Ability to response
Leaders need to manage change, but change is happening way more faster now, no way to be sure and build on long-term predictions. Therefore leaders are dealing with the unknown. There are assumptions, believes, risks and opportunities regarding the future. To make decisions under pressure and manage change one of the most important skills is the ability to respond to new challenges, in other words being responsible.
Responsibility Challenger programme
To build innovative and resilient organisations we need responsible leaders with positive impact.
This program is designed for organisations, teams where change management is vital part of every day work, where leaders need to manage change effectively while creating value and ensuring smooth transition. Instead of surviving change we encourage leaders to explore change through an inner journey which makes it possible to engage team members and enhance active participation in reaching the common goals.
step 1: explore and be aware
See yourself from a different point of view. Collecting data about your behaviour, your mechanisms, values and more would help to have a deeper understanding of your way of managing challenges and reactions in situations. The most important learning here is the realization of how to analyse these data without any judgement. Just simply seeing facts without making them “good” or “bad”. These realizations will lead to discovering blind areas in your behaviours and unlock hidden potentials. This will result in an increased level of self-awareness which is a corner stone to become a better leader and boost personal and team performance.
step 2: make decisions with confidence
Once you have the data it’s time to discover your own way how to handle it and decide for yourself if there’s an opportunity or a risk there. Making decisions are always comes with taking risk: either you keep doing what you’ve been doing or change and look for new solutions. To see the potential impact of your decision, it’s essential to have an indepent view about yourself, your relations with others. Once you have a clear picture it makes it easier to take action and stand your ground with confidence. This allow you to take controll over your decisions and have a peace of mind that you’re doing the right thing.
step 3: generate impact
Without actions there are only intentions. In order to generate real impact you need take actions. There is always a gap between intension and impact and we need to ask feedback to see the true effect of our actions. With action comes interactions but without feedback you would only see half of the picture, as you are missing out your blind-spots - areas which you’re not aware about yourself and the influence you have on others. The true learning comes from these feedback. Buillding up your ability to responde to change will allow you as a leader to act with more authority, increase trust an openness within your team which inspire active collaboration, innovation with positive impact.
One of the most important change during the development process is that trust increases to a great extent in the background and the feeling of belonging to the group appears, which researches have shown to be one of the strongest drives nowadays.
There are no two identical organizations or team. We are keen to generate real changes and create value through our work, therefore it is necessary to establish common goals together. In each case, actual steps of development are created according to unique organizational needs.
Are you looking for something special?
From meeting room to stables
Take a step out of your routine and get some fresh air to lighten up your work, ideas, performance.
Learn about action-reaction, challenge yourself, your team through exercises with horses! This is a powerful expreience out of your comfort zone which will reveal behaviour patterns, bring out hidden potentials and facilitate change.
This is an experience for a lifetime with long-term effects.
More about the horse-assisted trainings here >>