Training is the basis of my activities.
It’s tailor made. I build it with my customers, putting at their disposal competence, experience and attention to grasp the needs and to meet their expectations. The relationship I establish with you is a partnership: my goal is that you meet your goals.
To do so, training is as practical as possible, matching contents and tools, experience and workshop.
According to circumstances and situations, training pushes, supports, improves or refines the passage from saying to doing, from vision to action. All in lightness and play, with the ability to look sometimes ourselves from “outside”: factors that enhance the effectiveness of learning. This is why I like to call myself “Project Player” rather than “Project Trainer”.
What do we do? Which training we offer? We move into two main areas of activity:
- Project design
- Change management
- Project design
Project design is a manifold and cross competence.
It implies the ability to:
- develop visions and outline strategies,
- draw on cognitive and emotional resources,
- take into account all those are interested or involved in the vision,
- develop a partnership approach,
- identify objectives and outcomes,
- plan an effective set of actions,
- activate resources and anticipate and manage the risks (as much as possible).
Though coming from a distance, the “design” competence is among the most modern and the most necessary ones today to be successful, to live happily in a so inter-dependent society.
It is a cross competence because it is suitable and valued at any age, for individual life as well as for private and public organizations in every professional and social sector.
2. Change management
It implies the ability to:
You can thoroughly design a new business, service, career development, life choice, ambitious plan, and, when it becomes reality, we live always a moment of shock, a sense of not being able to handle it, a kind of inadequacy as soon as something does not go as planned.
And what about when the change comes suddenly from outside, as a crisis, and there is an urgent need to do something.
How to act the change?
How to walk through the stages of the transition curve that every person, group, organization lives, often in different times and rhythm?
Leadership, ability to feel team, to work in teams, to motivate and engage, monitor and re-plan, create a sense of urgency and at the same time identify quick and evident victories, celebrate them so to keep confidence and engagement high… these – and more – are the issues of training paths and experiential workshops proposed in this macro-area of activities.