Targeted Competencies

Team Management

Time Management

Providing Effective Feedback

Performance Management

Delegation

Contents

Our Brain’s Principles for Organizing New Information

Who is the New Generation?

Different Generations and Perspectives

Let’s Discuss the Dilemma of Our Time and the Demands of Our Time

How and with What Teachings Are Children Raised in This Age?

What Do Recent Neuroscience and Work Psychology Research, Referred to as the “New Brain,” Say About the Generations’ Perspectives on Individual and Corporate Life?

What is Emotional and Behavioral Resilience?

Personality Factors and Their Effects on Resilience

Preserving a Balanced Existence for Resilience

Situations That Require Resilience: What Does a Difficult Situation Mean for the Individual

Preparedness: The Concept of Preparedness and Its Relationship with Resilience

Where to Go Arm in Arm with Stress?

Where is Our Attention These Days? (Heider-Simmel Measurement)

Focusing Selective and Sustained Attention in Maladaptive Conditions

How Are We Linked Between Experiencing-Remembering Memory and Working Memory and Attention?

“Creative Spontaneity” and Sample Games for Selective and Sustained Attention

Two Psychological Viruses of This Era: Negative Perfectionism and Structured Procrastination

The Concept of Perfectionism

Increased Negative Perfectionism and the Fear of Judgment/Criticism in Atypical Situations

The 4 Stages of Negative Perfectionism

What is Structured Procrastination? How Is It Related to Negative Perfectionism?

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.