This feed does not validate.
line 9, column 6: (4 occurrences) [help]
<g:title>Assertiveness Training</g:title>
^
line 10, column 6: (4 occurrences) [help]
<g:description>Study Assertiveness Training Online class and learn how ...
^
line 20, column 6: (4 occurrences) [help]
<g:link>https://workplacetraining.bigcartel.com/product/assertiveness- ...
^
line 22, column 6: (4 occurrences) [help]
<g:additional_image_link></g:additional_image_link>
^
line 23, column 6: (4 occurrences) [help]
<g:mpn>74754660</g:mpn>
^
line 25, column 6: (4 occurrences) [help]
<g:availability>in stock</g:availability>
^
line 26, column 4: (4 occurrences) [help]
</item>
^
In addition, interoperability with the widest range of feed readers could be improved by implementing the following recommendations.
<?xml version="1.0" encoding="UTF-8"?><rss version="2.0" xmlns:g="http://base.google.com/ns/1.0"> <channel> <title>Workplace Training</title> <link>https://workplacetraining.bigcartel.com</link> <description/> <item> <g:id>74754660</g:id> <g:title>Assertiveness Training</g:title> <g:description>Study Assertiveness Training Online class and learn how to become a high achiever and succeed in life! With <a href="https://paramounttraining.com.au/what-are-assertive-communication-skills/">Assertiveness Training</a> Online class, you could easily acquire the essential skills of assertiveness and self-confidence. If you lack self-esteem and have low self confidence, then you would never be able to achieve success in life. There are many people who feel timid when they face the world. They fear that they might make a fool out of themselves in front of others. This is why the most excellent approach to overcome low self confidence is through self confidence training. One of the best approaches for this training is to avail online learning courses which help to gain assertive body language. You should start by having a look at the body language of successful people. Through this you would get ideas regarding the right kind of body language. It is believed that the body language of successful people can be easily understood through online learning courses. You can also learn how to develop assertive body language and achieve more self-confidence. When you fail to establish self-confidence then your mind automatically turn to insecurity. The result is indecision and loss of interests. To overcome this, you should learn to make the right kind of target setting and achieve your goal setting goals at the same time. Assertiveness training can also be obtained through e-learning courses which are approved by some government agencies. These courses are very popular with managers because they are able to <a href="https://trainingskilldevelopment.bigcartel.com/product/tool-box-meetings">improve the overall performance</a> of their employees. Through these courses, the employees' confidence is increased. However, before you join any such program you should check whether the organization has received the required approval from any government agency. If you are not required to obtain approval then it is advisable to opt for courses which have not been approved. Most employees face problems when they try to implement their self-confidence building techniques through their employers. The main reason behind this is their employers may not have good communication skills. Therefore, when you communicate with your boss through email, it is difficult for them to understand your approach towards assertiveness or your negative thinking. In order to avoid such situations, it is important for employees to learn proper body language and assertiveness techniques from an early age. With the help of video games, you will be able to master different body language and techniques which are essential for building self-confidence.</g:description> <g:price>2899.00 AUD</g:price> <g:link>https://workplacetraining.bigcartel.com/product/assertiveness-training</g:link> <g:image_link>https://assets.bigcartel.com/product_images/294433290/Assertiveness-Training.jpg</g:image_link> <g:additional_image_link></g:additional_image_link> <g:mpn>74754660</g:mpn> <g:condition>new</g:condition> <g:availability>in stock</g:availability> </item> <item> <g:id>74754570</g:id> <g:title>Training Development</g:title> <g:description>Team Development Training: Making Your Workplace Actually Work You know what really gets me? Companies spend thousands on fancy office spaces, latest tech, even free coffee machines. But when it comes to the people who actually make everything happen, suddenly everyone gets cheap. Team development is not some fluffy feel good exercise where you sit in circles talking about feelings. It is about making your workplace function like it should instead of watching good people burn out or quit because nobody bothered to teach them how to work together properly. Here's the thing about teams : most of them are broken from day one. Not because people are incompetent. Because nobody ever sat down and figured out how different personalities, work styles, and communication patterns fit together. You just throw everyone into a room and hope for the best. That is like expecting a car to run without checking if all the parts actually work together first. The Development Foundation When l started working years ago, team development meant trust falls and awkward icebreakers. Thank god we have moved past that nonsense. Real team development starts with understanding