Training
The goal of training
Training offers a unique opportunity to master techniques through experiential learning - techniques that make business processes easier and more effective.
The goal of training, beyond acquiring new knowledge and skills through the learning process, is primarily to build a foundation for behavioral change – ensuring that employees’ actions align with the values, culture, and expectations of the company they represent.
Process
How Do We Conduct Trainings?
Our approach is based on the philosophy “I am more productive when I am motivated” – and is therefore implemented through four key steps:
Analysis
Analyzing employee development needs, company development goals, management expectations, and participants’ expectations for the training.
Preparation
Designing content and adapting the methodology to client needs by creating practical exercises tailored to participants.
Implementation
Conducting interactive training sessions in the form of workshops.
Evaluation / Follow-up
Measuring results and monitoring the application of newly acquired knowledge and skills.
Why Are We the Right Choice?
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Experience
Because we draw on the extensive experience of our team, as well as that of our international partners whose methodologies we apply.
Our trainers are accredited by Wilson Learning, Facet5 Global, and Envisia Learning. -
Process
Because we view training as a continuous process aimed at driving change and the foundation for developing the skills and capabilities essential for performance.
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Needs Analysis
Because we carefully examine everything the client identifies as important, focusing on the root causes of participants’ behavior - such as motives, attitudes, opinions, and perceptions - in order to bring about meaningful behavioral change.
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Flexibility
Because we tailor every training program to our clients’ specific needs through carefully designed practical exercises and discussions. This workshop-based approach allows participants to immediately practice the techniques they learn in ways that are directly relevant to their real-life business situations.
Trainings are divided into:
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Consultative Selling
Duration
1 - 2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
The consultative sales process in four steps:
• Building rapport with the client
• Identifying needs and buying motives
• Presenting solutions / handling objections / closing the sale
• Maintaining the client relationship after the sale -
Adaptive Selling
Duration
1 - 2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
Adaptive Selling Skills
• Client types (Analytical / Driver / Expressive / Affectionate)
• Communication approach for each client type at every stage of the sales conversation -
Principled Negotiation
Duration
1 - 2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
The Principled Negotiation Process
• Identifying interests
• Aligning negotiation participants
• Exploring key issues
• Creating possible solution options
• Reaching agreement (the “Positive No”)
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Personalized Service
Duration
1 - 2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
The Personalized Service Process
• Self-management techniques for customer service professionals
• Delivering service through four key communication steps
• Working with clients in different emotional states – behavioral traits and communication approaches
• Handling client objections and complaints
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Leadership skills
Duration
2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Managerial and leadership skills essential for every leader
• Managerial practices – their impact on performance and on developing the knowledge / skills needed to achieve goals / perform effectively
• Leadership practices – their influence on engagement, motivation, and the developmental potential of team members
• Situational Leadership – a framework for assessing team members’ readiness (competence / motivation) and applying the appropriate leadership style -
Goal Setting and Performance Monitoring
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• The importance of setting quantitative goals (performance tracking) and qualitative goals (monitoring and developing employees’ professional skills/competencies)
• Managerial skills and practices - their impact on performance and on developing the knowledge and skills necessary to achieve goals and perform effectively.
• Goal-setting formula/model (SMART)
• Communicating goals in an inspiring way -
Delegation
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Raising awareness of delegation as a managerial practice that benefits both the manager and the employee’s development
• Delegation in 4 steps (selecting the task / selecting the employee / delegating the task / monitoring execution)
• Tools for evaluating task complexity and employee readiness; techniques for conducting effective delegation conversations
• Freedom to Act Independently - a tool for ensuring successful task execution and maintaining employee motivation -
Crtitical thinking for Problem Solving and Decision Making
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• The concept of critical thinking — its importance in problem solving and decision making
• Critical thinking model and tools (5 Whys, 4P, Six Thinking Hats, group coaching)
• Decision making model (traps in decision making styles)
• Case study solving -
Employee Motivation
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Motivation as individual trait
• What a manager can do to influence motivation — assessing whether motivation is the key cause of low performance (formula)
• Influencing motivation — conducting a motivational dialogue (conversation structure, key questions to ask) -
The Manager as a Coach
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• The COACH model for assessing potential and developing fundamental employee skills/competencies
• The GROW model for assessing potential and developing employees identified as organizational talent
• Structure of a coaching conversation
• The Manager’s Compass — a tool for selecting the most effective development tactics for each employee -
Change Management
Duration
2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• The impact of change in energy levels - behavioral characteristics during the phases of navigating / going through change
• Leading yourself and others through change (self-reflection / structured conversations)
• Kotter’s 8-step change management model (techniques and tools)
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Time Management and Prioritization
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Assessing tasks from both a personal and organizational perspective before setting priorities
• Managing available time (fully within my control / partially within my control / not within my control)
• Setting priorities (Urgent/Important Matrix; ABC method) -
Conflict Resolution
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• The importance of conflict resolution in creating a psychologically safe work environment
• Conflict resolution styles, self-assessment, characteristics of each style, when they are useful and how to use / when to avoid them
• Collaborative conflict resolution model - reaching agreement through cooperation -
Stress Management Techniques
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• The impact of emotional intelligence on personal and professional development
• Emotional intelligence skills and their application at work (self-assessment, practical tips)
• Resilience — managing yourself in stressful situations
• Techniques for developing/improving resilience (self-reflection, self-management, boundary-setting techniques, etc.) -
Assertive Communication
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Communication styles: aggressive / passive / passive-aggressive / assertive (characteristics / causes / outcomes)
• Assertiveness as a skill — the assertive communication process/model — using “I” statements
• Assertive praise, assertive “No,” assertive objection -
Presentation Skills
Duration
1 - 2 days
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Defining the purpose of the presentation and understanding the target audience (expectations, level of topic familiarity)
• Types of presentations — informative; promotional/sales; educational
• Preparing the presentation based on the type and audience (introduction, key sections, conclusion)
• Delivering the presentation (voice control, nonverbal communication, group management, managing stage fright/personal challenges)
• Presentation evaluation tool (self-assessment questionnaire) -
Innovation Styles
Duration
1 day
Format
In-person / Online
Supporting materials (manuals, planners)
Practical exercises
Content
• Innovation as an “unconscious” capability that we demonstrate in different ways at work
• Innovation styles based on how we analyze and how quickly we make decisions when creating or changing something at work
• Self-assessment test, techniques for applying different innovation styles
• Using various innovation styles in the execution of team projects