A big day for the professional comes when the manager invites him or her for an interview, praises his or her performance and suggests that he or she should consider becoming a manager. Is it right for you, is it right for the organisation? Can’t a strong specialist become a merely mediocre leader and we have lost both? The outcome of such training is usually about 50/50: half want to continue on the road to becoming a leader, half don’t. Either answer is correct because they are considered decisions in this case.

The training is aimed at professionals who have the potential and interest to become leaders.

The aim is to help a professional with leadership potential to understand the nature of the role of a leader and to set a possible long-term career path as a leader.

Topics covered:

• me as a person and my vision of leadership
• leadership legacy (personal mission, leadership personality, leadership styles and behaviour, beliefs).
• leader vs leader (why and what kind of leaders are needed)
• functions of the driver and expectations of the driver
• managing, inspiring, motivating and engaging relationships.
• emotions and needs
• one-to-one conversations
• the emotional and rational journey of change management
• personal improvements

As a result of the training, the participant will:

• is more self-aware
• understands the meaning and importance of the management footprint
• can analyse different types of leaders and leadership styles
• distinguishes between a leader and a leader
• understands the nature of the leadership role and the challenges of leadership
• knows and is familiar with the main activities of management
• understands the principles and importance of 1:1 conversations
• be more aware and confident in leading change in their organisation
• has a personal development plan for the next six months.

Normal duration: 6-8 academic hours.

Becoming a manager is certainly exciting, but also a bit of a daunting challenge. There are more questions than answers. What is certain is that you don’t become a manager by changing your job title alone, you grow and develop through practice. It’s important to keep your eyes on the prize and remember that you were chosen for a reason.

The training is aimed at for “young” managers who are just starting out, who want to gain the knowledge to better organise their work and to develop effective practical skills to deal with management situations that balance understanding emotions with achieving results. In each of my trainings, we also touch deeply on the personal layer of the participant, because a professional role is still filled by an individual with his or her own personal story and dreams.

Topics covered (example):

• training “Professionals with leadership potential” topics at deeper level
• management functions and management model
• targeting
• time planning
• responsibility and delegation
• needs and feelings
• decision-making
• management styles
• conducting meetings
• Recognition, difficult conversations
• solving cases
• the participant’s personal and profound reason for being a leader

As a result of the training, the participant will:

• is more self-aware
• have learnt about their strengths and areas for development as a leader.
• have set up an action plan to further improve their management skills.
• knows how to set effective objectives and how to communicate them to employees.
• can plan their activities effectively and deal efficiently with time-wasters.
• understands the limits of responsibility and the benefits of delegation
• can make important decisions and involve others when necessary
• is aware of the purpose of different management styles
• knows how to run successful meetings
• understands the risks of recognition
• can deal with difficult situations while maintaining good relations.

Indicative duration of 1: 2 days (consecutive or a few weeks apart), always followed by a follow-up half-day to consolidate topics and exchange experiences.
Example duration 2: 5 days spread over 6-9 months, this is a more in-depth programme where each participant reads through a book, with an intermediate in-group collaboration to put into practice what they have learned.

The exact content, format and focus of the training programme will depend on the company and the experience, needs and personal characteristics of the managers participating in the training. Discussions, reflection on real-life experiences and finding solutions to work-related situations through covision are essential.

The training is aimed at Experienced leaders who want to improve their knowledge and skills, get feedback on the effectiveness of current practices and access their deeper potential as leaders.

Topics covered (as an example):

• the topics of the training courses “Professionals with leadership potential” and “Training for new managers”, according to the experience and needs of the participants.
• vulnerability as a leader
• conflict resolution (including inter-departmental resources).
• group processes
• ego and its defence mechanisms
• power dramas in a team
• upward management
• the emotional journey of change management
• remote management
• Control
• recognition vs gratitude
• generational differences in expectations
• empathy and business cooperation with other managers
• strategic input and conceptual leadership

Participant who has completed a complementary programme:

• is more self-aware
• prevent and resolve conflicts within the team and between departments.
• understands the importance of group processes and knows how to manage them
• is aware of the nature, development and expression of ego defence mechanisms, both at personal and team level.
• be able to support themselves and their team in the event of change.
• knows how inappropriate recognition can actually ruin results.
• knows what to look out for when there is a need to lead a team from a distance.
• learn about the background and side-effects of the need for checks.
• understands the generational differences in expectations of managers, companies and employees
• can notice and understand other people’s feelings, situations and points of view.
• can work successfully with other managers
• sees the big picture and understands the scope of his/her influence as a leader

Short seminars are a good way to refresh and update your management knowledge and skills.

The seminar is open to managers (including team and project leaders) who are just starting out, have already started or have been working for a while, and who want to become even better and more successful than they are today.

