Absorb. Implement. Make an impact

Leadership begins with the individual and extends, through virtue of their leadership skills, to the direction a company is heading. Executives have to work within a rapidly changing world with numerous risks but also countless possibilities. They have to be prepared to take on new roles and develop new skills without losing personal clarity and authenticity. All training modules are specifically designed to meet their respective goals and are structured and thematically linked to the challenges of the enterprise. To achieve the maximum learning effect different training methods are combined. If needed experienced cooperation partners can be called upon. The scope of the training can encompass seminars lasting one or more days, or a program of several modules spanning a longer time period.

Training can cover off any number of the topics listed below.

Leading yourself

  • Reflection on strengths and weaknesses (combined with tools such as MBTI®, 360 degree feedback, Hogan inventories)
  • Individual behavioral patterns
  • Energy- and self management
  • Making an impact
  • Dealing with emotions
  • Change management

Leading others

  • Leadership styles
  • Change management
  • Motivation and delegation
  • Conflict management
  • Team management
  • Systemic assessment of leadership constellations
  • Dealing with power and exerting influence
  • Communication
  • Presentation

Leading the enterprise

  • Strategy development and implementation
  • Defining change processes
  • Shaping corporate culture
  • Driving the business forward
  • Business simulations

Training methods

Reflecting on old knowledge. Experiencing new knowledge

In a training setting, our executives can observe their impact among other executives. Through structured learning of new methods, active application of lessons learnt and direct exchange of experiences, winning approaches automatically emerge and can be applied back to the company. Direct feedback and guided reflection shed light on attendees’ abilities, weaknesses and in particular resources, which can be used to master challenges. Training is composed of contextual input, reflection, practice simulation, and targeted feedback. A process of deep assimilation follows through experience-based learning and not least through a humorous approach to confronting ones own weaknesses.

Contextual input

As a stimulus for discussion and practical application, theories and models are introduced which are at the forefront of research or which have been developed leveraging experiences gained from consultancy practice.

Reflection and exchange

In personal or group exercises, we reflect and communicate about content-based experiences and competencies. Applying this to current and future challenges is of key importance in understanding lessons learnt and deriving next steps.

Targeted simulations with structured feedback

Some of the content is cognitively easy to grasp but the challenge lies in the actual translation of theory into action. This applies to issues such as staff appraisals, presentations and general communication. Here the added value for personal development lies in simulation of cases specific to the executive’s own practical experience as well as in structured feedback.

Experiential methods

Talking about issues represents a cognitive approach. Applying these consciously through experience-based practice situations is even more effective. Experiential play in training, such as the use of METALOG® tools enables learning at all levels. Such tools integrate highly effective approaches in a vibrant and refreshing manner and transform the “talking about it “ to a new experience level, which comes “dramatically” close to the real situation.