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The key qualities this training develops are credibility essentials for line managers; they will acquire the skills to lead, motivate and coach each of their individual employees. Performance management is addressed at both collective and individual level.
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Benefits :
- Example behaviour and leading colleagues to success
- Creating the right environment for personal development
- Delegating according to individual competencies and aspirations
- Performance management
- Announcing unsettling decisions for change, accompanying transitions
- Bringing corporate culture alive in daily life
- Resolving difficult and conflictual situations
- Powerful public speaking
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Audience :
- Managers,
- heads of operational or functional units,
- departmental heads,
- executives leading a dedicated team.
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Day 1: Helping others to succeed
- The fundamentals of inter-personal communication
- The difference between perception and reality: questioning as a basis for the ‘learning organisation’
- Change: stages of discovery, the mourning curve, accompanying transition
- Delegation and empowerment, adapting to varying levels of maturity
- Performance criteria, pre-requisite for management by objectives
- Public speaking: how to inspire, convince and stimulate action
Day 2: Monitoring performance
- Listening to others: attitudes of curiosity, interest and confidence-inspiring
- The evolution session: driving the development of employees, identifying strong points to establish improvement axes
- Praise: a process of consideration and respect as well as one of motivation
- Public speaking: perfecting different behaviours and tools
Day 3: Communicating decisions
- Managing contradictions, criticisms and aggression
- Stress and self management: mechanisms to better control spontaneous reactions
- Managing meetings: distinguishing between information, creativity, and working sessions
- Communicating a difficult decision and managing the reactions
- Recognising mistakes: how to handle a sensitive situation
Day 4: Obtaining commitment
- The environmental manager: how to prepare and present a recommendation or project and have either accepted
- Negotiation: key attitudes for a win-win solution – externally and internally
- Handling objections: positive understanding and processing, rebounding every time
- The meta-message: identifying signals we receive, manage the implicit, interpret the implied
Day 5: Dealing with deviations
- Project monitoring, plan and respect the steps
- The reframing session: understand the other’s intention; intervene at the slightest deviation as well as help and accompany
- Saying NO: how to adopt and maintain a firm stance
- Corporate culture: bringing values and principles to life on a daily basis
Day 6: Handling trouble
- The two levels of conflict: task and relationship
- Conflict handling: ruling, mutual accord, arbitration
- Group negotiation: seeking allies, managing divergences
- Presenting to a turbulent audience
- Internal and external complaints: handle, negotiate, commit and satisfy
Day 7: Inspiring innovation
- 10 golden rules to reinforce example behaviour
- The manager-coach: identify the problem, gain acceptance so the solution can emerge
- Case studies: applying the training points to a personal problem
- Managing creaCtivity, roles and attitudes
- Manager of the year: close with improved self knowledge and self recognition
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> Small groups: each group is comprised of between ten to twelve participants, depending on the host country, in order to ensure proper conditions for genuine individual development.
> Role plays and practical exercises: our teaching method stimulates self-knowledge, promotes awareness and leads to long-term behavioural change.
> Sequential: the training process involves 3-5 weeks’ application on the job between training days, allowing each participant to integrate the content long-term, and to take ownership of it in the form of new attitudes.
> Feedback: at the beginning of the day, each participant presents his or her feedback based on the concrete results achieved. The successes and/or difficulties are then analysed and commented upon, and the learning points transformed into a new action plan. The training day continues with new modules, according to the same process.
> The "blended" approach: before, during and after the training programme, the participant is asked to continue his or her learning process online to gather feedback from his or her colleagues with the 361°.
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Click here to view the dates, locations and investments of next sessions. | |||
| This open programme takes place in : | ||||
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- Germany |
- France - Hungary - Italy |
- The Netherlands - Poland - Czech Republic |
- United Kingdom - Slovakia - Switzerland |
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