BLENDED PROJECTS
Tailor-made pathways combining coaching, training and management development
Every organisation has its own challenges, its own people, its own culture.
That is why we do not start from a catalogue, but from listening: we build blended projects that integrate coaching, training and specialised tools in a targeted manner, depending on the company's objectives and context.
Projects may include:
- individual or group coaching sessions
- training workshops on soft skills and transversal competences
- training sessions on critical or real situations
- assessment to read potential and relational dynamics
- innovative tools, such as immersive reality or mindfulness protocols
- follow-ups to consolidate changes over time
Each course is tailor-made, with attention to the context, the managerial level involved and the organisational phase. The approach combines coaching and applied psychology, with a focus on well-being and the quality of professional relationships.
COURSES AND MODULES THAT CAN BE ACTIVATED
The courses in this section represent examples of modules already delivered. They do not constitute a catalogue offer, but are designed to be adapted and integrated into development projects designed with individual organisations.
Leadership, proactivity and effectiveness
“Madness is doing the same thing over and over again expecting different results"
(Albert Einstein)
Duration 2 days
In a market where change is increasingly becoming a 'constant', where horizons are blurring and redrawing, the figure of the leader becomes preponderant, the only one able to anticipate and cope with this scenario. There is no success without risk, it is fear that limits opportunities, managers who have allowed themselves to panic have failed. Having a proactive approach means being able to sense future trends and changes in order to plan appropriate actions in time.
Proactive leadership consists of the ability to anticipate future scenarios, problems, needs and changes by being able to convince and involve the entrusted resources in the achievement of the company's objectives.
A proactive figure is a person who knows how to operate without waiting for something to happen and who takes the initiative to achieve what is right and necessary.
The course aims to convey techniques and practical tools aimed at focusing on the concept of proactive leadership and its applicability in the corporate context.
Leadership: basic characteristics
- Managers and Leaders:
- reflections on role differences
- The origin of leadership
- emotions and fear
- Responsibilities of Leaders
- Nature, characteristics, fundamental skills
- Relationship between professional role and behaviour
Leadership and proactivity
- Frog leader or Bat leader, two strategies compared:reattività e proattività
- recognise patterns or process signals?
- The prerequisites of proactivity:
- difference between stimulus and interference
- The fundamentals of personal effectiveness:
- understand how to limit and reduce interference
- The dead end of interference:
- Deactivating and inhibiting self-fulfilling predictions
The Leader, the Mission and the Team
- From Vision to Action:
- seeing alternatives and not obstacles
- Establish the objective you want to achieve and share it with the team
- Define concretely the results you want to achieve and communicate them clearly
- Planning:
- The necessary means and tools to be used
- Recognising the main phenomena of group dynamics
- Performance and climate:
- understand one's own context
The leader at the helm
- The formula of personal effectiveness:
- awareness, choice and trust
- The technical and relational variables that enable performance:
- links between challenge and competence
- Understanding the 'inner dialogue' that conditions our behaviour.
- Neutralising Murphy's law "If something can go wrong, it will".
- Implement the best techniques against passive resistance
- avoid falling into the trap of reluctance
- The formula for personal effectiveness:
- build your action plan to be proactive every day
The way the course is structured involves two intensive days in which participants will experience the meaning of leadership through practical exercises, testing and analysis of their own style, individual and group work.
Executive Coaching Course
Development of leadership, personal and managerial skills.
Duration 4 months
Professional Coaching produces benefits on many levels: new insight into professional challenges, improved decision-making skills, enhanced interpersonal effectiveness and increased confidence and authority. Recent research also shows a measurable and significant impact on productivity, satisfaction and well-being at work, and on the achievement of specific professional results*.
The macro objective of executive coaching is the development of leadership, personal and managerial skills.
The specific objectives of each Pathway are individual and customised, defined between partners and coaches in a special session at the beginning of the Pathway and then declined into action plans.
* Source: ICF Global Coaching Client Study conducted independently by PricewaterhouseCoopers.
Milestones
- Individual analysis and assessment session, identification of pathway goals, coaching pact (3 hours in studio in Milan).
