Intoduction & workshop’s context: 

The role of direct team supervisors is crucial in many business aspects. A competent manager engaged in their work is a true asset to both the company and their team. A well-matched manager in the right position within the company, with the appropriate set of competencies and level of autonomy, will significantly influence both the direct and indirect business outcomes of the organization. According to a study by the Gallup Institute, a team supervisor impacts as much as 70% of indicators such as employee satisfaction and engagement. These often overlooked “soft” indicators by companies have a huge impact on many other operational outcomes. Low satisfaction leads to low engagement, which results in both unsatisfactory performance and high employee turnover. As the saying goes: “People join a company but leave a boss.” Therefore, companies with engaged and competent managers achieve an average of 147% higher stock value than their competition, according to recent Gallup Institute reports. Thus, it is crucial for organizations to properly select and efficiently manage the potential of their managerial staff. Unfortunately, there is often much room for improvement. The lack of results is mainly caused by a lack of specialized competencies necessary for such a responsible role. This largely results from the combination of two factors.

Firstly, people are promoted linearly in the organizational hierarchy. After some time, as specialists in specific areas with good results, they can expect to be promoted to a managerial position. However, very often, these individuals with immense operational knowledge unfortunately lack managerial skills and cannot fully benefit from their own potential in the new domain. In short, an outstanding specialist may not always be an outstanding manager.

And here we come to the second key aspect. HR departments responsible for resource management and development unfortunately act reactively rather than proactively. The initiative for appropriate training and development programs often begins after the individual has taken up the position and after several periods of reduced team or area results, serving as a remedy for the problem. However, following the methodology and thinking based on Lean Six Sigma, we should solve problems at the source and prevent them if we want to be truly effective and in control. In this regard, the HR department should know about the planned promotion at least 12 months in advance, thoroughly analyze the candidate’s current competency matrix, compare it with the set of competencies required for the target position, and then plan a development path preparing for the new career stage. 

We know that the situation is usually different in most companies. That’s why we decided to tackle this issue ourselves. Years of observation and collaboration with organizations and individual leaders have allowed us to crystallize the set of the most important areas that need to be addressed. By combining a selective choice of the best tools and methods available on the market with our proprietary solutions, we have created an optimal and highly effective response to this significant business challenge. Our universal, practical, and meticulously designed development program addresses the key areas of both hard and soft skills that a leader needs to achieve outstanding results, inspire others, and consciously influence the success of the organization every day.

Workshop Description:

We invite you to the Manager 2.0 workshop, which will help you become the leader your team deserves. The workshop is based on the proprietary method named PMTP – Performance Management Towards Perfection®. Combining the best management practices and proven techniques for handling the daily challenges faced by managers and leaders. The program is based on Lean Six Sigma, Agile, and other modern management tools. The goal of the workshop is to develop leadership skills and provide practical management tools for effective team management and harnessing the team’s potential.

Workshop Program:

The workshop consists of 10 sessions over 3 months, with breaks between sessions to allow participants to implement the tools and methods in practice. The workshop concludes with a practical exam, which involves preparing a presentation documenting the implementation of tools and standards in your area of responsibility.

Workshop Modules:

• Session 1: Leader Self-Diagnosis – Common Mistakes of Busy Leaders: Learn practical ways to deal with common managerial mistakes, such as chronic lack of time or micromanagement. Discover methods to reclaim time to focus on managing and nurturing your team’s potential. Introduce managerial work standards that ensure consistency, predictability, and measurable results.
• Session 2: Preparing and Conducting Effective Meetings: Learn techniques for planning and conducting meetings that yield concrete results and foster productive discussions. Discover best practices for creating agendas, managing time, and engaging participants. Understand how to select the right people based on their competencies and availability. Poorly planned and conducted meetings that do not end with a clear conclusion and action plan are considered waste in Lean Six Sigma terminology.
• Session 3: Understanding Your Team: Learn to conduct a comprehensive analysis of your team, which will be the basis for further improvements. The workshop will be divided into two parts: a soft part based on analyzing behavioral profiles, concerns and expectations of your team; a hard part based on analyzing the team processes, structure and actions .
• Session 4: Effective Talent Management in the Team: Learn methods for identifying, developing, and retaining the best talents in your team. Discover ways to assess performance, career development, and create a motivating work environment. The development of your employees will be closely linked to their competency matrix and their role in key activities supporting the company’s strategy.
  Quoting Reed Hastings from Netflix: “You want the best players on your team, then you know you’ll win every game.”
• Session 5: Understanding Customer Needs and Defining Focus Areas: Learn to identify internal and external customers and diagnose their needs, defining key focus areas for your team. Discover methods for aligning team activities with customer expectations and process requirements. Learn how to transform partner and customer requirements into measurable operational indicators that support quality and productivity, eliminating waste in processes.
• Session 6: Building Context and Engagement: Develop skills to create an inspiring vision and context for your team, ensuring alignment with organizational goals. Learn to engage team members through effective communication of mission and values and building a cohesive work environment. You will be able to document these agreements together and achieve consensus within the team.
• Session 7: Change Management: From Fears to Celebrating Successes: Gain knowledge on managing change, from overcoming fears to celebrating achievements. Learn strategies for leading your team through change processes, building a positive environment for change, and recognizing successes. The role of a leader in a changing environment is one of the most challenging, but it is in such circumstances that true managerial talents emerge. We will equip you with a set of well-designed tools and techniques to successfully navigate all stages of change and team building.
• Session 8: Operating Under Target Conditions: Shift your perspective from focusing on tasks to thinking about the results you want to achieve. Learn techniques for setting goal-oriented objectives and strategies for realizing your vision through effective planning and execution. In simple terms, you will become a leader who does not wonder what they want to do but what situation they want to create. This greatly expands your perspective and strategic horizon in dealing with daily challenges.
• Session 9: Strategy Deployment and Operationalization : Learn to become an ambassador for your organization’s mission by translating strategy into daily actions for yourself and your team. Discover methods for transforming organizational strategic goals into team and individual goals, whose daily fulfillment consciously supports the overall organizational strategy. Your team will be able to answer questions like, “What is your goal for today?” and “How do your tasks support the company’s strategy?” without hesitation.
• Session 10: Post-Change Work Standard and Managing by Results: Learn to apply the F.O.C.U.S. meeting framework, based on the Objectives – Results – Improvements cycle. Discover techniques for conducting effective meetings that support continuous improvement. Shift your perspective from improvisational fire-fighting to cyclic analysis of your team and the ability to turn problems into opportunities for effective and rapid improvements in a controlled environment. “An organization that does not improve cannot be effective” – McKinsey.

Acquired Skills:

• Effective agenda and meeting management.
• Build team autonomy and beat Micromanagement.
• Task prioritization & delegation.
• Structuring team activities areas.
• Defining structure and dependencies in key business processes.
• Analysis of responsibilities and operational-process dependencies.
• Methods for operationalizing strategy at the team level.
• Analysis of the Team Dysfunctions.
• Conscious talent development.
• Building context for the team.
• Understanding customer needs and defining focus areas.
• Problem understanding & categorizing.
• Root cause investigation & analysis.
• Focusing on what matters.
• Conducting results-oriented and improvement-focused meetings that engage participants and trigger further related actions.
• Excellence oriented action planning and results analysis.

Target Audience:

• Managers: responsible for team management at all organizational levels
• Directors: responsible for the results of the activities of their subordinate areas and compliance with the strategy of the entire organization

Group Size:

The workshops are held in groups of 8 to 20 people, allowing for effective work, full engagement, and an individual approach to each participant.

Why Choose Our Workshops?

• Expert Knowledge: Our trainers are experienced professionals with global leadership and management experience.
• Effective Techniques: We offer methodologies and tools that have proven effective in the world’s best organizations.
• Practical Skills: You will gain skills that can be immediately applied to improve management and achieve results.
• Personalized Approach: The workshops offer tailored support and feedback to meet your individual development needs as a leader.
  In addition to group sessions, each participant has 4 hours of individual 1:1 consultations included in the package.
• Practical Examination: The workshop concludes with a practical exam that assesses the implementation of acquired knowledge.