Development of male and female leaders
Flexible, agile and empowered leaders are the success of your organization. We don't need to convince you of this. That's why - the continuous development of male and female leaders is of utmost importance, so that they can cope on an ongoing basis with the new challenges posed by the dynamic reality!
The development program will prepare leaders for current and future challenges.
PROGRAM EFFECT: The leadership person is more flexible copes consciously with failure and change, understands the team, adjusts his attitude and communication to the needs of the situation. Uses modern management methods and tools. Implements aspects of psychology in business when working with the team.
How to develop leaders and women leaders wisely? Learn more>>
The program is dedicated to leadership individuals:
- in senior positions who have been working for a long time, but also for those who have been promoted or are starting in a managerial position,
- Who want to develop in modern methods of problem solving ii develop in the area of leadership,
- Who would like to develop a resource of modern motivational tools for themselves and their team.
- You will take care of the well-being of your leaders_ women, equip them with knowledge and skills in business psychology, which will make them manage their team with greater comfort and confidence.
- You will prepare leaders to effectively manage teams in a dynamically changing business environment, so they will respond appropriately and quickly to the next challenges.
- You will improve communication, increasing the quality of cooperation within and between teams, and strengthen partnership attitudes.
- You will supplement the knowledge of leaders_knowledge of modern management methods and development trends, which will translate into an increase in managerial competence relevant to the implementation of the company's long-term strategy.
- The development of leadership people will translate into increased motivation, commitment of employees_chicks and reduce turnover.
The development program consists of both analysis and assessment of competencies, as well as a variety of combined educational forms that make up the development path.
But... development is not just about training!
At the stage of implementation of the development path, we put at the disposal of leaders a variety of tools and the knowledge of our expert people.
- Dedicated workshops and knowledge pills,
- engaging events,
- coaching, mentoring,
- mastermind,
- job crafting,
- action learning,
- Podcasts, publications, webinars,
- GAMING,
- Knowledge exchange and debate.
COMPANY STRATEGY
We learn about the company's development strategy, values, mission and long-term development goals. We analyze job data, job satisfaction reports, eNPS, onboarding, etc.
COMPETENCY MODEL
We review an existing managerial competency model or create one with the organization. It is a set of definitions of leadership competencies applicable to all or part of the company, necessary for the organization to succeed.
MANAGER COMPETENCY ASSESSMENT
We examine the level of competence using tools such as 360 assessment (or its variations - 180, 270), Development Center, Assessment Center, FRIS or Gallup.
TRENDS AND BENCHMARKS
We also analyze and take into account the latest trends and innovative development-education benchmarks.
Using a variety of educational tools and techniques.
Which are used, among other things, to support individuals in effectively drawing on their resources, developing, preparing for promotion or taking care of their well-being and managing stress
indispensable in the development of the most experienced managers - improving and growing in a managerial role
through which leaders will consolidate knowledge and improve practice of skills learned in the educational pathway modules.
How long does the program last?
Implementation of the entire program takes a minimum of 6 months. We collect information about leadership competencies, examine them, and then implement a development path according to the identified needs. We give leadership individuals time for moments of self-reflection and apprehension, to perform tasks and practice in practice, in teams the skills learned in workshops and (optionally) individual sessions. We know how busy people in leadership positions are, so workshop meetings are held optimally once a month.
How many people can be enrolled in the program
There is no limit to the total number of participants. Groups optimally have 15-16 people. A company can delegate several groups.
Who to delegate to the program?
People in managerial positions - both those who have been working in them for many years and those who have just been promoted. Specialists who will assume managerial positions in the future can also be delegated to the program. The program can be implemented for staff at different levels of managerial positions, e.g. board of directors, top management, team leaders_. Depending on the needs, the level of advancement of the program will be adjusted to the group.
Is it possible to opt only for the workshop part without a competency diagnosis?
It is possible, but recommended, to carry out an assessment of managerial competencies using the 360-degree method, Assessment Center or Development Center, which allows to better match the program content of the educational path to the identified needs of leaders. Through the survey, it will also be possible to check the level of these competencies before and after the development process, thus identifying changes in their scope and effectiveness in terms of learning. In addition, performing such a survey before the program and assessing the level of these competencies, allows to identify competency potentials and areas for development, so the participation of leadership persons in the program is more informed, and ultimately the real effects of participation in the program are better.
What is a 360-degree survey?
This is a method of describing the competence manifested by a particular person. A tool for assessing the competence of managers is used for this, taking into account a multifaceted evaluation of the employee (evaluation of the superior, subordinate, co-worker, self-assessment + needs for potential support - merit + form).
Expected results:
- objective view of the competencies of participants from different perspectives,
- enabling employees to receive information from the environment,
- the person being evaluated builds awareness of his/her strengths and areas for development in the field of competencies relevant to the company.
What is an asessment and development center study?
Assessment/Development Center is, in simple terms, a set of tests, interviews, simulations and exercises designed to test how a person would perform in a specific professional role. The assessment is based only on observed behavior and based on cross-functional competencies derived from the competency profile. One competency is assessed in different tasks. Participants take part in an individual task, a group task and conduct interviews with employees. At the end of the process, candidates receive feedback on the potential analysis and a report with the results. The report is given to the supervisor and the employee. Assessment Center is used to determine a person's competencies and qualifications in relation to current conditions. Development Center also explores her potential and development opportunities.
Expected results:
- objective view of participants from several people,
- simulation of requirements/situations that are critical to success within the target position,
- identification of strengths and areas for development in relation to the requirements profile.