This document provides information about Encourage, a global service provider that sponsors clients in personal and professional development. It outlines Encourage's vision of helping all clients create lasting change through access to necessary resources. Encourage's H.O.P.E. services are designed to identify, initiate and develop high performers through mentoring, coaching, leadership development and other services. The document provides details on Encourage's second opinion, interview training and recruiting process upgrade services.
Training Intelligence: Secrets and Tips for Successful Learning Partnerships ...The HR Observer
Do you often face dilemma of which training and development partner to select? Are you frequently challenged with the effectiveness of the customisation of your L&D programmes? This session provides you with answers to these questions. Training Intelligence refers to the competencies associated with the development of executive training programmes as well as the main attributes of a unique partnership between HR departments and their L&D providers. In this session you will have the opportunity to get tips and insights on how creativity, innovation, empathy, cultural intelligence, inspiration, customer centricity and collaborative content development & co-branding will become the fundamental elements in developing and delivering successful in-house L&D programmes.
Dr Kostas Axarloglou, Associate Dean for Executive Education, ALBA Graduate Business School
Succession And Career Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Succession And Career Planning Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thrityone slides. Our tailor made Succession And Career Planning Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Succession And Career Planning Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
Training Intelligence: Secrets and Tips for Successful Learning Partnerships ...The HR Observer
Do you often face dilemma of which training and development partner to select? Are you frequently challenged with the effectiveness of the customisation of your L&D programmes? This session provides you with answers to these questions. Training Intelligence refers to the competencies associated with the development of executive training programmes as well as the main attributes of a unique partnership between HR departments and their L&D providers. In this session you will have the opportunity to get tips and insights on how creativity, innovation, empathy, cultural intelligence, inspiration, customer centricity and collaborative content development & co-branding will become the fundamental elements in developing and delivering successful in-house L&D programmes.
Dr Kostas Axarloglou, Associate Dean for Executive Education, ALBA Graduate Business School
Succession And Career Planning PowerPoint Presentation Slides SlideTeam
Presenting this set of slides with name - Succession And Career Planning Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thrityone slides. Our tailor made Succession And Career Planning Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Succession And Career Planning Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.
Career Development in Human Resource Management.
Importance of Career development & objectives of the career development. we also describe about method and resources and responsibilities of career development . process of career development. stages of career development
Business /Executive Coaching and Consulting: Helping Businesses increase cash flow, reduce working capital, grow their businesses and position their businesses for sustainable results. My focus is usually on Get the Business, Run the Business,Guide the business and Manage the Business.
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
New Joinees Training And Development Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a New Joinees Training And Development Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3hkL3ox
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
Top 8 organizational development consultant resume samplesroddaniel62
In this file, you can ref resume materials for organizational development consultant such as organizational development consultant resume samples, organizational development consultant resume writing tips, organizational development consultant cover letters, organizational development consultant interview questions with answers…
Corporate Training Webinar: Primer to Skill based learning – 5 ways to identi...Allen Partridge
Deciding to use skills can be an important and strategic part of enabling your organization to understand where your bench strength is strong and where you may need to train. Having skills can help to do this but where do you start? Join Dr. Allen Partridge in looking 5 things to consider when implanting skills in your organization and how can this apply to jobs, Learning, engagement, reporting and your LMS.
Career Development in Human Resource Management.
Importance of Career development & objectives of the career development. we also describe about method and resources and responsibilities of career development . process of career development. stages of career development
Business /Executive Coaching and Consulting: Helping Businesses increase cash flow, reduce working capital, grow their businesses and position their businesses for sustainable results. My focus is usually on Get the Business, Run the Business,Guide the business and Manage the Business.
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
New Joinees Training And Development Proposal PowerPoint Presentation SlidesSlideTeam
If your company needs to submit a New Joinees Training And Development Proposal PowerPoint Presentation Slides look no further. Our researchers have analyzed thousands of proposals on this topic for effectiveness and conversion. Just download our template, add your company data and submit to your client for a positive response. https://bit.ly/3hkL3ox
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
Top 8 organizational development consultant resume samplesroddaniel62
In this file, you can ref resume materials for organizational development consultant such as organizational development consultant resume samples, organizational development consultant resume writing tips, organizational development consultant cover letters, organizational development consultant interview questions with answers…
Corporate Training Webinar: Primer to Skill based learning – 5 ways to identi...Allen Partridge
Deciding to use skills can be an important and strategic part of enabling your organization to understand where your bench strength is strong and where you may need to train. Having skills can help to do this but where do you start? Join Dr. Allen Partridge in looking 5 things to consider when implanting skills in your organization and how can this apply to jobs, Learning, engagement, reporting and your LMS.
