- 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?
Let’s talk and build the right solution for you.
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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.
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.
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?
More and more people use digital tools and solutions for work and for all aspects of life. How well are we really aware of the opportunities digital technologies offer? How consciously do we select digital tools to become more successful in our work?
Technological improvements make remote work possible for more and more people all over the world. Despite the many advantages, remote work has some challenges as well.