Krauthammer International is a global consulting firm committed to sustainable behavior change through training, coaching and consulting. They believe that people are capable of growth given the right conditions. Krauthammer develops its consultants through its university and delivers services in organizational learning, change facilitation, and open programs. Their approach blends long-term client collaboration with specialist expertise to drive lasting performance impacts through developing people.
Krauthammer is an international consulting firm focused on facilitating leadership, management and professional development to increase individual and organizational performance. They do this through three main services:
1) Learning - Supporting individual employee development through consistent training programs.
2) Development - Helping organizations build sustainable learning cultures by developing internal training programs.
3) Change - Guiding major change initiatives through rigorous analysis and blended implementation support.
Their approach focuses on fostering understanding and conviction while demonstrating consistent leadership to build long-term capabilities within clients.
1. Peopleworks Ltd is an HR consulting firm that provides strategic HR solutions, professional training, and executive coaching tailored to each client's needs.
2. The firm was founded by Jonathan Logue, a CIPD-qualified HR professional with over 15 years of experience, to deliver bespoke HR services to address unique client situations.
3. Peopleworks' three core services include strategic HR support, designing and delivering training interventions, and one-on-one executive coaching.
Hudson is a leading provider of permanent recruitment, contract professionals, outsourced solutions and talent management services with nearly 2,500 employees in over 20 countries. The document provides an overview of Hudson's operations in the UK and Ireland, including its offices across the region and specialist areas such as executive appointments, accounting and finance, HR, IT, telecommunications, marketing and communications, legal, sales, supply chain and procurement, and public sector recruitment. It also describes Hudson's approach of providing local expertise combined with global reach and its integrated recruitment solutions.
np group is a top 100 provider of specialist technology staffing solutions. It delivers campaigns for major clients by focusing on people, results, relationships, proactive candidate identification, and candidate-driven markets. np group has successfully delivered over 93 major campaigns across various regions over the past 18 months using a campaign methodology and team structure. It plans campaigns far in advance and aims to treat all individuals with respect.
The document discusses six disciplines for effective learning and development programs: 1) Define business outcomes, 2) Design a complete experience, 3) Deliver for application, 4) Drive follow through, 5) Deploy active support, and 6) Document results. It also includes an interview with Mr. Birjendu Gupta about how PwC focuses on coaching and relationships to connect with employees, and an excerpt from an interview with Mr. Parijat Thakur about leadership development at Jones Lang LaSalle.
LRMG is a Performance Agency based in South Africa that empowers people to \'dream it ... believe it ... do it!\' through management consulting, skills development, people technology and e-learning.
Npg company overview_2010_single_pageviewpaulapling
np group is a leading provider of specialist technology talent through their unique campaign delivery model. They have experience successfully delivering major campaigns across global regions. Their methodology focuses on placing the right candidates through proactive identification and sourcing, as well as their offshore data mining capabilities. np group works across various technology practices including networking, unified communications, Windows and distributed computing, information security, enterprise applications and software development, and IT management and consulting.
TeamTree is an HR advisory firm that offers talent search and management services. It was founded by four professionals to bridge gaps between corporate expectations and human resource availability. TeamTree has expertise across many industries and provides services including selection and hiring, talent audits, training, succession planning, and business structuring. For more information on TeamTree's capabilities and services, contact the directors listed.
Krauthammer is an international consulting firm focused on facilitating leadership, management and professional development to increase individual and organizational performance. They do this through three main services:
1) Learning - Supporting individual employee development through consistent training programs.
2) Development - Helping organizations build sustainable learning cultures by developing internal training programs.
3) Change - Guiding major change initiatives through rigorous analysis and blended implementation support.
Their approach focuses on fostering understanding and conviction while demonstrating consistent leadership to build long-term capabilities within clients.
1. Peopleworks Ltd is an HR consulting firm that provides strategic HR solutions, professional training, and executive coaching tailored to each client's needs.
2. The firm was founded by Jonathan Logue, a CIPD-qualified HR professional with over 15 years of experience, to deliver bespoke HR services to address unique client situations.
3. Peopleworks' three core services include strategic HR support, designing and delivering training interventions, and one-on-one executive coaching.
Hudson is a leading provider of permanent recruitment, contract professionals, outsourced solutions and talent management services with nearly 2,500 employees in over 20 countries. The document provides an overview of Hudson's operations in the UK and Ireland, including its offices across the region and specialist areas such as executive appointments, accounting and finance, HR, IT, telecommunications, marketing and communications, legal, sales, supply chain and procurement, and public sector recruitment. It also describes Hudson's approach of providing local expertise combined with global reach and its integrated recruitment solutions.
np group is a top 100 provider of specialist technology staffing solutions. It delivers campaigns for major clients by focusing on people, results, relationships, proactive candidate identification, and candidate-driven markets. np group has successfully delivered over 93 major campaigns across various regions over the past 18 months using a campaign methodology and team structure. It plans campaigns far in advance and aims to treat all individuals with respect.
The document discusses six disciplines for effective learning and development programs: 1) Define business outcomes, 2) Design a complete experience, 3) Deliver for application, 4) Drive follow through, 5) Deploy active support, and 6) Document results. It also includes an interview with Mr. Birjendu Gupta about how PwC focuses on coaching and relationships to connect with employees, and an excerpt from an interview with Mr. Parijat Thakur about leadership development at Jones Lang LaSalle.
