Targeted Competencies

Self-awareness

Self-management

Motivation

Self-development

Contents

Contribution Of Recent Neuroscience And Behavioral Psychology Studies – The So-called “New Brain” – To Individual And Organizational Life And Demonstration And Analysis Through Game-based Exercises

Dilemma And  Demand Of Our Century

Let’s Meet The Feeling “I Am Not Enough And I Cannot Pull Through” And Learn How To Cope With It

Why Do We Need Non-realistic Expectations And How Do We Use Them?

What Do Our Working/Short-Term Memory And Long-Term Knowledge And Application Memory Tell Us Under            Web-based Information Bombardment? What Shall We Do?

What are “conscious conflict” behaviors in teamwork, how to identify them? What can be done?

The wisdom in setting personal goals and determining the concurrence/conflict areas between personal and organizational goals and alignment.

Man and woman’s efforts to understand one another in social and work life: Let’s have some fun…

Pre-Training

Static Analysis

Inventory studies

Pulse surveys

Dynamic Analysis

Interviews with senior management

Focus groups

Participant pre-work

Reading materials, mini videos

During Training

In our training sessions, adult learning methodology is applied through case studies, personal exercises, group exercises, role playing, discussions, psychometric tests and games in order to provide the highest learning in the participants.

Post-Training

Reading materials and videos are provided in order to support internalizing and applying the training subject.

Tools

  • Development Roundtables and Action Planning
  • Telephone Coaching – Turning Learning Into Action “TLA”
  • Shadow Coaching
  • One-on-one Follow-up Coaching

Development Roundtables and Action Planning:

Action Planning is the planning of actions to be made after training to make use of the training subject. This is done separately by each participant who implement the new behaviors.

About one month after training, the participant and the trainer get together again in a Development Roundtable session to review the successes and challenges during this month. This includes:

  • What was implemented, what was not implemented and why
  • Working on participants’ actual work cases
  • Feedback on action plans

Development of new action plans

Telephone Coaching – Turning Learning Into Action “TLA”:

Consists of three monthly half-hour telephone coaching sessions which support participants after training in three development areas. Each participant determines their own development areas and defines the corresponding action plans.

After the sessions are completed, the results are reported.

Shadow Coaching:

The coach accompanies the participant in the job environment, makes observations and provides feedback regarding especially development areas.

The participant is provided with increased awareness and is able to implement actions and reach goals more easily.

One-on-one Follow-up Coaching:

Consists of coaching sessions on development areas which are based on the participant’s actual work cases.