- Restitution session on the basic behavioural profile ("how I act") and the adapted behavioural style ("how I am perceived within the organisation"), motivational levers ("how I motivate myself" and "how I motivate the interlocutors") (2 hours in the studio in Milan)
- Handover of the Individual Profile Leadership Check TDI Success insights® dossier
- Discussion of areas of strength and improvement and comparison of gap between current and desired situation
- Coaching project and development plan required for desired results.
- 5 individual sessions of 1 hour, in a studio in Milan or via Skype. Each session opens with a check on the progress made since the previous step and concludes by identifying new strategies to be experimented on a daily basis; inside, the analysis of real cases, the declination of each target in action plans, moments of training and experimentation, one-to-one training if necessary to integrate contents of interest. Sessions are normally held fortnightly to allow the coaching partner to become active in person between sessions and to carry out the exercises and actions from time to time useful for the desired results.
- Follow-up session and skills tuning (2 hours in the studio in Milan)
The concluding session measures and celebrates the results on each set objective, identifies appropriate monitoring and verification moments and indicates further avenues for evolution and continuous improvement.
The course consists of 8 sessions spread over 4 months.
The Manager Coach
Tools from professional coaching at the service of business leaders
Duration 2 days
In lean, fast-changing and resource-measured organisations, it is crucial for managers to tap into the best potential of every employee and colleague. Technical implementation skills are no longer sufficient, but neither is the exercise of influence solely based on example.
What is needed instead is an assumption of responsibility for the growth of the team, which must be experienced as part of one's role. And it is necessary to acquire and exercise specialist skills: of interpersonal relations, human development and team leadership. Leader coaches therefore, capable of using the fundamentals of coaching and increasing their own and their people's performance.
The contents of this course are in line with the core competences of the International Coach Federation (ICF). The course aims to make the main tools borrowed from professional coaching available to participants in the service of leadership in the company.
Competences will be acquired for:
- set up an employee development plan that sees them responsible and active in their own change;
- conduct coaching interviews with the employee at different stages and stages of the journey;
- use professional coaching tools to improve one's daily management practice in relation to oneself, the team and the most effective collaboration towards results.
The course is structured in 3 modules: the first two - each lasting one day - are dedicated to learning the skills covered by the course and will end with the identification of an individual project work in which each participant will be engaged in translating the tested contents into his or her own professional practice.
The last module takes place approximately one month after the end of the previous ones and envisages for each participant a follow up session of individual coaching - by telephone or in person at the Milan headquarters - in order to review the results achieved, consolidate the learning and define the guidelines for the actions to follow.
The methodology adopted starts from the assumption that every training initiative must foster a developmental change that can be observed and verified once completed.
Each module will therefore be characterised by a highly active methodology, characterised by experiential teaching, role play and intense group activity. Reference to participants' specific practice and discussion of best practice cases and everyday reality will also be a constant feature of the classroom work.
The Executive Coaching session, lasting 1 hour and 30 minutes, will be held at the participant's choice by phone, via skype or in presence in Milan, and will be aligned in terms of methodology and ethical protection of the partner to the professional coaching standards of the International Coach Federation.
Contents:
- Visioning and goal setting processes
- Individual direction setting exercise and leadership fundamentals
- Abundance, deficits and empowering states
- Setting up and conducting the coaching interview: agenda, powerful questions, advanced listening skills and requirements, empowerment tools, "contract" and processes, use of feedback
- Coaching skills and practice with observer and feedback
- Individual project work.
The frontal lecture will be enriched with practical exercises on the main topics covered in order to enable participants to implement all the illustrated operational steps right from the start.
Emotional intelligence in the company
Training Course
Recognising, understanding and managing emotions
To understand what emotional intelligence is for, it is necessary to recognise the importance of emotions in our daily and working lives. From happiness to sadness, from fear to anger, each emotion has the ability to lead us in a specific direction and make us act accordingly.
