- Classroom Training
- Virtual Training
8 - 12
There is a high chance of failure and exclusion for companies if they do not adapt to the changing environment or explore new directions. Changes caused by any external or internal factors and the handling of new situations are a central part of all managers’ jobs. Most change management theories and approaches stay at top management level only. That is, they provide methods and solutions for those who set in motion the changes in a company.
Based on our experience, it is usually middle and operative management, and not top management, who face problems arising from the changes that they simply have to accept and implement, instead of smoothly introducing the changes in conjunction with their teams. This course provides solutions and effective techniques for middle and operative managers to deal with the change process successfully. It allows them to gain deeper insight into the unaffected course of the process and how it can be lead more effectively. They also explore the natural human reactions to changes and how to address them in a supportive and practical way.
The two-day-long programme provides you with up-to-date approaches and practical tools for answering the following questions: How can you keep up with the accelerated information flow of corporate change? What sort of leadership tricks and motivational tools would you utilize to cope with your colleagues‘ resistance towards change?
What can you do to avoid the failures of reengineering efforts and have your work crowned with success?
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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.
Over the past period, remote work and online communication have become the new routine in the lives of many teams. This virtual distance brought a new set of challenges not only in how to successfully operate, but also in how to maintain team spirit, the feeling of togetherness, and improve collaboration&communication.
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?
All of us are parts of different teams, and our success is highly determined by the members of these teams. Our specific Insights-based program focuses not only on development of the individuals, but also on the common development of the team.