LRMG is a Performance Agency based in South Africa that empowers people to \'dream it ... believe it ... do it!\' through management consulting, skills development, people technology and e-learning.
Npg company overview_2010_single_pageviewpaulapling
np group is a leading provider of specialist technology talent through their unique campaign delivery model. They have experience successfully delivering major campaigns across global regions. Their methodology focuses on placing the right candidates through proactive identification and sourcing, as well as their offshore data mining capabilities. np group works across various technology practices including networking, unified communications, Windows and distributed computing, information security, enterprise applications and software development, and IT management and consulting.
TeamTree is an HR advisory firm that offers talent search and management services. It was founded by four professionals to bridge gaps between corporate expectations and human resource availability. TeamTree has expertise across many industries and provides services including selection and hiring, talent audits, training, succession planning, and business structuring. For more information on TeamTree's capabilities and services, contact the directors listed.
TeamTree is an HR advisory firm that offers talent search and management services. It was founded by four professionals to bridge gaps between corporate expectations and human resource availability. TeamTree aims to empower individuals and large corporations with global competitiveness through high performance teams. The management team includes experts in communication, training, accounting, and business development. TeamTree provides a broad range of capabilities across multiple industries, including strategy, research, administration, and customer service. It assesses clients' needs to deliver tailored solutions and measurable results.
The document describes DI's Management Program, which aims to develop and strengthen managers' capabilities. The 5-module program provides tools to handle daily management challenges and covers topics like motivation, communication, employment law, and developing employees. It includes training, exercises, and sharing experiences to ensure knowledge becomes skills. The goal is for managers to gain insight, handle management roles and responsibilities effectively, and strengthen their organization's competitiveness.
Goodwill Industries of Central Virginia is exploring ways to define and strengthen its organizational culture by focusing on leadership development and values-based leadership. The author conducted research on leadership approaches at other Goodwill organizations. Key findings include: 1) Reinventing the leadership team at Goodwill Chesapeake to better integrate operations; 2) Defining behaviors to bring values to life at Goodwill Menasha through an "intentional culture"; and 3) Shifting from rules-based to principles-based leadership focused on respect, customer satisfaction, and stewardship at Goodwill Indiana. The author aims to propose a leadership model for Goodwill Central Virginia that integrates the mission and defines measures for success.
Plannet Esolutions Ltd. is a talent hunting and recruitment firm located in New Delhi, India. The document provides an overview of Plannet and describes their recruitment services which include permanent staffing through database selection, advertised recruitment, and turnkey recruitment. It also details their flexi staffing and vendor management services. The key aspects of Plannet are their specialization in different industries, expertise in recruitment, and dedication to clients.
The document provides information about the Centre for Leadership Studies (CLS) at the University of Exeter, including:
- CLS offers a range of postgraduate programmes in leadership studies, from certificates to PhDs.
- CLS conducts research on leadership and works with partners around the world on leadership development programmes.
- CLS's Leadership Partners programme and Leadership South West initiative aim to enhance leadership in organizations and the region.
- CLS faculty study leadership in various contexts and perspectives to build knowledge and skills for current and future leaders.
The PSGCNJ Member Flyer communicates the organization's values, beliefs and benefits to interested professionals who want to join the community and advance their careers.
How to plan behavior change skill trainingAan Erlian
Praktek merencanakan dan menyiapkan pelatihan sering beragam. Cukup berguna jika kita mengikuti standar yang ada dan lessons learned berbagai training yang pernah kita kelola sendiri.
The document discusses how the brain responds to change and introduces the CORE model for managing change. It provides an overview of a consulting firm called Orion Partners that specializes in developing talent solutions and change leadership programs. Orion Partners believes that the answers to talent issues already exist within organizations and their approach builds on clients' existing strengths. They have experience supporting over 100 organizations globally in delivering people strategies and measurable business results through their services in strategy, infrastructure, capability, change leadership, and implementation.
The document announces an HR convention on January 9, 2010 in Noida, India titled "Determining Solutions For Challenging Times & Changing Expectations". The convention will feature sessions on aligning HR with business goals, developing future leaders, and managing change. It will provide networking opportunities for HR professionals from various companies. The agenda includes plenary sessions, case studies, and panels on topics such as talent development and reducing training costs in difficult economic times.
This document provides information about a management training program called "Leveraging Yourself" offered by Krauthammer.
The 4-day program is designed to help managers develop fundamental competencies to navigate complex landscapes and roles. It uses reflective and interactive exercises to impart energy and dynamism, transforming managers into exemplary leaders.
The training methodology involves self-awareness raising, applying lessons to real work contexts between sessions, and follow-up on progress. The goal is to help participants optimize their relational skills and behaviors to achieve business goals.
(May 2014) max peopleperform trainin gessentials catalogueMaxPeoplePerform_
This document provides an overview of training programs offered by MaxPeoplePerform. It discusses their vision of challenging and inspiring leaders, their values of integrity and trust, and their three core services of training, HR support, and hiring assistance. A variety of training methods are described, including webinars, coaching, classroom sessions, and keynotes. Tools used in training include personality assessments and feedback instruments. The document provides a table of contents of specific training programs in areas like communication, leadership, personal effectiveness, and team building.