Webinar: An Objective Succession Planning ProcessThe HR Observer
To view recording: http://youtu.be/DjAgnmQENXo or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
A high level process map will be the focus of the webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
EXECUTIVE COACHING PROGRAMS: BEST PRACTICES, KEY ISSUES, AND TRENDS FOR DRIVI...Human Capital Media
Executive Coaching is a holistic development process that takes leaders out of their comfort zones so they can be more self-aware and reflect on their leadership capability and effectiveness. Senior leaders and executives are commonly faced with navigating complex change, leading people and processes and managing the business to achieve objectives. Some of these leaders are in a succession plan and preparing to transition into a new role, while others need overall refinement of leadership skills to lead at the right level. In today’s business landscape, coaching is most effective when aligned with business objectives and the talent management strategy and not used reactively for remedial performance improvement. In this webinar, you will learn how organizations are using executive coaching for leadership development. The discussion will also review common leadership assessment tools and compare the value of internal vs. external coaching programs.
Session takeaways include:
Executive coaching strategy, purpose, and outcomes — how it is used in organizations.
Structure and process for a successful coaching outcome.
Building the coaching bench — skills, standards, and rigor.
Measuring the effectiveness of coaching.
Trends in executive coaching.
In toady's competitive and technology driven era, every organization thrives for success. For this preparedness is essential to operate both locally as well as globally. This presentation is an attempt to chalk out the guideline in brief.
Some people are lucky to have good jobs straight out of college and some are not! Are you and / or your loved ones that Lucky?
As Malcolm Gladwell would say Luck = Opportunity + Preparation. Here is something that gives you both.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
2. High
performing
individuals
and
high
achieving
organizations,
requiring
personal
maturity
and
superior
leadership
ability
Identify,
initiate
and
develop
high
performers,
professionally
and
personally
while
simultaneously
contributing
to
organizations
We
believe
all
clients
have
the
capacity
to
create
lasting
change,
when
sponsored
in
accessing
and
acting
upon
necessary
resources
VISION
CLIENTS
MISSION
Encourage
is
a
global
service
provider,
sponsoring
clients
in
Scandinavia,
across
continental
Europe
and
in
UK
and
US
PRESENCE
OUR
PURPOSE
3.
HONESTY
–
current
situation
≠
desired
outcome
You
can
only
actively
change
something
you
are
aware
of
How
clear
is
your
vision?
How
well
do
you
fulCill
it
today?
OPTIONS
–
create
new
and
better
alternatives
There
are
many
ways
to
reach
your
desired
outcome
How
can
you
create
options?
How
will
you
evaluate
them?
PERSISTENCE
–
plan
for
and
act
on
obstacles
ahead
Success
requires
effort
and
a
conviction
it
can
be
achieved
How
committed
are
you?
How
will
you
deal
with
setbacks?
ENCOURAGEMENT
–
provide
challenge
and
support
Major
change
requires
energy
and
courageousness
Who
challenges
you
to
be
your
best?
Who
sponsors
you?
