MMM Consulting provides customizable project management and development solutions for companies. Their consolidated team offers clear competencies in areas like communication training programs, performance assessments, sales competency evaluations, and tools to improve organizational alignment, team engagement, and leadership development. MMM uses research-based models and personalized diagnostics to help clients strengthen performance, productivity, and results.
A presentation exploring ratings in performance management, prepared for and presented at the 2015 UK Annual E-Reward Conference. Were my predictions correct and is there still a debate to be had?
Developing vision, mission, shared values, motto, objectives, critical success factors, Key Performance Indicators, as well as using veritable tools for scanning the environment in order to craft effective strategy while evolving workable strategic road map
Increasingly, stakeholders and leaders who fund training are
interested in demonstrated results. The increasing demand for
accountability and prudent expenditures are necessary so as to
succeed in today’s global competitive environment. Only by being
able to realize the benefi t of the training expense onto the bottomline
of the organization, can the senior managers justify their
training investments and improve their training approach to bring
about the greatest profi t from the expense. This workshop outlines
a step-by-step process you can use to conduct performance
data analysis, evaluate training effectiveness and real impact of
training programs (tangible ROI and intangible) through applying
appropriate level of training evaluation based on organizational
objectives and priorities.
Participants will be led by an expert as you learn and apply ROI
concepts to learning and development. During the workshop,
participants will develop plans and strategies to evaluate one of
their own programs so they can later execute the Measurement
and ROI Process in their organization. The learning process will
also include many useful case studies and scenarios to facilitate
the involvement, collaborative problem solving and deeper thinking
to resolve issues and build confi dence to execute. Last but not
least, workshop participants will be asked to work in teams to
apply the ROI Quality Analysis Tool to determine the credibility and quality of the ROI in case scenarios.
Even the best strategy is worthless without successful strategy implementation. However, most strategy implementations fail. This presentation helps organizations plan and implement and manage their strategy but also monitor, learn and adapt their strategy implementation to achieve sustainable organizational success. This way, organizations can achieve succesful strategy implementation.
A presentation exploring ratings in performance management, prepared for and presented at the 2015 UK Annual E-Reward Conference. Were my predictions correct and is there still a debate to be had?
Developing vision, mission, shared values, motto, objectives, critical success factors, Key Performance Indicators, as well as using veritable tools for scanning the environment in order to craft effective strategy while evolving workable strategic road map
Increasingly, stakeholders and leaders who fund training are
interested in demonstrated results. The increasing demand for
accountability and prudent expenditures are necessary so as to
succeed in today’s global competitive environment. Only by being
able to realize the benefi t of the training expense onto the bottomline
of the organization, can the senior managers justify their
training investments and improve their training approach to bring
about the greatest profi t from the expense. This workshop outlines
a step-by-step process you can use to conduct performance
data analysis, evaluate training effectiveness and real impact of
training programs (tangible ROI and intangible) through applying
appropriate level of training evaluation based on organizational
objectives and priorities.
Participants will be led by an expert as you learn and apply ROI
concepts to learning and development. During the workshop,
participants will develop plans and strategies to evaluate one of
their own programs so they can later execute the Measurement
and ROI Process in their organization. The learning process will
also include many useful case studies and scenarios to facilitate
the involvement, collaborative problem solving and deeper thinking
to resolve issues and build confi dence to execute. Last but not
least, workshop participants will be asked to work in teams to
apply the ROI Quality Analysis Tool to determine the credibility and quality of the ROI in case scenarios.
Even the best strategy is worthless without successful strategy implementation. However, most strategy implementations fail. This presentation helps organizations plan and implement and manage their strategy but also monitor, learn and adapt their strategy implementation to achieve sustainable organizational success. This way, organizations can achieve succesful strategy implementation.
Management by objectives (MBO) is a systematic and organized approach that allows management to focus on achievable goals and to attain the best possible results from available resources.
CAES Developmental Services Introduction Jim Gilchrist
An overview of our services offered in workshops, training sessions or small group consultation to enhance performance, leadership or management capabilities.
This Case Study would showcase as to what issues did the Digital Marketing Organization face on a Strategic HR front and how Stratum Consulting has worked to not only consult, but also execute in solutioning their problem areas
What the organisation of tomorrow looks like - oot.org lecture series 2Bryan Fenech
This presentation explores what the organisation of the future looks like across multiple dimensions:
- context
- strategic imperatives
- capabilities and resources
- governance, leadership and other social practices
- organisational structural forms.