The document discusses how to align people with organizational strategies to achieve results. It emphasizes that securing talent and having the right people are essential to implementing new strategies and delivering results. It promotes understanding people from the inside out and outside in to gain objective perspectives and ensure the right people are selected, developed, and deployed. The overall message is that strategic success depends on properly aligning an organization's human capital.
Outplacement services brochure. Information on how Glide Outplacement helps job seekers and people in transition. Lists range of services including redundancy support, career guidance, job search strategy, resume and cover letter writing, interview coaching, negotiations.
Ghana HR Solution is a 15-year-old human resources consultancy that offers organizational training, recruitment, and HR outsourcing services. It aims to help clients improve employee effectiveness and competence. Ghana HR's unique approach provides high value services to help clients adopt best HR practices. It strives to understand client needs and tailor solutions through a team-based approach.
Aronagh's Consulting Services Portfolio covers people & culture, organisation design, business transformation and data governance. Contact me at www.aronagh.com for more information.
The document describes a human centered design practice that puts people at the center of everything, uses design thinking as its approach to problem solving, and takes a holistic view. The practice works with clients on strategic design, service design, building customer centricity, and capability building using methods like research, experimentation, and embedding solutions. Examples provided show how the practice has helped clients improve customer experiences, increase retention, and establish a design academy.
Softskills World is a training and development company that has been operating for 18 years. They design customized training programs to meet client needs across various industries. Their trainers have backgrounds in management, education, and training and development. They conduct pre- and post-training evaluations and use interactive teaching methods including games and psychometric tests. Their medical professional training focuses on soft skills like communication, empathy, and handling patients and relatives. The training covers topics such as interpersonal skills, teamwork, attitude, and problem solving.
This document proposes providing learning and development interventions as cost-efficient employee training solutions for a bank. Norland Technology Limited, a business support services firm with 15+ years of experience providing human resource services, seeks to partner with the bank to provide end-to-end training solutions. They will design customized and open enrollment courses delivered by experienced professionals to help reposition the bank's brand by developing employees' competencies and skills to achieve strategic goals. Their training interventions include custom programs, open courses, retreats, onboarding programs, and access to a training center.
Executive Solutions is a talent solutions consultancy headquartered in Dubai that specializes in direct, tailored, and HR talent solutions as well as nationalization initiatives across the Middle East. The company incorporates innovation and comprehensive talent management solutions tailored to each client's needs. Executive Solutions has nearly a decade of experience serving over 500 government, semi-government, and private sector businesses. It prides itself on providing clients with knowledge to best fulfill their recruitment and HR needs through a team of over 35 professionals who speak multiple languages. The company's entire methodology is based on a cohesive process that involves understanding a company's culture to ensure a comprehensive match between employers and potential talent.
With over 45 years experience of change management, Coverdale is a world renowned organisational development and change management training consultancy that can help you, your people and your organisation gain clarity of direction, and then develop the capability and motivation to succeed. Individual, team and organisational development - let the journey begin...
3CTT is a leading management consulting firm for SMEs based in Singapore and Shanghai. Founded in 2012 by Quek Joo Chay, 3CTT helps clients produce sustained success through a strategy-driven approach. They develop customized solutions and strategies to increase profitability and efficiency for clients. 3CTT prides itself on its flexible and agile approach to meet evolving client needs through its portfolio of services.
The Braintrust Network - Firm presentationLuigi Wewege
The Braintrust Network delivers Enhanced Management Consultancy. We take consultancy to a new level and provide clients with a better service, delivered at less cost and with added value. Our unique structure and approach delivers specialist knowledge from everywhere in the world to clients anywhere in the world. In addition our proprietary process, which uses creative and critical thinking throughout, ensures that clients get optimum results.
TeamTree is an HR advisory firm that offers talent search and management services. It was founded by four professionals to bridge gaps between corporate expectations and human resource availability. TeamTree aims to empower individuals and large corporations with global competitiveness through high performance teams. The management team includes experts in communication, training, accounting, and business development. TeamTree provides a broad range of capabilities across multiple industries, including strategy, research, administration, and customer service. It assesses clients' needs to deliver tailored solutions and measurable results.
The document describes DI's Management Program, which aims to develop and strengthen managers' capabilities. The 5-module program provides tools to handle daily management challenges and covers topics like motivation, communication, employment law, and developing employees. It includes training, exercises, and sharing experiences to ensure knowledge becomes skills. The goal is for managers to gain insight, handle management roles and responsibilities effectively, and strengthen their organization's competitiveness.
Goodwill Industries of Central Virginia is exploring ways to define and strengthen its organizational culture by focusing on leadership development and values-based leadership. The author conducted research on leadership approaches at other Goodwill organizations. Key findings include: 1) Reinventing the leadership team at Goodwill Chesapeake to better integrate operations; 2) Defining behaviors to bring values to life at Goodwill Menasha through an "intentional culture"; and 3) Shifting from rules-based to principles-based leadership focused on respect, customer satisfaction, and stewardship at Goodwill Indiana. The author aims to propose a leadership model for Goodwill Central Virginia that integrates the mission and defines measures for success.
