Targeted Competencies

Team management

Relationship management

Empathy

Team motivation

Contents

How To Establish Sustainable Motivation Towards Self And Others?

Successful Teams’ Dynamics

Understanding Our And Others’ Personal Values

Exercises For Exploring One’s Own And Each Other’s Values, Absolute Truths, Flexibilities, And Development Areas,  Based On Landswork (Orsc – Organization Relationship Systems Coaching) Principles.

New Generation Management Styles

New And Older Generations – Characteristics, Differences, Expectations…

Team Roles

Establishing Trust

Team Stages

Team Values, Team Decision Making Processes And Engagement

Establish Goals And Planning

Team Motivation

Effective Feedback

The Four Horseman Of The Apocalypse – Toxic Communications And Antidotes By John Gottman

Tips For – Long Term Relationships

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.