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NEULANDSINSTITUTEfor Personnel Development
PERSONNEL DEVELOPMENT
1
There has never been a separate catalogue for our in-
house personnel development services before. So why
now? Simple: Because customised, internal measures are
becoming increasingly important for us. We are helping
our clients to implement personnel development on
practically all levels and in practically all subject areas -
from central HR development consultancy to team de-
velopment in an international branch. This is the kind of
development that is documented in our catalogue.
We have also divided personnel development into three
different fields, supervised and coordinated by three sub-
ject heads in our company. The three fields of “Learning
& Development”, “Moderation, Cooperation and Com-
munication” and “Personal Development & Coaching”
cover all the core skills, which are crucial to your emplo-
yees‘ success - even those „general“ skills required by the
boss as much as by the team members. We have a second
in-house catalogue dedicated to all aspects of leadership
entitled „Leadership Development“.
We continue to maintain the highest quality standards in
the selection and teaching of our training content. The
crucial benchmark for us is a successful learning transfer
into the reality of work. We therefore ensure that we work
with you to create the ideal transfer conditions, even in
the consultancy and design phase.
Plus: When you asign Neuland & Partner for your in-
house development, you can be sure that all planned
measures will be fully implemented. With more than 50
internal and external trainers and five branches on four
continents, we have the capacity to implement complex
projects without bottlenecks. This large pool of develop-
ment specialists also offers you a choice. At Neuland &
Partner you can assemble your preferred team of experts.
Yours
Ilona Wehner
PERSONNEL DEVELOPMENT - customised, transfer-focused, innovative
DEAR READER,
2
Our Service Spectrum in Personnel Development page 4
How we work 6
Accurate Knowledge Transfer 9
Trainer Qualification 10
Services for Experienced Trainers 12
Blended Learning 14
Personnel Development 16
Moderator Qualification 18
Coach Qualification 19
Internal Consultants Qualification 20
In Front of Groups: Presentation 24
In Front of Groups: Rhetoric 26
Working with Groups: Moderation 28
In Conversation: Communication 30
As Groups: Cooperation and Team Development 32
Health Maintenance & Stress Management 36
Resource-Oriented Self-Management 37
Work Organisation and Time Management 38
High Performance with Ease 39
Coaching as a Tool for Organisational Development 41
Coaching in Conflicts 41
Coaching on Determining Position/Stocktaking/Personality Coaching 41
Career Planning and Professional Orientation 41
Coaching Model 42
Our Formats 44
Our Team 46
Neuland & Partner: We develop futurities. 49
Our Service Spectrum 50
Management Development 51
Contact us 52
TABLE OF CONTENT
Learning & Development 7
Moderation, Cooperation, Communication 22
Personal Development 34
Coaching 40
About us 43
3
© Neuland & Partner Development and Training 2015, Fulda Design: Neuland & Partner Development and Training Art: Leszek Skurski, Fulda – www.allcreativ.de Text editing: Dr. Thomas Hake, Berlin – www.thomas-hake.de Print: Rindt-Druck, Fulda – www.rindt-druck.de
The work and all its parts are subject to copyright. Any use beyond the narrow confines of the copyright without the consent of Neuland & Partner is prohibited and liable to procecution. This applies in particular to reproduc-tion, destribution, alteration, translation, microfilming and storage and/or processing in electronical systems. Copyright © 2015 Neuland & Partner, Fulda
4
OUR SERVICE SPECTRUM IN PERSONNEL DEVELOPMENT
The present challenges in personnel development are
decisively influenced by megatrends, such as the new
generation of „digital natives“, the global competitive
environment, increasing internationalisation, sustainabi-
lity, innovative information and communication techno-
logies and diversity management. Personnel developers
must fulfil their role as a strategic business partner. Per-
sonnel and organisational development must be closely
aligned to company strategy; professional talent and
competency management is essential, as is fresh im-
pulses for knowledge management and evidence of
value contribution.
Neulands Institute for Personnel Development specialises
in the high-value development of strategically important
core skills in all your employees. The „Learning & De-
velopment“ area is aimed at all „development workers“
in your organisation: personnel developers and leaders,
as well as internal and external trainers, consultants,
moderators and coaches. We enable these people to
bring the company closer to the ideal „learning organi-
sation“ through their work and their example. We also
address the modified learning behaviour of „digital nati-
ves“ and the increasing importance of modern knowled-
ge management. The second focus area is „Moderation,
Communication & Cooperation“. Here we develop indi-
vidual key skills such as communication, information,
problem solving and conflict, along with an awareness of
an increasing generational diversity within the organisa-
tion. We also develop the ability of teams and groups to
work together successfully. In the area of „Personal De-
velopment & Coaching“ we address topics such as the
management of performance, stress, time and health
and support individual employees using various measu-
res such as e.g. coaching. The guiding principle is to
develop a resource- and solutions-based, learner-friendly
attitude, which has a positive impact on employee satis-
faction and the overall performance of the company.
5
OUR SERVICE SPECTRUM IN PERSONNEL DEVELOPMENT
Perso
nnel
develop
ment service spectrum at a glance• Accurate knowledge
transfer • Design and
method know-how• Train-the-trainer
programs• Blended learning• Personnel development• Qualification
of moderators• Qualification
of coaches• Qualification
of internal consultants
• Presentation• Rhetoric• Moderation• Communication• Cooperation and
team development• Facilitation• Conversation
management• Visualisation
• Health and stress management
• Resource-based self-management
• Work organisation and time management
• Peak performance with ease
• Coaching
Lea rning & development
Moderat ion , c ooperat ion ,
c ommunicat ion
Persona l development &
c oaching
6
All our activities and interventions are designed with
the aim to be expedient and meaningful for our clients.