This represents a synthesis of many different perspectives and theories from different fields including leadership, change management, team dynamics, organisational behaviour and psychology, economics, management theory, organisational science and organisational design, among others.
Performance Management and Personal Development PlansMIT
Performance Management and Personal Development Plans: 360 degree feedback as a developmental tool, performance linked career planning & promotion policy, Competency Mapping as a Performance Management Tool, Balanced Scorecard and its Applications, Mentoring System, Assessment Centres, role of technology in PMS, Performance Management Practices Of Different Companies (One example of National and International Company each).
Management by objectives (MBO) is a systematic and organized approach that allows management to focus on achievable goals and to attain the best possible results from available resources.
CAES Developmental Services Introduction Jim Gilchrist
An overview of our services offered in workshops, training sessions or small group consultation to enhance performance, leadership or management capabilities.
This Case Study would showcase as to what issues did the Digital Marketing Organization face on a Strategic HR front and how Stratum Consulting has worked to not only consult, but also execute in solutioning their problem areas
What the organisation of tomorrow looks like - oot.org lecture series 2Bryan Fenech
This presentation explores what the organisation of the future looks like across multiple dimensions:
- context
- strategic imperatives
- capabilities and resources
- governance, leadership and other social practices
- organisational structural forms.
This represents a synthesis of many different perspectives and theories from different fields including leadership, change management, team dynamics, organisational behaviour and psychology, economics, management theory, organisational science and organisational design, among others.
Performance Management and Personal Development PlansMIT
Performance Management and Personal Development Plans: 360 degree feedback as a developmental tool, performance linked career planning & promotion policy, Competency Mapping as a Performance Management Tool, Balanced Scorecard and its Applications, Mentoring System, Assessment Centres, role of technology in PMS, Performance Management Practices Of Different Companies (One example of National and International Company each).
Using Competency Modeling to Enhance Leadership DevelopmentOnPoint Consulting
What behaviors and skills do you want to see in your company's next leaders? Discover how to use competency modeling to set the foundation for leadership development initiatives.
slides include basic understanding of vision, mission, core competence, business process re-engineering, enterprise resource planning, Empowerment, cyber cop and value stream management.
Founded in 1966, GP Strategies is one of the few truly global performance improvement companies in the market. Serving more than 16 diverse industries, GP Strategies is a leader in sales and technical training, eLearning solutions, and management consulting.
Our services, solutions, and technologies empower organisations to perform above their potential. To do this, we partner closely with clients to develop diverse, comprehensive services based on a commitment to sustainable performance improvement.
Human Network is a leading edge leadership and talent development consulting firm. Our core areas of expertise include Leadership
development, Executive Coaching and Custom interventions designed to build critical competencies for success and accelerate performance.
To know more about how we can partner with you to build the right
capability building architecture to drive performance,
log on to www.human-network.in
Performance management module 2 Kerala UniversityPOOJA UDAYAN
Characteristics of Healthy Organizations, 360 Degree Feedback and its relevance, Steps in giving a Constructive Feedback Levels of Performance Feedback, Performance Goal Setting – Setting of Objectives.
CHAPTER 12PORTER NOVELLIGREG WALDRONApplying the Dro.docxbartholomeocoombs
CHAPTER 12
PORTER NOVELLI
GREG WALDRON
Applying the Drotter “results-based” Leadership Pipeline approach to create a performance management system in a professional service firm.
• Introduction
• Business Diagnosis and Assessment
• Feedback
• Program Design Considerations
• Program Implementation
• Design Considerations
• Chosen Approach, Format Development, and Introduction
• Performance Management System Development
• Tailored Leadership Pipeline Development
• Evaluation
• Business Results
• Employee Climate Survey Results
• Turnover Results
• Anecdotal Evidence
INTRODUCTION
The Drotter results-based approach is tailored to a professional services firm structure and applied in the development of a performance management system aligned with the business’s strategy. Drotter’s Leadership Pipeline approach is implemented, with the full performance definitions for each leadership level in the tailored pipeline becoming the basis for a new organization-wide performance management application. The Drotter full performance definitions subsequently become the “source code” for selection, talent management, and training planning applications. The focus of this paper is the first application, performance management.
