Targeted Competencies
Building Trust
Building Relationships
Developing Collaboration
Contents
A Brief Look at the Brain and Its Processes for Understanding People
How is Perception Formed and Managed? How Aware Are We of How We Are Perceived?
A Check-Up on Our Assumptions; Ensuring Our Perceptions of Others in Relationships Are Healthy
What is Trust, an Essential Element of Relationships? How Is It Felt? What Does It Make You Feel?
Interrupting the Path of Creating Distrust – The Four Horsemen of the Apocalypse
Ways to Create/Increase Trust
What Are Trust, Creativity, and Effective Resource Utilization in Deepening Relationships and Collaboration?
Producing Trust- and Creativity-Based Solutions for Challenging Situations
Pre-Training
Field visits
Customer visits
Customer complaint analysis
Static analysis
Inventory studies
Pulse surveys
Dynamic analysis
Interviews with senior management
Focus group studies
Participant pre-studies related to training
Reading materials, mini-videos
Post-Training
After the training, reading and viewing materials are sent to help internalize and implement the subject.
Follow-up Session and Action Plan
Group sessinons are held 1 month after the training, to ensure that participants put the training topics into practice, keep the topic on their agenda, progress in their development areas, evaluate how well the training is implemented in practice, and support their practices.
Applied Model
Before the follow-up session: Sending preliminary reading/monitoring on the topic.
During the follow-up session:
Reminders on areas for improvement,
Evaluations of what was implemented, what wasn’t, and the reasons, and celebrations of the improvements,
Working with their own current cases,
Developing new action plans,
Concretizing action plans and providing feedback.
Turning Learning Into Action “TLA”
Following the training, the participant is supported with a half-hour phone coaching session once a month to create an action plan on three topics that he/she has determined and aims to develop within the scope of the training, and to implement these three topics, and the results are reported.
Shadow Coaching
It involves the coach being present in the client’s daily work environment, observing areas for development, and sharing and reporting feedback. This increases the client’s awareness, and the coach’s observations are evaluated in depth. This makes it easier for the client to take action and achieve their goals.
One-to-one Follow-up Coaching
Following the training, participants are coached for their own cases in areas and topics of development that they will determine.
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