MMM Consulting   development solutionsAvailable programs at date, customizable for               your company             ...
Not          knowledge               Harmonizing         but solutions                                                OUR ...
Persona GlobalMethodologies
PersuasiveCommunicator
Persona TRUST Model
Approach• A communication training course based on Persona model of communication  social styles and building trust- a 20 ...
PerformanceSCA   MAP   PLP   LDC   OEA
Alignment and organizational productivity               OAS – organizational alignment          OEA _ organizational and t...
Managament Action profle
Approach• MAP is an innovative performance management instrument  which offers global feedback, being expressly conceived ...
Sales Competency   Assessment
Approach• A methodology to evaluate the selling competencies under a solid  measurable research, type 180 (from coordinato...
OrganizationalAlingnment Survey
Approach• The Organizational Alignment Survey is a personalized diagnosis  instrument, by which the organization is evalua...
M@gic
Approach• M@gic is an evaluation instrument emerged from the examination  model of B. Tuckman regarding the team developme...
Talentmanagement
Approach• A talent management program in organizations  addressed to middle and top managers.• We propose ourselves to awa...
Performance Leadership Profile•   The training uses the 360 methodology-    Performance Leadership Profile based on    the...
Approach• BENEFITS for the participant: development of dimensions that generate  performance.    – SETTING OBJECTIVES: Set...
Developing engagement in your team• The potential payoffs for enhancing employee engagement  are considerable.• The eviden...
Approach• A two days workshop to equip managers with tools  in order to develop, maintain and increase the level  of engag...
Engagement at organizational level• The company organizing the workshop may benefit  by a second survey to understand the ...
Integrated programs                          Business strategy: alignment                          and vision in practice ...
Trust               Personal             developmentEmotional                  PerformanceCapability                 (lead...
Strategic development – for learningorganizations
Train of trainers• Participants: 714• Companies: 76• Training days: over330• Programs for trainers development:• BCR-45, N...
Approach• The course is based on experiential learning and exercises- each  participant will work at least 30-40 minutes i...
Powerful training• Management and  Strategy for Training  and Development- a  program designed for  HR specialists that  m...
Approach• Powerful TRAINING is a program for developing and  training of knowledges and abilities of those activating in  ...
Talent modeling workshop• In order to teach and model upon them, the  managers should posses a series of methodologies  fo...
Approach• Build systematically the abilities the managers  need.• Set necessary methodologies to develop  people• Offer th...
Top management…and not only                                                       Organizational                          ...
Executive Coaching and individual       development programs• Understand the            •   Free your potential  mechanism...
Project Toolkit        working in project teams   a personalized working concept forproficiencies and abilities developmen...
Abordare             Monitoring,                                        2nd day                Time     Simulation on a ca...
Presentation skills…differently               • A program for                 development and training                 of ...
Approach• One day of presentation technic: with business people - the  awareness of the individual capacity for improving ...
Orathory- speech about my speech!• Set of on going flow  of exercises,  experiential learning  in order to offer the  oppo...
Approach•   Consolidate the knowledge reffered to spech elements•   Develop the interpersonal communication abilities•   A...
Client on the first place!•Original 100% concept•Complex project•Combined Methodology: Internalcommunication through visua...
Life-time clients, the future of the              business                 • Tom Peters says that 70% of                  ...
Approach• Each participant will discover several simple ways to create customer  delight and to transform happy and unhapp...
Work conflicts and litigations                 • Feedback is permanent                   and conservative: we             ...
Approach• The course is created based on the careful observations of  the market existing needs. This way is has been desi...
