Training Content

Topics

• From unconscious incompetence to unconscious competence, the importance of learning, barriers to learning and how to overcome them
• Controlling our effect on others – consciously and unconsciously
• Our perspectives and how it comes that we perceive the same reality in a completely different manner than our environment
• LEADING through questions
• Our expectations – where they come from and how we deal with them, even when facing unexpected situations
• Being concrete – creating trust and preventing misunderstandings
• Basis of presentation
• Facilitate listening actively as a recipient and listening actively as a sender
• Keeping up our ability to maintain dialogue in situations where we feel offended and in situations where we want to guide the discussion in our desired direction
• Giving and receiving feedback
• Praise
• Strengths-weaknesses-strengths: The connection between our strengths and weaknesses
• Projection, fixation, identification: the Neanderthal within us – how he influences our communication and how we can control him
• The change curve: our emotions when we perceive changes as radical and unwanted and how to deal with them
• Evaluation meetings serve to optimise collaboration among peers
• CONDUCT meetings communicatively – without being able to exert structural power
• Dealing with objections
• Holistic communication (group negotiation)

Without a doubt, change is often met with initial, intrinsic resistance. However, this type of resistance is unlikely to occur if training content is really taken on board, as this will motivate people to really embrace change and implement it.

That is why in our trainings, we work with the participants to establish skills and insights by way of action cards, realistic exercises and continuous exchange. The success of our tailor-made trainings is determined by the interactive exchange between the trainer and the participants. The participants are asked to think about possible solutions for issues by using their own thoughts and experiences.

For this purpose, we use our efficient training method, “leading through questions”, and provide initial hints and information, if a participant does not know how to proceed. It is possible for conflict to occur in the course of this process, especially with regard to one’s own expectation of oneself and in the course of reflecting upon one’s own actions in the past. We deal with this conflict by way of positive confrontation and integrate our insights into our wealth of experience, so that a learning effect develops. This approach means that our trainings are not defined by the conservative approach of merely listening.

In order to continue integrating the training content into your professional lives, we recommend the sequential build-up for behaviour-based trainings (see figure). This means that the various units are interrupted by practical phases of three to four weeks’ duration. That way, participants can gradually integrate what they have learned into their day-to-day professional lives, without having to interrupt their operational work by more than a day at a time. In addition, experience has shown that incremental learning is more effective.

Should questions or problems arise during the practical phases and for up to two years after completion of training, our trainers will gladly be available for coaching via telephone.