Development

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  1. Coaching e Counseling

    what is it?

    It’s always people who make the difference. However, the difference can only emerge if you work with people in an original way.

    Excellence cannot be achieved without putting people’s distinctive qualities to good use and investing time on them in a personalized and original way.

    That’s why coaching and counseling in companies makes sense.

     

    how we work

    The strongly personalized nature of coaching activities accelerates learning processes and individual performance improvements.

    For this reason, times, objectives and strategies are agreed on and chosen on the basis of the personal and professional demands of the coachee. In this way, we can expect the best possible results with the lowest degree of strategic and organizational effort. The coachee, on the other hand, must be motivated and ready to put in a great deal of effort, as he/she will be spurred on by the personal coach.

     

    who’s it for?

    • Key figures in the company who need specific support to reach ambitious goals.
    • Company professionals in critical positions who need additional support in particularly complex moments of company life.
    • People who are passing from one role to another.
    • Employees who are considered “high-potential” by the company.

     

  2. Development centre

    what is it? 

    Development Centre is a way to gauge an individual’s development potential, by directly involving him/her in a process of auto and hetero-evaluation.

     

    what’s it for?

    This type of approach leads to a diagnosis of the skill level of the target profile, at the moment of evaluation. It can also, and most importantly, tell us the margin of predicted development for future growth.

     

    our approach

    We are absolutely positive that responsibilizing people with regard to their personal development is the best place to start when launching effective improvement processes. This is why we integrate evaluation and development.The process is therefore structured around progressively reaching greater self-awareness, which proves to be an essential means of individual learning.

     

    empowerment workshop

    The Empowerment Workshop simulates a business situation in which participants and trainers are called upon to take on specific and interfunctional managerial roles to handle a company project.
    The consultants conduct activities in the training-room, assign tasks and verify their fulfilment. They support the participants in the process of training, auto-diagnosis and improvement.
    The debriefing following the tasks considers both the qualitative outcome of the tasks and the ways in which the group attained its results.

    Empowerment Workshop is a flexible methodological approach which integrates evaluation and development. Each intervention is composed on the basis of the company’s needs and the goals it aims to achieve.

     

  3. Balance of skills

    what is it?

    The Balance of skills is a method which is still seldom used in Italian companies, with the exception of Public Institutions working in Employment Policy.

    The tool, which originated in France in 1984, initially developed as a Public Service reserved for those (in employment and not) wishing to reflect on building a personal professional project.

    In 1993, a law granted every worker the right to a personal Balance of skills. It is therefore a company’s duty to provide this service if it is requested.

    What can initially seem a cost or a burden to the company is actually of great value, as it stimulates employee pro-activeness and boosts commitment.

     

    objectives

    The Balance of skills has progressively entered organizations with the goal of accompanying people as they draw up their professional project.

    In Italy, it is one of the initiatives of Business Social Responsibility to guarantee people employability.

    The social goal of the Balance of skills is to prevent skills obsolescence, encouraging direct employee participation thanks to a realistic orientation to the jobs market.

     

    approach

    The Balance of skills can be performed individually or in groups.

    For the individual, the process develops over three stages:

    • Individual meetings over 2/3 months
    • Exploring company reality
    • Drawing up a professional project, bringing the course to a close.

    The aim of the group work is to develop “Self-entrepreneurship”.

    The fundamental objective is to widen our role responsibilities through initiatives which combine our personal development and the development of our work unit.

     

    who’s it for?

    All those who wish to reflect on their personal professional project.

     

  4. Team Coaching

    what is it?

    Team Coaching is personalized guidance offered to real-life groups which must fulfil various types of company objectives and require support to handle the work process.

     

    what’s it for? 

    The support offered in Team Coaching can concern:

    • The group and its dynamics.
    • Decision making and managing conflict in the presence of diverging objectives.
    • Processes which are to be implemented.

     

    who’s it for? 

    Managing boards, task forces, permanent or temporary work groups, project groups.

     

  5. Travelling talents

    what is it?

    In our cultural tradition, travelling represents an opportunity for the individual to grow: it represents a transition, ritualized and symbolic, towards adulthood. It also broadens our horizons and opens up new perspectives on the world.

    Nowadays too, when we succeed in avoiding the patterns of mass tourism, travelling represents the adventure of encountering the Other. It is, in fact, while we travel that we meet people who are alien to our world and we experience unfamiliar and unforeseen situations. In this way, traveling turns into the domain of the possible, of the relative and of discovery.

