Management example and impact

Dowload this training brochure 2010 e-catalogue Contact Krauthammer View dates & book online

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.

Management example and impact

Dowload this training brochure 2010 e-catalogue Contact Krauthammer View dates & book online

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

Management example and impact

Dowload this training brochure 2010 e-catalogue Contact Krauthammer View dates & book online

Audience :

• Managers,
• heads of operational or functional units,
• departmental heads,
• executives leading a dedicated team.

Management example and impact

Dowload this training brochure 2010 e-catalogue Contact Krauthammer View dates & book online

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

Management example and impact

Dowload this training brochure 2010 e-catalogue Contact Krauthammer View dates & book online

> 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°.