The impact of Zoom on the way we communicate and meet
If there is one thing that is certain about the Corona days, it is that it has accelerated digitization processes. If in January I had
Management and leadership are based not only on making decisions and driving processes, but first and foremost on creating trust. Trust is the foundation for collaboration, employee engagement, and the ability to lead change and influence in an organization.
We will deepen our understanding of the connection between management and leadership, learn how to build trust in an organizational environment, and hone communication skills and develop tools for inspiring leadership.
Managerial development workshops are designed for managers who want to be effective, attentive leaders who motivate employees so that they can get the best out of themselves. Managing a team optimally requires deepening the concepts and skills required in the managerial, leadership and training aspects. It is no secret that the main factor in the success of an organization is the people themselves, and the best way to improve performance, results and profitability begins and ends with realizing the abilities of all members of the organization. Better management makes the organization’s people more satisfied and committed. The more space there is for human potential, the higher the level of curiosity, interest, commitment and hence the success of the organization.
Managers are required to lead change in the organization, whether from an internal organizational strategy or from a need to adapt to changes and market dynamics. What is required, beyond keeping up with the dizzying pace of change that takes place inside and outside the organization, is to engage in managing and leading the team by providing the right management response that suits the needs of the organization, customers, and employees. How do you do this in the best way? How do you harness people for strategic moves and a commitment to results? What behaviors and success skills are useful for staff? What should be the nature of the relationship with the team and employees, in order to create a true commitment to results and lead change processes.
In executive development workshops, managers examine what elements are required of them, and what needs to be developed and flexed in order to meet these needs.
Social changes are not leaving organizations untouched. The perceptions of the Millennial and Generation Z generations in the workforce,
They are creating a change in the way we socialize and communicate, and forcing managers to adopt a broader role in leading the team. If in the past,
Managers have earned their status by virtue of the hierarchical organizational structure, structural and social changes do not allow this. The manager as a leader and the manager as a coaching trainer,
Conduct is produced at other levels of behavior, and requires the use of a new language that is more collaborative, enabling, questioning, and investigative, and at eye level.
In the processes we work on in executive development workshops, the coaching language is acquired, which is based on seeing the other as whole and capable.
The workshop focuses on the manager’s strengths and possibilities to find solutions, manage and organize himself, while broadening his perspective and additional skills that are key to success in management.
As a leader and manager, your main role is to help people realize their potential. How is this done? With the help of tools from the world of coaching. The reason is that coaching introduces a new language and a different way of interpersonal communication that produces a fundamental change in self-perception, work approach, organizational culture, communication and relationships. Using tools from the world of coaching helps develop effective leadership at all organizational levels.
The results are obtained on several levels. A change in the perception of leadership and the managerial role creates an impact on labor relations and also affects employee satisfaction, connection and a sense of commitment, satisfaction with the direct manager (one of the main reasons for employees leaving is a troubled relationship with the direct manager), and a broader view of possibilities for self-fulfillment within the workplace (another reason for employees leaving is when they do not see the possibility of future development in the workplace).
The best way to develop these skills is through interaction and practical experience. Interpersonal learning, learning from experience in an enabling space and from in-depth self-exploration. The workshop enables a creative space and operates from the perspective of participatory, learning leadership.
The process will allow managers to:
To this M3 Executive Development Workshop, I bring knowledge, experience, and skills from several professional content worlds:
As an organizational consultant who observes the entire organizational system, the relationships, the demands, and the communication in which she operates. As a professional personal trainer who works both as an executive trainer and as a researcher of coaching skills and the way to instill them, and as a group facilitator who works to create a space that allows for exploration and learning, thinking games, and experimentation in order to produce meaningful personal learning.
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