Industrial, commercial, and administrative organisations all create work and social environments in which human relationships matter tremendously for success and well-being – within teams, departments and units as well as with partners and customers.
Managing workplace relationships effectively is an essential skill, especially for managers and team leaders. It falls under their responsibility to influence positively the quality of the social environment, which in turn affects the results of work.
Relationship skills and socio-emotional intelligence are imperatives today. Methods and techniques help to develop these skills. This training provides the tools needed to do this and focuses on crucial conversations also. Meaningful work conversations provide an opportunity to share thoughts, opinions and feelings in order to build strong and authentic professional relationships.
- The social sphere at work
- Temperament types, characters, personalities, and behaviour
- Typical challenges in professional relationships
- Self-study at work
- Decision, direction, and strategy for excellent relationships at work
- Examples and analyses of difficult relationships
- Defusing the potential for conflict
- Examples and analyses of open, effective and constructive relationships
- Crucial conversations in interviews and relationships at work
- Importance of vocabulary and tone
- Body language
- Application of the methods in pairs, in teams and in large groups
- Appreciating the components of an effective professional relationship
- Adjusting one’s behaviour to different personalities among the staff
- Staying loyal to oneself while respecting the other person’s perspective and feelings
- Handling “difficult” personalities
- Giving constructive feedback that builds upon the relationship
- Leading a crucial conversation on a sensitive topic
- Straightening out an interaction that has gone wrong
- Conducting a conversation that opens the mind to common solutions
- Giving useful and motivating professional feedback.
Rich and flexible training design: theoretical input, discussions, reflection and sharing of experience, role-plays and simulations, practical exercises.
Evaluation of training impact:
- Short-term impact: at the end of the training
- Long-term impact: 3 months after the training
Evaluation of acquired knowledge:
- Self-evaluation with a skills inventory
- Questionnaire at the end of the training
Certificate: EUROBOGEN certificate of participation
- No pre-conditions
- All audiences