Even if you have people to manage or not, the first person you should manage best is yourself. The way you spend your time and your energy, the way you know to set healthy boundaries and communicate effectively has a significant impact in your results and in managing others. Through one-on-one coaching sessions you can find new solutions to your issues and new ways to reach your ambitious results. The success of the coaching process is conditioned by the work done between sessions, so be prepared to embark on a journey of self-discovery followed closely by specific actions.
Winning teams in all sorts of fields have a coach and so it is in business. Indeed, when teams develop to become winners, they act strategically, keeping an eye on the system interactions beyond the business content. In this way, they also gain collateral benefits like increased results-oriented collaboration, better process of collective decision making and follow-up, more effective team meetings, better information flow, and much more respectfully challenging relationships.
The coach is responsible of that eye.
Organizational Coaching consists in collectively accompanying the top key organizational players in strategic work focused on rapidly implementing measurable operational change, in a two to three days workshop. The objective of Organizational Coaching goes one step further than team coaching. Its ultimate purpose is to prepare and then ignite a form of collective conspiration focused on immediately solving a key strategic issue. This process can ensure vital organizational turnarounds at a much faster pace than any normal executive team can manage, usually by staying within its natural comfort zone.
How can our people have the feeling of really being part of a team?
Align our people with company values and objectives, especially the new generation.
We want to create a culture of collaboration and flexibility while consolidating a solid structure.
How can we spend less time in meetings and be more effective?
We want our people to be more responsible, empowered and get along very well.
team coaching with 6 to 12 persons or entire company
workshops of 4 hours or 2 to 3 days
Offers you a deeper knowledge of four key team and organizational cultures: directive, informative, participative and delegative; how to adapt your leadership, coaching and management to help each organizational benefit from its full specific potential.
A tool to effectively develop collaborative behaviors, clarify information flow, stop rumors, make and communicate collective decisions, follow-up action plans, etc. in performing teams and organizations.
Based on "Cubes exercise" this tool reveals individual and collective risk-management patterns strategies and processes. It helps you reconsider how you manage risk (or non-risk) to achieve growth and results in a very short period of time.
Leadership Versatility Index
The LVI uses the 360 method of comparing feedback from the "full circle" - superiors, peers, subordinates, and self-perceptions. But that's where the similarity ends. The LVI is not just another 360; it is a patented solution for improving results through leadership.
These personality assessments offer the range of measurement required to understand people's strengths, weaknesses, values, and approach to problem solving and accurately predict performance.
Just as life is filled with this rich variety of experience, so is the Transformation Game, a fun and complex board game which offers a playful yet substantial way of understanding and transforming key issues in your life.