www.mmmconsulting.roDelea Veche 51, bloc 46,  etaj 5, apartament 13.     021.320.32.34
Development solutions mmm consulting 2011 2012
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Development solutions mmm consulting 2011 2012

  1. 1. MMM Consulting development solutionsAvailable programs at date, customizable for your company 2011 - 2012
  2. 2. Not knowledge Harmonizing but solutions OUR Consolidated offer team Project Clear areas ofmanagement competencies
  3. 3. Persona GlobalMethodologies
  4. 4. PersuasiveCommunicator
  5. 5. Persona TRUST Model
  6. 6. Approach• A communication training course based on Persona model of communication social styles and building trust- a 20 years course with “a successful carrier”, being one of the communication training courses most efficient (has more then 1,3 participants on 5 continents, program available in 39 languages)• Persuasive Communicator (PC) acts on our abilities of creating trust, positively influence people and get results win-win as quick as possible.• During the training, the participants will find out how they are perceived by their collegues and business partners, which impact create and how they gain trust, how flexible they are in the interpersonal relationships and how they can use empathy. Starting form here, during the training, people build personalized action plans which allows them to increase the communication efficiency with others.• Unique feature: use the aplication after course, on a 30 days period for fixing and continuing the exercise from course  lifetime ability!
  7. 7. PerformanceSCA MAP PLP LDC OEA
  8. 8. Alignment and organizational productivity OAS – organizational alignment OEA _ organizational and team engagement M@GIC© - team processes SCA – strategy and efficacy in sales MAP© - leadership act assessment
  9. 9. Managament Action profle
  10. 10. Approach• MAP is an innovative performance management instrument which offers global feedback, being expressly conceived to measure managers performance in key domains of activity, of which depend their managerial success and team efficiency.• Dimensions measured by MAP – Leadership – Personal organizational abilities – Team work and motivation – Information and communication – Continues processes improvement – Potential and competences development – Using power and authority – Interdepartmental cooperation
  11. 11. Sales Competency Assessment
  12. 12. Approach• A methodology to evaluate the selling competencies under a solid measurable research, type 180 (from coordinator/selling manager to sales agent).• Unique feature: The client opinion may be requested• It involves 13 development and competences areas of a sales agent that include all selling stages, but also the product and industry knowledge.• The sales managers will be able to evaluate its people and give them feedback, by improving the relationship.• Applied to the selling force allows the revision of the processes that lead to sales results.• Adjustment of the development investment: issues through training, issues through procedures and organization procedures, issues through coaching and personal feedback, issues through soft skills area, issues in the selling/training area specific for products/services.
  13. 13. OrganizationalAlingnment Survey
  14. 14. Approach• The Organizational Alignment Survey is a personalized diagnosis instrument, by which the organization is evaluated in 13 key areas which have been demonstrated for becoming conclusive and the best in industry. OAS evaluates the entire oraganization and compares it with the best organization from our database, offering an internal or external refference.• Method OAS can be administrated as a self questionaire, but also as a primary analysis element in a major organizational changing intervention that may take months or years. OAS allows a visual scanning, which makes it available to all people in the company (so the results be more credible for the employees). Based on OAS results and recommandations specifical interventions may be realized; OAS can be readministrated systematically to measure improvements and see the following necessary steps.
  15. 15. M@gic
  16. 16. Approach• M@gic is an evaluation instrument emerged from the examination model of B. Tuckman regarding the team development stages.• M@gic helps the team and its manager to determine the maturity level as well as to determine corporate or individual actual actions for bonding team cohesion and coherence so they could get the best results.• Due to the fact that the management systems emphasizes more the individual performance and the globalization spreads the teams in different locations, banging to cultural barrier, M@gic offers specific information to the team managers and members for knowing how they can perform better as a team and deliver business results.• The instrument is easily integrated in a team-building process, consultancy and training for team work efficiency and helps the consultant to determine the real actions and activities which will increase the team cohesion based on its maturity level.
  17. 17. Talentmanagement
  18. 18. Approach• A talent management program in organizations addressed to middle and top managers.• We propose ourselves to aware managers regarding their role in identifying, forming and keeping talents within organization. We propose ourselves to offer practical working instruments in identifying and using organization human potential so the company could keep the most qualified employees.
  19. 19. Performance Leadership Profile• The training uses the 360 methodology- Performance Leadership Profile based on the behavior research which leads to performance, started more than 40 years ago.• First used to improve the efficiency of the training processes, the research results have been subsequent applied in a larger area for improvement of the human performance in general.• As against to other approaches regarding increasing of productivity and leadership development, this technology is based on a real case business and hard working empirical research .
