Oak Innovation: Interpersonal Skills Training Course Material


Oak Innovation’s interpersonal skills training course material can be easily delivered across virtual classrooms, webinars as well as traditional classroom settings. Just add your logo and brand the content as your own.

What you’ll get:

  • 67-page facilitator manual
  • 47-page participant manual
  • 90 Powerpoint slides
  • Practical exercises
  • Reading list
  • Course evaluation form
  • Course action plan
All training course material instantly available after checkout

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How to deliver an incredible training course on interpersonal skills

The task of finding content for an interpersonal skills training course can be a challenge. It’s resource-intensive, scary, and even overwhelming at times.

And, in an effort to offer as much value as we can, we are now in a position to share this content with you.

  • At the simplest level, with this content, you now don’t have to develop your own content from scratch.
  • Plus, you can instantly use this material to offer your own brandable training course on interpersonal skills.

No matter where you’re at, this interpersonal skills training course can be used to target the challenges faced by general operatives, mid-level management. It is especially beneficial for staff that need to be aware of interpersonal behavior within their organizations.

Whether you’re looking to train others to improve their questioning and listening skills, on how to persuade others, or how to build common ground, this training material will meet your needs.

Benefits of this training course material

  • Instantly available
  • Freedom to add your logo
  • Brand everything as your own
  • Fully customizable
  • Deliver the course wherever you want
  • All content is developed by industry experts
  • Saves you time and effort
  • Affordable
  • No experience required

What our customers say

Oak Innovation is loved by industry-leading professionals all around the world.

As a trainer, I appreciate the trainer background materials so I can study up on the details and background of a course.

Andrea Chisholm, Critical Success Consulting

When you have an urgent need to prepare training the best thing to do is order from Oak. We thank them for the great materials that they have prepared. A little permitted company-specific customization by us was enough to present a virtually perfect training session in our company. After this test, we ordered another 10 modules – easily and conveniently. In addition, I received an incredibly good service with a personal touch to the client-specific requirements.

Sylvia Stoyanova, Human Resource Manager, Carlsberg

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What you’ll get

– 67-page facilitator manual
– 47-page participant manual
– 90 ready-to-deliver PowerPoint slides
– Icebreakers and training games
– Practical exercises
– Further reading
– Course evaluation and action plan
– Expert training guides

Learning objectives

At the end of this training course your participants will be able to:

– Identify the main obstacles to interpersonal skills
– Understand the nature of interpersonal skills
– Understand a range of techniques
– Build an effective interpersonal process
– Explain the benefits of excellent interpersonal skills

Course outline

Now stay with us for a moment as we explore how to deliver the most important themes within this training course.

Interpersonal skills – Once you really get to a place where you’re delivering this course, you’ll see how easy it is to follow the content. For great results, use the content in this opening section to explore aspects of interpersonal skills like context and to work together.

In truth, both of these aspects will impact on interpersonal dynamics. You can then invite people to focus on issues like technical versus emotional competency skills. From there, your audience will be encouraged to think about what skills they already possess. To build on this momentum, don’t be afraid to use the content and exercises to dig down into these skills. This is what will embed further learning.

Push styles – There is no question that there are people that just have great interpersonal skills. But how can a training course help to develop these skills?

Well, it doesn’t get much easier than this. The content starts with some foundational detail on interpersonal skills that you can present.

Next, start by making a point to explore features of interpersonal skills like context and how to work together. This section is fascinating to us as course developers because both of these aspects impact interpersonal dynamics directly. Here’s why.

It has been a goal of ours to share our content and experiences in this area to as wide an audience as possible.

We’ve learned that the more you’re able to promote an awareness of interpersonal skills, the easier it is to challenge your audience to focus on issues like technical versus emotional competence. In a nutshell, your audience will start to think about what skills they already possess. And, what skills they need to enhance.

Your audience will also be trying to avoid mistakes that others may have made. In that regard, don’t be afraid to use the content and exercises to dig down into these possible mistakes. This step will help to support further learning.

Push styles – Do you ever look at how people use their interpersonal skills and think to yourself, how do they do that? If you’re asking yourself this question, then there is an excellent chance that your audience is also asking the same question. Well, a crucial part of this course material is getting these essential skills across to your audience.

Next, the content explores various push styles of interpersonal behavior.

Push styles of interpersonal behavior have the potential of creating a host of issues within companies. As a result, these styles should be deployed with care as they raise many challenges. Throughout your discussion on push styles (like aggression and assertiveness), you will build a clear picture of how your audience will typically approach interpersonal situations. These insights should be shared with your audience as they will represent actionable value to them as individuals.