Business Diagnosis and Assessment
In 2004, Porter Novelli, a leading global marketing communications firm, undertook a fundamental strategic assessment and visioning process to guide it through the next five years. The firm’s CEO, president, and chief strategy officer led this process. The vision focused on a new approach to client account planning, a more client-centric structure, and a greater emphasis on operating interdependence between the globally dispersed offices in the service of multinational clients. It was felt that these three initiatives would dramatically increase the firm’s capacity to win and grow large, complex, and geographically dispersed client accounts—the firm’s strategic market target.
The senior management group identified the need to upgrade and align human resources management processes to successfully communicate and implement the new business strategy. The firm proceeded to hire a chief talent officer (CTO) to assist in the strategy implementation effort by designing and installing a more systematic, business-focused human resources management process.
In the CTO’s opinion, the vision implementation challenge centered on creating the highest possible level of employee engagement with the vision in the short term—by providing people throughout the firm with a clear, specific understanding of what the business strategy meant for them.
His metaphor for engagement was specifying the “four entitlements of all employees.” The CTO’s experience with corporate change efforts had led him to the conclusion that specific answers to four fundamental questions were a reasonable baseline expectation for every employee, regardless of level or function:
1. What specifically do you expect of me?
2. How will you define succes.
CHAPTER 12PORTER NOVELLIGREG WALDRONApplying the Dro.docxcravennichole326
CHAPTER 12
PORTER NOVELLI
GREG WALDRON
Applying the Drotter “results-based” Leadership Pipeline approach to create a performance management system in a professional service firm.
• Introduction
• Business Diagnosis and Assessment
• Feedback
• Program Design Considerations
• Program Implementation
• Design Considerations
• Chosen Approach, Format Development, and Introduction
• Performance Management System Development
• Tailored Leadership Pipeline Development
• Evaluation
• Business Results
• Employee Climate Survey Results
• Turnover Results
• Anecdotal Evidence
INTRODUCTION
The Drotter results-based approach is tailored to a professional services firm structure and applied in the development of a performance management system aligned with the business’s strategy. Drotter’s Leadership Pipeline approach is implemented, with the full performance definitions for each leadership level in the tailored pipeline becoming the basis for a new organization-wide performance management application. The Drotter full performance definitions subsequently become the “source code” for selection, talent management, and training planning applications. The focus of this paper is the first application, performance management.
Business Diagnosis and Assessment
In 2004, Porter Novelli, a leading global marketing communications firm, undertook a fundamental strategic assessment and visioning process to guide it through the next five years. The firm’s CEO, president, and chief strategy officer led this process. The vision focused on a new approach to client account planning, a more client-centric structure, and a greater emphasis on operating interdependence between the globally dispersed offices in the service of multinational clients. It was felt that these three initiatives would dramatically increase the firm’s capacity to win and grow large, complex, and geographically dispersed client accounts—the firm’s strategic market target.
The senior management group identified the need to upgrade and align human resources management processes to successfully communicate and implement the new business strategy. The firm proceeded to hire a chief talent officer (CTO) to assist in the strategy implementation effort by designing and installing a more systematic, business-focused human resources management process.
In the CTO’s opinion, the vision implementation challenge centered on creating the highest possible level of employee engagement with the vision in the short term—by providing people throughout the firm with a clear, specific understanding of what the business strategy meant for them.
His metaphor for engagement was specifying the “four entitlements of all employees.” The CTO’s experience with corporate change efforts had led him to the conclusion that specific answers to four fundamental questions were a reasonable baseline expectation for every employee, regardless of level or function:
1. What specifically do you expect of me?
2. How will you define succes ...
Romanian Executive Summit Editia Cluj 2017Madi Radulescu
Este un eveniment de o zi, adresat managerilor de la varful organizatiilor, pentru care derulam a treia editie , dupa doua editii de Bucuresti, de data aceasta la Cluj.
Tematica, foarte actuala: Anotimpurile leadershipului.
Nu este o conferinta, este un eveniment la care vei aprticipa activ, in patru workshopuri in care, lucrand cu patru executive coach, alaturi de alti manageri si conducatori de business, treci printr-o experienta de group coaching, schimbi experienta si ai beneficiul de a sonda problematici legate de schimbare, evolutia leadershipului, nevoi actuale in companii prin reflectie si networking.