We support our clients „functionally“, i.e. in line with
their own objectives - which may mean asking irritating
questions. We take on responsibility for the development
of individuals and groups or teams, as well as the entire
organisation.
Our mission is to deliver high-quality services, assessed
primarily according to the success of the learning transfer.
This quality and transfer is achieved through:
■ detailed clarification of your request and assignment
■ practise relevant work
■ pragmatic, scientifically-based content
■ a sophisticated, didactic design
■ an unusual, but reliable and effective,
choice of methods
■ a holistic approach
■ the integration of individual elements in an overall
architecture, and
■ the alignment of all measures to organisational
objectives and circumstances
We believe it is important for our consultants, trainers,
coaches and moderators to have excellent qualifications.
This is our most important investment, in order to deliver
high-quality services to our clients. From the start of a
project, we evaluate the results with a view to the actual
development objectives. We work on every continent and
in the world‘s most important languages (English, Spani-
sh, French, Portuguese, German and Chinese).
Whether we consult, train, moderate workshops or coach
managers, there are several recurring features in our work.
■ Self-awareness: To develop the skills of employees and
leaders, we aim to increase self-awareness. Self-aware
people have improved abilities to deal with changes.
■ Reflection: We offer plenty of space for reflection.
■ Performance through security: We generate and
maintain a high level of performance in employees,
by creating security through the development of
management skills.
■ Critical feedback: We always consider the resources
and strengths of our clients and do not hesitate to
address shortfalls, so that they can be taken in hand.
■ Context: We consider and include the organisational
environment, the „context“, making our approach
comprehensive and practical.
■ Contribution to leadership culture: Because we under-
stand that we influence our clients‘ leadership culture,
we approach our delegated tasks with great respect.
HOW WE WORK
7Learning & Development
8
Companies today are faced with the increasing comple-
xity and acceleration of markets and societies. One of the
main challenges is not only to react to these changes,
but also to shape them as much as possible. Future via-
bility develops when the potential of the employees and
the organisation are actually exploited and when both
the employees and the company continue to learn new
things, relearn old ones and unlearn outdated ones.
We are experts in learning within and from organisa-
tions.
We believe that it is not only employees and teams who
can learn and develop, but also entire organisations. We
are the experts in learning at all levels and can help you
to anchor development processes pragmatically and
sustainably within your company. Our formats include
prompt knowledge transfer, classic training sessions and
long-term learning and development processes. The in-
depth training of internal trainers, coaches, consultants
and moderators is extremely important in this context.
They can make the difference in creating a learning or-
ganisation.
„Passion for Development“ has been our company mot-
to for the last 15 years. We have brought this passion to
many thousands of projects since then. We always have
two things in mind: human development logic and orga-
nisational requirement logic. In other words, we unite
humanity and effectiveness.
YOUR CONTACT PARTNER
Jürgen Sammet, PhD
Head of Lerning & Development
Trainer, Consultant and Moderator
Fon +661 93414-67
juergen.sammet@neuland-partner.de
9
LEARNING & DEVELOPMENT
ACCURATE KNOWLEDGE TRANSFER
There are many different approaches to imparting
knowledge to organisations, including:
■ Specialists teaching clients about new products
■ Colleagues providing information about new
processes
■ Managers imparte the latest sales technique in
meetings
There are a series of questions involved in the design and
implementation of these measures: How do I formulate
the objectives? What should come across in terms of
content? How do I build the event? Which methods shall
I use and in what order?
When a short and snappy knowledge transfer is required,
comprehensive training for the trainers seems over the
top. Based on our wide variety of methods, we can give
participants the exact tools they need for their training,
events and Jour fix.
The „basics“ of knowledge transfer include knowledge
about the phases of an event and the various opportuni-
ties to shape the event methodically. Participants learn
how to formulate the objectives of their event and to
plan the measures intelligently.
We also provide support for the conception of your spe-
cific event in any desired form: writing the complete
concept, providing a sparring partner for the person re-
sponsible during conception, or by checking through
the finished concept and adding the final touch as requi-
red.
■ Multi-level qualification program for shift
supervisors/technical line managers for a food
concern, including participation of superiors:
25 participants, 2.5 days
■ Disseminators training for employees in software
concern to introduce a new CRM system in the
company: 20 participants, 2 days
■ Education as knowledge providers for product
specialists for a financial service provider:
50 participants, 1.5 days
■ Individual online coaching on submitted event
concepts for an international chemical concern
REFERENCE PROJECTS
10
We have been a leading provider of trainer qualification
services for 15 years. Our trainer qualification provides
the fundamental skills for the professional performance
of training sessions - irrespective of the subject and con-
text. We attach great importance to „technical“ professi-
onalism, as demonstrated in particular by our clear ob-
jectives and secure use of participant-oriented methods.
At the same time, an „artistic“ interaction with partici-
pants and group dynamics is indispensable for the pro-
fessional performance of training.
