When we get to know each other, we can understand the person in front of us. To be able to understand and manage a team a fundamental leadership tool is self-knowledge. And this is the starting point on which to create the conditions to promote autonomous motivation, based on trust and responsibility.
Our client, an industrial organization, had highly qualified young professionals on its staff, who were assigned responsibility for team management from the beginning. However, a solid academic background and a high technical qualification does not guarantee an innate cultural and emotional intelligence to lead people.
In our workshops we cultivate self-empathy as a leadership tool, following Marshall Rosenberg’s approach to Nonviolent Communication. We exercise cognitive empathy through awareness, training, experiential learning and role playing.
We work on specific objectives, with the real problems and everyday situations that participants face, from giving feedback, to learning to listen, through how to say ‘no’ or hear a ‘no’, negotiation skills, and managing conflicts and discomforts. In this way, the knowledge acquired does not remain at the mental level, but constitutes an integrated learning in daily professional practice, experiencing the results of the training from the first moment.