Pull Styles – In this section, you can use the content to focus on the three pull styles of interpersonal behavior. Typical examples include questioning skills, listening skills, and being able to find common ground.

Let’s not forget that when thinking about the push and pull styles of interpersonal skills, your audience will uncover that each style will deliver different results depending on the situation at hand. So, the challenge they will face will be how to decide which method to adopt and when to use it. We’ve learned that this can become a bottleneck for some audience members.

Practical examples will gain the most attention from your experience with interpersonal skills training courses as they will foster more engagement. Understand that if these examples and experiences might seem small to you, they’re hugely crucial to embedding learning.

Before you start to deliver this part of your training course, itʼs a good idea to have 3 or 4 good examples ready to discuss with your audience – especially if you are new to this area. This will help to get your audience engaged. It also gives you a head start in case your participants seek examples.

Once youʼre ready to share your examples, youʼll want to get as much feedback as possible from the group. The main focus should be to collect their views on interpersonal skills that they see within their organization. Use a flipchart to capture this learning.

Of course, in order to help your audience, youʼll need to get them to learn new skills. We believe that it is achieved by stimulating as much participation as possible. Be aware that it’s not practical that every interpersonal skill to be fully developed in the space of a one-day course. But, we are confident that attending your course will help your audience to improve their skills considerably.

Emotional intelligence – If you asked us why some people use their interpersonal skills better than others, we’d say it’s influenced by their levels of emotional intelligence. And right now, this can be the reason why some people excel and are more successful than other people in this space.

Think for a moment, have you ever said something and found that you didn’t read a situation accurately? Or, notice that others have reacted to your behavior in a fashion that you have never expected? We know that your audience will have also had these experiences. And, they may have struggled in the same ways.

But what about emotional intelligence? What does it mean for employees? How will a new-found awareness of emotional intelligence help them?

Most importantly, how do you instruct them on emotional intelligence – content that many in your audience will know nothing about?

In this final section, the content will explore concepts like “mind-set” and “self-talk.” Take time to sit down with your audience and to examine these fundamental concepts.

Try to get your audience to lose their previous perceptions and to implement what they have discovered during this course.

Amazing expert guides will get you to the place you want to be

Over the years, we noticed that some people, along the way, have asked for a little more creative input. And, let’s face it, there are times when we all need an extra spark to make our training courses shine even brighter.

So allow us to introduce our free expert training guides. An innovative collection of guides that mix inspiration, insights, techniques and skills, sprinkled with everything you’ll need to deliver a successful training course. These guides are a security blanket of experience just for you. With eight free training guides instantly available, and each jam-packed with value, it’s the easiest way to get ahead.

  • Training icebreakers
  • How to select training materials
  • Training games
  • How to increase participation
  • Learn to improve your questioning skills
  • How to improve your listening skills
  • Learn how to deal with difficult people
  • How to evaluate training courses

Your courses, your way – everything you need to be the best

Within companies, across teams, on the go — wherever and however you want to deliver this course, it’s never been easier to put this content into action.

Wave goodbye to spending time developing training courses and say hello to awesome content that you can instantly download, customize, and even brand as your own.

You can download this training course material on interpersonal skills immediately after checkout.

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How to answer common questions

What are the main types of interpersonal skills?

The main types of interpersonal skills are verbal, listening, written, and non-verbal communication skills.

What are some of the main examples of interpersonal skills?

The main examples of interpersonal skills are:

  • Active listening skills
  • Questioning skills
  • Teamwork
  • Building common ground
  • Leadership
  • Dependability
  • Motivation
  • Flexibility
  • Responsibility
  • Patience
  • Empathy

What are the main characteristics of aggression?

Aggression is a destructive style of behavior. The main characteristics of aggression are:

  • Lack of sensitivity
  • Coercion
  • Fault-finding
  • Judgmental
  • Combative

What are the main examples of aggressive behavior?

The main examples of aggressive behavior are:

  • Outbursts of strong or violent emotions
  • Excessive use of ‘I’ statements
  • Use of threats
  • Negative language
  • Confrontational
  • Personalized comments
  • Complete disregard of the thoughts and feelings of the other party

What types of body language are associated with aggressive behavior?

The types of body language are associated with aggressive behavior are:

  • Gritted/bared teeth
  • Clenched fists
  • Bulging eyes
  • Pointing/stabbing fingers
  • Movement into the others personal space
  • High color
  • Excessive combative gestures

What can trigger aggressive behavior?

The following things and situations can trigger aggression:

  • Lack of self-confidence
  • Bad mood
  • Sudden loss of control
  • Feeling of being manipulated
  • Retaliation for a perceived or actual first strike

Some of these trigger a reactionary. On the other hand, some are due to poor self-image. Sometimes aggression may be needed in a particular situation, but usually only within a controlled manner.