We teach participants both: technical craft and art. Our
modular education lasts from 8 to 16 days. Face-to-face
training sessions are supplemented by accompanying
learning elements such as transfer coaching and webi-
nars. By the end, participants know how to build training
processes and achieve the best possible learning effects
and they can lead seminar groups confidently. Focus
areas include: methodology and didactics of learning
processes, designing training sessions, dealing with diffi-
cult situations, moderation and presentation techniques
for seminars, securing learning transfer.
We have experience in a wide range of formats: from
internal trainer qualification with five participants to ma-
jor internal projects with 500 participants on four conti-
nents.
■ Trainer audit with 120 internal trainers in an
automobile concern plus differentiated qualification
programs: 1.5 years
■ Trainer qualifications with focus on methodology and
didactics for technical specialist trainers in the
pharmaceutical sector: 60 participants, 12 days
■ Qualification of personnel developers in planning,
implementing and evaluating training sessions:
6 participants, 8 days
LEARNING & DEVELOPMENT
TRAINER QUALIFICATION
TRAIN THE TRAINERS
REFERENCE PROJECTS
11
LEARNING & DEVELOPMENT
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LEARNING & DEVELOPMENT
New tools and techniques usually do not help experien-
ced trainers to further improve their events. Instead, this
target group will find that working on their own indivi-
dual personality is far more effective: How do I affect
others with my personality? What are the most conduci-
ve behaviours? How important is e.g. tact and humour
for the success of an event? It is often the small but good
ideas that can have an unexpectedly huge impact. The
growing complexity of qualification programs means
that trainers are increasingly in demand as expert consul-
tants for their clients. Therefore it can also be useful to
systematically improve skills in assignment clarification
and design.
We use special training and coaching sessions to work
carefully and goal-oriented on developing the personali-
ty and competencies of your trainers. We develop „best
practices“ for training sessions together with participants
in workshops and consultations and provide support for
complex projects.
■ Interactive lecture and workshop with experienced
product trainers in an automobile concern on
professional assignment clarification and consultation
for internal clients: 50 participants, 1 day
■ Trainer qualification in a pharmaceutical concern on
„designing sustainable training sessions“, including
design coaching to professionalise the training
guidelines used: 30 participants, 2 days face-to-face
training and individual email coaching
■ Regular workshops with training design developers
in an automobile concern to optimise their training
guidelines in the areas of „participants motivation“
and “practical orientation“: 20 participants to date,
every 2 days, on-going consultation project
REFERENCE PROJECTS
SERVICES FOR EXPERIENCED TRAINERS
13
LEARNING & DEVELOPMENT
14
LEARNING & DEVELOPMENT
People learn better when learning content is adapted to
their everyday work situations and when new knowledge
can be gradually integrated and implemented. Fa-
ce-to-face trainings are a valuable element of these pro-
cesses, but in our opinion only a part. It is valid to embed
training into everyday working life, it is important to
flank it with appropriate measures and thus ensure trans-
fer.
This is where our services come into play. We provide
support for you to initiate sustainable learning processes.
These include small and large steps, which we design in
collaboration with you. In the same way as a project
needs a planning stage, descriptions, milestones and
clear responsibilities. That is how you can significantly
increase the effects of your personnel development mea-
sures and anchor the desired changes in everyday wor-
king life.
■ As part of a trainer development program for
technical medical expert trainers, face-to-face
training on the sustainable design of training
measures (3 x 2 days)
■ Consultation and design workshops in a global
chemical concern on the implementation of complex
development programs across all sectors
(2 x 2 days)
■ Qualification of international consultants in various
subject areas with a pilot event, upstream and
downstream integrated tasks within the internal
learning management system, upstream and
downstream, several face-to-face days and additional
tests for certification
REFERENCE PROJECTS
BLENDED LEARNING
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LEARNING & DEVELOPMENT
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PERSONNEL DEVELOPMENT
LEARNING & DEVELOPMENT
As a development and consultancy firm, the develop-
ment of employees is our core competence. We are
happy to make our expertise directly available to your
personnel development team. We can advise you on the
structure and position of personnel development in your
company, support the development, planning and im-
plementation of concrete measures or teach core per-
sonnel development skills (e.g. assignment clarification
and design). We are happy to „lend“ you an experienced
expert, to support you in the introduction, design or
revision of personnel development projects and proces-
ses. In this way you can build professional personnel
development, without having to recruit professionals to
your company.
We believe that the development of personnel is a key
success factor for every company. At the same time we
understand the variety this topic is applied. We begin
wherever you need us. Our experiences in this field are
similarly varied.
■ Joint yearly needs assessment and planning of
appropriate measures, after the client changed its
strategy towards „customer orientation“
■ Consultation, team development and training for
personnel development employees with the aim of
building an independent personnel development
department
■ External personnel development for a medium-sized
business
■ Building an internal „Academy“ as part of the
strategic reorientation of the company
REFERENCE PROJECTS
17
LEARNING & DEVELOPMENT
18
MODERATOR QUALIFICATION
LEARNING & DEVELOPMENT
Companies, whose meetings are professionally modera-
ted, work and decide much more efficiently than others.
Employees or managers trained as moderators reduce the
workload of meetings, access the intelligence of the orga-
nisation and contribute decisively to the overall success of
the company.
We have trained professional moderators for over 15 ye-
ars. We do it our way: With a realistic combination of
theory and practice, with demonstration, personal appli-
cation, personal feedback and reflection. Participants the-
refore take maximum advantage of the experience we
have gained from countless moderation activities, from
board meetings to large group events.
