Leadership Trainings

Our Leadership Trainings

Qmark Danışmanlık A.Ş.

What Do Participants Gain?

To overcome V.U.C.A conditions, during this program the participants will experience the below listed skills:

  • - Being a visionary
  • - Being prepared
  • - Ability to adapt
  • - Ability to resist
  • - Flexibility
  • - Going out of comfort zones
  • - Assessing innovation opportunities

and get the chance to consolidate and develop those skills.

Program Purpose

This program will provide awareness of the development of the following competencies:

  • - To adapt to the pace of change
  • - Managing variable and fluctuating situations
  • - Developing insight in uncertain situations
  • - Understanding and managing complex situations
  • - Being agile in vague situations

Program Content

The following topics are covered during this program:

  • - Focusing on the big picture, shaping the vision of the future
  • - Creating a long-term strategy
  • - Condition assessment, good reading, good listening and understanding
  • - Managing the dilemmas
  • - Foresight-Insight-Action Creation,
  • - Managing diversity,
  • - Generation Y, ethnic differences, historical analogy and ethnography
  • - Creating flexible and agile structures
  • - Openness and simplicity in organizations and relationships
  • - Network creation

Methodology

  • - Interactive/learning by experience
  • - Opportunity to test what is learned in simulated environments
  • - Application-projects
  • - Training Documents: Participant Manual, In-Class Power Point Presentation, Summarized Information Document

Self-positioning in coaching approach

  • - Coaching: Place in the world, in Turkey, and importance in the future
  • - Leadership based on values in a learning organization
  • - Overview of a Manager-Leader and coaching concepts
  • - Creating a "feedback culture" in the organization and regions
  • - Coaching: Process and basic principles
  • - Emotional Intelligence concept: Recognizing/managing ourselves and others
  • What is coaching in an organization?
  • - 6 core steps in coaching and tricks for each step
  • - Establish communication: Perception and listening
  • - Analyzing options
  • - Enabling others to benefit from your experiences
  • - Developing a "common language and common approach" regarding coaching
  • - Special overview of "empathy and sympathy" notions in the coaching process
  • - Being open to constant development and improvement

Managing your total performance

  • - Determining high targets for yourself and others
  • - Difficult and joyous aspects of coaching
  • - Ability to give "behavioral feedback" instead of passing judgment
  • - Ability to control and assess the behavior of oneself and others
  • - Situational Leadership approach: Coaching preferences to apply to different persons and competencies
  • - Developing self-love, self-esteem and self-confidence

Taking a picture of the current situation and business/private life balance

  • - Ability to develop coaching behavior appropriate to different behavioral energies
  • - Ability to develop constructive/safe behaviors in the coaching process
  • - Evaluating yourself in the role of coaching
  • - Ability to deal with difficult employees and objections
  • - Focusing on the potential while managing performance
  • - Developing a solution-focused coaching approach, not problem-focused
  • - Creating competency based "Performance Development Plans"

Disionary Management

  • - Our Vision and Values
  • - Risk and Crisis Management
  • - Overview of strategic management tools
  • - Being constantly open to development and improvement
  • - Visionary leadership process and its effects
  • - Oral and written culture processes

Situational Leadership

  • - Creating competency based "development plans"
  • - Self-confidence, self-esteem and self-love
  • - Determination and application of the appropriate coaching style
  • - Effective listening
  • - Handling difficult people
  • - Developing a coaching style appropriate to changing behaviors

Emotional Intelligence and Performance Management

  • - Managing ourselves and others by knowing better
  • - Effective relationship management and understanding each other and the environment
  • - Communication and Empathy: Ability to establish mutual trust and understanding
  • - Ability to understand and assess the behavioral style of yourself and others
  • - Motivation and encouragement in team management
  • - Ability to take initiative and responsibility
  • - Conflict Management
  • - "Johari Windows" in the process of feedback culture creation

Key features of Effective and Efficient Teams

  • - Most Essential Requirements of Team Spirit
  • - Business Teams/Project Teams
  • - Differences of Successful and Failed Teams
  • - Team Efficiency: Business Processes and Relationship Parameters
  • - Team Norms and Dynamics

Managing Our Common Performance

  • - Stage- Creation
  • - Stage - Conflict
  • - Stage - Maturation
  • - Stage - Advancement and Progress

Keeping Our Values Alive

  • - Determination of the common importance and priorities: Pareto and Eisonhower Matrix
  • - "Strategic thinking" steps of team priorities analysis
  • - Obstacles in front of communication and collaboration in teams
  • - Increasing trust and empathy in teams
  • - Benefiting from "common sense" in the process of becoming a team
  • - Understanding "five key success factors" in teams and applying them to relationships

Our in-team roles and positive interaction

  • - Our behavioral models and their impact on our in-team roles
  • - Being "proactive" to manage conflicts
  • - Talking about solutions as well as problems during difficult times, taking steps focused on development and innovation
  • - Focusing on "solutions" during crisis and similar times
  • - Focusing on "Positivity and Efficiency Model" for high and sustainable performance in teams
  • - Empathy: Developing win/win-oriented and constructive behaviors