Plannet Esolutions Ltd. is a talent hunting and recruitment firm located in New Delhi, India. The document provides an overview of Plannet and describes their recruitment services which include permanent staffing through database selection, advertised recruitment, and turnkey recruitment. It also details their flexi staffing and vendor management services. The key aspects of Plannet are their specialization in different industries, expertise in recruitment, and dedication to clients.
The document provides information about the Centre for Leadership Studies (CLS) at the University of Exeter, including:
- CLS offers a range of postgraduate programmes in leadership studies, from certificates to PhDs.
- CLS conducts research on leadership and works with partners around the world on leadership development programmes.
- CLS's Leadership Partners programme and Leadership South West initiative aim to enhance leadership in organizations and the region.
- CLS faculty study leadership in various contexts and perspectives to build knowledge and skills for current and future leaders.
The PSGCNJ Member Flyer communicates the organization's values, beliefs and benefits to interested professionals who want to join the community and advance their careers.
How to plan behavior change skill trainingAan Erlian
Praktek merencanakan dan menyiapkan pelatihan sering beragam. Cukup berguna jika kita mengikuti standar yang ada dan lessons learned berbagai training yang pernah kita kelola sendiri.
The document discusses how the brain responds to change and introduces the CORE model for managing change. It provides an overview of a consulting firm called Orion Partners that specializes in developing talent solutions and change leadership programs. Orion Partners believes that the answers to talent issues already exist within organizations and their approach builds on clients' existing strengths. They have experience supporting over 100 organizations globally in delivering people strategies and measurable business results through their services in strategy, infrastructure, capability, change leadership, and implementation.
The document announces an HR convention on January 9, 2010 in Noida, India titled "Determining Solutions For Challenging Times & Changing Expectations". The convention will feature sessions on aligning HR with business goals, developing future leaders, and managing change. It will provide networking opportunities for HR professionals from various companies. The agenda includes plenary sessions, case studies, and panels on topics such as talent development and reducing training costs in difficult economic times.
This document provides information about a management training program called "Leveraging Yourself" offered by Krauthammer.
The 4-day program is designed to help managers develop fundamental competencies to navigate complex landscapes and roles. It uses reflective and interactive exercises to impart energy and dynamism, transforming managers into exemplary leaders.
The training methodology involves self-awareness raising, applying lessons to real work contexts between sessions, and follow-up on progress. The goal is to help participants optimize their relational skills and behaviors to achieve business goals.
(May 2014) max peopleperform trainin gessentials catalogueMaxPeoplePerform_
This document provides an overview of training programs offered by MaxPeoplePerform. It discusses their vision of challenging and inspiring leaders, their values of integrity and trust, and their three core services of training, HR support, and hiring assistance. A variety of training methods are described, including webinars, coaching, classroom sessions, and keynotes. Tools used in training include personality assessments and feedback instruments. The document provides a table of contents of specific training programs in areas like communication, leadership, personal effectiveness, and team building.
The document discusses how to align people with organizational strategies to achieve results. It emphasizes that securing talent and having the right people are essential to implementing new strategies and delivering results. It promotes understanding people from the inside out and outside in to gain objective perspectives and ensure the right people are selected, developed, and deployed. The overall message is that strategic success depends on properly aligning an organization's human capital.
Outplacement services brochure. Information on how Glide Outplacement helps job seekers and people in transition. Lists range of services including redundancy support, career guidance, job search strategy, resume and cover letter writing, interview coaching, negotiations.
Ghana HR Solution is a 15-year-old human resources consultancy that offers organizational training, recruitment, and HR outsourcing services. It aims to help clients improve employee effectiveness and competence. Ghana HR's unique approach provides high value services to help clients adopt best HR practices. It strives to understand client needs and tailor solutions through a team-based approach.
Aronagh's Consulting Services Portfolio covers people & culture, organisation design, business transformation and data governance. Contact me at www.aronagh.com for more information.
The document describes a human centered design practice that puts people at the center of everything, uses design thinking as its approach to problem solving, and takes a holistic view. The practice works with clients on strategic design, service design, building customer centricity, and capability building using methods like research, experimentation, and embedding solutions. Examples provided show how the practice has helped clients improve customer experiences, increase retention, and establish a design academy.
Softskills World is a training and development company that has been operating for 18 years. They design customized training programs to meet client needs across various industries. Their trainers have backgrounds in management, education, and training and development. They conduct pre- and post-training evaluations and use interactive teaching methods including games and psychometric tests. Their medical professional training focuses on soft skills like communication, empathy, and handling patients and relatives. The training covers topics such as interpersonal skills, teamwork, attitude, and problem solving.
This document proposes providing learning and development interventions as cost-efficient employee training solutions for a bank. Norland Technology Limited, a business support services firm with 15+ years of experience providing human resource services, seeks to partner with the bank to provide end-to-end training solutions. They will design customized and open enrollment courses delivered by experienced professionals to help reposition the bank's brand by developing employees' competencies and skills to achieve strategic goals. Their training interventions include custom programs, open courses, retreats, onboarding programs, and access to a training center.