Informatii detaliate legate de eveniment si despre colegii mei si inscriere: http://www.executivesummit.ro/rexs-cluj.php
Organizatiile au nevoie de mentori. Este un fapt. Schimbarile de generatii, schimbarile de tehnologie care grabesc atat de mult fenomenele de schimbare, nevoia de adaptare continua si de invatare din mers, toate acestea cer un esalon de manageri care sa poata actiona ca mentori si coachi pentru oamenii lor.
Acestia, insa, trebuie antrenati. Un manager ca sa poata fi un mentor bun, inspirational, sa poata ghida catre progres si dezvoltare profesionala, sa poata actiona ca si coach in compania sa are nevoie de abilitati care odata antrenate, devin abilitati de viata. Castigarea increderii, setarea de obiective de progres, monitorizarea progresului, interactiunea eficienta cu o ascultare de calitate si intrebari de impact, cu transfer de experienta si de know-how organizational sau personal eficient.
Am antrenat mentori si coach care intrasera in program cu scepticism, retinere in privinta efortului si timpului personal si a capacitatii lor de a contribui in acest fel. Ceea ce am realizat cu acest proiect a fost o clarificare de rol, o asumare ulterioara constienta a acestei contributii si un salt de abilitati real datorita mediului de lucru relaxat si concentrat pe obiective clare.
Madi Radulescu, MBA, ACC
Managing Partner MMM Consulting
Autor al programului
Powerful TRAINING este un program de dezvoltare si antrenare a cunostintelor si abilitatilor celor ce isi desfasoara activitatea in Departamentele de training si dezvoltare sau au responsabilitati in privinta managementul programelor de dezvoltare legate de:
Alinierea la strategia companiei
Diagnoza de necesitati de instruire pornind de la valorile, sistemele de management al performantei si competentele companiei
Proiectare programelor de training pentru a raspunde nevoilor reale
Pregatirea si coordonare a activitatilor legate de achizitia de programe de training
Relatia cu “furnizorul” intern de training, formarea trainerului intern
Relatia cu furnizorul extern de training, brieful de training
Indicatori de performanta in training
cu scopul de a-i face sa isi sporeasca eficienta si sa imbunatateasca impactul programelor lor in fata clientilor interni si sa obtina rezultate de impact in afacerile companiei din care fac parte.
Un nou mod de a ne intalni si de a discuta aspecte importante si semnificative in legatura cu tot ce tine de oameni.
Pentru Manageri de HR. Locuri limitate, numai pe baza de insciere prealabila.
MMM Consulting lanseaza seria intalnirilor la prima ora a diminetei. Madi Radulescu - gazda voastra.
Cum cresti performanta colectiva a echipei tale?Madi Radulescu
Obiectivele personale raman in picioare. Cum faci insa sa ai o performanta colectiva buna si o eficienta a echipei ridicata? Cum faci ca relatiile interpersonale din echipa sa sprijine succesul real?
Team up for september madi radulescu non performanta ce facem cu ea 2015Madi Radulescu
Prezentarea din Conferinta HR Manager Team-up for September, 11 iunie 2015: performanta si non-performanta merg mana in mana. Doar ca, performanta se vede dupa munca, consecventa, perseverenta pe cand non-performanta se insinueaza si ii afecteaza si pe cei performanti.
Craiova 26 mai O zi antrenament abilitati de coach pentru manageri invitatie ...Madi Radulescu
In 26 mai la Craiova, o zi de constinetizare si de antrenament pentru abilitati de coaching pentru manageri.
Este o ocazie pentru a intelege ce inseamna de fapt sa fii manager-coach, care sunt provocarile si care sunt modalitatile prin care poti trece mai usor pst barierele curente: nu am timp, nu ma pricep suficient de mult, am prea mare presiune operationala si in fond oamenii asteapta de la mine solutii, este responsabilitatea mea sa le spun cum sa faca etc.!
Ne vom antrena pentru cateva abilitati esentiale si aceia dintre voi care vor dori sa faca mai mult vor avea posibilitatea de a lua o decizie informata.
