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Professional Development Workshops

Besides 1:1 Career Counseling, Accadence offers a range of Professional Development Workshops. Each Workshop is available as a class-room or seminar in a one, two or three-hour formats. They can run in series or as stand-alone. They can be customised to align to your existing program in a school or business context.

They are interactive, high energy introductions to the respective subjects, where the participants work through the topic for themselves. Each workshop is based around a workbook or learning canvas where the students record their insights as they go, so they have a tangible take-away they can use in their further personal development. We also offer a Career Development Series of 12 Workshops

Here some outlines of recent workshops

Working Across Cultures

To work effectively in Asia today, you must be culturally literate and versatile. This brief workshop based on Erin Meyer’s The Culture Map alerts you to the professional differences that you may encounter when working in diverse teams or on business travel. This workshop will share some techniques for identifying the hidden cultural trip wires that can easily bring you down.


Even within Asia, there are great differences in the way national cultures express professionally. We will explore the reality through our own experiences and some video cases. We will explore the theory behind the different behaviors you may encounter and how you can use that understanding to build more profitable relationships. There will be plenty of time to practice and experiment with different behaviors.


Virtual working in global organizations brings another set of cross-cultural challenges. The workshop will look at how you can make an impact and be understood from a distance over video or tele-conference.


The workshop will look closely at how different national cultures deal with: Communication, Feedback, Trust, Relationship Building, Conflict, Decision-Making, Time and Agendas, Influencing, Leadership & Followership


Feedback Skills for High Performance

Feedback is the action that starts our learning at work. Formal and informal feedback alert us to our blind spots, our weaknesses and skills we need to acquire. Equally feedback helps us to validate what we are doing well and identify our strengths that will power us forward.


A healthy feedback culture is also essential to build a high performing team. Whether you are a manager or yet to have that responsibility, giving actionable feedback to your staff, peers subordinates and others in the firm is the platform for building a more effective team.


Managers should be giving feedback continuously through the year: validating (positive) feedback and developmental (negative) feedback. As managers we know that we should not be surprising our staff in the year end evaluation. Our staff should be fully aware of our views of their performance from our feedback. We should give it in a timely fashion so they can take corrective action and develop themselves before we assess them at year end.

In this brief workshop you will learn how to:

  • Show your positive intent
  • Give useful feedback
  • Time your feedback for best effect
  • Script your feedback
  • Identify and control unhelpful emotions that may derail the process
  • Demonstrate feedback trends
  • Receive feedback
  • Plan action based on feedback received

And here will be plenty of time to practice the giving and receiving feedback skills.

Preparing for the Critical Year-End Conversations

Are you ready for the critical, career-defining conversations that happen around the end of the year?

  • Have you already drafted your year-end self-evaluation? Have you delivered on your commitments?
  • Are you confident you know how your boss will evaluate you?
  • Have you positioned your compensation and promotion expectations ahead of the critical decision-making meetings?
  • Have you prepared your objectives for 2019?

These conversations are the hottest topics on the career calendar in most most firms. Expectations and emotions are cranked up as the business results come in and the end of the year approaches.

Besides the performance of your firm, your team and yourself, this workshop will look at what else you can do to increase your chances to meet your own expectations. We’ll ask:

  • How can you start influencing your boss and other stakeholders now?
  • How can you best present your achievements for the year?
  • How can you manage your emotions through the year-end period and keep focused on delivering results?

How to Manage your Boss

We are told that we join the company but leave the boss.

The direct manager has the most power over our career development, especially in the early years. The direct manager/subordinate is the pivotal relationship. It drives the opportunities we get, measures our performance, engages us, is the gateway to pay, promotion and new experiences, and much of our happiness at work. So how can we build a better a relationship with our direct supervisors and accelerate our careers as a result?

How to Manage Your Boss is a short experiential workshop for early-career professionals to acquire some concepts and learn some behaviors for getting on better with their bosses and accelerating their career growth.

Both you and your boss will benefit from more structured, purposeful communication and making the most of the little time that you can spend together. But the focus of this Workshop is to share some techniques for the subordinate to advance. They include

  • Understand the 6 Leadership styles and how you can use different subordinatestyles for better results
  • How to use your 1:1 meeting time together for better results
  • How to build Trust & Visibility
  • How to collaborate with your boss on your career roadmap & make your boss your champion
  • How to say Yes and No to your boss
  • How to give feedback to your boss

Making the Most out of Conflict at Work

Are you working in a culture of Conflict avoidance or one that prizes Harmony above all….or one that never lets a good Conflict go to waste?