     

    what’s it for? 

    The idea behind Travelling Talents is to set talents’ sights on managerial responsibilities, which in organizational contexts nowadays are difficultly grouped under precise coordinates and contents, and give them a taste of the responsibilities linked to organizational development.

     

    methods

    We choose to support the talents in their development by using travel in the dimension of empowerment.

    To apply the method of empowerment to travel means to have the ability to lead people in experimenting with real-life situations, in which each person can practice or activate their resources for personal and professional development.

    In other words, this means inserting people into unfamiliar contexts in order to:

     

     

    • stimulate the use of personal and organizational/environmental resources which are rarely required in everyday life;
    • encourage the use of the available resources, combining them in new ways.

     

  6. Workshop of personal development

    what is it?

    The entirely subjective dimension which characterizes the topic of courage makes it difficult to approach, as it often escapes categorization and definition.

    For this reason, the goal we suggest for this workshop is to explore and welcome insight on the different forms of courage, their dynamics and the effects which they produce, so as to foster a conscious process of contamination, useful for both company and individual.

     

    what’s it for?

    Approaching the topic of courage means working on the development of both the individual and the company. In particular the intervention should: 

    • Support the individuals as they explore different types of courage; increase awareness of their personal models to pinpoint those resources which can be used to acquire new forms of courage.
    • Create a shared language on what courage means for the company and determine how to express personal forms of courage in a way which is coherent with what it means for the company.

     

    methods

    The workshop includes teaching activities and work sessions which allow participants to thoroughly explore different types of courage, through:

    • Theoretic contributions which aim to provide concepts and reference models;
    • Discussions guided by film clips and similar sources;
    • Narration and analysis of experiences;
    • Practical exercises.

    “Judge a man by his questions rather than by his answers- Voltaire

     

    what is it? 

    For years now, international companies have been working on corporate and market communication processes, and even more on the behaviours and the relations between professional figures which determine the success of the company itself.

    Yet the impression which often strikes us when we walk though many a company’s door is that, even with the good faith of all involved, it is still very difficult to understand one another in a quick and efficient manner. Generally, the reasons behind this difficulty can be summarised in three points:

    • human behaviour is not always predictable and the mind does not always use sequential logics in reacting to situations;
    • not all companies have a deep-set tradition of clear and transparent communication or the habit of openly exchanging opinions regarding relational experiences;
    • corporate training programmes often use a cognitive approach which, though they may be understood, are not necessarily always assimilated and applied.

    Hence, our experience teaches us what makes the difference, that is:

    • paying more attention to concrete processes of specific skills practice;
    • carrying out in-depth informative sessions and trainings entirely dedicated to single behavioural skills.

    In light of this, Questioning is both a workshop and a workout exercise dedicated to using questions.

     

    what’s it for?

    Questioning is a workshop for corporate or inter-corporate groups which trains our skills of question-asking (both to ourselves and others), in terms of:

    • efficiency: knowing how to ask the right question in the shortest time possible;
    • opinion exchange: using questions to amplify our perception map and that of others;
    • problem solving: knowing how to discover decisive and innovative scenarios when facing company problems;
    • negotiation: knowing how to influence in a direct and honest way by asking the right questions to shed light on the objectives of the different parties.

     

    methods

    The intervention is structured in training modules for groups of 8-10 people, and can be personalized on the basis of specific demands.

    what is it?

    The business plan and its implementation are born from the strong connection of the person with his motivation and confidence in both their resources and in the organization’s resources.

    The principle behind this workshop is to make people responsible through the focus on the professional actions that will satisfy their professional reasons supporting the participants in a renewal process of their subjective relationship with the company.

    In other words, it’s about stimulating the participants to a re-reading of the relationship between themselves and the company and encouraging their pro-individual activity.

     

    objectives

    The workshop aims to develop self-awareness of your motivational resources and strengthen them in the definition of a professional and satisfying project reinforcing individual responsibility in understanding your business environment.

    • Understand the role of individual responsibility in well-living in the company.
    • Analyze the subjective interpretations of your role in the company.
    • Identify personal and professional resources helpful in achieving your professional project.
    • Deepening the auto and hetero perception.
    • Obtain organizational resources helpful in achieving your professional project.
    • Explore constraints for activating your project.
    • Acquire tools to be pro-active.

     

    our approach

    The methodological approach is focused on the exploration of motivational resources of the person and the relationship with her company.

    The methodology is mainly interactive and aims to use the group as a resource to develop access to new interpretative possibilities.