Executive Solutions is a talent solutions consultancy headquartered in Dubai that specializes in direct, tailored, and HR talent solutions as well as nationalization initiatives across the Middle East. The company incorporates innovation and comprehensive talent management solutions tailored to each client's needs. Executive Solutions has nearly a decade of experience serving over 500 government, semi-government, and private sector businesses. It prides itself on providing clients with knowledge to best fulfill their recruitment and HR needs through a team of over 35 professionals who speak multiple languages. The company's entire methodology is based on a cohesive process that involves understanding a company's culture to ensure a comprehensive match between employers and potential talent.
With over 45 years experience of change management, Coverdale is a world renowned organisational development and change management training consultancy that can help you, your people and your organisation gain clarity of direction, and then develop the capability and motivation to succeed. Individual, team and organisational development - let the journey begin...
3CTT is a leading management consulting firm for SMEs based in Singapore and Shanghai. Founded in 2012 by Quek Joo Chay, 3CTT helps clients produce sustained success through a strategy-driven approach. They develop customized solutions and strategies to increase profitability and efficiency for clients. 3CTT prides itself on its flexible and agile approach to meet evolving client needs through its portfolio of services.
The Braintrust Network - Firm presentationLuigi Wewege
The Braintrust Network delivers Enhanced Management Consultancy. We take consultancy to a new level and provide clients with a better service, delivered at less cost and with added value. Our unique structure and approach delivers specialist knowledge from everywhere in the world to clients anywhere in the world. In addition our proprietary process, which uses creative and critical thinking throughout, ensures that clients get optimum results.
This document provides an overview of the Women's Executive Leadership Programme. The 5-day programme aims to empower women leaders to optimize their individual and organizational performance. It covers topics like personal leadership development, negotiation skills, public speaking, and building high-performance teams. Participants will learn how to overcome challenges, maximize their potential, and turn business problems into career opportunities. The programme includes leadership training, social activities, and guest speakers. It is designed to help women leaders advance in their careers.
The document provides information about training courses offered by Ghana HR Solutions. It begins with the company's vision and mission statements. It then describes that the training courses are interactive, facilitated by experienced trainers, and begin with a needs assessment. A variety of open-house and in-house courses are offered covering topics like leadership, management, personal development, sales and more. The document provides an overview and objectives for some sample courses and concludes with contact information.
Zenith Potential is a consulting firm established in 2005 dedicated to developing learning and coaching initiatives for individuals, teams, and organizations. Their purpose is to enable full potential realization. They design customized solutions to build capabilities and achieve maximum performance, results, and satisfaction. Their services include leadership development programs, interpersonal skills workshops, customer service and sales training, business facilitation, and individual/group coaching. Their team of consultants and coaches have expertise in these areas and collaborate with a professional network to meet client needs.
The document discusses increasing the value of human capital through effective talent management. It introduces Ascension Assist HR, which specializes in human capital solutions to help companies optimize their talent. Their services include talent acquisition, training, employee relations, and organization development. They take a holistic approach to the employee lifecycle and tailor solutions to each company's unique culture and business strategies. Contact information is provided for the experienced leadership team at Ascension Assist HR.
Establishing high performance cultures and developing key management resources. Our passion is for creating innovative and practical development solutions that deliver tangible and measurable results for your business.
CapTechTalks Webinar Slides June 2024 Donovan Wright.pptxCapitolTechU
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Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
A Free 200-Page eBook ~ Brain and Mind Exercise.pptxOH TEIK BIN
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
9. How will we work together? Our services are organised around your business needs and learning populations Organisational learning Change facilitation Open programmes
13. 3 practice areas, 4 crafts Open programmes Entrepreneurship and sales Crossfunctional themes Leadership and Management Training Sales management Sales Strategic selling Client relations Negotiation Time management Negotiation Personalised management Influencing an audience Managing emotions at work Multicultural communication Facilitating efficient meetings Managing performance Leadership Top management Senior management Management Matrix management First level management Management assistant Coaching, assessment and e-services
16. How do we address your needs? Organisational learning Training and coaching delivery Localisation and international roll-out Impact measurement, adjustment Objective-setting and framing Establish learning paths, populate faculties Collect, codify and share critical knowledge Blended interventions with best-practice mind-, skill- and tool-sets Train the trainer/ facilitator programmes Qualification and quality assurance Secured through Krauthammer University
17. 3 practice areas, 3 core curricula Organisational learning Skills training, interactive knowledge transfer Join a community of trainers at Krauthammer University Toolset, skillset, mindset Learning paths for the different sales worlds – transactional, consultative, strategic... Inspirational and authentic leadership Exemplary management behaviours Leadership paradoxes Experiental learning
20. How deep should the change be? Change facilitation 1 On the surface Changing focus Organisations act directly to achieve outcomes, without changing the way people work. Going under Changing practices Employees adjust or adopt new practices in line with existing mind-sets to reach a new bottom-line target. 2 Going deep Changing hearts and minds An organisational, cultural change; people change the way they behave fundamentally. 3
21. How do we address your needs? Change facilitation Matching needs with solutions Detailed analysis & results plan Identification of key levers Value Proposition Defining the project Meet the team Pain & Gain Statement Proposal for Analysis Delivering quantified and qualified results within fixed time frame Communication and alignment Training and coaching of key employees Application/roll out of relevant tools and methodologies Ensuring sustainability
22. Change facilitation Sales & Marketing Organisation Operations Consulting Six Sigma & Lean Project management Safety management Performance management Competence development Change & Communications Sales & Channel management Marketing effectiveness Effective meetings Management Leadership Teambuilding Train the coach Train the trainer Strategic sales Negotiation Sales management Training Coaching Individual& Team Major ChangeImplementation 3 practice areas, 3 crafts
23. A selection of our references Change facilitation Asset Management
A vital deliverable:Permanent behaviour change, for distinctive performance improvement. We are best at the blendof the individual, team and corporate dimensions, deploying the integrated anddistinctcrafts of training, coaching and consulting.