what you are actually dealing with. Your team members bring different backgrounds, experiences, communication styles. Some people need detailed instructions, others want to figure things out themselves. Some thrive on collaboration, others do their best work alone then share results. None of this is wrong, but if you do not know who needs what, you are setting everyone up to fail. First thing you need to do is figure out where everyone stands. Not through some expensive personality test that puts people in boxes they do not fit. Through actual conversation and observation. Who speaks up in meetings? Who stays quiet but delivers brilliant work? Who gets frustrated when plans change suddenly? This is not rocket science, but most managers skip right over it because they are too busy putting out fires to prevent them. Communication Patterns That Actually Work Here is where most <a href="https://paramounttraining.com.au/training/team-development-training/">team development programs</a> go wrong. They teach communication like there is one right way to do it. But communication is not about following scripts. It is about understanding that when Sarah sends a three paragraph email about a simple question, she is not being difficult. She processes information differently and needs context to feel confident. When Mike responds with "OK" to your detailed project update, he is not being rude, he just confirmed he understood and is ready to move forward. Most workplace frustration comes from people misreading each other's communication style as attitude problems. You want better team communication? Stop trying to make everyone communicate the same way. Start teaching people to recognise different styles and adjust accordingly. Some people need time to think before responding. Others process by talking through ideas out loud. Some want direct feedback, others need it delivered more gently. The trick is creating space for all these styles instead of forcing everyone into one mould that works for nobody. Building Trust Without the Cringe Trust exercises make me want to hide under a desk. Fall backwards and someone will catch you? Please. Real trust gets built through much smaller, everyday actions. Trust happens when you say you will do something and you do it. When you admit you do not know something instead of pretending. When you give credit where it is due instead of hogging recognition. When you have someone's back when they make a mistake instead of throwing them under the bus. You can not force trust through weekend retreats and rope courses. But you can create conditions where trust develops naturally. Clear expectations. Consistent follow through. Regular check ins where people can raise concerns before they become problems. Most importantly, you model the behaviour you want to see. If you want team members to be honest about challenges, you need to be honest about yours first. If you want collaboration, you need to actually collaborate instead of just assigning tasks and waiting for results. Working With Difficult People (Spoiler: We Are All Difficult Sometimes) Every team has "that person" who drives everyone crazy. But here is what l learned after years of dealing with workplace drama : the difficult person changes depending on the situation and who you ask. The detail oriented person who slows down decisions with endless questions? They might be the one who catches the expensive mistake everyone else missed. The colleague who seems negative and always points out problems? They might be the only one brave enough to speak up about real issues nobody else wants to address. Instead of trying to fix difficult people, start by understanding what triggers their difficult behaviour. Are they overwhelmed? Do they feel unheard? Are they trying to maintain quality standards while everyone else rushes through tasks? Sometimes the solution is adjusting workload or communication style. Sometimes it is setting clearer boundaries. And yes, sometimes it is accepting that certain people should not work together directly even if they are both valuable team members. <a href="https://paramounttraining.com.au/training/dealing-with-difficult-behaviours-training/">Managing workplace behaviour</a> is more about creating systems that bring out people's strengths while minimising their weaknesses. Not about trying to change personalities. Goal Setting That Actually Means Something Team goals usually sound impressive in presentations and mean nothing in daily work. "Increase collaboration by 25%" sounds great until you realise nobody knows what collaboration looks like or how to measure it. Effective team development starts with goals people can actually understand and work towards. Instead of "improve communication," try "reduce project delays caused by unclear requirements." Instead of "build trust," try "create a system where team members can raise concerns without fear of blame." The best team goals come from the team itself. What frustrates them most about how they work together? What would make their jobs easier? What obstacles keep them from doing their best work? When people help create their own development goals, they actually care about achieving them. Novel concept, right? Dealing With Remote and Hybrid Teams Working from home changed everything about team development. You can not rely on casual conversations by the coffee machine to build relationships when half your team is scattered across