Jef Menguin is known for advising CEOs and HR executives on how to inspire, equip, and engage leaders. He is also famous for designing learning experiences that build a disciplined culture, support innovative intrapreneurs, and transform customer experiences. He is on a mission to create leadership training programs that scale businesses and transform lives.
Training and Seminars help leaders and professionals gain relevant knowledge, acquire new skills, and discover innovative ideas, concepts, and strategies. Sending leaders to appropriate training enables them to perform at their best.
Since 2006, I have been conducting training and seminars in leadership, communication, change management, presentation skills, motivating employees, productivity, training the trainer, and other soft skills programs like stress management, time management, and personal effectiveness.
In 2022, I will make many of the training programs available. I will be hosting public seminars and workshops to help leaders develop vital skills and deliver big. I will also make the ten modules on supervisory training available for public seminars.
What are training and seminars?
The definitions of training and seminars are often confused. There are those who think that all training programs are seminars. Probably because all the training programs they had were delivered via seminars. Allow me to talk a bit about each term.
Training is an intervention that organizations offer to their members to improve performance. Typically, a trainer or subject-matter expert conducts training. To improve performance, we need to increase our motivation and multiply our ability to do things.
There are many kinds of training. Classroom training is conducted in a classroom 1 I know this is obvious, but I need to mention it . Hands-on and usually done as fieldwork. When done in a classroom, this is called a workshop. In on-the-job training, employees observe the processes and procedures that their employer uses to create an efficient and effective workplace.2 This Wikipedia entry explains the advantages of on-the-job training.
The most popular type of training is called a seminar. But it does not mean that it is the most effective.
A seminar is a form of in-person knowledge-oriented instruction offered by academic institutions, corporate academies, and training providers. In the Philippines, a seminar may be conducted for a small group of five or a large group of 2000 persons. A seminar may be about a single subject or a group of job-related subjects.
Of course, when a seminar with 2000 attendees is marketed as a conference. But if you only need to sit down and take notes while listening to the speaker (or lecturer), you are essentially attending a seminar.
Traditional seminars have lecturers as trainers. Recently, training providers market seminars as interactive and skill-based.
In the Philippines, a growing number of corporate managers criticized public seminars for being boring, irrelevant, and tedious. Some see these seminars as ways to earn printed certificates required by some organizations.
Presenters, lecturers, resource speakers, subject–matter experts, and speakers typically provide information in seminars. Some seminars have process facilitators who help participants connect concepts, ideas, and practices.
Better Seminars for Effective Learning
When was the last time you attended seminars in the Philippines? What do you love most about seminars and what are the new experiences you want to have? Would you prefer half-day to multi-day seminars?
In the post-pandemic Philippines, we will be holding live seminars once again. But it won’t be like the seminars of old, of course. If there is anything the pandemic has thought us, it is that we can acquire new knowledge and ideas via online courses and webinars.
In the new normal, we can shorten our live in-person sessions by providing our seminar participants recorded webinars, online courses, or short videos that will explain foundational concepts and ideas.
This means we can do away with theory-oriented, lecture-ready seminars and pay more attention to skill-building, in-depth discussions, and practical steps.
We no longer have to endure a speaker who tries to “cover” 120-slide topics.
We no longer have to spend long hours trying to make sense of concepts.
We no longer have to frequent the coffee corner to stay awake.
We will no longer have to tap each other shoulders or massage each other’s back.
We will no longer have to say “hello” every time the trainer says “hi”. Get that picture.
What will happen in the new seminars is that we will be working on cases. Because we already have a common understanding and language, we have more opportunities to use our newly acquired knowledge in solving problems.
I can imagine bringing experts to seminars who can help provide answers to your challenges in leadership, motivation, teamwork, career, and professional development.
In the new normal seminars, I will invite HR experts who will provide you straightforward answers to your questions.
Seminars in the Philippines
I can see that we will have more sessions in 2022.
I have no prospective dates for public seminars. You can register here to get updates.
We will soon see each other.
In the meantime, I will welcome opportunities to turn these seminar topics into shorter webinars. But if you are interested, contact me so we can hold these webinars for your organization in 2022.
