According to one of the definitions, successful companies are those whose employees, top to bottom, are focused on and move in the same direction.

Defining values, mission and vision

We will define the company’s identity and long-term vision and mission. We will work out the strategy and goals, values and everyday behaviour providing support to team values (corporate culture).

Communication with employees

Given that the workshop is usually attended by top management alone, it is useful to provide an extra boost to leaders by additional knowledge regarding the internal motivation of employees and to introduce them to basic skills of motivational speaking, for the purpose of ensuring the most effective communication towards the team.

Why to introduce the coaching culture?

A recent research conducted by the International Coach Federation (ICF) showed that the companies that base their leadership and communication style on coaching are far more successful and efficient than the ones still relying on traditional ways of leading the business and people.

How can we know whether we have the coaching culture in place or not?

One of the indicators that coaching culture “lives in an organization” is exactly the application of coaching as the management style. Additional criteria are the following:

  • support by the top management
  • outsourcing coaching services for the top management
  • budget earmarked for coaching
  • development of in-house coaches, and the like

“Introduction of coaching culture” programme

The programme includes the work on all levels of an organization: top management, middle management, HR.

The focal part of the programme is preparation for changes: work on developing coaching-like way of thinking with leaders and reaching the coaching stand level.

The employees whose job description includes leadership, management and development of employees, first of all need to understand the basics of the coaching process and become familiar with the benefits of this type of management and communication. Special attention is paid to comparing coaching to other styles. After the training, leaders are empowered through individual sessions, where they create their own style and develop the skill and efficiency at work.

Along with coaching as the management style, efforts are made to introduce coaching communication, feedback culture and all associated elements of the coaching culture in an organization.

Be a leader to new generations

If you believe that your company keeps pace with the time, you surely know that the future relies on new generations. It means that you are ready to give a chance and harness the benefits of generation gaps – to devise new methods of operation and management guided by the principles these generations are native to. The most important thing for you is to start adjusting your management style to new generations.

The fact that the job used to be performed in certain way does not mean that the same principles apply today.

Through individual and team programmes, you will discover limiting beliefs – the attitudes that pose obstacles to flexibility and accepting diversity. That is the way to break up with the resistance to the culture of new generations and the media they use, the way they communicate and perceive the world around them. Through this programme, you will get a chance to discover not only qualities, but also great opportunities brought by good cooperation and respect for younger generations.

Development of employee potential

  • Do you employees know what they are expected to do?
  • Do they socialize together?
  • Are they doing what they are best at?
  • Do they get regular feedbacks about the quality of their work?

Develop the talents, skills and know-hows that can help them become even more successful and satisfied with the work they perform! The quality of employees, their commitment, efficiency, satisfaction, and retention rate – depends on yourself.
Learn to run recruitment and selection processes, to recognize the employee potential, to assign them and delegate them with the tasks conformed to their capacities and your requirements.

development of potential

Encourage, support, develop and keep the talents.

Only satisfied employees who feel that the employer takes equal care of the development of business and their skills and competences are ready to make extra efforts and secure the company’s business success. Support the corporate values by the skills and know-hows of your employees, motivate them and bring them together around a common idea!

Provide them with insights about their soft spots, help them raise the level of competences that are relevant for their activities, let them know how much the teamwork is important and help them learn to work together.

How shall we work?

  • Coaching and mentoring
  • Leadership
  • Managing people and teams
  • Change management
  • Time balancing
  • Emotional intelligence
  • Stress management and resilience
  • Sales and customer care
  • Project management
  • Talent management