different time zones. Remote team development requires more intention. Scheduled check ins become crucial, not just for project updates but for maintaining human connection. You need systems for knowledge sharing because you can not just turn around and ask someone a quick question. But remote work also revealed something interesting : many traditional team building activities were not as important as we thought. Turns out people can collaborate effectively without sharing meals or attending holiday parties together. What they need is clear communication, reliable technology, and managers who trust them to do their jobs. The key is not trying to recreate office culture virtually. It is building new ways of working that suit the reality of how and where people actually work now. Measuring Progress Without Driving Everyone Crazy You know what kills team development faster than anything? Measuring it to death. Endless surveys asking people to rate their collaboration satisfaction on a scale of one to ten. Weekly reports about team cohesion metrics. Monthly reviews of communication effectiveness scores. People stop focusing on actually working together better and start focusing on hitting arbitrary numbers that make management happy. Real progress shows up in results, not surveys. Projects finish on time with fewer last minute crises. People ask for help before problems become emergencies. Conflicts get resolved quickly instead of festering for weeks. Team members can cover for each other without drama when someone is sick or overwhelmed. These improvements happen gradually and show up in reduced stress, better quality work, and people actually wanting to stay at your company instead of updating their resumes every few months. Making It Stick Here is the truth about team development : it never ends. Teams change as people join, leave, get promoted, or shift roles. New challenges require new solutions. What worked last year might not work this year. The goal is not to achieve perfect teamwork and then move on. It is to build capacity for teams to keep improving themselves. Give people tools for working through conflicts. Teach them to recognise when communication is breaking down and how to fix it. Create space for regular reflection on what is working and what is not. Most importantly, make team development part of regular work, not a special event that happens once or twice a year. Build it into weekly meetings, project reviews, and everyday conversations. Because at the end of the day, teams are just groups of people trying to get things done together. And people are complicated, messy, and constantly changing. The only way to develop teams effectively is to accept that complexity instead of trying to smooth it away with simple solutions and corporate speak. Your team development program should feel like real people solving real problems together, not actors following a script written by someone who has never actually managed a team.</g:description> <g:price>2899.00 AUD</g:price> <g:link>https://workplacetraining.bigcartel.com/product/training-development</g:link> <g:image_link>https://assets.bigcartel.com/product_images/294432954/Leadership+Skills+Training.png</g:image_link> <g:additional_image_link></g:additional_image_link> <g:mpn>74754570</g:mpn> <g:condition>new</g:condition> <g:availability>in stock</g:availability> </item> <item> <g:id>74754456</g:id> <g:title>Call Center Training</g:title> <g:description>The call center industry has grown tremendously over the past few years. This is especially true in Melbourne, which has grown into one of the fastest growing cities in the world. This growth has caused a significant number of job opportunities for those wanting to join this industry and for those wanting to venture into the call center business. Cities throughout Australia have seen a large influx of these businesses due to the high demand for telemarketers. In Melbourne, telemarketing is more popular than ever before. There are many types of call centers available to businesses, both large and small, that can help you find a position that is right for you. <a href="https://paramounttraining.com.au/training/call-centre-agent-training/">A typical call center </a>offers services such as voice mail, appointment setting, live operator assistance, and automated messaging. Many services are offered for free, but there may be other services that require an additional fee. The most common services offered are voice mail and appointment setting. Other services include customer service, live phone answering, and online inquiry management. These services are all necessary to make sure that customers have someone they can contact when they have a problem. While customer service is definitely a key part of a call center, it is not the only thing that should be considered when choosing a location. The location should have adequate office space, and it should be near or within a city's downtown area. Having the facility within walking distance of the customer's home is also advantageous. Having the facility near the business also makes it easier for the customer to return to the call center, as it is closer to their home. Many call centers are now located in business districts, and the ability to access the facilities on the way to work makes it more convenient for the customer. Having the facility within a short driving distance allows customers to get their work done in the quickest