Emotional intelligence is nothing other than an intelligence that comes from being aware of our emotions. It is that extra edge, that mix of behaviour, sensitivity, social skills that makes the best decisions and enables lasting interpersonal relationships. Self-awareness, self-control, emotion management, empathy and active listening are all skills that can be trained.
Doing so enables us to achieve many things: to advance in our professional development, to achieve high performance, to make more conscious decisions, to improve interpersonal relationship management and to develop a deep competence in working in relationships.
Objectives
- Maturing self-awareness to guide one's professional growth
- Train self-control to work more effectively and efficiently
- Develop empathic, active listening and mediation skills
- Deepen the skills needed to become an experienced leader
Being aware of one's own emotional experiences and maturing effective self-awareness:
- Emotional literacy: states, categories and scales
- Link between feelings, behaviour and performance
- Practical use and application of the 4-step emotional intelligence course
- Rooting of emotional awareness with exercise
- One's own strengths and weaknesses and self-confidence: self-assessment, feedback and evaluation The diary tool
- Self-awareness as a lever for one's own professional development
Knowing how to express and correctly channel one's emotions: improving self-management
- Mindfulness and Attentiveness: training mental attention
- Emotional triggers: working on impulses
- Managing emotions:
- Self-mastery and self-control
- Stress management
- Training on copying strategies
- Decision-making processes, basis of objectivity and reflective intelligence
Cultivating empathy: developing social awareness
- Empathy: a skill to be trained
- Identifying one's empathic and relational style
- Social skills: influence, communication, leadership, conflict management, collaboration
- Active listening: an assertive technique
- Receiving and processing the message: tuning in and understanding the interlocutor
- Responding with the certainty of having understood: advanced listening tools
Developing social intelligence: improving relationship management
- One's commitment
- Valuing self and others
- Effective leadership that develops deep relationships
- Mediation and negotiation techniques and skills
The course alternates between lectures, aimed at conveying content and stimulating reflection, and practical exercises that allow participants to experiment and consolidate new learning
Successfully leading, coordinating and managing employees
Being effective and motivating to get results
Duration 2 days
Managing one's employees successfully on a day-to-day basis is probably one of the greatest challenges of a manager.
These include the difficult management of teams often composed of elements that are heterogeneous in terms of background, age, and future expectations, both personal and work-related. This is a difficult test that must be faced with skill and expertise.
In order to act optimally and to succeed in enhancing the characteristics of each employee, using the correct levers in the different situations, it is necessary to know how to modulate one's management style according to the individual characteristics of each one.
The role and responsibilities
- Planning, organising, managing
- Leadership and management
- Effectiveness and efficiency
Management styles
- Consistency between the style of the Manager and the style of the Co-worker
- Practical and operational tools to apply the most suitable managerial style
The essential steps of the delegation process
- Awareness:
- our pros and cons towards delegation
- Defining and communicating quantitative and qualitative targets
The Monitoring Phase
- Provide and offer the monitoring phase
- Support to ensure the effectiveness and efficiency of employees' work
Motivate
- Motivating in a personalised way
- Simple and concrete actions to work in a positive climate
Evaluate and orientate
- Offering feed back to motivate and improve
- Managing sensitive situations and possible conflicts
- The boss as coach
Effective communication in support of the manager's role
- Manifest authority through one's communication style
- Earn esteem, trust and cooperation
- Diffuse responsibility-responsibility:
- the problem solving approach
- Abandoning the culture of alibis
The course is structured over two intensive days enriched with simulations, content and exercises that allow the participant to learn and test the in-depth content immediately.
Mindfulness applied to managerial excellence
Mental clarity and stress reduction to enhance leadership
Duration 2 days
We now have a whole generation of scientific research, dozens of studies, showing that mindfulness practices physically alter the brain and change the way it functions. In particular, the practice influences the activity and density of brain regions such as:
- The anterior cingulate cortex is responsible for self-control: resisting distractions, concentrating, avoiding impulsivity in order to work efficiently and make good decisions. Furthermore, this brain region is responsible for flexibility and makes it possible to apply correct problem solving strategies.
