Why does this company exist, what is its purpose?
To inspire development.
Good strategy in an organization creates alignment among employees, what to do, and what not to do. Good strategy is simple, clearly written on one page. It shows where to go and how to go there. Effective training and development, on other hand, makes the chosen journey easier, it helps to build trust to one-self and to colleagues, it helps finding the answers on how to achieve progress.
To inspire development, it is very important to help employees understand where are we, where we want to be and how we want to achieve it. This is the reason why professional services of this company are related to strategic planning, training and development.
"Nothing great was ever achieved without enthusi-asm.” Ralph Waldo Emerson
Personal Efficiency Tools
The goal is to provide a positive impulse and tools for self-reflection and self-development.
Examples of topics: personal mission statement, personal values, goal setting, time management, forming positive habits, sustaining discipline and searching for balance between work and private life.
This program can be well combined with other programs. You can also choose topics separately and decide on the length of the program.
Successful Leadership Tools
The goal is to provide positive impulse, knowledge and skills regarding paying more attention and devoting more time to employees, their perceived problems, ideas and development. Program is focused on exploring leadership roles and tools for successful leadership in everyday work.
Examples of topics: leadership roles in modern organisation and personal efficiency, strategic planning process and goal cascading and communication, explaining employees their roles, involvement, delegation and feedback, managing meetings, tools for motivating employees, developing others, managing team-work, organizational change and building culture.
This program is highly modular, practical, and designed in close co-operation with representatives of an organisation to set most appropriate time allowance and to create relevant program design. High attention is paid to transferring these skills to a work environment.
The goal is to foster a high quality communication and co-operation among team members, focusing on openness, common goals and team strengths.
Examples of activities: learning about each other on a deeper level, structured discussions about team’s common interests, well guided sharing of experience, group feedback, group-work tasks oriented towards widening perspective, problem solving, decision making, as well as developing cooperation and communication skills.
In addition, mini lectures are offered about interesting topics related to how modern organisations function. Mini lectures compose educational component, however main focus is on the practical exercises with meaningful content.
The goal is to reach a better understanding on how to give tasks and delegate responsibility, as well as developing delegation skills.
Examples of topics: the essence of delegation, delegation to employees and colleagues that are not under direct supervision, role of control in delegation, delegation taking into account level of competence and quality of relationships, role of feedback in delegation.
Skilful and relevant feedback is the progress dashboard, it motivates and helps to create working environment that is oriented toward organizational development.
The goal is to develop skills needed for giving and receiving feedback.
Examples of topics: the essence of feedback, criteria of feedback effectiveness, principles for giving and receiving feedback, individual and group feedback, different feedback models: 3What?, SBI, Agile.
This is a skills training with highly practical tips. In addition, participants share their experience and compile ideas on how feedback should be given and how it shouldn’t be given in their company due to current or desired organizational culture.
Problem Solving tools
The goal is to gain knowledge about problem solving tools and develop skills on how to apply them in different problem solving situations at work.
Examples of topics: problem definition, gathering alternatives, evaluating alternatives, making a decision in a team, implementation planning.
Training is highly practical, and involves exchange of experience among participants. Real life examples from other companies are also shared.
Change Management tools
The goal is to improve knowledge about change process on organizational and individual levels and develop change management skills.
Examples of topics: criteria for effective change, organizational change process, individual change process, communication during change, initiating and accelerating change, role of a manager during change process, changing organizational culture.
Conducting Training of Trainers
The goal is to develop skills on how to effectively train colleagues from your own organization.
Examples of topics: how to conduct a training needs assessment and write learning objectives, how to design a participant-centred training experience and implement a variety of learning activities, how to establish a positive and involving learning environment, how to evaluate training.
This program shall be of good help establishing and developing organization’s internal trainers community for building organisational capacity and supporting succession planning.
Presenting with Impact
The goal is to achieve an understanding and develop skills on how to present with impact in front of different audiences according to objectives what are important for a speaker.
Examples of topics: overview of presentation content development, setting goal of a presentation, choosing and writing the main message, selecting facts and examples, designing and telling stories, choosing presentation methods, tips for interacting with audience and stress reduction. Training mainly consists of several smaller modules and focused homework. However it is also possible to organize an intense one or two day course.
Other Training and Development opportunities
A Few Citations on Training and Development
“When we treat man as he is, we make him worse than he is; when we treat him as if he already were what he potentially could be, we make him what he should be.” (Johann Wolfgang von Goethe)
“Self-education is, I firmly believe, the only kind of education there is.” (Isaac Asimov)
“The beautiful thing about learning is that nobody can take it away from you.” (B.B. King)
“Spoon feeding in the long run teaches us nothing but the shape of the spoon.” (E.M. Forster)
Good sources about purpose of an organization and employees motivation
Strategic planning workshop facility
A good support for top management teams of differ-ent organisations to prepare and facilitate Strategic-planning workshops. They are fittingly structured, foster employee involvement and are result oriented. Outcome of the workshops are evaluated ideas that shall help management team to write simple and clear one page strategy for the next planning period. The main focus is on group-work methods that have been proven to work well. In addition a several mini lectures are included to encourage broader look at how a modern organization works.
Organization’s Goal Alignment
Activities that aid with the creation of clear, aligned goals between organizational and unit levels, helps to avoid potential goal conflicts or overlap. Process starts with setting organisational goals, and then is followed by executive homework and Goal alignment workshop for managers. During this workshop goals are tested and clarified so that managers have better understanding how each unit goal is linked to organizational goals.
Methodological support how to explore current situation on early stages of Strategic planning
Sessions of group-work to provide support in explor-ing “Where are we?” as an organization using differ-ent methods such as SWOT, PEST, Force Field Analysis, “Supporting French Export” exercise, Bot-tleneck Analysis, 5 Why? etc. Benefits are related to support in how to use methods and group-work facil-itation.
Mini-lectures on strategic planning and organi-sational culture
Gives an opportunity to enrich process of Strategic planning with educational component related to how modern organisations work and how organisational culture is related to strategic planning. It shall help broaden the employee’s perspective on organisa-tional efficiency and shall help increase the employ-ee involvement in strategic planning.
A few quotes on strategy
“One day Alice came to a fork in the road and saw a Cheshire cat in a tree. Which road do I take? she asked. Where do you want to go? was his response. I don’t know, Alice answered. Then, said the cat, it doesn’t matter.” —Lewis Carroll
“Building a visionary company requires one per cent vision and 99 per cent alignment” —Jim Collins and Jerry Porras, in Built to Last.
“The essence of strategy is choosing what not to do.” ―Michael Porter