Senior Executive Management
This program enhances your management style so that you can deal effectively with challenges and dilemmas you encounter at this senior management level.

This program enhances your management style so that you can deal effectively with challenges and dilemmas you encounter at this senior management level. This allows you to take the step from a one-size-fits-all approach to a style that embraces the diversity of people, talents and situations in organisations and uses them in a positive way.
For who?
Experienced senior level line managers and project managers.
After completing the training
- Setting an example through behavior and helping people to success
- Creating the right environment for personal development
- Delegation tailored to competencies and aspirations
- Effective performance management
- Announcing difficult decisions convincingly
Program
- What does my team look like and what are the principles of human capital development?
- Analysis of the players in my environment that are important to my success: how do I view myself, others and my environment?
- Perception and reality: how we spontaneously interact, work and communicate with others.
- Why do we do things the way we do?
- Delegation, empowerment and accountability
- Communicating a difficult decision
- Balanced leadership: intentional and effective use of different leadership styles
- Learning from experience - what are my results from the first day of training
- Setting a good example encourages others to follow it.
- The power of influence: 3 laws
- Performance management starts with making goals and expectations concrete
- During the year, develop the performance of my employees and stimulate their learning capacity
- Discuss and resolve performance issues
- Monitor performance in a motivational way
Am I moving forward in my learning objectives - managing my development performance?
Understanding deeper motives through the use of questions
Getting and giving feedback
Allowing employees to grow: the evolution method in the context of talent development
Dealing with high performers and natural talents
Announcing a change to a group in an inspiring and impactful way
- Is my fellow participant making progress in terms of his or her learning objectives - coaching and development?
- Managing complex, tactical changes: dealing with resistance and emotions, guiding employees during the transition, achieving involvement and ownership
- Saying no to one is saying yes to the other
- Dealing with challenging discussions and group negotiations
- Constructive criticism: how do I guide my employee back to the agreed line and the core values of the organisation?
- Resolving conflicts
- Managing new developments, encouraging performance
- Is my fellow participant making progress in terms of his or her learning objectives - coaching and development
- Managing complex, tactical changes: dealing with resistance and emotions, guiding employees during the transition, achieving involvement and ownership
- Saying no to one is saying yes to the other
- Dealing with challenging discussions and group negotiations
- Constructive criticism: how do I guide my employee back to the agreed line and the core values of the organisation?
- Resolving conflicts
- Managing new developments, encouraging performance
- Leading work discussions in a motivating way and inspiring creativity and performance improvement
- Taking initiative: how do I present a project or recommendation to the senior management of my organisation
- Working on a personal ‘case of confusion’: problem identification, problem analysis, finding a different solution
- Personal branding and my further development
Learning Tools

- The most important point to profit from the learning journey: apply your learnings!
- Action plans are defined already in the training room to allow the participant to evaluate his progress against his own standards in daily life

- Lively, interactive training days are the backbone of the learning journey.
- Positive confrontation and feedback stimulate to change the behavior.
- Interaction within the group allows to learn from peers in a safe yet challenging environment

- During sessions with their peers only, people coach each other on concrete situations
- Leverage collective intelligence to solve problems
- Alternatively practice on how to listen, ask questions and give feedback.

- Smart and easily accessible reminders of key lessons learned.
- Customisation possible.

- Online survey which gives participants a clear view on the impact of their own behaviors.
- Gets stakeholders around the participant involved in the learning journey.
- Creates favorable conditions to give and receive feedback.
Related Blogs

How to identify and effectively manage the four different remote work personality types

Board Reporting Framework: The line manager’s real-time performance resources to keep your c-suite updated in challenging times

11 Leadership & Management Challenges of 2021: The Future of Work
Inspiring locations

- Location
- Baarn Kasteel De Hooge Vuursche (Koetshuis)Hilversumsestraatweg 143744 KC BaarnNetherlands
- Training days
- Nov 16, 2023Dec 14, 2023Jan 18, 2024Feb 15, 2024Mar 14, 2024
- Language
- Dutch
- Price
- EUR 5195 (excl. VAT)