OUR
BELIEFS
4. H.O.P.E.™
MENTORING
gear
up
leaders
with
great
responsibilities
H.O.P.E.™
ONBOARDING
support
a
newly
hired
key
employee
H.O.P.E.™
CHANGE
enable
continuous
improvement
efforts
H.O.P.E.™
SELECTION
secure
a
superior
recruiting
process
H.O.P.E.™
COACHING
explore
an
individual’s
unique
talent
H.O.P.E.™
CAREER
support
an
employee
moving
onwards
H.O.P.E.™
LEADERSHIP
develop
necessary
skills/roles
of
a
leader
H.O.P.E.™
TALENT
establish
key
talent
management
processes
H.O.P.E.™
TEAM
create
high
performing
and
healthy
teams
IDENTIFY
INITIATE
DEVELOP
OUR
SERVICES
5. • 2nd
opinion
of
candidates
using
structured
and/or
case
interview(s)
• Interview
Training
Workshop
• Individual
Interview
Training
• Upgrade
organization's
recruiting
strategy
and
recruiting
processes
• Design
an
recruiting
organization
including
candidate
evaluation
tools
FOR
ORGANIZATIONS
REQUIRING
SUPERIOR
RECRUITING
PROCESSES
H.O.P.E.™
-‐
SELECTION
Service
overview
at
www.encourage.se/pdf/hope-‐selection.pdf
6. H.O.P.E.™
-‐
SELECTION
2ND
OPINON
2ND
OPINION
OF
CANDIDATES
• Evaluates
relevant
work
experience,
business
acumen
and
personal
maturity
through
in-‐depth
conversation
around
relevant
credentials
of
candidate
(e.g.
CV)
• Assesses
leadership
aptitude,
decision
making
style
and
cultural
Cit
using
THE Endeavour core
competence
model
§ Envision
–
imagineer
future
relevant
to
all
§ Engage
–
earn
right
to
lead
others
§ Enact
–
prioritize
and
execute
tasks
§ Enlighten
-‐
provide
effective
feedback
• Assesses
problem
solving
skills
through
case
methodology
Service
overview
at
www.encourage.se/pdf/hope-‐selection.pdf
7. H.O.P.E.™
-‐
SELECTION
INTERVIEW
SKILLS
INTERVIEW
TRAINING
WORKSHOP
• Cover
basic
interview
techniques
for
managers
interviewing
high
performers
• Listening
skills
• Questioning
skills
• Basic
personality
theory
• Evaluation
methods
• Generic
interview
process
• Covers
advanced
methods
for
observing
and
interpreting
non-‐verbal
communication
• Introduces
basic
evaluation
forms
and
tools
• Individual
follow-‐up
on
interview
training
with
real
candidates
at
the
client’s
premises
• Encourage
sits-‐in
and
gives
feedback
on
performance
and
potential
areas
of
improvement
of
interviewer
INDIVIDUAL
INTERVIEW
TRAINING
Service
overview
at
www.encourage.se/pdf/hope-‐selection.pdf
8. UPGRADE
RECRUITING
TOOLS
AND
PROCESSES
• DeCine
generic
candidate
proCiles
of
organization
(WHO)
• Specify
necessary
competencies
of
position(s)
(WHAT)
• Identify/evaluate
potential
candidate
sources
(WHERE)
• Design
efCicient/accurate
recruiting
processes
(HOW)
• Design
appropriate
recruiting
organization
(ROLES)
• Create
document,
templates
and
tools
for
immediate
implementation
(FORM)
H.O.P.E.™
-‐
SELECTION
DESIGN
CREATE
REAL
JOB
DESCRIPTIONS
• Specify
skills
and
experience
necessary
to
succeed
in
role(s)
• Identify
"critical
situations"
of
role(s)
Service
overview
at
www.encourage.se/pdf/hope-‐selection.pdf
9. SUPPORT
TRANSITION
TO
A
NEW
JOB
OUTSIDE
AN
ORGANIZATION
H.O.P.E.™
-‐
CAREER
• Create
an
effective
presentation
of
participant’s
experiences
• Identify
preferences/potential
employers
and
initiate
contact
• Prepare
for
interviews
and
tests
through
real-‐time
simulations
• Secure
a
great
job
as
the
next
step
in
a
participant’s
career
Service
overview
at
www.encourage.se/pdf/hope-‐career.pdf
10. PROGRAM
H.O.P.E.™
-‐
CAREER
CONTENT
Enlist
meeting
Basic
Regular
Supreme
• Identify
potential
careers
based
on
personal
vision
• Identify
and
initiate
contact
with
important
network
