The document outlines a 3-year training programme for an organization to enhance leadership through systemic consulting and coaching. It involves training at all levels of the organization from top management to employees. Trainings include leadership values, strategy workshops, coaching, communication skills, and building team spirit. The goal is to develop a shared leadership culture and increase engagement through a holistic approach.

1. Enhancing the value of people via
effective and transparent leadership
Training Programme

2. Systemic consulting and coaching."
An idea.
Think of your organisation or team as a garden.
It is a system with its own way of growing, its own
history – its own plants. The leader is the
gardener.
He ensures that the plants grow and produce
what they need to produce, have enough space,
are cut and watered.
But sometimes, it still doesn't work or it could
develop better.
When a systemic consultant comes to work with you, the seeds are sown differently and the
garden is fertilised, and the gardener has also learned some new tools. Some of the results are
quick and tangible, and some others may not appear immediately, but in the spring you will see it
grow.
Systemic coaching and consulting looks at the micro culture of your garden, its needs,
processes, communication and interactions rather than on the technical particulars of the
business. It works solutions-oriented and creates with you a framework that enables your
organisation to find solutions from within.
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3. Framework of systemic consulting
Systemic consulting:
 looks at the organisation as a whole
 doesn’t just focus on the area where the
problem seems to be
Market
 looks at the way the organisation works
 identifies the areas where everything works well
(and leaves that in place), before building up
from that position to improve other areas.
This is all done by working with management and Process
staff, using the power of people.
Benefits:
People
 Increased acceptance of changes and processes
 Longevity and stability of changes and processes
 Higher engagement and commitment in organisation
 Increased self-management of all-involved people
 Increased creativity in the daily job and increased responsibility for all processes in organisation
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4. 2012
2013
2014
Top
Management
Workshop:
Executive
Executive Coaching:" Strategy Workshop:
“Our leadership values Coaching:"
Charismatic “Enhancing our
and strategy”
“Systemic
Leadership
leadership culture”
Leadership”
Middle/Lower
level
Management
Collective
Coaching
Leadership Training:
Simulation’s
“Our leadership values Collective Coaching:" Workshops:
Individual Virtual
Coaching
and strategy
Manager as Coach
“Enhancing our
leadership culture”
Leadership
Trainings
Employees
Communications
Sales Trainings
Building Team Spirit
trainings
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5. 2012
2013
Leadership Training: “Our leadership values and
strategy”
Goal:
 to provide participants with the critical skills based on the strategy/triggers
defined during the executive workshop
Topics:
 definition of leadership
 our leadership values, strategy and goals
 methods for effective leadership
 leadership process in my teams
Benefits:
 unification of the leadership approach (via collegues feedback and discussions
during the training)
 establishment of the basic understanding of leadership process
 increased knowledge about leadership and processes
 setting up of leadership process for own team for the next six months
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6. 2012
2013
Collective Coaching: Manager as Coach
Goal:
 to drive the identified leadership values and strategy using the power of
collaboration with other leaders
Topics:
 based on the topics collected during the training
 participants learn how to implement the strategy in their teams
 support by the adaptation of a personal coaching style
 different coaching methods, e.g. systemic questions during coaching sessions,
working with reframing, teams constellations
Benefits:
 increased collaboration between leaders
 increased self-efficiency when driving leadership processes in teams
 knowledge expansion – based on experiences exchange and exchange with
coach
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7. 2012
2013
Sales Training
Goal:
 to set stadards in sales process on market in Poland
Topics:
 positioning of the sales force as a customer’s bussines partner
 „focus on customer” approach
 how to communicate effectively with different types of clients
 how to build profitable relations with customers based on mutual trust
Benefits:
 Improvement perception among customers
 increased common understanding of the sales process
 improvement of sales force effectiveness
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8. 2013
2014
Communication Training
Goal:
 to provide participants with essential skills for effective communication with
internal and external customers
Topics:
 effective communication patterns
 language of cooperation and commitment
 verbal and non-verbal ways of influencing the partner
Benefits:
 better internal communication
 positive impact on trusted and profitable relations with stakeholders
 reduced number of the potentially conflict situations
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9. 2013
2014
Strategy Workshop: “Enhancing our leadership culture”
Goal:
 to generate a shared understanding of what leadership means
Topics:
 identification of leadership values important to be long-term successful
 clarification of the expectations towards organisation’s leaders
 definition of the long-term leadership strategy
Benefits:
 transparent and consistent communication about key business priorities when it
comes to leadership
 clear definition of the direction where the organisation is going when it comes to
leadership, which results in increased commitment
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10. 2013
2014
Simulation’s Workshops: “Enhancing our leadership culture”
Goal:
 to involve the leaders in creation of defined and required leadership culture
Topics:
 exploration of the leaderships key priorities
 action planning for the teams
 demonstration of the group working behaviour
 feedback session on their interpersonal behaviour and their impact on others and
feedback to top level management on areas of challenge or opportunity
Benefits:
 increased acceptance and ability for practicing leadership as it is defined and
required by the organisation
 translation of the key organisational messages into actions
 increased engagement of leaders and increased commitment within employees
as a result of consistent leadership
 accelerated organisational change when it comes to leadership values
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11. 2013
2014
Coachings and Trainings: Systemic Leadership,"
Collective Coaching, Individual Virtual Coaching, Leadership
Trainings
Goal:
 to implement the action plans defined during the workshops
Topics:
 systemic leadership: definition, tools, implementation
 support by implementation of defined action plans
 delivery of the tailored leadership trainings: punctual interventions
Benefits:
 increased cross-organisational collaboration and teamwork
 validation of the action plans
 unification of the leadership styles across the organisation
 keeping an eye on changes, challenges and problems in order to react quickly
and proactively with tailored actions
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12. 2013
2014
Building Team Spirit
Goal:
 to increase participants’ ability to cooperate and work efficiently in different
teams
Topics:
 to understand the stages of team development process
 team member roles
 how to build and develop high potential teams
 to develop effective team communication
 to understand team leadership
Benefits:
 establishement of the company team purpose
 improved cooperation between different teams and deparments.
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13. Contact:
Magdalena Kishizawa
PeOrg Consult Ltd
21 Effie Road
SW6 0EN London
United Kingdom
www.peorg-consult.com
M +44 77 47575373