Manager Training

An initial meeting between the coach and the decision-makers (HR, top management, or direct manager) to:

• Introduce the coach: background, training, experience, and training philosophy
• Understand the organization’s context and the stakeholders’ vision of the situation (specific challenges, expectations, environment)

A one-on-one session between the manager and the coach to:

• Assess behavioral skills, strengths, and development areas
• Confirm mutual interest in working together
• Define the key development priorities
• Validate the choice of training module(s)

Training modules are selected based on the manager's priorities and can be complemented by coaching sessions. Example modules include:

• Strengthening Emotional Intelligence
• Building Assertiveness
• Influence Tactics
• Managing Stress and Taking Risks
• Problem Solving
• Organizing and Leading Effectively
• Delegating and Empowering
• Situational Leadership
• Embracing Collective Intelligence
• Introduction to Cross-functional Management
• Becoming an Agile Manager
• ...

Starting with the diagnostic interview, the manager begins to complete their Development Guide. During the first training module, they add actionable steps to implement.

This phase is all about experimentation and real-life application of what was discussed during training.

Managers alternate between training modules and homework to accelerate the transition from theory to practice.

A final session bringing together the decision-makers, coach, and manager to:

• Review the overall training experience and progress
• Share feedback and summarize learnings
• Discuss long-term integration of key takeaways into the manager’s role