nodes
• Develop
and
execute
on
action
plan
for
realizing
vision
• Prepare
for
interviews
through
real-‐time
simulations
• ReCine
participant's
verbal
and
non-‐verbal
imapact
• Audio/video
record
mock-‐interviews
for
in-‐depth
feedback
• Telephone/e-‐mail
support
on
ad-‐hoc
basis
during
program
2h
4
x
2h
Additional
3
x
2h
Additional
3
x
2h
Additional
• Draft
personal
vision
of
future
work/life
situation
• Update
participant’s
presentation
material
(CV
&
letter)
• Initiate
immediate
next
steps
in
participant’s
job
search
Service
overview
at
www.encourage.se/pdf/hope-‐career.pdf
11. H.O.P.E.™
-‐
COACHING
• Establish
current
situation
and
desired
outcome
of
a
coachee
• Identify
multiple
pathways
to
achieve
the
desired
outcome
• Agree
on
necessary
action
steps
to
close
current
gap
• Challenge
assumptions
and
provide
support
to
coachee
INCREASE
PARTIVCIPANT’S
GENERAL
OR
SPECIFIC
PERFORMANCE
LEVEL
Service
overview
at
www.encourage.se/pdf/hope-‐coaching.pdf
12. H.O.P.E.™
-‐
COACHING
• Evaluate
personal
Cit
between
coachee
and
coach
• Draft
vision
for
desired
outcome
for
issue
at
hand
• Agree
on
process
forward/establish
coaching
contract
Enlist
meeting
Basic
Advanced
Mastery
• ReCine
vision
with
short
and
long
term
targets
• Identify
obstacles
and
limiting
beliefs
of
coachee
• Develop
and
execute
on
action
plan
for
realizing
vision
• Evaluate
process
&
realignment
of
desired
outcome
• Integrate
behavioral
changes
in
everyday
situations
• Update
action
plan/targets
for
realizing
reCined
vision
• Evaluate
process
&
realignment
of
desired
outcome
• Explore
overt
and
covert
sub-‐identities
affecting
performance
• Update
action
plan/targets
for
realizing
expanded
vision
2h
4
x
2h
Additional
5
x
2h
Additional
5
x
2h
Additional
PROGRAM
CONTENT
Service
overview
at
www.encourage.se/pdf/hope-‐coaching.pdf
13. H.O.P.E.™
-‐
MENTORING
• Create
a
compelling
vision
for
leader
role
and
a
plan
for
reaching
it
• Establish
necessary
commitment
among
important
stakeholders
• Balance
individual’s
focus
on
short
term
needs
vs.
long
term
impact
• Address
personal
growth
needs
identiCied
before/during
mentoring
FOR
LEADERS
WITH
NEW
RESPONSIBILITIES
Service
overview
at
www.encourage.se/pdf/hope-‐mentoring.pdf
14. H.O.P.E.™
-‐
MENTORING
Enlist
Meeting
Leadership
Foundation
Direct
Leadership
Indirect
Leadership
PROGRAM
CONTENT
Initial
session
Level
1
Level
2
Level
3
• Draft
personal
leadership
vision
in
current
role
• Identify
personal
strengths
and
development
areas
• Indicate
immediate
steps
to
reach
leadership
vision
• Self-‐assessment
of
leadership
preferences/ability
• THE Endeavour®
—
explore
fundamental
leadership
processes
• Develop
a
plan
for
realizing
leadership
vision
• 360°
-‐
feedback
on
leadership
style/effectiveness
• THE Endeavour®
—
explore
direct
leadership
roles/challenges
• Roles
covered;
Guide,
Instructor,
Teacher,
Mentor
and
Executioner
• Real
Time
-‐
feedback
on
leadership
authenticity
and
distribution
• THE Endeavour®
—
explore
indirect
leadership
roles/challenges
• Roles
covered;
Model,
Sponsor,
Co-‐Designer
and
Abdicator
Service
overview
at
www.encourage.se/pdf/hope-‐mentoring.pdf
15. H.O.P.E.™
-‐
ONBOARDING
• Reduce
time
to
get
individual
up
and
running
in
a
new
position/role
• Minimize
risk
of
unwanted
attrition
due
to
cultural
miss-‐understandings
• Create
a
compelling
vision
for
new
role
and
a
plan
to
realize
it
• Establish
necessary
network
among
internal
and
external
stakeholders
• Balance
individual’s
focus
between
short
term
needs
vs.