Our training components can be combined in any way.
We recommend not only learning acknowledged modera-
tion techniques, strategies for managing conversations
and visual interventions, but also reflecting thoroughly on
the role and behaviour of moderators. Participants can
thereby professionalise not only their technique, but also
their personal impact and charisma in groups, to the ex-
tent that the difference can be seen in everyday work si-
tuations.
The following modules are available: principles, backg-
rounds and basic techniques of moderation, techniques
and strategies to manage conversation processes in work-
shops and meetings, use and effect of visual interventions
on structuring and managing group processes, methods
for dynamic creative processes and in-depth exchange,
virtual moderation and special strategies and techniques
for the moderation of conflicts and decision processes.
Based on these modules, we can assemble moderator
training that is precisely tailored to the circumstances and
needs of your company.
■ Multi-level qualification of sales managers for the
moderation of client workshops and sales force
meetings
■ Multi-level qualification of HR Business Partners to
become internal moderators for workshops and
meetings
■ Qualification of an international team of management
consultants to implement teleconferences and virtual
meetings as part of an international project
■ Individual moderator training for individual employees
through a combination of single trainings from our
open seminar program
REFERENCE PROJECTS
19
Professional coaching encourages the development of
potential and helps to exploit existing resources. In par-
ticular it offers clarification and guidance for the further
development of the professional personality, for the tar-
get-based awareness of leadership tasks, for the increase
in personal working capacity and the constructive hand-
ling of crises and conflicts.
We have provided training for managers, personnel de-
velopers, HR employees, project managers and internal
trainers to qualify as coaches for many years. We develop
the ability of companies, their employees and leaders to
give targeted support in professional, methodological
and personal issues.
In order to reach their objectives, we provide your inter-
nal coaches with the precise tools and techniques they
need for their target groups. In addition, they gain a
clear view of the possibilities and boundaries of the role
of internal coach. Internal coaches can only contribute
to company success on the basis of high role clarification
and pronounced reflective skills.
Our modular development program lasts from 12 to 21
days, irrespective of the focus areas within your compa-
ny and the prior experiences of the target group. We
teach the theoretical essentials and the most effective
intervention methods of systematic solutions-based
consultation; we train the ability to implement coaching
processes methodically correct; and we coach partici-
pants in self-reflection.
The learning and development process uses face-to-face
trainings and benefits from a good combination of
self-experience, group dynamic and interactive learning.
Supplementary measures such as webinars, transfer tele-
phone calls, guided supervisions and intervision sessions
increase education success. We are happy to assemble
your customised in-house coach education - let our ex-
perts advise you!
■ Multi-level qualification of personnel developers in a
health insurance to create an internal coaching pool
■ Multi-level qualification of trainers and consultants in
a consulting firm with a focus on banking sales
■ Multi-level qualification of leaders in a bank to create
an internal coaching pool
LEARNING & DEVELOPMENT
REFERENCE PROJECTS
COACH QUALIFICATION
20
Take advantage of our consultation and training skills to
further develop your company - by letting us train your
internal consultants! Our development program conveys
all the relevant fundamentals of internal consultation,
thereby expanding your employees‘ existing knowledge
and abilities.
We believe that awareness of consultant behaviour,
knowledge of fundamental tools and safe navigation in
the consultancy environment are essential to the ability
to provide professional consultation services. We exami-
ne and clarify precisely what that means for your organi-
sation and what your consultants require before the start
of education. Naturally, we also take into account the
„law of meeting again“, according to which the success
or failure of consultation has a retroactive effect on the
personal reputation of the internal consultants in the
organisation.
Our modular education program usually last from 9 to
12 days; on request the participants can finish with a
Neuland certification. The qualification content compri-
ses systemic consultation approaches, classic consultant
tools and competences and the principal consultation
and change models. On request we can accompany your
consultants „on the job“. We can provide supervision
and individual coaching during and after the qualificati-
on program. In addition, we recommend that partici-
pants undertake practical learning tasks and project work
between the face-to-face modules, so that whatever is
learned can be immediately tried, reflected on and bet-
ter integrated in everyday consultation situations.
Over the years we have trained facilitators, leaders invol-
ved in change consultation, internal specialist consul-
tants and HR specialists involved in organisational de-
velopment (among others) to become consultants.
■ Training HR Business Partners to become change
consultants in 3 modules, including practical project
and final certification: financial sector, 6 participants,
10 days
■ Training to become internal facilitators – project
managers, leaders and specialists with (partial)
responsibility for on-going processes: insurance sector,
12 participants, 9 days
■ Small consultation education for marketing employees
in a corporate role in an international concern:
35 participants, 3 days
INTERNAL CONSULTANTS QUALIFICATION
LEARNING & DEVELOPMENT
REFERENCE PROJECTS
21
LEARNING & DEVELOPMENT
22 Moderation, Cooperation, Communication
23
MODERATION, COOPERATION, COMMUNICATION
No company can be successful without professional qua-
lification of employees. Communication and collaborati-
on are just as important. These so-called soft skills have
always been crucial to success - and they are becoming
increasingly important. Companies today are shaped by
cross-sector projects, worldwide networks of companies,
clients and suppliers and continual restructuring. None
of this is possible without a willingness and ability to
adapt to new situations and to manufacture agreements
with the relevant players. Employees in all positions of
the organisation are faced with recurring issues, challen-
ges and questions:
■ How can I succeed in conveying my idea so that my
conversation partners not only understand what is
meant, but also support the plan with passion and
commitment and offer me support and resources in
its implementation?
