Welcome to the Thrive Series

By the end of this session, participants will be able to: 

• Explain what Coaching is in a working context.
• List the differences between Coaching, Mentoring and Counselling and describe how coaching skills conversations differ from a 1 to 1 coaching session with a qualified coach.
• Describe the benefits of using coaching skills in conversations and how a coaching approach links to the DCU Values, Pillars & DCU People Strategy.
• Demonstrate three key skills used in an effective coaching conversation and name one skill you feel comfortable using after this programme.
• Evaluate the EMCC Core Coaching Competencies and highlight the capability indicators that can be used in daily coaching conversations.
• Practice having a coaching skills conversation and use the reflection sheet provided to capture your findings.
• Create an action plan on how are they going to use coaching conversations in their role.

By the end of this session, participants will be able to:

• Understand the Psychology of Feedback: Explain the importance of feedback as a tool for development and how it enhances collaboration and continuous learning.
• Manage Emotional Responses: Recognize and manage internal emotional reactions and triggers when receiving feedback to remain curious and open.
• Apply Structured Frameworks: Use the SBI and Feedfoward models to deliver feedback that is specific, factual, and focused on contributions rather than confrontations.
• Foster Constructive Team Dynamics: Navigate multi-directional feedback to build a culture of trust and shared goals within their teams.
• Practice Real-World Application: Demonstrate the ability to deliver feedback in various professional contexts—such as addressing missed deadlines, unclear communication, or resistance to change—through scenario-based practice.

By the end of this session, participants will be able to:

• Define and Recognize EQ Models: Identify key theories and models of Emotional Intelligence.
• Self-Assess Emotional Strengths: Reflect on their current EQ profile across ten core competencies—such as self-knowing, empathy, and adaptability—to identify specific strengths and areas for growth.
• Apply Regulation Skills: Demonstrate core emotional regulation tools.
• Navigate Social and Professional Dynamics: How to develop skills to improve collaboration and trust within their teams.
• Develop an Action Plan: Design a practical, individual application plan to integrate emotional intelligence strategies into their daily interactions and professional roles at DCU.
• Increase Adaptability and Optimism: Apply strategies to better manage change, align daily tasks with personal values  and maintain a solution-oriented mindset.

By the end of this session, participants will be able to:

• Audit Personal Experience: Critically reflect on their CV and professional history to identify key achievements and narrate their unique career "story."
• Master the STAR Method: Apply the Situation, Task, Action, and Result framework to structure clear, impactful, and competency-based interview answers.
• Conduct Strategic Research: Perform deep-dive research into organizational values, mission, and specific job descriptions to align their responses with the employer's needs.
• Manage Interview Anxiety: Implement practical regulation techniques, such as mindfulness and breathing exercises, to manage the nervous system and build presence in the room.
• Identify Core Competencies: Recognize and prepare for common professional competencies such as Teamwork, Planning and Organizing, Communication, and Strategic Focus.
• Execute Professional Preparation: Follow a comprehensive interview checklist covering mindset, logistics, and post-interview reflection.
• Practice and Refine: Deliver practiced answers out loud to receive feedback and perform "verbal edits" for better clarity and confidence.

By the end of this session, participants will be able to: 

• Define Resilience: Articulate what resilience is and debunk common myths.
• Self-Assess Current Resilience: Reflect on and rate their current level of resilience with kindness and compassion.
• Identify Barriers: Recognize internal and external obstacles to building resilience, such as "emotional hijacking," imposter syndrome, and fixed mindsets.
• Apply Practical Tools: Utilize a toolkit of strategies to navigate current and future challenges.
• Foster a Growth Mindset: Reframe negative self-talk and adopt a perspective that views resilience as a skill that can be developed and adjusted over time.

By the end of this session, participants will be able to:

• Define Mentoring Dynamics: Distinguish mentoring from related developmental practices such as coaching, counseling and teaching.
• Identify Mentor Roles and Styles: Recognize the various "hats" a mentor wears and understand when to apply each style.
• Understand Mentee Responsibilities: Articulate the rights and duties of a mentee, such as taking ownership of final decisions, coming prepared with a specific agenda, and respecting boundaries.
• Master the Mentoring Conversation: Use a structured flow to guide sessions.
• Apply "Hard Empathy": Utilize techniques to see through the mentee's perspective and understand their unique background and "a day in their life" to build a stronger connection.
• Establish Practical Frameworks: Set up clear expectations regarding the frequency of meetings, location, confidentiality protocols, and documentation for accountability.
• Implement Mentoring Strategies: Deploy specific strategies such as active listening without judgment and providing honest, constructive feedback to facilitate the professional and personal development of others.

By the end of this session, participants will be able to:

• Categorize Relationship Types: Distinguish between different levels of professional connection, from Transactional and Cooperative to Collaborative and Strategic Partnership.
• Audit Personal Trustworthiness: Self-evaluate and identify specific trust competencies to strengthen.
• Apply Rapport-Building Techniques: Demonstrate effective networking and communication strategies to build rapport with new colleagues.
• Utilize Relationship Mapping Tools: Apply strategic alignment tools and stakeholder management best practices to maintain and align current professional relationships.
• Execute Relationship Repair: Implement techniques to assertively resolve conflicts and repair trust.
• Incorporate Influence Principles: Apply principles of human relations.
• Commit to Micro-Habits: Design a personal action plan to sustain healthy collegial relationships at DCU.

By the end of this session, participants will be able to:

• Apply the "Golden Rule" of Communication: Shift focus from what they want to say to what they want the audience to hear, feel, and do, ensuring every interaction has a clear purpose.
• Analyze and Map the Audience: Identify who they are speaking to, what the audience currently knows, and what "language" (data, stories, or visual) will best resonate with them.
• Structure Content Strategically: Use a "Map First" approach to plan presentations, focusing on simplicity and clarity before moving to technical tools like PowerPoint.
• Design High-Impact Visuals: Apply "Content is King" principles to create simple, professional slides that support rather than distract from the message, including the effective use of branding and data storytelling.
• Navigate Communication Spaces: Demonstrate "Presence" in both in-person and virtual environments by managing timing, intentional delivery, and creating a comfortable atmosphere for the audience.
• Develop a Growth Mindset for Speaking: Practice techniques for "Verbal Editing" and delivering with intention, accepting that perfection is not the goal, but continuous iteration and feedback are.
• Utilize Practical Presentation Tips: Implement a checklist of PowerPoint best practices, such as using animations wisely, avoiding the "online version" for live delivery, and using "less is more" as a guiding design principle.