amount of time. One of the most common complaints regarding call centers is the customer service representatives. Although some employees may have excellent communication skills, it is not uncommon for others to have little or no experience at all in dealing with difficult customers. This leads to a variety of problems, such as the representative taking too long to answer questions or sending the call to the wrong person. Another common complaint is that the call center is not set up properly for the caller. While some call centers have call center managers, most are run by individual agents. There are several other complaints that call centers receive that are much more problematic than <a href="https://trainingskilldevelopment.bigcartel.com/product/customer-service-retail">poor customer service</a>. Many people who call do not know their caller's name or do not have the customer's name correct. In addition, many call centers fail to include information about the features and benefits of the product or service requested. In some cases, the agents may ask customers to re-order a product after they have already placed the order. Not only does this lead to wasted time but sometimes, it can also lead to a loss of money. A professional call center can help businesses achieve higher levels of customer satisfaction. To get started, contact a local call center in Melbourne. They will be able to walk you through all the options and will help you determine which will work best for your business. Contact a call center now. You won't regret it!</g:description> <g:price>2899.00 AUD</g:price> <g:link>https://workplacetraining.bigcartel.com/product/call-center-training</g:link> <g:image_link>https://assets.bigcartel.com/product_images/294432660/Telephone+Etiquette+Training.png</g:image_link> <g:additional_image_link></g:additional_image_link> <g:mpn>74754456</g:mpn> <g:condition>new</g:condition> <g:availability>in stock</g:availability> </item> <item> <g:id>74754330</g:id> <g:title>Customer Service Training</g:title> <g:description>Conflict Resolution Training : When Things Get Messy at Work Right, so here we are. Another training course about conflict resolution. But this one is different because l am not going to lie to you. Conflict happens. People disagree. Someone gets their feelings hurt and suddenly the whole office feels like a war zone. Your manager pretends it is not happening while everyone else walks on eggshells. That is the reality, is not it? Most conflict resolution training will tell you to "communicate better" and "find common ground." Which is lovely in theory. But what do you do when Dave from accounting keeps stealing your lunch and then denies it? Or when Sarah takes credit for your project in front of the CEO? This training is about dealing with real conflict. The messy, uncomfortable, human kind that makes you want to hide in the supply closet. What We Cover in This Training Understanding Conflict : Why It Happens People do not wake up planning to start fights at work. But here we are anyway. Conflict starts small. Someone feels unheard. Someone feels disrespected. Someone gets passed over for promotion again and they are angry about it, so they start being difficult about everything else. We will look at the real reasons conflict happens. Not the sanitised version you get in HR manuals. The human version. The one where people have mortgages and bad days and personal problems they bring to work whether they mean to or not. Reading the Room : Spotting Trouble Before It Explodes You know that feeling when the air gets thick and everyone stops talking? That is conflict brewing. Most people ignore the warning signs until someone storms out of a meeting or sends a passive aggressive email to the entire team. By then it is too late for easy fixes. We teach you how to spot tension early. How to read body language, tone of voice, and all those little signals people give off when they are getting wound up. Because stopping a conflict before it starts is much easier than cleaning up the mess afterwards. The Art of Actually Listening Here is something nobody tells you : most workplace conflict could be avoided if people just listened to each other. Really listened. Not just waited for their turn to talk. But listening is harder than it sounds when someone is being unreasonable or when you are already annoyed with them. We practice the kind of listening that actually works in difficult situations. Not the fake nodding while planning your comeback. The kind where you actually hear what people are trying to say, even when they are saying it badly. <a href="https://paramounttraining.com.au/training/dealing-with-difficult-behaviours-training/">Dealing with difficult behaviours</a> starts with understanding that behind every difficult person is usually someone who feels cornered or unheard. Having Hard Conversations Without Making Things Worse Avoiding difficult conversations does not make them go away. It just makes them bigger and messier when they finally happen. We practice having those conversations you have been putting off. The ones about boundaries and expectations and "we need to talk about what happened in the meeting yesterday." These conversations are never fun. But they do not have to be disasters either. There are ways to say hard things that actually get heard instead of starting World War Three in the break room. De escalation When Things Go Sideways Sometimes conflicts