■ How can I formulate feedback, even when it is
applicable across hierarchical levels or unpleasant, in
such a way that it remains appreciative, yet does not
lose its effect?
■ How can we exploit and integrate the existing
potentials of creativity and innovation so that
instead of frictional losses actual synergies emerge?
■ How can each individual employee be supported in
their performance and personal development so that
they are satisfied on the one hand and that real
added value is created for the organisation on the
other hand?
■ What can we improve in our communication and
collaboration within teams and across departments,
to remain in constructive dialogue in complex tasks
and in difficult situations?
In the face of these challenges, there needs to be clear,
appreciative and solutions-based communication bet-
ween individuals, which does not fall victim to the tempta-
tions of digital media. There must also be methodical
ideas on how this communication can be more effective,
whether in relation to presentation, moderation or other
communication methods. Our training imparts proven
practical methods, in addition to theoretical background
knowledge. We also attach great importance to the perso-
nal development of each participant, to the suitability of
the methods and content to the target groups and, last
but not least, to the organisational context in which the
training takes place.
YOUR CONTACT PARTNER
Stefan Groß, PhD
Head of Moderation, Cooperation, Communication
Trainer, Consultant, Coach and Moderator
Fon +661 93414-15
stefan.gross@neuland-partner.de
24
Presentations can be unusual and fun! We teach your
employees how to implement informative, interesting,
convincing and lastingly effective presentations. They
learn to use PowerPoint and other media in such a way
that listeners are motivated and inspired, instead of over-
loaded and bored. We advocate developing new me-
thods in the use of media, i.e. a creative and brave
rethinking of existing presentation methods. We pass on
this creativity to our participants.
Our trainings cover all scenarios, including elevator pit-
ches, small peer group sessions and major client presen-
tations. We reinforce the understanding that different
subjects, presentation objectives and target groups may
require different solutions. Participants learn to perform
effectively, with support from the appropriate media,
and thereby to create an active connection between the
presented content and the spoken word.
Our training priorities include content structuring, i.e.
the dramaturgy of presentations, and personal appea-
rance. In group trainings or individual coaching, we act
out presentations or separate sequences and work inten-
sively on apparent strengths and areas for development.
In this way, our participants are able to professionalise
their performance and increase their personal charisma,
so that a real difference can be immediately seen in
everyday situations.
■ Training employees to represent the company
presentation: appearance at trade fairs, approaching
clients and illustrating company identification
externally
■ Development of a presentation concept for technical
sales representatives to present new products to
clients
■ Live development of presentations with structures and
storyboards, integration of corporate identity in
presentations, optimisation of slide design
■ Workshop for sales representatives with standard
situations in presentations, work on slide design and
presence
■ Elevator pitches for executive assistants, creation of
templates and ideas for short presentations, to bring
decision makers on board incisively and rapidly
IN FRONT OF GROUPS: PRESENTATION
EXAMPLES
MODERATION, COOPERATION, COMMUNICATION
25
MODERATION, COOPERATION, COMMUNICATION
26
Whether you want to speak confidently on stage or
whether you want to appear assured and convincing in
spontaneous or pre-prepared speaking situations, it al-
ways comes down to personal presence and use of lan-
guage. At Neuland & Partner, we live and love the spo-
ken word and aim to infect participants with our
enthusiasm and fascination. We provide training in what
makes us excel as speakers before an audience: that ba-
lance of seriousness, humour and light-heartedness, with
which even difficult content can be inspiringly commu-
nicated.
In group trainings or individual coaching, we provide
your employees with tried and tested tools, with which
they can informatively and inspiringly shape their spe-
eches. One of the training objectives is to reduce the fear
of public speaking and nervousness and to gradually in-
crease authority in front of groups. We also provide
structural assistance, as well as practical tips that can be
used immediately. We also work on how speakers can
simultaneously speak to the minds of their listeners and
move their hearts with vivid language.
We rigorously question all aspects in our trainings. We
are not satisfied with merely achieving the required be-
havioural targets; we go much further and search for
answers: What lies behind it? Which behavioural patterns
must be overcome? What obstructive mind-set can be
changed? We simulate performances, give constructive
video feedback, work, try, strengthen and improve. We
help participants to develop their own speaking style
and to achieve noticeable progress in a short time, which
transforms into successes under live circumstances.
■ Individual rhetoric coaching for a member of the
executive board with additional support via email
with self-reflection tasks, telephone and Skype
coaching and a follow-up day after six months.
■ Individual coaching for a sales manager, work on the
theme of “stage fright in speaking situations“
■ Three-level concept to prepare a speaker for an
appearance in front of 500 listeners.
1. Analysis of video material in preparation for
individual coaching
2. Live training: work on the actual speech
3. Shadowing and complementary feedback
■ Development of a speech concept for a trade fair
appearance
IN FRONT OF GROUPS: RHETORIC
EXAMPLES
MODERATION, COOPERATION, COMMUNICATION
27
MODERATION, COOPERATION, COMMUNICATION
28
When you are trying to turn attendees into participants,
to develop ideas with a team, to prepare or make decisi-
ons in meetings and workshops, moderation is the me-
thod of choice. We make your employees fit to moderate
events of all kinds (mission statement development,
strategy workshops, innovation workshops, executive
meetings, etc.) and for groups of all sizes. Our trainers
pass on the methods they use every day as moderators
in companies, to manage group processes goal- and
participant-oriented, methodically secure and successful,
with the right balance of structure and flexibility. Our
suggestions and tips are tried and tested in practice. Our
education is completed by theoretical background infor-
mation on moderation methods, by managing group
dynamic processes and by the effective use of visual in-
terventions.