long
term
impact
• Address
growth
areas
identiCied
during
evaluation/recruiting
process
FOR
INDIVIDUALS
RECRUITED
OR
TRANSITIONING
INTO
POSITIONS
Service
overview
at
www.encourage.se/pdf/hope-‐onboarding.pdf
16. H.O.P.E.™
-‐
ONBOARDING
PROGRAM
CONTENT
• THE Endeavour®
—
explore
fundamental
leadership
processes
• Secure
early
wins/networks
with
major
stakeholders
• Develop
an
action
plan
for
realizing
participant's
vision
• THE Endeavour®
—
explore
direct
leadership
roles/challenges
• Enlist
a
committed
team
and
leverage
support
structure
• Roles
covered;
Guide,
Instructor,
Teacher,
Mentor
and
Executioner
• THE Endeavour®
—
explore
direct
leadership
roles/challenges
• Identify
system
obstacles/resources
to
realize
vision
• Roles
covered;
Model,
Sponsor,
Co-‐Designer
and
Abdicator
• Draft
vision
of
what
success
looks
like
in
position/role
• Develop
a
learning
agenda
with
concrete
deliverables
• Indicate
immediate
steps
to
reach
vision
Enlist
Meeting
Leadership
Foundation
Direct
Leadership
Indirect
Leadership
Initial
session
Level
1
Level
2
Level
3
Service
overview
at
www.encourage.se/pdf/hope-‐onboarding.pdf
17. H.O.P.E.™
-‐
CHANGE
ENVISION
WORKSHOP
• Create
a
compelling
vision,
using
THE Endeavour
change
model
CHANGE
MGM
WORKSHOP
• Understand
enablers
and
inhibitors
of
sustainable
behavioral
change
STORYTELLING
WORKSHOP
• Create
change
through
revising/
updating
organizational
narratives
ENABLE
CONTINUOUS
IMPROVEMENT
EFFORTS
Service
overview
at
www.encourage.se/pdf/hope-‐change.pdf
18. ENVISION
WORKSHOP
H.O.P.E.™
-‐
CHANGE
CREATE
COMPELLING
VISIONS,
USING
THE Endeavour
CHANGE
MODEL
• ENVIRONMENT
—
when&where
of
change
• BEHAVIOURS
—
what
of
change
• CAPABILITIES
—
how
of
change
• BELIEFS
—
why
of
change
• VALUES
—
which
values
of
change
• IDENTITY
—
who
of
change
• SYSTEM
—
for
whom
of
change
• SHADOW
—
what
else
of
change
• ALTERNATIVE
—
who
else
of
change
Service
overview
at
www.encourage.se/pdf/hope-‐change.pdf
19. H.O.P.E.™
-‐
CHANGE
UNDERSTAND
ENABLERS
AND
INHIBITORS
OF
SUSTAINABLE
BEHAVIOURAL
CHANGE
• Identify
supporting
and
limiting
beliefs
• Leverage
core
values
inCluencing
change
• Establish
organizational
identity/shadow
• Fundamental
group
and
systems
theory
CHANGE
MGMT
WORKSHOP
STORYTELLING
WORKSHOP
CREATE
CHANGE
THROUGH
REVISING/
UPDATING
ORGANIZATIONAL
NARRATIVE
• Identify
origin
story/narrative
of
an
organization
• Unearth
limiting
and
supporting
beliefs
• Create
metaphors
as
a
vehicle
for
change
• Conduct
a
Hero’s
journey
to
update
narrative
Service
overview
at
www.encourage.se/pdf/hope-‐change.pdf
20. H.O.P.E.™
-‐
LEADERSHIP
• Leading
Self
(module
1)
• Leading
Others
(module
2)
• Leading
Systems
(module
3)
• New
Leader
Narrative
(module
4)
• Individual
Leader
Mentoring
DEVELOP
NECESSARY
LEADER
SKILLS
AND
ROLES
Service
overview
at
www.encourage.se/pdf/hope-‐leadership.pdf
21. PROGRAM
OUTLINE
H.O.P.E.™
-‐
LEADERSHIP
LEADING
SYSTEMS
LEADING
OTHERS
LEADING
SELF
INDIVIDUAL
SUPPORT*
* Individual Leader Mentoring is an optional part of program
** 4th module New Leader Narrative is an optional part of program
Individualized
support
to
reach
leader’s
vision
Adapt
leadership
to
companion’s
needs
-‐
Create
effective
goals/visions
-‐
Engaging
and
communication