Everything starts and ends with people. Organizations are contributing communities of people, not merely vehicles for making money. People who are working together to improve their own life and the lives of the ones they feel responsible for, including family, colleagues, clients, suppliers or shareholders.The task of management is not, primarily, to improve figures, products, systems or processes.Management is about helping people succeed.
Our core purpose summarizes our dream. It is the description of our best imaginable contribution based on our shared passion andbeliefs: “Bringing out … Facilitating the awareness and application …… the best … of the unique talents …… in … available to …people.” organisations, teams, individuals.To capture the essence of Krauthammer in just a few words, here’s our strap line:Living performance.Krauthammer is about organic, emotional, ‘alive and kicking’ people-stuff’ AND about hard-nosed, compelling and sustainable results. We combine the desire for measurable gain of the entrepreneur with the passion for superb interaction of the coach.
With our belief in mind, our guiding principle is that given the right conditions and attitude, people are capable of significant personal growth.
You will find in our DNA:A sound pragmatism via KISS tools and concepts – We will gladly set and take the ‘so what?’ test. One who takes the mystery out of commonsense. Krauthammer quite simply acts as a transformer of knowledge, translatingcomplexity into simple and direct keys.Under the skin – Prepare for someone who confronts compassionately, who, with stamina and diligence, seeks to get to the heart of the matter. Someone who isinquisitive, responsible, direct and courageous. Krauthammer activities enable people to discover and master the impact of their behavioural styles. All with the aim of optimising competence and performance.Global consistency, local intimacy – Prepare for a passionate internationalits. One who seeks to navigate from local impact to global amplitude, and who is fluent in auniversally applicable practice and philosophy. Shared messages and methods, customised by local teams, ensure that international coherency meets cultural specificity, all within a professionally engineeredoperational system.This give us a distinctive identity, our DNA. Which will create for you Lasting Impact. In all interventions, a transfer process of several months of application on the job allows all players to leave the comfort zone and to permanently integrate new knowledge. To ultimately take ownership of this in the form of new practices and attitudes. The impact of our interventions is measured in a way that is cost effective and solid.
Krauthammer has a philosophy of life-long learning at the very core of its culture. Our consultants receive up to four weeks of intense training per year at Krauthammer University, enhancing their training, leadership, sales and negotiation skills and knowledge. In their first two years, new consultants receive up 50 days of training annually. They are coached on individual goals and receive mentoring from senior consultants. All employees, regarding of tenure, are coached on their personal development. A total of 10% of Krauthammer's turnover is spent on educating our own employees. This directly benefits our clients, who receive the best possible global training programmes based on 40 years of international experience.
Established in 1971. Currently we have 24 offices in 16 countries with 245 fully-employed consultants and staff. Delivering in 23 lanuages in 55 countries all over the world.Embedded officesBelgium – Brussels Brasil – Sao Paolo China – Beijing and Hong Kong Czech Republic – Prague France – Aix-en-Provence, Lille, Lyon, Nantes, Paris, Strasbourg Germany – Hamburg Hongary – BudapestItaly – Milan Netherlands – Noordwijk Poland – Warsaw Slovakia – Bratislava Spain – Barcelona and Madrid Sweden – Stockholm Switzerlands – Geneva and Zürich United Kingdom – London United States – Atlanta Official krauthammer consultant Helsinki (supported by the Stockholm office)Partnerships (certified franchisee) Athens Istanbul Lisbon Ljubljana Freelancers (certified freelancer) Moscow Bucharest
SymbolsArrows = results, improvementDots = individuals/groups, target groups, practicesService line LearningAn individual set of interventions (training, coaching, assessment, e-services). Year round availability.Service line DevelopmentA collective flow of interventions. Long term.Service line ChangeA collective fixed intervention. Defined time period.
The blocks come one by one.You click once and the Learning block appears; you click on the hyperlink within the word Learning and you go to the Learning slides.The last slide of Learning (slide 15) contains the word Back. Click on it and you will go back to this slide. Click again and you will get the block Development. You click on the hyperlink within the word Development and you go to the Development slides.The last slide of Development (slide 19) contains the word Back. Click on it and you will go back to this slide. Click again and you will get the block Change. You click on the hyperlink within the word Change and you go to the Change slides.
From our experience, this the kind of challenge our clients face – how about you?