Examples of themes:

• what to do if team members do not take responsibility
• how to organise effective and meaningful meetings digitally and physically
• emotional and rational stages of change
• changing the belief system
• emotional intelligence
• needs and feelings
• Mental health in the workplace
• the characteristics of a dysfunctional team and how to get out of them
• recognition vs gratitude
• short seminar on self-development: 6 inner experiences to get in better touch with yourself
• social games and power struggles between people. We learn to spot them and react appropriately.
• conflict resolution exercise
• defining the management footprint
• basic driving skills
• coping with stress and time management
• diversity management
• motivation and involvement
• developing and implementing management policies in the organisation.
• conducting an open space/workshop

We want to be with people who help each other make dreams come true. To inspire others, you need to be in touch with yourself, have a support network and be inspired first. Self-Development Day is based on the principle that every person should be aware of themselves at the stage of life they are at today. On this day, everyone will become more aware of their deeper potentials, and through a lot of group work on topics that touch the soul, the team will become much more aware of each other’s motivations.

The training is suitable for teams who want to look within themselves, gain new strength and learn how to keep themselves and others going.

The aim is to help participants develop practical skills to find solutions that create value for all in different communication situations and to be able to protect their integrity.

The topics to be covered will depend on the exact wishes of the client, but here is an example of a possible package of topics:

My impact on people

• Mature and immature ego and its impact on human relationships
• Internal 12 resources and downsides that affect teamwork at work
• Satisfaction with areas of life and how this affects working in a team
• Needs and feelings, emotional immaturity and maturity in teamwork
• Communication dramas in a team

Personal story

• Influencers in my life – or why have I turned out the way I have?
• Projections or how we transfer our inner qualities to others and what to do about it?
• Recognition versus praise
• What is my bigger goal in life and how does it fit in with the team’s goal?

This kind of day helps everyone in the team to understand themselves better, and through it, relationships within the team and with the wider community can improve. As long as you do not have a deep understanding of yourself, it is impossible to connect well with others. The day will help everyone to become more self-aware and, with the support of colleagues, to take more decisive steps towards their personal and collective goals.

From time to time, the management team in an organisation reaches a deadlock, where everyone has a huge amount of work to do, but no big goals are achieved, and there is no trust or communication between team members. It also raises questions about whether the right people are in the right places. In such a situation, it is wise to call on me as a consultant to help find common goals again, support people to find their place and build trust within the team as part of a longer cooperation project.

Leaders often think that “their team” is the group below them, but in reality, team number 1 is the group of leaders. The manager is always a member of two teams, but if the manager cannot identify himself as a member of the management team and looks to the owner or CEO for guidance, then a clearer focus on the formulation of the management team and its relationships, priorities is needed.

Sometimes it’s solemnly called organisational culture, but I don’t think there’s any need to call things by solemn corporate names. Ultimately, coming together is about relationships between people and about self-aware and mostly unconscious goals.

In most cases, the targets are not business objectives (although this is often thought to be the case), but consequences.

These projects are always very specific and, depending on the team, usually last between 6 months and 1.5 years. During this time, my aim is to reduce dependency on me as quickly as possible and to increase collaboration within the team without the need for a consultant.

An important part of this work is the 1-1 work between me and my team. It gives people a chance to understand themselves better before they start working in a team.

Every organisation achieves its results when the individual’s self has been found. The approach is very well characterised by Ken Wilber’s approach to working in organisations.

Without ME, WE are not possible. So every team member (but especially the leader, whose influence on people is highly underestimated) must be in touch with his or her MINA first.

In addition to the above-mentioned leadership training, I also run holistic coaching groups at the Holistics Institute.

Holistic coaching is a self-development training for people who want to improve their quality of life, communicate better at work and at home, and cope successfully with life’s challenges. All learners will be able to use what they learn in the course in their own lives, but especially those whose work requires interaction with people. It is a training for those who want to understand themselves better, are searching for their place in the world and want to learn to use their intuition. In-depth treatment of common psychological topics, teaching about the human energy field and chakras, quantum physics based worldview, states of consciousness, regression, awareness, relationships, masculine and feminine energy, human abilities and untapped potential, open heart, spirituality in everyday life, are some of the keywords that characterize the training.

Read more about holistic training on the Holistic Institute website: https://holistika.ee/koolitused/1-aste-holistiline-treening/

In short, holistic training looks at a person’s life as a whole. This year is for you an exciting and supported journey of discovery towards self-discovery and balance, involving body, mind and spirit. The approach is very unique, covering all aspects that will help you achieve a more holistic and fulfilling life. To date, more than 1300 people have completed the Holistic Training.

The programme combines deep work with yourself and a practical approach. Ultimately, we can be spiritually and supernaturally aware of ourselves and of life, but unless we can put that awareness into practice with our feet on the ground, all that self-awareness is of little use. The holistic approach has a particular focus on practicality.

As stated on the Holistic Institute’s website, the ‘A Year for Yourself’ training is designed to give you the tools and knowledge you need to create the life you truly want to live. Whether your goal is better health, inner peace or life change, this training will help you to understand how all these elements interact and influence each other.

The dates for the training year are here and all the information on how to register is at the link above. If you sign up and want to join my group, please write it in the additional info when you sign up, and of course you can also join another trainer’s group!

Registration is currently open for my next group with the following dates:

2024
Module 1: 21-24. March
Module 2: 23.-26. May
Module 3: 21-26 July, summer camp away from Tallinn.
Module 4: 19-22. September
Module 5: 14.-17. November
2025
Module 6: 16-19. January
Module 7: 12-16. March
Module 8: 7-11. May