Naturally, you can also take advantage of our moderati-
on experience in other ways: support for your modera-
tors in the design of dramaturgies or in the choice of the
right methods, techniques and procedures. We help you
find and formulate the right structures, images, ques-
tions and work assignment, or develop complete event
formats, which are then implemented by your modera-
tors. You can also book our moderators directly.
■ Conception, preparation and implementation of
kick-off workshops as part of a comprehensive
change process in all company sectors and across all
managements levels
■ Support for a company in planning and implementing
measures to change the meeting culture in one
sector: training on effective management of meetings,
shadowing meetings/meeting managers, workshops
on systematic development of ideas for improvement
■ Modular in-house moderator education (moderation
techniques, conversation, process visualisation)
■ Development of a detailed process for a executive
meeting with 150 participants, preparation of all
moderation media and support for client in the
implementation of the event as a contact partner for
method queries on site
■ Multi-level qualification for HR Business Partners to
become internal moderators for workshops and
meetings
■ Qualification for an international team on the imple-
mentation of telephone conferences and virtual
meetings as part of an international project
WORKING WITH GROUPS: MODERATION
MODERATION, COOPERATION, COMMUNICATION
EXAMPLES
29
MODERATION, COOPERATION, COMMUNICATION
30
Communication supports us in everyday work situations.
We continually communicate with colleagues and em-
ployees or we act as contact partners for clients, sup-
pliers and other business partners. Occasionally we have
to negotiate hard and we repeatedly end up in conflict
situations, which demand constructive solutions.
We teach your employees how to communicate in all
situations. We show them how to structure their conver-
sations and focus on results and enable them to use
communicative tools goal-oriented. We provide concrete
advice on how to maintain a good relationship with a
discussion partner at unpleasant moments and even to
improve the discussion atmosphere. Our participants
receive powerful stimuli to prepare and implement their
discussions, focusing on objectives and results, and the-
reby broaden their negotiation competence. We train
participants to address conflicts promptly and to take
advantage of the opportunities they present.
We focus on practical implementation and direct use for
everyday work situations. For us, it‘s not just about
techniques. These can only have an effect if they are
pursued in an authentic and appreciative manner. We
therefore provide plenty of opportunities for self-reflecti-
on, using practical sequences with individual feedback
and as role models during the training. We offer a secure
and confidential environment in which to scrutinise the
self-image: What effect do I have on others? Why do I
always react to certain people in certain situations in the
same way? What behavioural patterns affect my negoti-
ation success? How can I use these characteristics to
successfully shape my negotiations? We are able to im-
prove your employees‘ communicative abilities sustain-
able, by means of in-depth transfer of appropriate
techniques and intensive behavioural work.
■ Training to prepare leaders for development interviews
with their employees (focus: decision whether to
promote a professional or management career path)
■ Conversation at meetings of field sales representati-
ves, based on actual client situations
■ Qualification for auditors who encounter difficult
situations as part of their work
■ Qualification for an international procurement team
on communicating with suppliers and end users
■ Raising awareness and qualification for international
consultants on dealing with conflicts in client projects
in different cultures
IN CONVERSATION: COMMUNICATION
EXAMPLES
MODERATION, COOPERATION, COMMUNICATION
31
MODERATION, COOPERATION, COMMUNICATION
32
Team development is often required when teams are
newly assembled, when people have to find a common
ground after a reorganisation process or new colleagues
are integrated, and when a good team is being de-
veloped into a high-performance team. We can provide
advice and support for you and your team on this path.
Team members might have to prove themselves in unk-
nown terrain or experience a project kick-off on a joint
sailing adventure. Or we can initiate a playful change of
perspective, to constructively examine the mistakes that
arise in a project. But perhaps it may also be useful to
establish a mutual understanding of collaboration and to
clarify personal preferences, to turn the existing hetero-
geneity in the team into a benefit for all, to reduce fric-
tion and to increase the effectiveness and efficiency of
cooperation.
We provide advice and facilitation according to the cur-
rent needs of your team. We work on the determined
objective and according to the framework provided. We
therefore attach great importance to a precise assign-
ment clarification, where we work out specific issues, set
objectives and clarify suitable approaches together with
you and/or your team. We enjoy taking unconventional
paths. That can mean travelling to unusual places; but it
can also mean accompanying your team in meetings, in
order to develop ideas and optimise processes directly
on site. Whatever we suggest, our aim is always the
same: we want to provide the necessary support with a
high involvement of refection and transfer to push your
team forward, so that success is visible and experienced
in everyday situations.
