David D. Kaspars Blog

«Personal, Useful, Skuriles and Everyday from my world as an Executive Coach and leadership Trainer» 

Leadership seminar and managers Training re-invented?

A boring leadership seminar, or officer Training: That was yesterday! With the LEAD Kaspar and Bendix a different way than he has so far in the always confusing expectant Seminar and Ausbildungsszene taken. the
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Deliberately leave the many discontinued paths and shake the landscape. How it should go? Quite simply: you can link successful Lernformate to a new, unique experience!
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LEAD is the combination of...
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- Action Learning with Simulation of realistic Führungssituationen
- Development Center, focus on strengthening the leadership skills of"
Leadership seminar with reasonable Theorieinput
- 360°feedback process with zieldienlichen feedback
- Web-based Community with the transfer of learning
- Individual coaching for personal development
- Case Studies i. S. of moderated discussion of the case
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LEAD is complex, but not complicated. And Fun!
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The following is the typical process of an event.

It is 8:30 in the seminar hotel Waldblick. Mr. Miller, Mrs. Meier, Mrs. Lehman and Mr. Zahnd (participants) have an appointment with the senior management of the company all4sports AG. Mr. Müller as head of the Director (Benedix)  personally briefed. He is covered up with tasks. A real challenge, he thinks.
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Mrs. Meier, Mrs. Lehman and Mr. Zahnd are in this round.  head of Department under Müller. Also you have, you are a Executive assistant (Kaspar) at a Meeting made clear, a lot to do. Fortunately, think of the head of Department, coming soon to the employees. If the well-rested and motivated?
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It is 8:50 PM in the seminar hotel Waldblick. The Teammittglieder meeting. The tasks of the Department heads in the team distributed: Congress prepare, survey, SWOT analysis for a location to create, etc, There is much to do! But all are full of zest for action.
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9:00 PM: in the Middle of these arbeitssame mood bursts divisional Müller into it. He must immediately, or allerallerspätestens at 9:05, the head of Department in his office. There is a project of the utmost urgency. And a couple of smaller tasks were also done. The Department head, moaning and cursing quietly to himself. It is like in many places at 9:05 am in Germany and Switzerland: The normal Alltagswahnsinn.
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To 9:15 appeared on a Reporter on (Kaspar). "If the rumors agree that a supplier of all4Sports (rubber), its employees under absolutely inhuman circumstances could work it, and therefore already to suicides in the factory in Romania. Like the mood of this message in the HQ site as is?“ Rather persistent type. Only after a certain time and succeeds the head of Lehman, the pungent journalists to the competent body weiterzuweisen.
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9:45 a.m.: First presentation of the results to the Executive Board (Kaspar and Benedix). Head of Department Zahnd presents alone the tasks that his Team has developed (!). In the Background bibbert head of Müller. He realizes that he when you Delegate the objective of the task, little clean has declared or not reinsured, whether the task because it was understood correctly. The Executive Board is presented by the result, to say the least, "not amused".
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To 10:50 am, after nearly 2 hours of intense Work, the round is over.
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Short break (for the participants).  All the huffing and puffing by. Kaspar and Benedix collect the tasks. Each Teammittglied judged on a separate sheet of "his" Executive regarding Hard and Soft Skills. The Manager is judged themselves and their superiors. Then takes place the Transfer on a poster. Now there is for the participants a break of 20‘. In this time, values Kaspar and Benedix the collected tasks.
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The break is over. All meet in the plenary. The reviews are now "striking" is visible. In a mündlichen feedback process take the Participants to position their points and their observations and give managers a comprehensive feedback.
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The two trainers to control the process. Do you, by you too hard or too General Statements correct, long-winded statements on the point and the observations of the participants with their perception of the Supplement. Concrete and appreciatively.
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After this Self - judgment and judgment by others is the effectively achieved number of points regarding the Team developed tasks announced. The executives receive so also in terms of their Performance is a direct response (Hard Skills). The head of Department determines from the circles of the head of "his successor" and justified his choice.
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Two key issues that have arisen, "Delegation of tasks" and "the way Forward of Top-down information" , will be discussed and a 10 minute Theorieinput "Führungsessentials" added. Then, the next round begins, with new managers, new Teams and new challenges, etc
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Already a day after the two-day event
"meeting participants during the next 21 days on a regular basis, specially personalized electronic learning go21go. There are the Führungsdimensionen, based on those you already have in the feedback process were measured, are listed. Each Manager defines her own learning goals and gets from the other members of the group on the way to Achieving the objectives set support.
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The "Führungsessentials" are, of course, on the platform present and can be downloaded at any time. The level of achievement of the set learning objectives is measured and is graphically visible.
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A month since the event has passed. The participants meet for the Follow-up day. In the Morning of this day has each and every leader an individual Coaching (45‘) at which the previous individual learning process is reflected and the next personal development will be discussed. In the afternoon the whole group together in plenary and discuss under moderated guide 3-4 walkthrough "cases" , since the Start of the LEAD in-house to have happened.
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