Description of Seminars
Below, you will find the descriptions of the seminars that I will offer to professionals in 2022 and 2023.
So, we can run these seminars for your organization, I am conducting training the trainer program for each. You will save money if you are to run these seminars for your company. You can also customize these seminars to the competency needs of your organization.
Also, in the end, I am providing you a link to the benefits of the seminars, my design process, and how to get exclusive training for your company.
Training for Non-Trainers
You know that people learn best by doing.
And most training programs conducted by managers do not work because they usually resort to data dumping. The usual excuse is that managers are not “trainers” and therefore have no other choice but to leave training to HR, the training department, or God-sent trainers from outside.
Let’s say goodbye to excuses. Training employees is a competence that every manager must master. One of the more effective ways of equipping people is classroom training.
But not just any kind of classroom training. You can make your learning faster and better by making your classroom training necessary.
You will incorporate active learning into your training efforts. In this workshop, I will show you several ways (there are a thousand more ways, which because of the time limit, we can explore all) you can apply.
You will learn a number of ways to open your training programs. You can make your opening very interesting and relevant. You do not want your participants to believe that you are bringing them to another boring classroom training.
You will learn how to obtain participation. I know some speakers will make you tap the shoulder of the person next to you. That’s not the kind of participation that you will learn. By participation, I mean engagement, and you will discover many ways to engage your adult learners.
You can teach information without lecturing. Frankly, a lecture is okay if you have minimal time and you are teaching simple instructions. But why not make your information digestible and sticky at the same time? You can teach complicated and straightforward information by allowing people to learn by themselves. I will make you experience this in this workshop.
You will also learn how to sequence learning activities to achieve a compelling mix and flow. You can design on the fly when you know your audience and what they need. You can be both creative and logical in designing your programs.
And most importantly, you will learn in this workshop how to end your program on a high note. Every closing of your program will logically lead your participants to the next step – the application of learning.
Also, you will learn how to incorporate more activity, variety, and direction into your training efforts—from the beginning of a program to its conclusion.
Learning By Doing is suitable for managers who do not have previous training background. It is also ideal for beginners and experienced instructors.
Happy customers make the business grow. Leaders must be able to equip employees so they can build better relationships with customers. They must make their customers fall in love with them.
Participants will explore different tools to inspire, train, and enable employees to become customer service excellence champions.
Employees will be able to serve any customers anytime, every day.
Positive Coaching for Managers
Positive Coaching for Managers aims to equip participants to confront difficult situations with confidence, encourage a coaching culture, reinforce positive behaviors, correct harmful behaviors, and coach employees for personal and professional growth.
Many employees leave companies because of their managers (or the managers’ ability to help them grow). Managers must understand that equipping employees is their primary job and can do it outside of training rooms. They can train people every day on the job.
Positive Coaching for Managers is a hands-on workshop.
Participants will acquire knowledge before the training session. This activity ensures that the workshop will be devoted to learning practical ways to coach employees.
Positive Coaching is comprehensive, intensive, and engaging.
Effective Delegation for Supervisors
Supervisors often ask, “Why don’t my direct reports do what they are supposed to do?”
Unfortunately, many answers that employees just aren’t cut out for the job.
Yet, rather than blaming others, there may be something faulty with the process of delegating the assignments.
In delegations that have gone wrong, the delegator usually has omitted one or two critical steps. Clear guidelines on how to delegate effectively can increase delegation’s success and build confidence for both managers and direct reports.
Effective Delegation for Supervisors is a workshop intended for first-line supervisors and managers who have had experience delegating assignments or responsibilities to their direct reports.
This training teaches simple to follow steps that enable supervisors and managers to delegate effectively.
Participants also assess their attitudes and current practices as delegators and, through experiential activities, explore how to communicate effectively.
Succession Planning for Managers
YOU are not successful if you do not have a successor.
I learned this principle from a woman I happened to meet in the airport during my first trip to Thailand. She told me that her business is successful because every time she hires people who are more likely to succeed her and the other leaders of her organization.
This training program will improve a manager’s ability to contribute to an organization’s succession-planning process.