■ Kick-off workshop with the management team as part
of a walking tour at the start of the new job; 100 days
later a reflection workshop focusing on communication
and collaboration in the management team and
standardisation of the department‘s presence externally
■ Work on a division‘s self-understanding as an organisa-
tional unit, identification of difficulties and approaches
to solutions in constructive controversy procedures,
over 1.5 days
■ Team workshop based on individual values and
360-degree feedback; formulation of principles of
cooperation
AS GROUPS: COOPERATION AND TEAM DEVELOPMENT
EXAMPLES
MODERATION, COOPERATION, COMMUNICATION
33
MODERATION, COOPERATION, COMMUNICATION
34Personal Development
35
PERSONAL DEVELOPMENT
Work, leisure and the social environment: every individu-
al is embedded in a complex network of relationships
and encounters various expectations, enquiries and inci-
dents. Against this backdrop, how can we manage to
regulate ourselves effectively and to lead a healthy, suc-
cessful and happy life? How can contrasting objectives
be balanced out and reconciled with new ways of thin-
king? In the field of self-management, participants put
their thoughts and actions to the test. They change their
mental models and broaden their behavioural options,
to find new individual strategies for everyday life and
work.
Environment
Relationships
Incidents
BehaviourAchievement of
objectives
Effectiveness
Happiness and satisfaction
Health
Performance
Values, beliefs, feelings, needs
YOUR CONTACT PARTNER
Martin Merdes
Head of Personal Development
Trainer, Coach and Moderator
Fon +49 172 6600962
martin.merdes@neuland-partner.de
36
Employees encounter various challenges every day. Glo-
balisation and technical innovations accelerate the work;
interactions and reactions are condensed. A process, to
which employees often feel helplessly surrendered, until
the body sends them clear signals.
There are no simple solutions. On an individual level, the
only option is to reflect on personal behaviour and
thought patterns on many levels, to develop new strate-
gies and follow them in the long-term. This works best
when you reflect on your own resources. On an organi-
sational level, it requires propositions and processes,
which promote awareness of the issue, yet do not absol-
ve employees of their own responsibility. Any measure to
improve health skills in the company must therefore be-
gin with a detailed analysis of the starting situation and
a determination of the target state. We are happy to
provide support and clarification on which measures will
be expedient and will have a lasting impact in your com-
pany.
■ Training for leaders with medical and theoretical input
and practical exercises, both with regard to their own
situation and in terms of providing an example
■ Training on dealing with stress for concerned and
interested employees (voluntary) with long-term
support and coaching to improve sustainability
■ Introduction of company health management accor-
ding to the top-down approach. Joint development of
strategy and plan of action with additional training of
employees, starting with the upper management level
HEALTH MAINTENANCE & STRESS MANAGEMENT
EXAMPLES
PERSONAL DEVELOPMENT
37
In an era of permanent change, skilful self-management
has become a key qualification for professional and per-
sonal success. To be successful in the long-term, you
have to be able to manage yourself effectively. Resour-
ce-oriented self-management begins with a clear estima-
tion of individual possibilities. On this basis, employees
can learn to achieve their potential effectively and intel-
ligently even under difficult external conditions.
Participants reflect on and clarify what is particularly
important in their current life situation and decide where
they want to direct their attention and energy. They le-
arn how to deal with themselves in a way that focuses on
their own resources. This procedure of self-management
enables employees to increase their scope of action ta-
king and decision making in future situations.
Methods include both cognitive and unconscious pro-
cesses (e.g. Zurich Resource Model).
■ As a module in a development program for future
leaders to define their position and develop self-ma-
nagement skills
■ Regular offer for employees, who recognise a need for
self-improvement after employee reviews
RESOURCE-ORIENTED SELF-MANAGEMENT
EXAMPLES
PERSONAL DEVELOPMENT
38
Today working life demands that we achieve more and
more in less and less time, that we are always available.
Many people feel over-driven and other-directed - and
they react like a hamster in a wheel trying to run faster
and faster. Leaving the workplace satisfied at the end of
the day remains an unfulfilled dream for many people, as
they are always thinking of everything that still needs to
be done.
Our training provides your employees with the tools to
take the organisation of their life and work into their own
hands. Other focus areas include: clarification of diffe-
rent work and organisation types; analysis of existing
behaviour and value structure. Based on these insights
and a reflective attitude, we develop individual methods
and structures to shape the working day more effecti-
vely.
This format focuses on transferring tools and raising awa-
reness of the participant‘s personality features and their
impact on individual work organisation.
■ As a module in the basic qualification for new
employees in the company. Partly coupled with
follow-up appointments, which support sustainable
implementation and behavioural change
■ As an offer to all employees, who see a need for
improvement in their own work organisation
WORK ORGANISATION AND TIME MANAGEMENT
EXAMPLES
PERSONAL DEVELOPMENT
39
Research has shown that outstanding performances arise
in the „FLOW“, the state of highest performance. Top
athletes, Shaolin monks and top managers use the prin-
ciple of lightness and achieve astounding results. People
in the FLOW have a high level of energy, reach their
objectives with playful ease and remain confident and
capable in pressure situations.
We show your employees ways and means to avoid
stress and burnout and optimise their performance th-
rough an attitude of ease. We primarily use practical
exercises to illustrate the effect of different internal atti-
tudes and to provide participants with their own experi-
ences. Experience is more deeply anchored in the (phy-
sical) memory and opens up additional impact levels.
Thus achieving a particularly intensive and lasting effect.
Cognitive models serve to deepen and broaden the ex-
periences. This process requires a certain openness and
maturity from participants.
