Would you like to bring yourself up to date regarding the concepts, requirements, styles and duties related to management. Is it important for you to be able to better assess the strengths and weaknesses of your project team?
An important task is to find out your preferred orientation regarding your responsibilities or relationships in connection with your field of work and to determine the resulting consequences for your management behavior. The result will affect all areas of life. There is here no good or bad – everything has its advantages in the appropriate place. Your preference regarding orientation also shows from where you can draw strength as a leader.
What mangers need in the daily business is the ability to lead in a multidimensional manner: to adapt one’s own management style to the situation at hand and to the competence of the employee. This is something we practice. Afterwards you will be more successful in shaping your management behavior in accordance with the demands of your employees and the respective situation.
Good management ensures more motivation. What is behind this topic? We will discuss what motivation is, how it functions and what can be demotivating. An example of demotivation is a poorly managed talk with an employee. Regarding this you will practice practical techniques in how to conduct discussions. We will refresh your knowledge concerning the basics of communication if the need arises. These basics include at least one communication model as well as listening and questioning techniques.
Increase your awareness of your own project team. All teams follow as a group very specific process sequences. After the seminar you will be able to recognize the process stage where your team is. You will get to know the characteristics of a successful team. A checklist should support you in creating an analysis f the actual state. Both will enable you to improve significantly your own team management.
Marina Hahn, M.A., M.Sc., since 1997 managing partner, business psychologist, university lecturer, coach, seminar leader for communication trainings in German and English for managers and junior Managers; 1999/2000 MBTI (Myers-Briggs-Type-Indicator) cert. in Germany, in 2011 MBTI cert. in the USA, 2016 cert. COA/COI (Cultural Orientations Approach/Indicator) practitioner in the USA.
Dynamic communication training, a high proportion of practical exercises, moderation and short presentations, examples, helpful tips, role-plays, feedback, work documents, presentations with beamer, flipcharts, pin board.
Organizational development strategies, such as outsourcing and lean-management may result in a very tense atmosphere at times in the department. Managers spend more and more time in the role of a conflict manager.
In addition, we have had experience with national and international takeovers and mergers, where employees from very different cultures clash. This leads to tension. Conflicts belong increasingly to the day-to-day management.
What distinguishes a disagreement from a conflict? In terms of definitions, it seems clear; however, on a daily basis there is a thin line between them. Who is able to separate the one from the other has a good chance to prevent conflicts in the first place.
If the conflict is already there, first we clarify the situation together and then bring the employee in the discussion. What kind of conflict is it? How far has it developed? What is your own preferred style of conflict and that of the other person? At the end it is always about the resolution of the conflict. The degree of escalation is thereby decisive for the course of action. We practice conflict-resolution conversations in the form of one-on-one meetings. You receive a checklist during the training to assist you in these conversations.
After this training, in the next conflict situation you face, you will be able to classify the conflict faster and plan how you should effectively proceed in the interests of both parties.
We know that because people are so different regarding their needs, communication is often not trouble-free. How to determine the different communication approaches will be shown in the training.
The introverts among us prefer, for example, to take more time to consider a topic before proceeding. Extraverts prefer to think out loud, to immediately provide ideas and would like to receive feedback directly if possible. Here we encounter two completely different styles of communication. Two parties in a conversation with such diverging communication patterns do not always experience mutual acceptance.
Problems may also arise when one person tends to approach a discussion analytically and in a “truth-oriented” manner stressing objectivity by maintaining a certain distance. In contrast, another person prefers to approach a discussion with empathy and in a “value-oriented” manner and would like to determine how personal values positively affect the other party.
In this seminar you will deal with your own communication style. You will learn how to handle successfully a communication style that is rather different in nature to yours. Your goal is to communicate in an unimpeded and respectful manner. Your interests are to discover even more about yourself and to be open as managers and junior mangers for new thought-provoking impulses. You will become familiar with the basics of communication. In the training a psychometric instrument (test) is used.
In consultation with you, we will include psychological testing procedures in the training. These procedures are based on scientific evidence contingent on the three scientific quality criteria of reliability, validity and objectivity. They are approved and thereby meaningful psychometric instruments. These tests should help you recognize your strengths and/or preferred strategies as potential that should be utilized.
“Critical discussion” and “feedback discussion” are not one and the same. The professional Human Resources management clearly distinguishes between the two; however, in Germany managers frequently fail to make this distinction.
In the worst case a feedback is given in passing and without preparation on the side of the manager, who considers feedbacks highly unpleasant and time-consuming and wants to get through with it as fast as possible.
This one-day seminar should help you to master the feedback discussion (also for employees) as pleasantly, professionally and advantageously as possible. The psychological aspects of communication as well as the rules, criteria and processes related to feedback will be worked out and practiced. Checklists are thereby very helpful and also important for the manager’s own documentation.
The feedback-recipient can also get a lot out of the feedback situation even when the feedback-giver is not trained. This reverse situation is also addressed during the seminar.
This seminar is especially aimed at managers and junior managers who must give feedback and want to gain more out this discussion than was previously the case for themselves and their employees.
Dynamic communication training, a high proportion of practical exercises, moderation and short presentations, examples, helpful tips, role-plays, feedback, video-feedback, work documents, camera, presentations with beamer, flipcharts, pin board.
To convey your opinion conclusively and convincingly in a manner that is also rhetorically and professionally effective is no magic trick. When mixed skillfully, ideas, arguments and concerns can be communicated to others in a way that they will find motivating.
Rhetoric as the “art of well-formed speech” is a broad field. There are many possibilities to approach this topic. Our rhetoric seminars are conceived as dialogue trainings. The framework for these trainings include company meetings, discussions with employees, presentations and negotiations. The goal is to convince and motivate your discussion partners through expertise, conclusive argumentation and a positive attitude towards yourself and your discussion partner. That is already the right mix.
After we are clear about our basic approach in discussions and know what constitutes trust, we can deal with speech structures that significantly facilitate conclusive argumentation. We exercise this – also in spontaneous talks and while we express immediately what we are thinking. Additional rhetorical tools include communication techniques like those related to questioning, listening and body language. You will expertly incorporate them into your communication skills.
There will again and again be objections. What makes them occasionally difficult to cope with? How do we handle objections in a solution-oriented manner? These topics are part of our seminar program as well as “nonaggressive formulation”.
This seminar is aimed at those who would like to approach presentations, discussions and negotiations as a positive challenge and in the future convincingly master difficult speaking situations.
Whether or not you are successful with your style of presenting depends to a large extent on having fulfilled five basic requirements towards your audience – authenticity, expertise, credibility, emotionality and authority.
Important here is not only to keep the scales balanced on the factual level – what I inform you about – and the relationship level – what I think of you / how I judge you. In addition, our presentation style, how we inform, convince and motivate, is crucial for a successful presentation.
The audience’s trust to you is fundamental to your presentation. During the seminar we will work out and practice many strategies concerning how best to reach your audience. Thereby your strengths will be enhanced. Special consideration will be given to the experience and personality of each participant. In your presentation you should remain true to yourself: authentic and professional.