Succession planning (SP) contributes to an organization’s continued survival and success
- by ensuring that replacements have been prepared to fill critical vacancies on short notice,
- that individuals are groomed to assume greater responsibility,
- and that individuals are prepared for exercising increased technical proficiency in their work.
Without SP, an organization may operate in a crisis mode whenever key workers are unexpectedly absent from critical positions due to illness, retirement, resignation, or termination.
In many organizations, the succession plan is focused only on the chief executive officer and those reporting directly to them.
However, the decision about what groups to include in the succession plan rests with the organization’s decision-makers.
Indeed, a succession plan may include middle managers, supervisors, technical workers, professional workers, salespersons, clerical employees, and even hourly (nonexempt) workers.
As a contributor to succession planning, each manager must work in concert with others in the organization to do the following:
- Identify key replacement needs and the high-potential people and critical positions to include in the succession plan;
- Clarify present and future work activities and work results;
- Compare present individual performance and future individual potential; and
- Compare current individual performance and future individual potential; and
Establish individual development plans (IDPs) to prepare replacements and to develop high-potential workers.
Although succession planning should be double-checked against individual career plans so that individuals are prepared for work opportunities they genuinely aspire, managers engaged in succession planning prioritize organizational (rather than personal) needs.
This training program allows participants to reflect on their roles in succession planning. It does not assume that the participants’ organizations have established succession plans.
However, if your organization has established a succession plan, use the procedures and forms from that program.
You will have the following opportunities:
- understand the manager’s role in succession planning;
- clarify the importance of an organization’s SP program;
- identify and analyze critical positions requiring backups on a temporary or permanent basis;
- learn how to compare individual appraisals of past and present performance with assessments of future individual potential; and
- examine methods of grooming high-potential employees for advancement by narrowing developmental gaps between current performance and future -potential.
Stress Management Seminar
Learn how to master stress for peak performance — and build a happy and productive workplace.
Re-imagine your workplace. Make it a place where people can smile and have fun — a place where people perform at their most productive best.
Organizations must equip employees on how to master stress. This stress management seminar can help you be more productive and happy at work.
Training and seminars on stress management is a must.
A high-performing workplace is almost always a stressful workplace. Pressures and challenges are necessary to optimize performance.
Stress Mastery is fun, interactive, and experiential stress management seminar for Filipino workplace professionals.
An optimum level of pressure enables organizations to maximize productivity and turn potentials into peak performances. Unfortunately, most people don’t know how to handle pressure and this leads to debilitating stress.
Stress and pressure come together. Not all pressure causes good stress. Employees must learn how to understand, master, and flow with stress.
Stress Mastery can help you.
Time Management Training
The time in any given day is one of the few things that is given to us equally.
Yet it feels totally different when we are using time in a way we choose for ourselves than it feels when our time seems to loom out of our control.
We must ask the larger question of what is valuable in our lives, integrating personal and professional goals. Without a strong desire to live out specific values, time management goes unused. A strong motivation to use one’s time to accomplish what one truly wants is necessary to bring about behavioral changes.
This program is for anyone who wants more out of life, at work, and at home.
Time Management Training is for busy professionals.
Discover powerful mindsets about time and performance and choose tools and techniques you can use to become more productive in the workplace.
Questions about Seminars
Other Training Opportunities
There are many avenues to professional and leadership development. As I have mentioned above, I designed online courses, webinars and virtual workshops for organizations.
I invite you to consider also the following training programs.
Leadership in Times of Crisis. The pandemic has shown that traditional leaders fail in times of crisis. We need leaders who are not only competent to get things done. To thrive, we need leaders who are compassionate, agile, and creative.
Presentation Skills for Leaders. Leadership is influence. Your ability to present your ideas and help act on what’s best for them is the best expression of your leadership. In this workshop, you will learn how to present with authenticity, clarity, and impact.
Design Thinking for Business. Design Thinking can help us Filipino to think like global leaders. Instead of seeking the best solution, we need to see things first from the view of those who will use our products and services. Leadership needs to be human-centered to make a genuine impact.
Training for Supervisors. The supervisory training is a signature program for online courses. But you can run the modules for in-person workshops for your organization.
Team Building Works. I also facilitate virtual team-building programs for organizations. When you need fun-filled and relevant team building, I recommend you go to this website.