With clear time and stress management to success!

The demands in the profession are getting higher and higher. Too many emails, one appointment chases the other and the phone keeps ringing. Are you also under pressure and have the feeling that your time is running out? Are you wondering how you can recognize the essentials, coordinate and prioritize your varied tasks, keep track of things and achieve your goals?

Efficiency through clear formulation

Executives are particularly at risk of “suffocating their work”, whether they have no clear goals and priorities or are torn between the demands of work and family life. Here, a clear value base and a life vision geared to it help to develop valuable goals and ultimately be more effective.

Your way to the goal!

You can work out the process of your reorientation on the basis of the answers to the following questions:

1. What are my personal and professional values?
2. What vision for my life is derived from these values?
3. What goals result from this?

Your personal betting box against “postponeritis”:

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

• I start
• I’m changing my attitude
• I work in small time units
• I applaud myself
• I apply the salami tactics (“slices” of preparation)
• I take advice
• I set a work start date
• I work under the motto “lust before frustration”
• I strengthen my self-confidence
• I make a list of my tasks
• I set priorities
• I delegate
• I eliminate disruptive factors
• I say no
• I redefine goals
• I change decisions
• I control my goals

Our offer to you

Our Workshop “Time and Self Management” 

• shows you the causes and consequences of stress and how you can learn how to deal with it properly
• lets you recognize your personal stress patterns
• helps you to set clear and correct priorities and to use working time techniques in a meaningful way
• shows you the individual steps to personal time sovereignty and effectiveness
• helps you with personal self-management in everyday life
• offers you ways to maintain new skills

A sense of achievement, more energy, new freedom

The learned strategies for a holistic way of life as well as helpful principles and laws enable you to establish an efficient and effective way of working.

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!

Did you know that 84 percent of all lectures are considered boring and 97 percent need improvement? No wonder, then, that many listeners switch off and long for the end!

If a meeting or presentation is scheduled in the department, the first thought for many is “wasting time…”. Often the moderator is not sufficiently prepared and does not get to the point or the argumentation is not convincing.

If you are in the role of the moderator yourself, you will notice how difficult it is to convince critical listeners.

To infect, inspire and convince others – this ability is essential for personal success.

How to attract critical audiences

“Step on your feet, speak up, finish soon!” (Martin Luther)

Prepare well for these points:

1. What is my topic? (What do I want to say?)
2. What is my goal? (convince, inform, motivate, appeal,…)
3. Who is my audience? (Level of knowledge, interests, age…)
4. Compilation of the material and preparation of the presentation material
5. Conclusion (conclusion and end)

Use the drama formula of Aristotle

Prepare well for these points:

• I. Attract attention, e.g. by making a provocative statement at the beginning, by asking questions to the audience or by making a topical reference. Also anecdotes, jokes or even purposefully built-in speech breaks keep the listeners at the bar.
• II. Call topic, so that your listeners can adjust to it. Don’t take the subject too broadly and don’t digress.
• III. Address feelings and arouse the imagination. Illustrate with pictures and metaphors. Use personal examples and comparisons. Exaggerations and rhetorical questions are also helpful stylistic devices.
• IV. Addressing the mind through numbers, data, and facts.

Whoever convinces the world rules it.
– Thomas Carlyle

Our offer to you

In the workshop “Arguing confidently and convincingly” you will learn to really arouse the interest of your audience and win them over to your cause. Through role plays and their evaluation, you will become aware of the effect of your individual language and body language. Increase your presentation success effectively through a better, self-confident appearance.

Learning is like rowing against the stream. If you stop, you drift back.

Sunday afternoon. Peter Hoffmann, manager of an international company, packs his suitcase. His flight to Tokyo, an international business meeting, leaves in just four hours. 100 unread e-mails are waiting, his superior is hanging in the line and his presentation is not yet finished. Family and leisure have been neglected for years anyway. Many managers – not only those at the top – have this everyday life.

How is there still time for further education? That’s impossible, isn’t it?
Wrong thought! The solution – online training’s!

E-Learning is more than just a trend. It is the future!

Whether on the couch at home, in the office or on the airplane. Online training’s offer a new, flexible form of further education, according to your wishes!

5 reasons why online training’s improve the further education of your employees!

1. Both “mass training’s” (unlimited number of participants) and individual training’s are possible.
2. Flexibility and adaptability according to the availability of the course participants (time and place).
3. Individualization according to the competences and defined learning goals.
4. Savings in indirect costs associated with classroom training (travel, accommodation, etc.) and reduced logistics (room rental, cancellation costs, etc.).
5. Both the work results and training documents that can be updated in the long term are made available.

Our offer to you

Our presence seminars can all also be booked online. Depending on the topic and group you can:

Combine online modules and classroom seminars, relocate your own and group work to virtual rooms and thus reduce attendance time, or
to have the complete seminar take place online as a webinar, with all methods that lead to success (individual work, group work, lecture, presentations, discussions, etc.)

