Problems with trainees at the beginning are not uncommon!

• Late sleepers who stroll into the company too late.
• Jokers who pat the boss on the shoulder like buddies.
• Trainees who see themselves more as individuals and less as part of a team.
• Uncertainty – how do I assert myself?
• Conflict avoidance, may I openly address a problem?

New people, new environment, new daily routine, new rules – the transition from school to working life is always a big challenge.

Optimal pole position for the career start!

At the beginning, your trainees have to answer many questions for themselves:

• Why am I here?
• What is my role as an apprentice?
• Which values are important in the company?
• Which skills and strengths do I have and how can I recognize and use them?

With our workshop series especially for trainees, you give your trainees the necessary support to find their way in their new environment and at the same time take them on responsibility from the very beginning!

We offer the following proven topics as individual workshops or as a series of modules:

• learning techniques
• team training
• manners
• fit for your own money
• conflict management
• presentation techniques

Loyalty desired?

In times of a shortage of skilled workers, your investment in the personal development and social competence of your trainees will pay off:

You strengthen their identification and long-term commitment to your company. This not only reduces the dropout rate but also ensures that your trainees are motivated to work and show a high level of commitment.

Would you like an offer with a detailed workshop description – please contact us!

If you want to be happy, you need courage!

• Courage to change
• Courage to build new bridges
• Courage to leave old paths
• Courage to break new ground

EVERYTHING is in flux, nothing stands still…
…and often you feel carried away by the vortex of change. If change processes in companies are accompanied by wrongly or not at all, not only employees but also managers can feel as if they are up to their neck in the water.

But that doesn’t have to be the case! Change processes are lived dynamic processes. The challenge is to structure them and approach them systematically.

Because one thing is clear: 
Systematic change management achieves more change goals!

4 tips for the success of your change process

1. Change needs wanting
   Willingness to change is the key to success;
   no change without the will of the managers and employees.
   Make yourself and your employees aware of the opportunities arising from change and clarify the consequences of standstill:
   No change = no further development = no competitiveness
2. Dealing with resistance
   Every process of change generates resistance, especially when the object of change has identity-creating significance for those affected.
   Take the fears and concerns of your employees seriously and ask questions. If fears are not addressed and expressed, they block further development.
3. Attention to the phases in change management
   Change processes go through different phases. Change is not possible without prior destabilization of a system. Skipping or shortening individual phases leads to internal and external resistance and thus ultimately prolongs the process.
4. Competence of the Change Guide
   Change processes often trigger strong emotional reactions among those affected. The change manager should therefore know and be able to handle psychological processes as well as have good project management skills.

Because: Everyone gets the employees they deserve!

There are good reasons to talk to employees, such as praise and recognition. However, there are also less pleasant occasions, such as misconduct on the part of the employee or operational changes that affect the employee’s working relationship.

No matter whether it is a problem solution, bad news or criticism. Even for “old hands” it is an unavoidable challenge to conduct staff appraisals correctly. The characteristic feature of a good manager is the ability to communicate respectfully and effectively at the same time, especially in difficult conversations. But how do you find the perfect balance?

Why employee appraisals fail

Avoiding mistakes is not always successful. However, it is crucial to become aware of the situation and the possible mistakes and to question oneself again and again.

Because when a manager:

• not listening attentively
• under time pressure the conversation is conducted
• is biased
• searches for fast patent solutions
• unstructured into the conversation goes
• done other things on the side

the employee interview is doomed to failure. Treat your employee as you would like to be treated.

This is how it works: Tips for effective communication

• Be clear in advance about what you want to communicate
• Develop a clear concept of your thoughts and feelings
• “Words themselves have no meaning, but people attribute them one” – be clear whether the words and actions used to mean the same to the recipient as they do to you
• Pay your full attention to your counterpart
• Listen actively – i.e. encourage through feedback, do not interrupt the interviewer, avoid “filter effects”, pay attention to the thoughts and feelings behind the words
• Try to reproduce the words and behaviors of the sender to make sure that you have understood them correctly

“If you don’t know where you’re going,
doesn’t have to wonder,
when he arrives somewhere else.”
– after Robert F. Mager –