skills/behaviours
-‐
Prioritization
and
decision
making
capabilities
Adapt
leadership
to
system’s
realities
-‐
Identify
supporting
and
limiting
beliefs
-‐
Operationalize
core
values
-‐
Establish
identity
and
deal-‐breakers
-‐
Basic
group
and
system
theory
Fundamental
Leadership
-‐
Envision
-‐
Engage
-‐
Enact
-‐
Enlighten
Increase
self-‐
awareness
Explore
team-‐
dynamics
NEW
LEADER
NARRATIVE**
Expand
leader’s
narrative
through
storytelling
22. H.O.P.E.™
-‐
TALENT
• How
to
attract
the
best
candidates
• How
to
develop
them
effectively
and
sustainably
over
time
• How
to
retain
key
employees
• How
to
release
employees
timely,
ethically
and
professionally
ESTABLISH
TALENT
MANAGEMENT
THROUGH
A
COORDINATED
SYSTEM
Service
overview
at
www.encourage.se/pdf/hope-‐talent.pdf
23. H.O.P.E.™
-‐
TALENT
• Present
processes
and
tools
of
Talent
Management
(TM)
• Identify
"critical”
situations
when
implementing
TM
• DeCine
candidate
proCile(s)
of
organization
(WHO)
• Specify
necessary
competences
of
organization
(WHAT)
• Design
development
processes
of
organization
(HOW)
• Design
an
efCicient
TM
organization
(ROLE)
• Create
templates
and
tools
for
immediate
implementation
(FORM)
TM
OVERVIEW
WORKSHOP
UPGRADE
TM
PROCESSES
DESIGN
NEW
TM
TOOLS
Service
overview
at
www.encourage.se/pdf/hope-‐talent.pdf
24. H.O.P.E.™
-‐
TEAM
MBTI
WORKSHOP
• Provide
insights
on
each
individual’s
strengths
and
unique
gifts,
and
indicate
areas
for
team
development
ENLIST
WORKSHOP
• Address
a
team
as
a
system
deCining
behaviors
(what),
capabilities
(how),
beliefs
(why)
and
core
values
(which)
necessary
to
deliver
value
to
all
relevant
constituencies
(for
whom)
EPIC
WORKSHOP
• Explore foundation of high performing
teams - adaptability to situational need,
regardless of individual members personality
ESTABLISH
AND
DEVELOP
HEALTHY
AND
HIGH-‐PERFORMING
TEAMS
Service
overview
at
www.encourage.se/pdf/hope-‐team.pdf
25. H.O.P.E.™
-‐
TEAM
MBTI
-‐
WORKSHOP
ENLIST
-‐
WORKSHOP
• Identify
how
to
increase
productivity
and
promote
satisfaction
teams
by
deCining
a
collective
vision
• Re-‐iterate
organizational
values
and
create
a
team
charter
going
forward
based
on
updated
team
vision/roles
• Design
team
speciCic
actions
and
address
the
team
as
a
system
• Identify
personal
preferences
regarding
how
we
gather
information,
energize,
make
decisions
and
use
structure
• Explore
how
we
inCluence
and
are
inCluenced
by
others
• Overview
of
8
functions
of
a
human
brain
(C-‐G
Jung’s
Types)
EPIC
-‐
WORKSHOP
• Increase
team
members
engagement
skills
by
learning
how
to
better
adapt
to
members
with
different
behavioral
style
• Learn
to
adapt
to
4
archetypical
personalities
;
Energizers,
Producers,
Integrators
&
Cognitors
given
your
own
preferred
behaviours/
leadership
style
Service
overview
at
www.encourage.se/pdf/hope-‐team.pdf
27. “We cooperate with Encourage on a regular basis as our second opinion partner in our own recruitment of new consultants to Alumni.
Mats' assessments of candidates are always of the highest quality and he always challenge us in our view of the specific individual and
how well he/she will match the position at hand. As an advisor, Mats is crisp in his recommendations, very thorough and a highly
sympathetic individual to work with.”
