We support managers to be more effective in their contexts, and enable them to initiate change processes and controlling it.

1. Leadership and Motivation

Do you get a feedback about your behavior and functioning as a leader? In a training you get the opportunity to review your leadership behavior via a video tape feedback. You will test alternatives and develop your authentic leadership style. You exercise to negotiate target agreements,  to identify potentials and to delegate tasks successfully. And how to motivate people.

2. Leadership Communication

By using the wrong language pattern, we have a motivating or demotivating effect on others. Leadership communication provides orientation and an example . Crucial Conversations require the use of "proper words" and the knowledge about the impact of what is said.

With methodological tools, such as the "Transactional Analysis", you get a guide on how to structure your line of communication effectively with your employees in setting targets.

3. Motivating Performance Culture

Any performance management needs to have an anchor in the corporate culture: the motivating performance culture. Managers task is to create a positive climate in teams and stimulate individuals to aspire a high level of performance.

A high productivity occurs when the majority of team members has a positive sense towards the company and is devoted to tasks and projects.

4. Performance Evaluation 

The higher the leadership, the more it focuses on three things: first, to ensure the right direction, second, to ensure that the key positions are staffed with best people, third, to insist that the necessary changes are implemented swiftly and decisively.

When superiors, colleagues and clients evaluate the performance about an employee, it wil be a subjective or even biased assessment. But this 360 ° - assessments will provide a comprehensive picture of the employee and his performance. Make use of this 360 ° performance appraisals for your approach to increase motivation and performance level of your employee!

5. Effective Team Management

Can teams really reach more than individuals alone? At work or in projects it works like this: You are dependent on others and others depend on you! But how does this interaction works in a team, exactly?

Synergy in teamwork will be visible through specific exercises only. Team player will work on the team challenge and will find out what this team needs to be effective. Likewise, what the individual player has to bring in, that he can be successful in a team. How do motivate the employees to get involved in a team as a team player?

6. Recruiting

The selection process based on a structured interview is common sense among recruiters. Successful recruitment avoids costly hiring mistakes and places the right person at the vacant job.

To extract from interviews meaningful results, it requires practice and a increased perception. To counter the candidates preparation for the interview you should display sound methods and techniques. It is your task to learn more about the candidates and to uncover the "real person" and their motivation behind the mask.

7. Talent Management

In times of demographic change, talent management remains an important issue in the search for skilled employees. This message has already arrived in most companies, but the talent management remains an unsolved issue.

Talent management includes all activities in securing best placements of people in critical roles and functions. Successful talent management can be measured in numbers of potential leadeship candidates in the company, at the speed of filling important posts, and the satisfaction and loyalty of "talented young employees".

How to find the necessary potential candidates? How is the talent management effectively organized?

8. Leadership Check

  1. The managers know the mission and purpose of the company
  2. Managers live the vision and the values associated so that the employees perform their duties with passion and professionalism
  3. You empower your employees to deliver their share to the success
  4. The managers have the courage to make decisions despite the complexity and ambiguity of the current situation
  5. They are aware of their leadership role and fill it with personality
  6. The managers know different styles of leadership and apply situational leadership
  7. They can deal with the tensions between task and employee orientation
  8. In critical situations managers focus on opportunities and possible solutions
  9. Are the yearly targets agreed on and documented?
  10. The target values have been deviated from the BSC perspectives?
  11. Are the targets / goals known, understood and accepted by all managers?
  12. Is there a transparent procedure in the compay management system (strategy meetings, budgets, controlling, ....)?
  13. Do managers feel responsible for the performance?
  14. Are they leading or busy with handling bush fires?
  15. Will decision be taken, tasks delegated and evaluated based on results? And  adequate corrective action applied, if necessary?