For companies · Topic
Healthy leadership: methods for managers
Managers shape how their team works: which priorities apply, how tasks are distributed, how people communicate and which ways of working prevail. At the same time, they are the point at which the expectations of senior management, the concerns of the team and ongoing changes come together.
We teach managers methods for their own way of working and for leading their team. They try out the methods in everyday work and set shared rules together at management level.
Starting point
Typical starting points.
Managers’ calendars are so full that hardly any time remains for their team.
New demands reach the team without priorities having been clarified.
Managers expect ways of working from the team that differ from the example they set themselves.
Good specialists take on a management role without being prepared for it.
Employees want more feedback and more opportunities to develop.
Our approach
What we change together.
Your own way of working.
Planning available time realistically, setting priorities and clarifying which behaviour the team observes in its manager and adopts.
Leading the team.
Assigning tasks clearly, holding conversations about priorities and workload, giving regular feedback and supporting employees in their development.
The management level.
Shared rules for the managers of a department, an overview of all ongoing changes and a factual basis for agreeing priorities with senior management.
Suitable services
How we work on this topic.
Results
What you have afterwards.
Each manager has tried out three specific behaviours in everyday work.
The management level has a shared, signed agreement.
All ongoing change initiatives have been recorded and prioritised.
The managers have agreed fixed dates for conversations about priorities and development.
Frequently asked questions
How does this differ from a seminar on healthy leadership?
The managers try out new behaviours in everyday work for four weeks and, at the second session, report what feedback their teams have given. Six weeks after the second session we review what has changed.
Is this also suitable for new managers?
Yes. For new managers we also recommend coaching in transition phases, which supports them through the first weeks in the new role.