- The hippocampus, among others, is responsible for resilience and how one reacts to difficulties and challenges. Stress damages this region of the brain immediately, which is one of the reasons why it is necessary to pay close attention to its levels.
Mindfulness takes its cue from Eastern forms of meditation and brings to the West simple but powerful practices that allow one to regain control of thoughts, unconscious emotions and automatic behaviour. Practitioners gain clarity and concentration, reduce brooding and non-functional reactions, and benefit from productive work. Moreover, mindfulness is an excellent technique for stress reduction and long-term well-being.
How the mind works
- Exercise:
- Monkey Business Illusion
What Mindfulness is and what it trains
- Areas of application and scientific research evidence
- emotional management
- productivity
- stress modulation
- coping in adverse conditions
- relations with others
MBSR (Mindfulness Based Stress Reduction) protocol
Practice:
- fundamental constituents
- formal and informal training
Basic formal exercise:
- preliminary instructions
- guided execution
- plenary discussion
Mind makeover: training awareness
Body scan practice: preliminary instructions
METTA Practice for the well-being of relationships
Body awareness practice through movement
Open-field mindfulness practice: breath, sounds and thoughts
Self-assurance practice: the mountain
Each module ends with the Conclusion Quiz and assignments for the following week, with exercises, action plans and practice on audio guide.
Advanced practice: the 7 transformational processes
How to proceed: action plan and individual discussion
Like training a muscle, these practices require regular application, but they are especially recommended for leaders who have little time: when operating under pressure, it is indeed essential to have a clear mind.
The proposed techniques are designed to adapt to the life of managers, even in the context of very dense schedules, and are practicable at any time and place.The course is structured as a true workshop, with theoretical moments reduced to a minimum and maximum application focus, in order to allow experiential learning of the practices and train their progressive introduction into daily life.
The division into weekly modules of half a day each allows participants to be followed throughout the first month of introduction to the techniques. Precisely because of the strongly experiential characteristic of this training, the willingness to be active autonomously for the entire period is required, experimenting throughout the week on the tasks assigned from time to time.
Communication Techniques: Methods and tools to communicate effectively and efficiently
«Communication is not what we say, but what reaches others»
Thorsten Havener
Duration 2 days
Communication is essential. It is an important action that happens on a daily basis. In business, it is not only know-how that makes the difference, advanced communication skills enable one to interact and relate with others, gaining acceptance and attention. Communication is a skill that can be honed, refined and improved to enable us to have more effective and positive interpersonal relationships.
The objective of the training course is to transmit practical techniques and tools that can be easily applied to any business communication situation in order to be understood, facilitate sharing, and make interpersonal relations and relationships constructive by optimising the management of daily exchanges.
1. The structureThe power of communication:
- Analysis of the structure of one's Interpersonal communication:
- verbal: word choice and sentence construction
- paraverbal: tone, volume, voice....
- non-verbal: gestures, facial expressions, proxemics...
- Content and relationship:
- the close relationship between what and how
- the effects of incongruent communication
2. The possibilities
Communication styles: knowing to choose
- Recognising one's own communication style:
- degree of assertiveness, expression, manipulation
- DISC preference
- Knowing the key points of each style in order to use them wisely in different situations
- Identify the communication style of others in order to adapt communication
- Stages and management of the encounter with the other person.
3. Operations
Everyday communication in the company
- Adapting one's communication to the working environment
- Communication as an element of relationships
- Communicating and informing substantial differences
- Informational communication:
- sources and purposes
- flow management
- rules and strategies to facilitate the dissemination of information
- Interactive communication
- Pragmatic communication
- Feedback
4. Convincing and persuading
Influential communication techniques to facilitate understanding and consensus
- The requirements for effective communication
- The creation of common ground
- Using language appropriate to the interlocutor
- Positive value words
- Evocative language
- Metaphorical language
- Persuasive communication
- Communicating while avoiding misunderstandings, interpretations and inaccuracies
5. Understanding and sharing
Communicating by listening
- Empathy and active listening
- Receiving the message and listening:
- tuning in to the interlocutor in order to receive and 'register'
- Processing the message; putting oneself in the others' shoes:
- understanding the others' point of view and motivations
- Responding with the certainty of having understood:
- evolved listening tools
6. Individual improvement objectives
Quick win and action plan
- Self-analysis of progress
- Self-analysis of one's strengths and weaknesses
- Identification of actions to be implemented to achieve one's goals
- Personal development plan
The way the course is structured involves two intensive days enriched with simulations, content and exercises that allow the participant to immediately learn and test the in-depth content.