explode anyway. Someone loses their temper. Voices get raised. People say things they should not have said. When that happens, you need to know how to turn the temperature down fast. We teach practical de escalation techniques that work in real situations, not just role playing exercises. How to step in when colleagues are having a public argument. How to calm someone down when they are really upset. How to stop things from getting worse while everyone figures out what went wrong. Working Through Problems That Actually Matter Most workplace conflicts are not really about the thing people are arguing about. They are about feeling respected, feeling heard, feeling like their work matters. Someone gets angry about meeting times because they feel like their schedule does not matter. Someone gets defensive about feedback because they feel like nothing they do is ever good enough. We practice getting to the real issue underneath the surface argument. Because you can not solve the wrong problem, no matter how good your <a href="https://paramounttraining.com.au/training/negotiation-skills-training/">negotiation skills</a> are. Managing Your Own Emotions When Everyone Else Is Losing It Here is what they do not teach you in other courses : conflict is emotionally draining. Especially when you are trying to be the reasonable one while everyone else is being dramatic. You are allowed to be frustrated. You are allowed to be tired of being the peacekeeper. You are allowed to feel like some people are just impossible to work with. We talk about managing your own emotional responses so you can stay effective even when the situation is stressing you out. Because taking care of yourself is not selfish, it is necessary. Building Better Relationships Before Problems Start The best conflict resolution happens before there is any conflict to resolve. When people actually trust each other and communicate well, disagreements do not turn into battles. We look at how to build the kind of workplace relationships that can weather disagreements. How to give feedback without people getting defensive. How to disagree without being disagreeable. It sounds simple but it is not easy. Especially when you are working with people who have different communication styles or different ideas about how things should be done. When to Get Help and When to Walk Away Sometimes you can not fix it yourself. Sometimes the conflict is too big or too complicated or involves people who just do not want to resolve anything. We talk about when to bring in managers or HR or outside help. When to document things. When to protect yourself from workplace drama that is affecting your mental health. And yes, sometimes the answer is to walk away. Not every job is worth staying in when the conflict becomes toxic. What Makes This Training Different This is not about becoming a workplace therapist or learning magic words that make difficult people reasonable. Those things do not exist. This is about developing real skills for real situations. Getting comfortable with uncomfortable conversations. Learning to stay calm when other people are not. Understanding that conflict is normal and managing it well is a skill you can learn. We practice with scenarios that actually happen. Not sanitised role plays where everyone is polite and reasonable. The messy ones where someone is being unfair or unreasonable or just plain difficult. Because that is where you need these skills most. We also talk about the emotional side of conflict that most training ignores. How it affects you personally. How to maintain your professionalism when someone is being unprofessional to you. How to not take work conflicts home with you. <a href="https://paramounttraining.com.au/training/emotional-intelligence-eq-training/">Emotional intelligence training</a> is part of this because you can not separate feelings from workplace conflict, even though everyone pretends you can. By the End of This Training You will not love conflict. Nobody should love conflict, that is weird. But you will be better at handling it. More confident in difficult conversations. Better at reading situations before they explode. More skilled at helping other people work through their problems without making things worse. You will understand that conflict is not necessarily bad, it is just information. Information about what is not working, what people care about, where the real problems are hiding. And you will have practical tools that work in real situations with real people who are having real problems. Because at the end of the day, we are all just humans trying to do our jobs and get along with each other. Sometimes we mess that up. But with the right skills, we can mess it up less often and clean up the messes better when they happen. That is what good conflict resolution training should do. Help you deal with the reality of working with humans, not the fantasy of working with perfectly reasonable people who always communicate clearly and never have bad days.</g:description> <g:price>2899.00 AUD</g:price> <g:link>https://workplacetraining.bigcartel.com/product/customer-service-training</g:link> <g:image_link>https://assets.bigcartel.com/product_images/294432321/Critical-Elements-of-Customer-Service.jpg</g:image_link> <g:additional_image_link></g:additional_image_link> <g:mpn>74754330</g:mpn> <g:condition>new</g:condition> <g:availability>in stock</g:availability> </item> </channel></rss> 