  20. 20. Approach• BENEFITS for the participant: development of dimensions that generate performance. – SETTING OBJECTIVES: Setting organizational/group and individual objectives, as well as the expectations which are flip, tangible, realizable in time and provocative. – OPTIMIZING CONDITIONS: Measure if a person selects efficiently and establishes right people at the right positions, offer the necessary training, has the key managerial competences and offers support through optimum working organization. – MEASURMENT:. The established performance indicators aligned to the organization, objectives, precise, that measure time and are under control of the person whose performance is being measured. – FEEDBACK: Information in respect with performance that is regulated, takes place in an established timeframe, specific, easy to understand and communicated in different styles. – POSITIVE SETTING . Systematic information on the positive consequences which rise from a better performance in organization, in team work as well as positive appreciation from the manager that must keep the performance live in the other person – COACHING/TEAMBUILDING: Methodic information in a constructive and supporting manner of the elements that must be corrected or improved to help the group or the persons to reach their maximum potential.
  21. 21. Developing engagement in your team• The potential payoffs for enhancing employee engagement are considerable.• The evidence indicates that there are at least four communities, of engagement and that what it takes to move employees into what we call the Achiever community, those that are actively engaged, depends on which of the other three engagement communities the employee find themselves.
  22. 22. Approach• A two days workshop to equip managers with tools in order to develop, maintain and increase the level of engagement in their teams• Each manager receives a report about the level of engagement in their team and what they specifically should do, based on a 15 min on-line survey completed by their direct reports• Not only a training but a real life case study developed for and with each participant• Practical tools for work
  23. 23. Engagement at organizational level• The company organizing the workshop may benefit by a second survey to understand the level of engagement at company level, understand tactics for improvement, area for interventions and best ways for implementation
  24. 24. Integrated programs Business strategy: alignment and vision in practice (OAS) • Diagnosis, action planning assist in implementation Integrated development programs • Design, training, assist in implementation Focus on clients: changes in attitudes for committed clients • Design, training, assist in implementation©Copyright Persona Global and Shaun Smith & Co., April 2009
  25. 25. Trust Personal developmentEmotional PerformanceCapability (leadership)
  26. 26. Strategic development – for learningorganizations
  27. 27. Train of trainers• Participants: 714• Companies: 76• Training days: over330• Programs for trainers development:• BCR-45, Nestle-15, Romstal-38, Unicredit-18, Apa Nova-12, Saint Gobain-14, RZB – 7, Metro – 11• Or specific in-house programs developed for:• Tarom-22, Pirelli-18, Interbrands- 15,Bancpost-14, Carrefour-75 • Available at 15 May 2011
  28. 28. Approach• The course is based on experiential learning and exercises- each participant will work at least 30-40 minutes in front of the class as a trainer, coordinating an exercise, leading a debrief session, a debate or demonstrating the use of an exercise known by him.• Feedback is permanent and continuous conservative• The most important resource is the wealthy experience of participants- even if they are not experienced trainers- their role and our artistry is to reveal and use all this wealthy.• Learning partnerships- a similar principle to coaching, in which each participant supports its fellow to reach the development objectives.• Permanently work on two plans: the classroom is an experimental and analyzing arena
  29. 29. Powerful training• Management and Strategy for Training and Development- a program designed for HR specialists that manage, buy, organize and design training and development programs and projects.• Guest speaker
  30. 30. Approach• Powerful TRAINING is a program for developing and training of knowledges and abilities of those activating in the Training Departments or for those have responsabilities concerning training programs management, such as: – Diagnosis for training needs starting from the performance management systems and company competences. – Delivering training programs to answer real needs – Preparing and coordinating activities concerning the training program acquisition – Relation with the internal training supplier, development of internal trainer – Relation with the external training supplier, training brief – Performance indicators in training
  31. 31. Talent modeling workshop• In order to teach and model upon them, the managers should posses a series of methodologies for a more efficient work. Knowledge, Mentoring abilities• They should work with : attitudes Situational Leadership For making all these Coaching things efficient, they Learning styles Kolb must be placed at the cycle right place in the right order How do we do this?