Resilience: the ability to be tenacious in pursuing high-profile goals
“It is not the strongest species that survives, nor the most intelligent, but the one most responsive to change.”
C. Darwin
Duration 2 days
If you look up the word resilience in the dictionary, you will find the following definition: Ability of a material to withstand impact without breaking. Resilience is the human ability to go through complex, dramatic or unpleasant events without being weakened by them and instead turn them to one's advantage.
Fierce competition, organisational changes, tiring relationships, pressure on time and results, apparent career setbacks... being resilient means adapting to possible future changes or existing changes, be they work-related or personal, having the skills to move forward and access new resources, coping positively with events and reorganising oneself, perhaps in a way unknown before the event.
The aim of the course is to educate and activate in participants the skills to be resilient managers and people:
- Developing the confidence and balance to handle oneself constructively even in difficult situations
- Knowing how to give the necessary support to oneself and one's colleagues
- Making a deliberate effort to make oneself physically and mentally healthier, clear-headed and efficient
- Demonstrating determination and perseverance in adversity while maintaining focus on the aspects of positivity and satisfaction
- Keeping stress factors under control in favour of sustainability, effectiveness and professional well-being.
What is resilience
- The concept of resilience
- Resilience as a resource:
- In business and personal life
- Stress Transformation:
- 7 qualities of resilient people
Understanding oneself
- VIA test® individual character strengths
- Perceived self-image:
- From Self-Esteem to Self Compassion, Kristin Neff's (Ph.D.) scale
- Self-direction:
- Identifying obstacles on an individual level, aligning talent, values and goals
- Experiential pathway:
- The labyrinth by Brian Draper
Me and resilience
- Visioning: putting events into perspective
- Change:
- Choosing the paradigm!
- Identifying and training your Copying skills: Classroom practice
- Navigating emotions and managing stress:
- Emotion profiles and quality cycles
- Empathy, rapport and models for improving relationships with others
- Resilient decision-making:
- A 7-step process
Buone pratiche per essere resilienti
- Creating one's own protection network
- Social contacts from a relational perspective
- The habit of not having habits
- Training oneself to change and to "change contexts
- Understanding the relationship between "risk factors" and "resilience factors
- Drawing boundaries so as not to succumb
- A powerful ally:
- Practising Mindfulness
The way the training course is structured involves two intensive days enriched with simulations, content and exercises that allow the participant to immediately learn and test the in-depth content.
Assertiveness
Constructive behaviours to establish effective relationships in the company
Duration 2 days
Assertive communication is the vehicle through which one can enhance one's thinking, express one's point of view, values and goals in a determined, balanced and respectful manner towards others. Assertive communication integrates social skills, emotions and rationality.
To improve one's assertiveness skills, it is necessary to act on several levels simultaneously: emotional, cognitive and behavioural.
Mastering one's emotionality means embarking on a path that allows one to make it explicit on a cognitive level and subsequently translate it into an assertive and effective communicative style, in which even 'knowing how to say no' by non-aggressively justifying one's position, represents a decisive step towards improving the quality of relations with the consequent positive impact on the company climate and productivity.
