Targeted Competencies

Team Management

Time Management

Providing Effective Feedback

Performance Management

Delegation

Contents

Why and What Kind of Leadership in the New Era?

My Leadership Character Inventory for Inclusive Leadership: The Leadership Wheel

My Leadership Archetype for Inclusive Leadership

The Light and Shadow Sides of Archetypes

Adapting Archetypes to Today’s Leadership Needs

New Era Leadership Competencies and Their Effects

What Impact Do I Create When Communicating: Communication Styles

Dancing in the Zone of Unknown Unknowns and Intuition

Empathy and Connection Building

Creating Collaboration and Trust

Understanding Individuals’ Motivational Typologies and Developing Appropriate Approaches

Individual and Group Work on Motivational Typologies Using the “David McClelland Model”

Creating a Shared Vision

Making Sense of Opportunities

Providing Thought Leadership

Creating a Shared Perspective

Producing Tangible Results by Keeping Shared Commitment Alive

Coach-Like Leadership

Feedback-Feedforward Concepts

Coaching, Uncovering Leadership Values

Closing

In our training programs, we apply an adult learning system supported training methodology through case studies, personal exercises, group exercises, role playing, discussions, psychometric tests and games to ensure the highest learning outcome for participants.

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.