  32. 32. Approach• Build systematically the abilities the managers need.• Set necessary methodologies to develop people• Offer the necessary tools• Show the optimal order in which the concepts should be applied and approached• Show the context for people development
  33. 33. Top management…and not only Organizational development Alignment in projects Trust organizations M@gic – your team development stage?Dysfunctionalities of a team
  34. 34. Executive Coaching and individual development programs• Understand the • Free your potential mechanisms • Set your objectives – In your team • Do your plan – In your structure • Act – In your relationships• Know yourself and understand the leader impact
  35. 35. Project Toolkit working in project teams a personalized working concept forproficiencies and abilities development in project management
  36. 36. Abordare Monitoring, 2nd day Time Simulation on a case study especially developed for the client companyProject management aptitudes: impact and risk analyses, monitoring and 1st day planning instruments Subordinate applications:communication, meetings management, creating ideas, role plays, etc
  37. 37. Presentation skills…differently • A program for development and training of the presentation skills addressed to managers for increasing their efficiency and improve their presentation impact in front of internal and external clients and to get results more easily.
  38. 38. Approach• One day of presentation technic: with business people - the awareness of the individual capacity for improving their impact presentation capacity, in the business area: meetings, company presentations, clients presentations.• Getting the elements of good practice regarding the preparation and delivery of a successul presentation.• One day of Speech techniques; with an excellent acting teacher, actor at TNB- Exercising and enduring some key elements for efficient presentations: working with your emotions, critical situation management which diminish the presentation impact, working your voice, gesticulation.
  39. 39. Orathory- speech about my speech!• Set of on going flow of exercises, experiential learning in order to offer the opportunity to experience and learning public speaking techniques.
  40. 40. Approach• Consolidate the knowledge reffered to spech elements• Develop the interpersonal communication abilities• Awareness of the elements that may influence the message transmission.• Develop the auto control habits in front of an audience less receptiveCompetences• Use the verbal and nonverbal language to deliver a message• To recognize the communication types adapted to the audience• To identify the nonverbal communication elements that support the active listening• To achieve voice usage technics• To apply elements of emotion control• To develop the result orientated attitude• To achieve the attitude of being emphatic and asertive• To inspire and encourage the positive thinking
  41. 41. Client on the first place!•Original 100% concept•Complex project•Combined Methodology: Internalcommunication through visuals, collection ofviews and organizational stories, changeagents, follow-up tools designed specificallyfor the project.•Educational movie and internal made videos.•MS•Impact in all organizational levels (6000employees)
  42. 42. Life-time clients, the future of the business • Tom Peters says that 70% of our customers do not leave because of price or product quality problems, but because they did not liked the human aspect of interaction with suppliers product or service. Studies made ​by The Forum Corporation supports this and shows that 45% of these "deserted" customers said they switched suppliers because they have not receive enough attention.
  43. 43. Approach• Each participant will discover several simple ways to create customer delight and to transform happy and unhappy clients in loyal clients.• Each participant will leave the course being able to create a strategy and approach that will lead to customer delight and loyalty.From course agenda:• Relationships scale – from unhappy clients to loyal clients. The value of a client for our business• The importance of loyalty• What loyalty is and how to win it• The importance of emotions in relationship with clients• Client recovery – how can we treat an unhappy client in order to win him for lifetime• Unique moments in relationships with clients – UAU effect!
  44. 44. Work conflicts and litigations • Feedback is permanent and conservative: we use feedback each time a participant has been involved in an exercise, so each participant to improve its performance by using the vision and experience of all others.
  45. 45. Approach• The course is created based on the careful observations of the market existing needs. This way is has been designed a real necessity for all actors involved – a more complete and detailed image referred to various implications and consequences which the work conflicts may produce within the company, conflicts which automatically- transform themselves in work litigations.• The participants will be able to manage in the future all these conflicts, having the legislative perspective as well as the judicial perspective. To these perspective, in a more than innovated mode- it appears the new perspective of conflict mediation.
  46. 46. www.mmmconsulting.roDelea Veche 51, bloc 46, etaj 5, apartament 13. 021.320.32.34

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