1 Connecting = Connecting between client’s need and solution prescribed.Who? When? Where? What practices? Leadership and management, Entrepreneurship and sales, Cross functional themesWhat modality will best suit the person? Training (acquire/develop skills), Coaching (guide/challenge on the job), Assessment (evaluate potential), E-services (distance learning), A blend of the above for optimised impact? What should s/he focus at (strenths and improvements points) ? A first diagnosis will raise participant’s awareness and this is can be done through Online/Offline feedback tool: 361°, 4LS Evaluation, E-surveys, Assessment centre2 Building up competences = Online / Offline learning plan through...Positively confrontational, all Krauthammer crafts enable participants to discover and understand the impact their behaviour has on their environment, their communication styles, attitudes, strengths and pitfalls, with the aim of optimising their relational competence levels. Coaching - 5 steps’ path : Personalised guidance, usually in a face-to-face meetingDebriefing Feedback (see Diagnosis)Objective setting – with the internal coachSessions with customised planningDebriefing – internal coach in the presence of the Krauthammer coachLeadership booklet & PCD modelTraining - 3 steps’ path : Didactics, tools and short practical exercises and simulations The transfer process we propose – one which involves 3-5 weeks’ application on the job between training days, allows each participant to integrate the content long-term, and to take ownership of it in the form of new attitudes.Training day/ tools and applicationsIndividual self awareness raising through short and confrontational role plays & personal + concrete and ongoing feedbackAnchoring in the professional context through the application of tools and behaviours to the participants’ own case & the selection of a specific point to put concretely into practice3-5 weeks’ practical application : ‘In-situ’ period, devoted to experimentation in the workplace. Each participant put his or her action plan into practice (we only learn through experience)Training day/report back on practical application - participant presents his or her experiences on the basis of concrete results obtained (successes or difficulties) - will be analysed and commented upon, and the learning points transformed into a new action plan - the training day continues with new modules3 Anchoring success = evaluating and following upEvaluationEnd of day evaluation by the participant: Main learning points for the next sessionEnd of training evaluation by the participant: Stay connected to learn continous via (virtual) platformsFollow upEach coachee/participant receives our quarterly e-newsletter Inspiration, with provoking articles : Stay connected to learn continous via (virtual) platformsOptions:E-learning as an option, with Krauthammer modules developed with our partner Cross KnowledgeCoaching (after a training) : the impact of a training can quadruple thanks to the addition of coaching sessions!1 Authors Olivero et al demonstrated that, after training alone, the participants of their study displayed an average increase in productivity of 22%. When training was augmented by coaching, the average increase in productivity rose fourfold - to 88%.
Leadership and ManagementPrepares and breeds new leaders. It nourishes “the Blessing White cross” – ensuring the best match between organisational needs and what an individual is willing and able to contribute. Entrepreneurship and salesActs as a platform for sales approach sharing improvement and knowledge-sharing.Offers vehicles to anchor new sales strategies, messages, services and product roll-out. Reduces vulnerabilities to individual ‘star performers’ (prima donnas). Assure continuous learning from salespeople versus the short term ‘shot in the arm’Crossfunctional themesActs as a catalyser for personal change on a specific theme. Offers vehicles and tools to anchor one’s leadership on a everyday basis, whether s/he is a manager, a seller, an executive. It provides them with the necessary applied skills to transform his/her potential into the highest performance on a regular basis.The crafts we use:Training: We define training as dealing with ‘behaviour change’, rather than ‘information transmission’. For example, a financial manager must develop a new financial reporting system - securing its implementation. Rather than teaching the financial manager the technical steps in developing such a system, behavioural training helps him or her to ensure the new system is based in the clearly-understood needs of the right stakeholders.To communicate the resulting change to them, to get their commitment, and to ensure they support its implementation.Coaching : We simply define the practice of coaching as ‘personalised guidance, usually in a face-to-face meeting’. Its purpose - to simultaneously boost personal performance and personal growth.Assessment: As a point of departure for an intervention addressing behaviour, to measure return on investment, or indeed, as a benchmarking tool, the importance of assessment is clear. We propose: assessment centre,361° and 4LS.E-services: e-surveys or e-learning modules offered in cooperation with partners.
From our experience, this the kind of challenge our clients face – how about you?
DesignDesign framework setting (competencies, roles, etc), Learning path, Transfer/application process & objectives, Blend of interventions, best practice modules, Scenarios, Special (learning) business case, Course, programme material, Team coordination (Co-creation team, Modus Operandi, Internal faculty, External faculty, Mgt/ project group, Dry runs/ quality gate planning)Transfer facilitatorTrain the trainer programmesInformation packs: Scenario, Manual, Slide pack, Customised material, Client cases, Co-designed modulesInvestment-cost breakdownManagement informationRoll-out/deploymentImplementation plan: Bang, Gradual, Pilot/dry runKrauthammer facilitator quality checks: Trainers, Coaches, Other rolesExternal faculty coordination & training: Sub contractors, Partners, AlumniProject management and management informationLearning solutions for standard questionsIdentify improvement opportunities/change projectsWitin our Krauthammer University we organise transfer days for our trainers, train the trainer programmes for your people; we also organise clients days, days on which you can work with a group of programme designers, trainers, facilitators etc. With our own education programmes we guarantee the quality of our trainers and facilitators.
