Transformative Learning: products

1. Skill enhancement

Managerial skills

When:

There is a need to improve ability and skills in relation to a managerial role or people management
To redirect personnel towards new behaviours; to implement new ways of doing in a company; to sustain new organisational processes
To redirect personnel towards new behaviours
To implement new ways of doing in a company
To sustain new organisational processes
To overcome resistance to change

Method:

To develop managerial ability, the target members of your management team are placed in situations which allow them to explore how a certain “skill” is activated, as well as to identify the recurring thought processes which occur in such situations. Using these findings, we can then guide your team towards overcoming thought processes which may be preventing them from fully demonstrating their capabilities. Starting from the subject's “current status” (how they are using their skills at the present time), we help them to implement their “desired status” (how they should be putting their skills into action in order to be more efficient), drawing out the resources you need to move on from your old framework and generate a new one. Working on an individual's concrete experience within your business environment allows you to constantly draw parallels between what your team is learning from debriefings with their everyday professional activities.

The first step:
The Cultural Outdoors® is one of Hermes Consulting's most distinctive methods, a highly effective transformative learning process which helps to generate concrete change in managerial skills, and is extremely successful in change culture projects targeting manager populations (first or second level).

How:

Group sessions for 12 individuals, in a classroom or workshop (with the option to add pre-and post-classroom distance learning); team coaching for 5-6 individuals.

Some areas of intervention:

Driving strategies to success
Planning improvement
Managing teams
Being an innovation sponsor
Mobilising energy among colleagues
Manager-Coach
Motivation and performance
Complexity and flexibility
Managing multiculturalism (diversity)
A boss who communicates
Effective video communication

Behavioural skills

When:

There is a need for effective self-management when interacting and communicating with others

Method:

We use an inductive approach with a concrete focus on “know-how”, integrating experiences and messages which activate a strong energy and a motivation to try something new, overcoming fear and resistance among personnel. Through pre-engineered experiences selected on the basis of skills which generate specific behaviours, participants are guided through an in-depth analysis of their actions, followed by an explanation of the behaviours which could have been more effective in the same situation. Once this stage is complete, participants try to implement and verify the new behaviours. Each proposed activity is linked to the individual's professional experience, in order to reinforce “know-how”. All of this makes for a truly dynamic learning process: that is, an emotively involving process based on allowing personnel to experiment concretely with new and diverse behaviours.

How:

Group sessions for 12 individuals, in a classroom or workshop (with the option to add pre-and post-classroom distance learning); team coaching for 5-6 individuals.

Some areas of intervention:

Mind engineering
Assertiveness
Listening pathways
Effective interaction and guidance
Interacting with colleagues
Giving your ideas value
Self Leadership
Forming a Team
Creativity and innovation
Problem solving
Learning to learn


Business skills

When:

There is a need to enhance business skills; you need to implement training in order to manage a role or role switch; to learn new sales methods and tools for adjustment/continuous improvement

Method:

Participants are offered a sales approach model and encouraged to adopt that model through the training process. In other terms, the content, the purpose of the training, is “sold” to the participants (clients), covering the fundamental phases of the sales interview. All of this inductively facilities the learning of the model because it allows participants to test and verify its usefulness for themselves.

How:

Group sessions for 12 individuals, in a classroom or workshop (with the option to add pre-and post-classroom distance learning); team coaching for 5-6 individuals.

Some areas of intervention:

Business management

Developing and managing your sales network
Conducting business meetings
Business coaching

Regional management - Agents

Strategic management of client portfolios
After-sales management for stores
Sales techniques
Harmonious sales
Coaching your sellers

Consultants - Dealers

How to sell more and sell better
After-sales and service management
Efficient store management
The sales process and business negotiations
One client per day


2. Coaching

When:

Coaching is put in place whenever there is a need to increase an individual's business performance, guiding that individual in achieving development objectives agreed with your company: from acquiring new skills to implementing new behaviours intended to improve performance.

Method:

Coaching is a tool which, through a completely customised training process, supports individuals in their professional development, guiding them in defining and pursuing their own improvement journey in line with corporate objectives. The structure: establishment of a development plan with identification of objectives to be achieved; supporting discussions; final verification.

How:

individual interventions, comprising around 7 development discussions