  • What tells you that a conflict is coming?
  • Who do you rather avoid than engage?
  • What topics lead to confrontation at work?
  • When you face conflict do you avoid it or go all-in for a win-lose outcome?
  • We all know that win-win results are best but how do you get there… and influence the other party to partner with you?

Conflict is essential for any business to be creative, get the benefit of the diversity in the team, move forward intentionally as a team and optimize use of resources. But constant Conflict can take a toll on the individual.

This lively, interactive workshop will introduce the basic concepts for managing workplace conflicts through a series a mini-cases, where the participants will play out conflicts in roles and also have a chance to bring their own conflict cases into the group work.

We will look at the precursors for conflict, escaping from recurring patterns of conflict, managing emotions during conflict, conflict resolution strategies and how to say ‘No’.

Mentoring Skills (1)

When Managers combine coaching skills with appropriate experience they can Mentor effectively and add to the overall Human Capital of the firm. Mentor and Mentee can both benefit from a well run Mentoring relationship. This brief workshop for experienced professionals gives a practical introduction to the practice of Mentoring that is immediately actionable. Besides the skills, participants will learn the underpinning theory and how Mentoring can be applied to accelerate:

  • Onboarding: to help people become familiar with the organization and get up to speed
  • Developing Talents: to ensure effective learning for the future
  • Talent programs: to assist in identifying and supporting potential
  • Support for learning on the job: to enhance job-related knowledge and skills for the present
  • Career Transition/Termination of Employment: to assist people in major transitions to new stages of their lives
  • Support in a new project or new job: to ensure rapid assimilation and delivery
  • Organizational Change: to help people understand what is involved in change and embed the change


The Mentoring Skills Workshop includes

  • What is Mentoring?
  • The roles of Mentor and Mentee
  • Self-Assessment of Mentoring skills and planning skills development
  • How to structure a Mentoring relationship
  • How to start and end a Mentoring session
  • How to track Mentoring progress
  • Hand—on practice


Mentoring Skills (2) or Coaching Skills for Leaders

Today, being a competent manager is not enough. Effective Leaders need outstanding interpersonal skills. Coaching is well recognized as an effective and efficient development intervention for your Managers, High Performers and High Potentials, by which you can help them navigate change, lead peak performing teams, influence clients and drive their career progress.

In this brief, interactive workshop you will learn a handful of high impact Coaching Skills to enhance your management and Mentoring skill-set and enhance your teams’ performance without further study. You will learn how to structure a solution-focused conversation and how to structure a longer-term mentoring/coaching to achieve a major goal.

This Workshop assumes a basic understanding of Mentoring and management experience. You will learn hands-on. In the workshop you will form Coaching pairs with fellow participants to Coach/Mentor each other during the Workshop and continue to develop your skills after the Workshop.

As an added benefit, your Mentoring skills will also be sharpened by the skills you will learn in the Workshop. When you combine them with your experience, you can mentor effectively and add to the overall Human Capital of the firm.

You will learn your Coaching Skills under the supervisions of Andrew Jones a former leader in global Financial Services and now a seasoned Executive Coach working with fellow leaders in the industry.

Workshop Design

Your Workshop will be an interactive & energetic experience where the participants will learn through four modes:

  • Personal reflection: Where the Coach will guide the group to reflect on their professional experience and what happens in the room
  • Taught elements: Where the Coach will explain, illustrate & demonstrate key concepts and techniques
  • Action learning: Where the group will put the concepts and techniques into action, live in the room – learning in experience. The facilitator will work flexibly with the Team around allthe activities to draw out learnings as they emerge in the moment.
  • Plenary exchange: Where the Coach facilitates the group to reflect on the material and exercises. Past participants observe that this is the most valuable part of the workshop experience.

Flexible Delivery - Accadence Workshops can be delivered to suit your academic or business objectives:

  • On-site or off-site
  • Integrated in a bigger development program or change initiative
  • Aligned to a global or firm-wide program
  • Balance of group-learning and individual coaching can vary to meet the needs of the team
  • Integrated with your preferred assessment such as CareerLeader, MBTI, Clifton Strengths, VIA Strengths, Career Anchors, Hogan or DISC
  • Participants bring their own issues, so study cases reflect the real-world experience
  • While they are designed for 3 hours, the duration time can flex to accommodate more or less action-learning components. From 1 hour to more than half a day
  • Workshops can be combined to meet your learning objective

Andrew Jones will be the Coach/Facilitator for each class. Please contact Andrew directly to discuss how the workshops can support your learning objectives.

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