Coachingul integrat in munca de zi cu zi este pentru manageri, abilitatea acestui secol!
Generatii multiple: avem ceva de schimbat in training si dezvoltare?Madi Radulescu
Generatia X si generatia Y se intalnesc la locul de munca. Urmatorii 5 ani ne vor pune in fata provocarilor de a dezvolta si a lucra cu doua generatii diferite si de a ne pregati pentru a face loc Generatiei Z. Valori si stiluri de lucru diferite, solutii de integrare si de dezvoltare adaptate.
Discutia de evaluare, de la dificil la natural! Video live streaming session ...Madi Radulescu
Workshopul de 2,5 ore este dedicat tuturor managerilor care au avut sau au resimtit vreodata dificultati in a avea o intalnire anuala de evaluare a performantelor obiectiva, deschisa si orientata catre succes si dezvoltare. Este dedicat, de asemenea, celor ce sunt mai incepatori in privinta evaluarii performantelor sau a oferirii de feedback in legatura cu performanta oamenilor din echipa pe care o conduc.
Foarte multi dintre managerii cu care lucram resimt inconfortul, presiunea sau formalitatea intalnirii anuale de evaluare a performantelor. Luna ianuarie, inceputul de an sunt dedicate de multe ori acestui proces si workshopul doreste sa prezinte elemente de buna practica ce pot transforma aceasta intlnire intr-una naturala, pozitiva si generatoare de satisfactie! Este vorba de bune practici desprinse din multi ani de consultanta si instruire in acest domeniu, cercetari noi in materie care arata modificari ale tendintelor si nevoilor actuale, principii legate de intarirea responsabilitatii angajatului fata de obiectivele sale si modalitati practice si coerente de a gandi un plan de dezvoltare, un plan de cariera sau de a aborda subiecte dificile legate de recompense si ale beneficii.
Vom privi sistemul de management al performantei in ansamblul sau si vom oferi solutii practice, simple, pragmatice despre felul in care ne pregatim si derulam procesul de evaluare al performentei si discutia despre rezultate si obiective viitoare."
Sistemul video live streaming are marele avantaj de a putea interactiona cu trainerul si de a putea adresa intrebari, avand acces atat la informatia furnizata cat si la dinamica pe care o ofera metoda de training video.
Taxa de participare este de 125 Ron + TVA. Inscrierea se va face la office@mmmconsulting.ro.
Leadership deplin: fii coach! Curs open 22-23 septembrie 2014 Madi Radulescu ...Madi Radulescu
Sesiunea de dezvoltare este adresata managerilor care vor sa isi dezvolte capabilitati de antrenare a oamenilor lor intelegand ce pot face folosind actualele capabilitati, depasindu-si cateva bariere de comportament si de credinte personale si testand metode de interactiune menite sa functioneze.
Fiecare manager - aspect foarte important - primeste un feedback de tip 360 legat de felul in care interactioneaza ca manager, cat de emphatic si de flexible este si cum il va ajuta asta in procesul de coaching pentru performanta dar si ce provocari va avea.
Este un workshop particularizat fiecarui manager participant in parte.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
7. 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!
11. 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
13. 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.
15. 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.
17. 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.
19. 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.
20. 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 .
21. 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.
22. 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.
23. 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
24. 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
28. 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
29. 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
30. 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
31. 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
32. 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?
33. 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
34. Top management…and not only
Organizational
development
Alignment in projects
Trust organizations
M@gic – your team
development stage?
Dysfunctionalities of a team
35. 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
36. Project Toolkit
working in project teams
a personalized working concept for
proficiencies and abilities development in
project management
37. Abordare
Monitoring,
2nd day
Time
Simulation on a case study
especially developed for the
client company
Project management aptitudes: impact
and risk analyses, monitoring and
1st day
planning instruments
Subordinate applications:
communication, meetings management,
creating ideas, role plays, etc
38. 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.
39. 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.
40. 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.
41. 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 receptive
Competences
• 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
42. Client on the first place!
•Original 100% concept
•Complex project
•Combined Methodology: Internal
communication through visuals, collection of
views and organizational stories, change
agents, follow-up tools designed specifically
for the project.
•Educational movie and internal made videos.
•MS
•Impact in all organizational levels (6000
employees)
43. 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.
44. 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!
45. 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.
46. 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.