– Jan Hemmingson, MD Nordic , Alumni AB
"Having already recruited a strong team, performing at a high level, our challenge was to further grow Hansoft, while maintaining our
effectiveness, hence the need for increased leadership capacity. To provide the necessary tools and self-esteem to face this challenge
we introduced the H.O.P.E Leadership program amongst all our leaders. The program delivered above expectations, not only did we
mange to enter the ”larger” organization successfully, we also kept vital processes intact and strengthened our corporate culture with
increased job satisfaction for everybody as result”
– Patric Palm, VD, Hansoft AB
"Encourage has been a good partner in developing our processes including recruitment and talent inventory. Mats has guided us and led
us on track, he has also been involved with our customized leadership training, and made splendid efforts for that. Mats is great to work
with, he has expertise and is very humble.”
– Eva Dahl, Director of HR, Cederquist Advokatbyrå
"We have engaged Encourage for both group and individual coaching sessions. Mats is a committed and inspirational facilitator who
uses effective tools to educate and develop our team of consultants. With his help we have had both fun and “aha” moments and gotten
to know ourselves and our co-workers better. With several years of experience of working with Mats, we highly recommend him to any
individual or organization looking for professional HR development help.”
– Anna K Dalgaard, Partner, HealthNavigator
“Encourage has been a very valuable resource for us in our work with both our recruitment process and in developing our management
team with the help of Myers Briggs. Mats is a very good consultant, he quickly grasps the situation and makes a crystal-clear analysis.
He has an unusual combination of a sharp brain and a humble kindness”
– Annika Holmius, Director of HR, East Capital
OUR
FEEDBACK
28. MATS EKLUND
Founder
&
CEO
(born
1970)
EXPERIENCE
McKinsey
&
Company
as
Consultant,
Recruiting
&
Integration
Manager
and
Manager
responsible
for
Trainings
at
the
Scandinavian
ofCices
McKinsey
&
Company
Manager
of
Professional
Development,
Sweden
Alumni
AB
with
primary
focus
on
career
coaching
and
HR
consulting
Lectures
at
Stockholm
School
of
Economics
on
Talent
Management
and
at
IFL
as
faculty
and
Director
of
Leadership
Programs
EDUCATION
M.Sc
in
Business
and
Administration
from
Stockholm
School
of
Economics
M.Sc
in
Forestry
from
SLU
and
Psychology
at
Stockholm
University
NLP
Trainer
and
Master
Practitioner
from
Robert
Dilts
&
Richard
Bandler
CertiCied
Coach
by
C2C
Academy
and
by
CoachU
Group
Mastery
from
Michel
Grinder
and
Trance
from
Stephen
Gilligan
Integrative
Psychotherapy
from
Ravi
Welch
and
Change
Institute
OTHER
MERITS
CertiCied
in
MBTI,
Firo-‐B,
IDI,
HAS,
Ravens
&
LAB
ProCile
Group
leader
of
minor
Cield
hospital,
only
soldier
ever
to
graduate
with
perfect
score
10:10:10
from
military
medical
school
at
A4/I5
Awarded
McKinsey
Colleague
of
the
year
2000:
“for
his
enormous
devotion
to
make
new
and
old
feel
welcome”
OUR
VISION
We
believe
all
clients
have
the
capacity
to
create
lasting
change,
when
sponsored
in
accessing
and
acting
upon
necessary
resources
OUR
MISSION
Identify,
initiate
and
develop
high
performers,
professionally
and
personally
while
simultaneously
contributing
to
increased
organizational
health
OUR
CLIENTS
High
performing
individuals
and
high
achieving
organizations,
requiring
personal
maturity
and
superior
leadership
abilities
for
testimonials
www.encourage.se
OUR
PRESENCE
Encourage
is
a
global
service
provider,
supporting
individuals
and
team
clients
in
Scandinavia,
across
Europe
and
in
the
US
Developed
Leadership
and
Talent
Management
platform
THE Endeavour®
www.the-‐endeavour.com
ENCOURAGE
from
Latin
cor
(heart)
–
to
support
and
challenge
(founded
2004)