What is persuasion?

Persuasion is where the objective is to intentionally influence the behavior or attitude of another person or group.

Note that persuasion may elicit an adverse reaction from some people who would Amy view it as being ‘too pushy.’ Using persuasion will end up in a win-lose situation where you win, and they lose.

How can I persuade others?

This is how you can I persuade others:

  • Make interest-provoking statements
  • Outline your proposal
  • Show benefits and evidence
  • Deal with possible objections before they arise
  • Summarize the proposal, finishing with the benefits

How should I handle objections?

You can handling objections by:

  • Listening to what the objection is
  • Thinking and evaluate the situation
  • Acting by incorporating some of the contributions of the other person or presenting a rationale for why you disagree
  • Your behavior must support the argument that you are putting across:

    • An energetic and enthusiastic voice
    • Speak fluently and without hesitation
    • Use open questions
    • Use silences
    • Have eye contact at least 50% of the time
    • Hold eye contact for 5 seconds

    What are the main elements of assertiveness?

    The main elements of assertiveness are:

    • Statements that are clear and brief
    • ‘I’ statements
    • Clear distinction between fact and opinion
    • Avoidance of directive words
    • Use of open questions
    • Definite intention of resolving the problem

    What are the main characteristics of assertive behavior?

    The main characteristics of assertive behavior are:

    • Listening to and understanding the other person’s point of view
    • Stating your views, opinions, and feelings
    • Agreeing a mutually beneficial way forward

    When is it useful to be assertive?

    It is useful to be assertive when:

    • Disagreeing with a superior about something that adversely affects you
    • Saying no to someone putting an unfair demand on you
    • Overcoming a fear of being disliked
    • Handling a conflict situation that might be difficult but requires that you put your viewpoint forward
    • Hight the consequences of both action and inaction

    What are the main pull styles of interpersonal skills?

    Here are the main pull styles of interpersonal skills:

    • Questioning
    • Listening
    • Exploring
    • Building on common ground

    What does active listening involve?

    Active listening involves:

    • Avoidance of making judgments
    • Keeping an open mind
    • Taking the time to listen
    • Focusing on the speaker
    • Shifting from talking to listening

    What are the main barriers to active listening?

    Listening is not easy. These are the many barriers to active listening,:

    • Noise (External noise from the environment - Internal noise from your thought process)
    • Perceptions
    • Biases
    • Attitudes
    • Lack of feedback
    • Distractions

    What are the five main types of questions that you can use?

    The five main types of questions are:

    Open-ended Questions

    These are broad - they allow flexibility in the response and can deliver a lot of information.

    Open questions are useful for:

    • Getting a person to elaborate on a topic
    • Encourage the other person to speak
    • Explore broad areas of interest
    • Open a new space for discussion
    • Uncover needs/opinions

    These questions start with: Why, where, when, who, how, what?

    Probing Questions

    These are used to follow up on open questions and are useful for:

    • Getting further information
    • Exploring a point
    • Fully understanding a situation

    Closed-ended Questions

    A Yes/No answer or a short factual statement, they can be useful when you want to:

    Obtain precise limited information

    • Focus on a particular aspect
    • Clarify something said
    • Keep the conversation short

    Hypothetical questions

    The question presents a ‘what if’ scenario.

    They are useful for:

    • Sounding someone out on an idea
    • Negotiating with someone
    • Exploring a point further

    Reflective Questions

    Reflective questions mirror back what the other person has said and are most useful for:

    • Getting others to verify what they have just said
    • Confirming your understanding
    • Clarifying issues

    Other types of questions

    Contact questions: These are a version of small talk, as they are used at the start of a conversation to set the other person at ease.

    Related questions: Questions are useful when you want a before and after view of a situation. (e.g., interview).

    Opinion seeking questions: these explore the other person’s attitudes, beliefs, thoughts, and feelings.

    What is emotional intelligence?

    Emotional intelligence is the capacity for recognizing our feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships. Daniel Goleman - Working with emotional intelligence 1998

    Why is emotional intelligence required?

    • Effective and sustainable relationships
    • Should not be regarded as a ‘soft’ element of business but as a critical business skill
    • EQ is the new ‘smart’ in the workplace! It allows the company to
    • Maximize the input from personnel by treating them well
    • Moving the organization from technical expertise to expertise in dealing with people
    • Development of relationships with both personnel and customers in the long term

    Can I edit the content and add my company logo?

    Yes. You can now add your logo and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when, and as often as needed.

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