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 –

Mental blockages – how to recognize and dissolve them

Mental patterns

Man is a creature of habit. This applies to daily routines in professional and private life as well as to our thinking. Habitually we think in certain ways. Our experiences and experiences have shaped patterns of interpretation with the help of which we interpret events. Mental patterns are habits of thinking and these, in turn, trigger a certain behavior: If I have positive thoughts about a person or situation, I behave differently than if my thinking is more negative or critical. Also in groups, departments and whole organizations collective patterns develop, which convey the message: “This is how it works here…”.

Thinking controls behavior

So behavior is always the result of the inner attitude. Sustainable changes in behavior can only be achieved by changing mental patterns. Behavioral conditioning in the form of reward and punishment systems regularly fail due to already pronounced thinking habits. On the other hand, a change in thinking and attitude always leads to a change in behavior.

Mental Blockades

Some thought patterns are so firmly established that an alternative thought model exceeds the imagination. The questioning of the previous point of view alone is perceived as so threatening that it cannot be considered in principle. Mental blockades trigger blocking behavior: Depending on the situation and environment, this can include retreat, sabotage, passivity, defamation and much more.

Reducing Certainty to Overcome Mental Blockades 

In order to overcome mental blockades, it is essential to stimulate the imagination, i.e. to develop imagination and learn to think beyond existing frameworks.

All instruments of organizational development for overcoming mental blockades in organizations, therefore, have one thing in common: a deliberate irritation of thinking arises, a confusion about previous thought patterns. Exactly this confusion is necessary in order to reduce the certainty of one’s own patterns of thinking and interpretation and thus to trigger the inner motive for the self-renewal of thinking as a motive for learning. The stimulation of the imagination provides the necessary inspiration that is urgently needed for the renewal of thinking.

“Conflicts are positive!”, “I like to face any conflict!”

Such statements are rarely heard! Most people do not like conflicts and shy away from them, even out of fear of the possible consequences! 

Conflicts are part of everyday professional life

The cooperation with superiors, employees, colleagues and even customers rarely runs completely smoothly.
Differences of opinion and moods often clash, leading to a conflict.

Conflicts only become a real problem when they are denied, when those involved resign and withdraw, or when compromises are made that they cannot support. To insist on one’s point of view or to feel right without self-criticism also causes conflicts to escalate.

Grow beyond yourself!

…and use conflicts as an opportunity for further development! The following formula applies

 Acceptance + Confrontation = Development
 
If there is no confrontation in conflicts, the causer has no chance of being able to adapt his behavior. Through confrontation, escalations can be avoided, successful arguments can be conducted and friction losses in everyday life can be reduced. A positive culture of conflict is inevitable: Separate the relationship level from the factual level In this way you create the basis for appreciative relationships and find solutions that do justice to all participants! 

12 tips for solving problems in a nutshell

With the targeted use of these communication techniques, you will achieve a win-win situation!
 
1. Talk about yourself, not about the others
Always explain problems from your personal point of view. This way, you avoid stepping on the necktie of your conversation partner and at the same time increase your own powers of persuasion.

2. Always have several alternatives available
Leave the selection of the most promising alternatives open and, depending on the course of the conversation, decide at a later point in time on the best alternative.
 
3. Let your face be saved
Make suggestions in a way that is acceptable to the other. This is usually not about the facts, but about how you formulate the proposals.

4. Surprise the other
Go directly to your opponent instead of just talking to him at the conference table. This signals that you want to be a real partner.

5. Separating problems and people
Concentrate solely on the matter, regardless of whether your conversation partner is particularly sympathetic or unsympathetic to you.

6. First the problem, then the solution
Never make demands without first identifying the underlying problem. This way, you only provoke counterarguments.
 
7. Set no limits
Never say to yourself “this far and no further.” By drawing this line, you often prevent a solution, because you cannot use the information you receive during the conversation.

8. Putting yourself in the position of the other person
You don’t have to accept this view of your interlocutor, but the mere realization that he disagrees with you helps you a lot.

9. Do not give in under pressure
If the other side is not prepared to talk about principles and give in in any way, there is no basis for discussion.

10. Not to retaliate the same with the same
Allow the person you are talking to to to spray up once in a while. The best strategy for you is to listen calmly. After that, the discussion will certainly become much more objective.
 
11. Never stubbornly insist on positions
The more you haggle over positions, the more you cement your posture. It will be very difficult for you to give up a stubbornly defended position later on. Concentrate on asserting your interests. There are several ways to do this. In the course of the conversation, you will recognize which one leads to the goal.

12. Attempts at intimidation only harden the situation 
Instead, try to list possible consequences together with the other side and find common solutions or alternatives. This way, you take your opponent to task and have already won half of the game.