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We do all our programs
in English.
Arena 2000 can offer
you and your company lectures, workshops and educational programs in:
Team building
Leadership
Individual coaching
Etc
Only
passively listening to lectures or reading theories often gives a very
transient effect. But if we instead can be active in the learning situation
we get “mental shelves” to put the theories on and thereby a much better
understanding.
For
that reason we use the model Act – Reflect – Learn.
Many
organisations constantly act without reflecting over what they are doing and
why. That way it is hard to learn new ways to think, act and behave.
All our lectures, workshops and educational
programmes will be based on your needs and objectives.
A group is "a collection of people who come
together because they share something in common." (Solomon, Davidson, and
Solomon, 1993). What they share could be as insignificant as the desire to
get on the next bus that will arrive at a particular stop.
A team, however,
is "a group of people who share a common name, mission, history, set of
goals or objectives and expectations."
A strategy that can help groups
develop into real teams is teambuilding, "the process needed to create,
maintain, and enrich the development of a group of people into a cohesive
unit." Teambuilding exercises are very important in the development of
teams that will work together for an extended period of time on a complex
project or a series of activities. Teambuilding is not a panacea for fixing
dysfunctional teams, or assuring that all of your teams will work well. But,
teambuilding exercises can be helpful in developing effective teams.
Example of contents:
Power track
Through practical, fun exercises we take a look at
the team and its members behaviour.
Even though focus has been moved from our regular work situations we
will take our regular roles in the team. How will this affect the team and
how will the team affect the individual?
Group dynamics
What makes an efficient team and what phases does it
have to go through to get there? We show how teams can precede this
development, improve the work climate and get more efficient.
Communication
How do we “trade pictures” and who
decides what’s in the message?
How do we receive criticism in a mature way and how do we make it possible
for others to accept our feedback to them?
Conflicts
How do we act in
conflict situations, how do we meet them and what consequences are the
result?
Resemblances and differences
By using MBTI® we look at our different preferences and how they
affect our communication and thereby our work climate. We identify our
resemblances and learn to turn our differences into strengths.
Sub-optimizing
How does the ”Us and them syndrome” appear in a company and how can
we avoid it?
A methodical work procedure
How do we go from idea
to action in a methodical way, without ”trial and
error”? What steps should we take to ensure that everyone knows where we are
going, how to get there and why we are doing it?
Results:
The team
members will get to know each other in a deeper and more personal way which
will improve the communication and efficiency of the team
Conflicts
are a natural part of personal relations and the participants learn to deal
with them before they get out of hand
A methodical work procedure will help the
team achieve their objectives
The team will become more open-minded to
changes
The team will have more fun together
Leadership is the art of getting someone else to do
something you want done because he wants to do it.
~ Dwight Eisenhower
When
you are entrusted with leadership you also have the responsibility for
helping your colleagues to grow.
Your
mission is to make it possible for your staff to act in the company’s
interest. The only tools you have got are yourself, your experience and knowledge
and the theories you have been able to adapt to your own person.
Leadership
is also about making changes, but the only person you can change is yourself.
Not your personality but maybe the way you think and act.
Don't tell people how to do things, tell
them what to do and let them surprise you with their results.
~ George S. Patton
Example of contents:
Group dynamics
How does a team develop over time and how does that affect the
leader?
Communication
How do we “trade pictures” and
who decides what’s in the message?
How do we receive criticism in a mature way and how do we make it possible
for others to accept our feedback to them.
Conversational techniques. How do we plan, carry out and evaluate the ”difficult conversations”?
Job evaluation dialog. What is the purpose, what do we
want to achieve and how do we plan and carry it out?
Conflicts
How do we act in conflict
situations, how do we meet them and what consequences do they leave?
Values
What are the company’s and
the co-workers values and what happens if they don’t match?
Personal growth
Can I grow as a leader without growing as an individual?
Which choices have taken me here and how can I make choices like that again?
Do I make priorities from what I want or from what I think I ought to?
Profiles
- MBTI®
- IDI
- 16PF
- SL II
A
methodical work procedure
How do we go from idea to action in a methodical way, without ”trial and error”. What steps should we take to
ensure that everyone know where we are going, how to get there and why we are
doing it?
We formulate the teams or/and the individuals action plans.
Results:
The team
members will get to know each other in a deeper and more personal way witch
will improve the communication and efficiency of the team
Conflicts
are a natural part of personal relations and the participants learn to deal
with them before they get out of hand
A
methodical work procedure will help the team achieve their objectives
The team
will get more open minded to changes
The team
will have more fun together
Practical
leadership tools
Improved
ability to deliver conditions which are conducive to a good output for the
co-workers
Better
self-realization and understanding about how my behaviour effects people in
our immediate surroundings
Give lectures in:
- Stress management
- Feedback
- Communication
- Employment policies etc
Coach individual leaders
Take care of your recruiting processes
Etc.
Arena 2000
Kockvretsgatan 1
724 60 Västerås
phone: +46 (0)703 - 86
44 68
email: info@arena2000.se
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