Recognising one's own style
- Identifying the characteristics of one's own behaviour
- Understand one's relationships with others
- Know one's own strengths and weaknesses
Types of behaviour
- Aggressive
- Passive
- Manipulative
- Assertive
Assertiveness for effective relationships
- Valuing one's own position while respecting the position of others
- Understand when assertiveness is useful and when to avoid it
- Making choices, taking decisions, explaining and sharing them
- Criticise in a positive manner
- Knowing how to say "no
The main stages of the assertive process:
- Recognition of one's own and others' emotions
- Communicating negative feelings through simple behaviour
- Containing one's own aggression and limiting passivity
- Knowing how to appreciate the interlocutor by contextualising the feeling in the social situation
The components of assertive behaviour:
- Self-esteem and self-image
- Communication skills
- Knowing how to respond to requests
- How to accept criticism
Conflict management:
- Fundamental qualities for conflict management
- Interpersonal conflict, intra-group and inter-group conflict
- The different ways of dealing with and managing conflict
- Mediation and management
- Emotional intelligence for conflict resolution
Assertiveness techniques:
- Overcoming difficulties and fears in showing displeasure
- Limit the asymmetry between verbal and non-verbal language
- Being specific
- Being empathic and sensitive
- Offer a solution
The way the course is structured involves two intensive days enriched with simulations, content and exercises that allow the participant to immediately learn and test the in-depth content.
No matter how high the performance each person can achieve with his or her work, the enterprise is a 'collective reality' and it is essential to learn how to work best with one's colleagues in order to achieve truly competitive business performance.
The ability to work in small teams and/or larger groups ensures that work is carried out in a joint effort, guaranteeing that each resource accomplishes its tasks with the best possible efficiency and on time.
The course takes participants through the tools that enable them to be a positive and stimulating 'teammate', starting with the useful work of developing the ability to communicate information rapidly within the team, moving on to techniques for finalising the group's commitment towards a concrete achievement of objectives, and going on to explore those behavioural techniques that enable moments of conflict and tension to be transformed into 'positive breakthroughs' that increase the synchrony and organisational effectiveness of the group itself.
Classification of teams
- Concept of a company as a team
- Teams:
- Functional
- Inter-functional
- Project teams: advantages and complexity
Acting in teams
- Differences between 'group' and 'team': the evolution of work
- Identifying the pitfalls of teamwork
- Recognising the potential and advantages of teamwork
- Logical structuring:
- Who
- What
- Method of task execution
- Timing
- Everyone's motivational map
Fundamental components of team working
- Explaining and sharing objectives
- Obligations and responsibilities of everyone for the achievement of a common result
- Learning to negotiate in the interest of all
- Problem solving techniques
- Development of creative thinking
- Decision making techniques
- Constructive confrontations
Dealing with disagreements and conflicts
- Methods and techniques for establishing productive relationships
- Communication
- Mediation
- Negotiation
- The importance of assertiveness in the team
- Managing emotions
- Knowing how to create the relational comfort zone
- Identifying activities to put into practice to avoid the problem recurring
- Trying to turn every conflict into a moment of growth and confrontation
Personal analysis phase
- Take stock of the situation
- Evaluation criteria and parameters
- Evaluation of the actual achievement of one's own objective
- Personal improvement programme
- Actions to be implemented
- Action plan for the future
The course is structured over two intensive days enriched with simulations, easily applicable content and exercises that turn the training course into a real 'advanced' gymnasium where each participant can apply and test what they have learnt.
Professional Coach
Basic professional competences for coaching activities
Duration 3 days
The course introduces the basic methodological elements of coaching according to the professional standards of the International Coach Federation (ICF).
The contents are in line with the standards set worldwide by the International Coach Federation, and cover the definition and practice of professional coaching, the key competences for the coach, the development of the coaching session, and the code of professional ethics.
Particular space is devoted to the specific issues and attentions required of those who exercise this role within an organisation.
Contents
- Basic methodology, scientific assumptions, ethics and professional standards
- Constituent elements of professional coaching according to ICF standards
- Exploratory and goal-oriented practice
- Session structure
- The Powerful Questions technique
- Practice and characteristics of advanced listening
- Tools and key competences - overview
- Path design.
The course is structured to foster an immediate experience of the skills to be applied within the framework of a rigorous methodology and ethical focus. Plenary sessions will be alternated with extensive individual practice in the role of Coach and in the role of Partner (or coachee) for each participant, with structured individual feedback.
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People travel to marvel at the mountains, the seas, the rivers, the stars; and they pass by themselves without marvelling
Sant'Agostino