Leadership/managementSecuring the leadership pipelineManagement perspectives to secure:Managing people, Managing managers, Managing the businessPrepare and breed new leaders3rd generation learning: experimental learningCombine individual and organisational learningNourish the best match between organisational needs and what an individual is willing and able to contribute.A strategy lab - development and deployment–continuous interaction between learning populations and top managersA factory - innovation/new ideas arise and are processedSalesforcesEnsuring a continuous customer focus through the professional development of the salesforceSales curricula - a platform for sales policy sharing, improvement and knowledge-sharing:Vehicles to anchor new sales strategies, messages, services, product roll-outReduce vulnerabilities to individual ‘star performers’ (prima donnas)Creation of new team/client relationshipAssure continuous learning from salespeople v. short term ‘shot in arm’Trainers and facilitatorsEnsuring durable positiveand coherent impact of trainers, facilitators and coachingKU is a platform for Krauthammer trainers and clients to learn facilitation, and didactical and learning skillsConsistent and transfer-assured – from programme content to real behaviour change. From theory to practiceBenefits for those we directly train, and those subsequently trained by them.
Examples:Merck Serono – Sales Academy:Krauthammer trainers audited the client’s sales meetings around the world and judged their efficacy based on five principles to drive the company’s new sales culture: understand, plan, advance, close and analyse. Krauthammer worked closely with the resulting team on creating a unique three-year sales curriculum targeting selling and coaching skills. Initially, the international was delivered by Krauthammer. Subsequently, Krauthammer helped the client to set up its own Sales and Coaching Academy. This, modelled on Krauthammer’s own 35-year-old Krauthammer University had its own teaching principles, learning materials and evaluation systems. Krauthammer delivered three train-the-trainer programmes, which gave the Academy its own faculty of 26 trainers.Oriflame – Oriflame Academy:Krauthammer is partner for Oriflame’s Academy Step II - “Team Leadership training” - its objective, to deepen the top 450 managers’ skills in management, leadership, coaching/feedback and Oriflame’s core business processes. Oriflame uses internal trainers for the core business processes and Krauthammer for leadership and management training. The new Oriflame Academy Step III programme for selected top managers started with theExecutive Committee members in 2009, and is being rolled out for other top managers in Oriflameas from 2010.Deloitte – leadership developmentTogether with Deloitte Krauthammer creates an open architecture programme allowing for close involvement of participants, action learning and alignment with Deloitte’s strategy. It focusses particularly on those being groomed for partner positions, giving them key leadership and commercial competencies.Several “design teams” are populated with staff from both companies – including future participants. With them, Krauthammer identifies the best building blocks of the curriculum and increases support among Deloitte staff.The result is a comprehensive two-year programme targetingfour crucial roles: sales, professional, manager and leader. Two main streams, Commerce and Leadership, allow participants to focus on their chosen career path and innate strengths. The curriculum of the first year is set, the second year offering room for participant co-creation.
From our experience, this the kind of challenge our clients face – how about you?
This slide explains what kind of changes an organisation can go through:Level 1 = change the tools, mechanisms; this is not a deep change. Only on the surface (tools, mechanisms) change is established.Level 2 = change the tools, mechanisms and give people the skills. Going a bit further, but not deep.Level 3 = change the tools, mechanisms, give people the skills and give them the understanding to also change their behaviour.This is how we approach a change project. Make sure the change is established on all levels, going deep.
How do we establish a major change within your organisation? <click>The area’s of organisations within we work <click>:Sales & Marketing: within this organisation area our expertise lays in sales & channel management, marketing effectiveness, strategic sales, negotiation skills and sales management.Operations: within this area our expertise lays in six sigma, lean, prject management, safety management, effective meetings, management and leadership.Organisation: within this area we work on performance management, competence development, change and communications, teambuilding, coaching skills, and train the trainer.Within these area’s we will reach the individual and teams; in other words the whole organisation <click>We are doing this by blendingclient-specific consulting, training and coaching programmes (our crafts) <click> Six Sigma seeks to improve the quality of process outputs by identifying and removing the causes of defects (errors) and minimizing variability in manufacturing and business processes.It uses a set of quality management methods, including statistical methods, and creates a special infrastructure of people within the organization ("Black Belts", "Green Belts", etc.) who are experts in these methods.Lean manufacturing or lean production, often simply, "Lean," is a production practice that considers the expenditure of resources for any goal other than the creation of value for the end customer to be wasteful, and thus a target for elimination. Working from the perspective of the customer who consumes a product or service, "value" is defined as any action or process that a customer would be willing to pay for. Basically, lean is centered on preserving value with less work.
Explain 2 or 3 cases based on the client in front of you.Ask for client cases by contacting Marieke (DI) at the Noordwijk office.Three examples are listed below.Sales excellenceAvero achmea: The Sales Excellence program aims to improve the commercial performance by developing the competencies of the Marketing & Sales organisation and by making sure that all processes, systems and tools are aligned and supporting optimal commercial performance. Still running.Permance managementCSM: In coherence with the ideas on leadership and performance management of CSM we have designed a programme to establish measurement of performance deeply in the organisation. A train the trainer programme for HR, who will train their line managers.Project managementNuon: The organisation wanted to differentiate from other providers through the execution of its asset development and its maintenance process and structure. Despite a large degree of time and effort and the development of core processes, which focussed on what the customer really wanted, the execution of the strategy had not gone according to plan. Krauthammer was involved to define how they could reach the targets that had been set and identify what the real root causes of their issues really were.