Effective Meeting Culture:

Phase 1:
We interview the team leader and a few team members and ask what they are already doing well and what needs improvement

Phase 2:
One of our consultants shadows one of your meetings and gives you feedback on your performance

Phase 3:
There is a virtual team meeting to discuss and train improvement points and come up with action plans for the future.

Typical issues here are:
Meeting facilitation
Follow-up on action points
Clear agenda
Clear goals
Are the right people in the meeting?
How can relationships be maintained in a virtual world
Lower level of commitment in virtual meetings

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Effective Virtual Teams:

Phase 1:
We conduct assessment interviews with team leaders and team members.

Phase 2:
We feedback the assessments to your team

Phase 3: We conduct a virtual team coaching. Topics might be:
Trust in virtual teams
Efficient team processes
Appropriate tools
Commitment
Reliability
Intercultural issues
Meeting management
Preferred communication styles

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Effective Project Culture:

Phase 1:
We conduct assessment interviews with project team leaders and team members.

Phase 2:
We feedback the assessments to your project team

Phase 3:
We conduct a virtual project coaching.
Topics might be:
Project management in the virtual environment
Communication needs assessment
Optimal deployment of tools
Generating enthusiasm and commitment
Introduction to agile project management

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Effective Matrix Communication:

Phase 1:
We conduct assessment interviews with project relevant stakeholders

Phase 2:
We feedback the assessments to the relevant stakeholders

Phase 3:
We conduct a virtual global matrix training.

Topics might be:
Influencing across the matrix
Generating team spirit in dotted line situations
Building relationships
Clarifying and negotiating priorities

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Effective Collaboration Across Cultures:

Phase 1:
We conduct interviews with key persons involved in international projects, who have intensive contacts with colleagues and clients from different countries

Phase 2:
We report the outcomes to the key stakeholders and develop an action plan to enhance cross-cultural effectiveness of the employees involved in the project

Phase 3:
Possible actions:
Training and coaching on managing individuals from specific cultural backgrounds
Country and business culture briefings
Developing strategies to manage your international team

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Coaching And Mentoring:

Phase 1:
Assessment of existing coaching and mentoring programs

Phase 2:
We feedback the assessments to the relevant stakeholders and supply you with a project proposal

Phase 3:
Possible actions:
Installing a matching procedure for coaching and mentoring
Virtual training on coaching and mentoring over the phone
Installing evaluation that procedures for coaching and mentoring

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Boosting Sales:

Phase 1:
Interviews with junior and senior salespeople

Phase 2:
We feedback the interview results to relevant stakeholders and come up with a project proposal

Phase 3:
Possible actions:
Intensifying customer relationships
Installing a sales mentoring / coaching program (seniors coaching juniors)
Trainings on shadowing juniors and coaching them on their sales skills

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised


Effective Conflict Management:

Phase 1:
We conduct interviews with stakeholders in the organization

Phase 2:
We supply you with a training design and training proposal using your case studies and frequent conflict scenarios

Phase 3:
Possible topics:
Toward a culture of appreciation
Brainstorming instead of Blamestorming

Phase 4:
After two months, there is an evaluation on what has changed and what still needs to be done in the new action plan is devised