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Nowadays, more and more leaders have to rethink their roles and responsibilities within the organization and their teams in order to meet the new requirements of an unstable environment. However, leaving the previous – even successfully used – leadership routines and acquiring new skills and a different mindset may be as challenging as a Mars Mission.
Mission to Mars game-based simulation is designed to help future leaders understand their role and the ways of working with their team.
The objective of this program is to raise participants’ awareness and let them experience the leadership competences needed to successfully manage teams based on DEVELOR’S Adaptive Leadership Model.
An adaptive leader is able to respond to a large number of changes, create value through its people by respecting resources and create an environment which maximise safety, growth and autonomy. During the highly engagng storyline of a Mars Mission, participants experience the specifics of adaptive operation and the skills required.
The diverse and creative tasks, innovative digital solutions and blended learning elements guarantee an immersive learning experience.
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Climate change, natural disasters, energy crisis. We can feel them in our skin. What can we do? Is there anything we can do to mitigate these negative impacts?
“Your brand is what other people say about you when you are not in the room,” says Jeff Bezos. Self-awareness and defining your leadership role as a female leader is paramount. But self-awareness is not enough, we also need to define how we present ourselves to the world. Personal brand is key for anyone who wants to be successful in their field. Women leaders also need to consciously build and develop their personal brand.
The recent reality is not short of challenges. Constant change, uncertainty, rapid adaptation, and dealing with unexpected situations can overwhelm us very quickly if we don’t take care of one of our most important resources – our emotions.
The groundbreaking research of Shirzad Chamine and his concept of Positive Intelligence is the foundation of this program. It encourages participants to take an inward journey and realize who those internal saboteurs are who hinder their progress.
We are living in a world of digital revolution. Organizations, teams and people are connected more than ever before. We can love or hate the changes the technological explosion is generating in our life, but avoiding them is impossible.
Numerous studies show that diverse teams – in case they are managed well – perform better than homogeneous ones. Social groups are increasingly making their voices heard and there are more opportunities for social injustices to be addressed. So everything is going in the right direction. Or is it not?
Many leaders assume engagement is a task for top management and HR. But is engagement something that you can only influence from the top? What is the responsibility and opportunity of direct supervisors, middle management, and even employees in enhancing engagement?
Why is it that people with similar abilities, under similar circumstances provide different performance? What is the reason why some people with the same knowledge and preparedness can’t develop, while some can demonstrate continuously improving performance?
Adapt quickly to an ever-changing environment. Find solutions to problems you’ve never encountered before. Promote self-organizing, multifunctional teams. Foster innovaton and creativity. Keep striving for excellence”- Do these expectations seem familiar to you?