Professional skills
Only recognized concepts and management tools
We have made the choice that we do not want to offer all sorts of things within leadership development. Instead we focus, where we know that we are experts, and we only apply tools and concepts, which we know work in reality.
Thus we offer training and coaching within:
Assertive Communication
Assertive communication is the shortcut to reaching your objectives as a manager, employee, project-manager, negotiator etc. while maintaining positive and respectful relations.
Negotiation Technique
Negotiation is part of everyday life – prioritization, schedules and resources are just some of the things that virtually everyone negotiates on a daily basis
Coaching-/Question Technique
We see coaching as a leadership tool and thus a method, where the focus person receives help to open up for his/her potential and thereby maximizes his/her performance in the work life.
Change Management
Our concept to change management is elaborated together with Steen Hildebrandt and Søren Brandi and is theoretically based on John P. Kotter’s approach.
Conflict Management
Within conflict management you will learn to identify different types of conflicts – this is necessary to choose the right method to solving them.
Personal Effectiveness
You gain insight into your personal effectiveness as a leader within 12 jobrelated categories, and subsequently improvement areas are suggested along with procedures, for how you can increase your effectiveness.
Situational Leadership
The essence to the theory is that a leader in order to optimize the performance of an employee must be able to determine the employee’s competence in relation to the given task and adjust his/her leadership style hereto.
Difficult Conversations
The difficult conversation varies from person to person – so what you find difficult, might not necessarily be a challenge to others. When working with difficult conversations at our courses, you thus also work with your difficult conversation.
Good self- and human insight
If it is relevant, the training is combined with the use of a personal profile, which gives a good self- and people insight. Of course, we also only apply well-tested tools within this field such as The DiSC Personal Profile, Insights Discovery Personal Profile, MBTI and our own 360 degrees analysis, which consists of a questionnaire outlined to fit the objective of the particular training/coaching.
The methods make the difference
Except for The Influence Model, the tools listed above are offered by many of our colleagues within the business of leadership development. Thus, it is easy to draw the conclusion that the result should be the same, no matter who you do business with. However, we find the tools in themselves without value. It is the way, in which they are applied, which are crucial.
We are not saying that we are better or more clever than everyone else in the business, but we do believe that our methods are unique, and we definitely know that we do things our own way. The training and the direct, personal feedback creates a familiarity already at the course, which eases the tool transferral to daily worklife.
