Training Programs: Leadership and Management in the VUCA Environment

Why is it important?

Typical linear management is insufficient for modern companies working in a VUCA environment. As research shows (P. Hall 2014, HBR 2011), modern, matrix-based organisations need leaders who are curious and constantly experimenting, who can encourage others to do the same, can cooperate well, can go beyond their unit and organisation and build relationships based on trust by being open about themselves.

Who is it for?

Leaders who wish:

to understand their leadership approach and styles in the context of uncertainty and beneficial and disruptive behavioural patterns;
to smoothly communicate changes and lead people through the transition period;
to consistently develop successors for leadership positions;
to develop the leadership skills necessary for working in matrix-based organizations;
to develop personal skills for working with different personality types;
to perceive one's company as a system and realise the prevailing patterns across different levels, sections and stakeholders;
to search for the most suitable leadership forms with the executive team and shape the preferred company culture.

What are the benefits?

We look for the ways to enable leaders to practically use the knowledge gained, change their limiting beliefs, and practice newly learned work methods in long-term programs.

Therefore, we use several principles in our workshops:

we dedicate a lot of time to our clients before the workshop, exploring the internal culture of the organization, its goals and context and its specific needs;
leaders are involved in the planning process of the training program;
in training sessions, we work with the real cases, so in some programs, managers agree on specific actions that everyone implements in their organisation;
in between the workshops, we have one-on-one or small group coaching sessions. It helps the leaders to stay focused and motivated in using new methods.

Methodology and approaches applied:

Participant motivation and involvement is key for us. We stick to the approach that participants learn by themselves. We do not "teach" them. That is why we involve the participants in the program creating process. We use diverse learning techniques: self-assessment tools, skills training, group work, simulations, and self-reflection.

In addition to developing skills, we look for unconventional experience and ways of reflection so that leaders could understand the complexity of their leadership approaches, experiences and inner blocks.

We adapt the concepts of Shared Leadership, Mindful Leadership, „Prosci Change Management”, DiSC® in our workshops.

Process of the workshops:

Involving participants in constructing the training program.
Training sessions.
Applying skills in real work situations.
Follow-up sessions in small groups to discuss their experiences.
Coaching sessions for the participants.
Closing the program and setting further development guidelines.