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AUTHENTIC LEADERSHIP

Authentic leaders have integrity. Many people can lead, but only authentic leaders can do so with the values, morals, and integrity of a strong character.

This program tackles this subject in a new way. It clarifies and reinforces the part of the person responsible for leadership within the inner self and ensures immediate impact and lasting, positive change.

Training and individual development sessions are designed according to your specific needs and provide leaders with a clear action plan that they will apply from day one. 

TEAM EVOLUTION

Team Evolution programs are in-depth work with your teams to move to high-performing cohesion. 

During this training as a team, participants become aware of the strengths of their individual contributions to develop deeper coherence and make the team stronger than the individual. 

 

Common values and objectives are developed, which are contextualized with the participants' own values. The result is a conscious commitment to the team's tasks and objectives. 

ANALYSIS

 

Each program or intervention begins with an analysis of the current situation. This analysis happens as an individual face-to-face interview with the team manager, using a systemic analysis method. During a two-hour session, complex relationships within the team are becoming visible, which the manager is probably not aware of today. This results in a concrete starting situation that can also be reassessed later. This individual preparation can also be extended to all team members. 

 

 
NAME

AUTHENTIC LEADERSHIP

Engaging in authentic leadership helps to inspire and communicate messages in a sustainable and authentic way, to build credibility and trust. It revolves around a single goal: to be oneself.  This may sound simple, but some people believe that they should adopt a specific behavior at work, which sometimes does not lead to the best results. When leaders act like someone they are not, they risk losing the respect of their employees.

What is this program?

  • Systemic approach in a group to substantially improve the leadership capabilities of individual participants

  • Leaders reach a significantly higher level of leading with authenticity and natural authority

  • Held in 2 or 3 consecutive days for a group of maximum 15 leaders (no minimum group size)

  • Available in English, French, and German

Who is this program for?

  • Established leaders who want to improve from "within" instead of just learning a bunch of new skills

  • Young leadership talents who want to start with an authentic and impactful leadership style right from the start

  • Organizations who want to move away from pure skills-based leadership training towards genuine sustainable behavior change

Results

  1. A clear action plan applied from day 1

  2. The authentic self of each individual is well-defined and starts to act from "within"

  3. Individual talents, strengths, and additional personal resources are mobilized

  4. Internal blockages, obstacles or fears are dismantled

  5. Charisma, courage, and capability of leading change is activated

  6. Communication and presentation skills are brought to the next level

 

Description & Rationale

Authentic leadership means taking responsibility for oneself, and doing and saying what you sincerely believe. To be authentic, you really have to be yourself – but you can’t just switch on that mindset on your way to the office.

Authentic leaders are usually the first to embrace change and set an example for others. They are visionaries who go against the flow to do what is best for their organization because it is really in their hearts.

Authentic leaders have integrity. Many people can lead, but only authentic leaders can do so with the values, morals and integrity of a strong character. Employees know and feel this strong character and are attracted to it. They trust these leaders, respect them and adhere more naturally to change.

Authentic leadership begins with self-awareness. My program tackles this subject in a new way. It clarifies and reinforces the part of us responsible for leadership, within the inner self. Internal blockages, obstacles or fears are recognized and addressed by the participant and the available resources are gathered and aligned. By reframing obstructive past experiences, a promising path forward takes shape.

In addition, subconscious dynamics are also addressed and integrated. In this context, leadership is understood primarily as autonomous leadership, since it results in an authentic and natural leadership style, which does not first have to be laboriously "learned". It is about taking what is already there, inside each individual, and making it visible to that person so that they can see and experience it.

 

TEAM EVOLUTION

 

Cohesive teams have an attitude of “we-ness”. It is this interpersonal bond that causes members to participate readily and remain motivated to accomplish the set goals. The objective of team evolution is to strengthen the dynamics within the team itself, in order to achieve a quantum leap in motivation and performance.

What is this program?

  • Systemic approach as a group to strengthen collaboration to achieve better results as a team

  • A combination of individual introspective exercises, team reflections, and interactive elements

  • Held in 2 or 3 consecutive days for a group of maximum 18 team members (no minimum group size)

  • Available in English, French, and German

Who is this program for?

  • Teams who want to improve from "within" instead of just learning a bunch of new skills

  • Teams who want to develop deeper coherence and make the team stronger than the sum of the individuals. 

Results

  1. A thorough understanding of the team's mechanism and the interactions between its members

  2. A climate of trust, openness, creativity, and motivation

  3. Common values and objectives in context with the individual participants' own values

  4. A conscious commitment to the team's tasks and objectives

  5. Clarified roles and mitigated conflicts

Description & Rationale

Each team program starts with an analysis of the current situation. This analysis of the situation is conducted in two parts:

  1. An individual face-to-face interview with the team lead, using a systemic analysis method. During a two-hour session with the team lead, complex relationships within the team are becoming visible, which the manager is probably not aware of today. This results in a concrete baseline situation that can also be reassessed later.

  2. An analysis of the team's current mindset. This is a questionnaire to be completed anonymously by each team member including the team lead one week before the start of the program.

 

Team evolution takes place over two consecutive days, focusing on the development of a common purpose and relationships between team members. The program comprises a combination of individual introspective exercises, team reflections and interactive elements.

 

Shaping sustainable high-performing teams requires the improvement of relationships. The goal is that all team members want and can work in a climate of trust, openness, creativity, and motivation.

 

It is only when the relational level is good for all that the group can be more than the sum of its individuals. Rather than burning mental energy in egocentrism, personal conflicts, or on hierarchy issues, the attention needs to be focused on common strengths and results orientation.

 

During the team evolution program, participants will become aware of the strengths of their individual contributions to develop deeper coherence. Common values and objectives are being developed, and then contextualized with the participants' own values.

 

The result is a conscious commitment to the team's tasks and objectives. Roles are being clarified, and conflicts can be resolved or at least mitigated.

The program comprises a combination of individual introspective exercises, team reflections, and interactive elements.

 

The overall goal is to gain a thorough understanding of the team's dynamics and the interactions between its members. This is not about fundamentally changing the roles of individuals, but about increasing their capacity for integration and motivation.

© 2019 Ulrike Seminati, Zurich, Switzerland