• To understand the benefits of balanced scorecard as an integrated performance management
system
• To understand the key terms used in context of balanced scorecard like leading & lagging
indicators, cascading etc
• To develop key strategic and use strategy maps
• Learn the 6 success factors for balanced scorecard implementation
20. Certified Assessment Center Analyst- CACA
This highly interactive & engaging workshop is designed to Gain valuable insights into developing
an assessment center right from the scratch, learn the various assessment techniques & align
them with your organizational goals. You will learn the key skills required in observation &
assessment of candidates and running an assessment center successfully.
By attending this workshop you’ll learn:
• Learn what is an assessment center
• Learn how an assessment centre can be used for validated and reliable skill assessment
• Learn a series of assessment games and tools to conduct precise assessment
• Learn how to use specialized sociograms, evidence charts to make precise competency
decisions
• Understand BARS and how they can be used to assess competencies
• Understand How to design an assessment matrix
21. Certified Employment Law and Compliance Professional- CELP
The Certified Employment law and Compliance Professional will bring you right up to date
with all the essential aspects of current legislation and fully equip you to comply with the law and
avoid the costly consequences of an employment tribunal.
By attending this workshop you will learn:
• A clear understanding of Employment rights and responsibilities
• Confidence to deal with difficult situations within the law
• Provide an update on recent legislative changes
• Cover in detail all aspects of employment law relating to the employment relationship
• Enable to improve the ways to handle key decisions
• Different types of contracts of employment
• How to vary contracts of employment and implications of doing so
• Different forms of discrimination
• Equal pay within the workplace
• Family friendly rights- including working flexibility
• Termination of employment
22. Soft Skills
• i Communicate • i Assert
Unblocking spontaneity; pitfalls of Non-assertion and low self-worth - myths
superficial / learnt skills; clarity of written and notions; roadblocks to assertion; dance
and spoken expression; significance and of empathy and assertion, using assertion
use of non-verbal; conscious listening of to manage aggressive behavior; the process
the unsaid; intentional communication. of assertion; arriving at collaborative
solutions using assertion.
• i Engage
• i Persuade
Significance of engagement for
performance and retention; The ‘what’ and ‘why’ of needs and wants;
understanding and managing roadblocks enrolling others in my needs and wants;
to engagement ; using emotions for using vulnerability as a strength; being
engagement; sensing and responding; appropriate with power; using 5-I
from transacting to relating; engaging in expression as a tool for persuasion.
rich conversations.
23. Soft Skills
• i Influence • i Consult
Understanding influence as a Begin a working relationship, clarifying
manifestation of essential power; mutual expectations, building trust and
enhancing influence through self- commitment, Collect and interpret data,
disclosure; leveraging the contagion of present your recommendations & run a line
influence using body language; manager “feedback” meeting that leads to
influencing strategies and tactics. good decisions and commitment to action.
• i Serve
• i Account
Perceptions and stereo-types; what is Being
Accountability as a function of ownership Customer-centric; enablers and blocks to
and responsibility; locus of control and being naturally customer savvy; discovering
attribution; moving out of the blame perceptions and prejudices towards the
game; detecting and managing false customer; creating and sustaining win-win
agreement; assuming personal relationships using customer relationship
responsibility. values and drivers.
.
24. Soft Skills
• i Negotiate • i Organize
The right to negotiate, preparing to Understanding Time and its significance in
negotiate, process of negotiation, long workplace. Personal core values and
term Vs short term gains prioritization; Communicating to capitalize
on time; Identifying ‘Time Stealers’;
• i Present Delegating, Organizing One’s
workplace, Procrastination
Making effective presentations and
• i Solve
creating the desired outcome. Essentials
and ingredients of an effective and Identification of problems; Problem solving
successful presentation. Pitfalls to avoid; process, Tools and methods of problem
Engaging the audience and making solving; evaluating alternatives and
captivating closures decision making modes
25. Leadership Programs
Phase-1 --Personal Leadership
• The Power of Personal Intent and awareness of limiting blocks
• Discovery of Life Giving forces and Leadership Values (espoused)
• Personal Visioning and milestones to Vision
• Change Commitment Planning
Phase -2 -- Interpersonal Leadership
• Relationship values and insights
• Understanding inter-personal relationship needs
• Empathy and relationship management skills
• Assertion for win-win relationships
• Change Commitment Planning
26. Leadership Programs
Phase-3 –Team Leadership
• Understanding / influencing team dynamics
• Talent-centrism: talent-spotting and mapping
• Coaching for talent development & team performance
• Team Role Effectiveness & Synergy
• Understanding Team Leadership Styles
• Conflict and issue resolution
• Managing crisis / uncertainty
• Talent-synergy : collaboration
• Change Commitment Planning
27. Leadership Programs
Phase -4 Context / Organizational Leadership
• Co-creating shared purpose and vision
• Context Mentoring
– Employee alignment / enrolment
– Awakening of employee will
– Balancing bias for knowledge and bias for action
– Participative unlearning and learning
• Facilitation skills
– Facilitating self
– The Tao of Facilitation
– Result-oriented team facilitation – using moderation method
– Facilitating evolution for dealing with change
28. Contact
India office NEETU BANSAL
Vibrant Serve M: +91 9845546260
E: neetu@vibrantserve.com
# 768, 33rd Main, 14th Cross,
J P Nagar 1st Phase,
Bangalore - 560078
Karnataka, India
Phone : +91 80 22455606
Middle East Office RAVI KUMAR
M: +971 566920299
Vibrant Serve E: ravi@vibrantserve.com
SAIF Zone
Sharjah