■ Part of a trainee program for next generation leaders
with high proportion of reflection on own personality
■ Two-day seminar with a high-performance team for
technical developments with high deadline pressure
■ Offer for employees who want to „look beyond the
horizon“ and are ready to question their thought and
behaviour habits
HIGH PERFORMANCE WITH EASE
CONCRETE EXAMPLES
PERSONAL DEVELOPMENTPERSONAL DEVELOPMENT
40Coaching
41
COACHING
Coaching is an inestimably valuable tool, whenever one
questions existing thought and behavioural patterns.
Conversations with an external coach are almost the only
way for experienced and established managers to further
improve at work. Personality characteristics and behaviou-
ral patterns, which have contributed to success for many
years, often prove to hinder further professional develop-
ment after a certain point. Coaching provides an approp-
riate protected environment that enables managers to
work on sustainable further development.
Our coaching sessions cover a wide range of subjects. We
primarily focus on issues from everyday work situations,
and occasionally on issues from a personal context.
Our coaches are specialised in different subject areas. Ty-
pical areas of application and occasions include:
■ Support for organisational change processes
■ Background management in situations with high
risk of disruption
■ Support for key people acting as role models
■ Resumption of constructive communication
after conflict situations
■ Measures for working out conflicts
■ Changing behavioural patterns in conflict situations
■ Work on excessive need for harmony
■ Dealing with personal resources and health
■ Work-life balance
■ Comparison between abilities and role
■ Determination of development goals
(e.g. abilities, more calmness, etc.)
■ As a woman among men
■ Career rules of the game
■ Professional objectives, concrete steps towards
a new job
■ Self-presentation in interviews and assessment centres
COACHING AS A TOOL FOR ORGANISATIONAL DEVELOPMENT
COACHING IN CONFLICTS
COACHING ON DETERMINING POSITION/STOCKTAKING / PERSONALITY COACHING
CAREER PLANNING AND PROFESSIONAL ORIENTATION
42
COACHING MODEL
43About us
44
OUR FORMATS
WORKSHOP
Just as craftsmen need special tools for diffe-
rent tasks, so we also work with different tools
for employee and organizational develop-
ment. We rely on a mix of traditional formats,
on-the-job approaches and new mobile lear-
ning formats.
Workshops are used to re-structure existing
knowledge and structures or to integrate new
knowledge efficiently. We provide consultan-
cy, planning and moderation of board and
leader meetings, conferences, vision work-
shops and many other workshop formats.
Training is mainly used for knowledge trans-
fer and the integration of knowledge into
individual behaviour. We train your leaders
according to current standards and use con-
tent, which is tailored to your organisation.
Training on the job provides a unique oppor-
tunity to integrate theoretical background
directly into the day-to-day working situa-
tion. This training format enables the fine
adjustment of individual abilities and beha-
vioural patterns.
A trainer follows the participant like a shadow
through their working day and gives feed-
back.
The trainer provides learning opportunities,
which are used independently by the partici-
pant. Self-directed learning can also incorpo-
rate mobile and social learning.
The leader has a partner to converse and
interact with, who reviews the plausibility
and congruency of planned measures in
concrete situations.
In a lecture, themes are illustrated in context
pointedly and tailored to each forum.
Coaching is an ideal tool to support and
accompany personal development proces-
ses. It can also be used for the supervision
of groups.
The learning content meets the personal
needs and learning profile of the participant.
The trainer acts as an individual coach.
TRAINING
TRAINING ON THE JOB
SHADOWING
SELF-DIRECTED LEARNING
SPARRING
COACHING
LECTURE
INDIVIDUAL TRAINING
45
OUR FORMATS
Consultancy helps your organisation to
expand the spectrum of alternative solutions,
to select suitable solutions and implement
them using appropriate procedures.
Collegial consultation is a form of learning
for individuals or groups. It also functions as
knowledge management in organisations.
Colleagues with same or similar problems
meet to discuss and work on these indivi-
dual issues. Multiple ideas and responses
emerge, which help the individual to make
decisions and take action. At the same time,
all colleagues learn from the example of the
individual.
Project work is a process for the practical
application of learned skills and provides
an opportunity to refine and improve these
skills. We regard the use of project work as
an important opportunity to expand skills,
particularly in development of leaders.
We introduce various methods to improve
the transferral of what is learned into every-
day situations. This includes before and after
tests, telephone transfer coaching, collegial
learning, internet-based exchange formats
and podcasts.
Webinars serve to transfer clear knowledge
content and are mostly used as modules in
longer-term learning processes. They can be
expanded by means of preparatory and/or
follow-up tasks.
Neulands Campus is an alternative confe-
rence format that aims to combine maxi-
mum infiltration of issues with the greatest
possible involvement of all participants.
PROJECT WORK
TRANSFER METHODS
WEBINARS
NEULANDS CAMPUS
CONSULTANCY
COLLEGIAL CONSULTATION
46
OUR TEAM
Marco Böhm
INTERNAL TRAINERS | MODERATORS | COACHES
Stefan Groß, PhD
Grit Marx
Daniel Heitzenröder
Ilona Dorn de Carvalho
Martin Merdes
Theresa Hühnerbein Jürgen Bohl Dorothee Rosenow
Jürgen Sammet, PhD
Cornelia Philippen
Georg Neubauer
Sabine Hennig
Isabell Huschka
Detlef Dorau Jacqueline Wolf Torsten WaldMichael Schleppe
47
OUR TEAM
ASSOCIATED TRAINERS | MODERATORS | COACHES
Dietmar Jakobi Hilke SteffensSabine Merdes Stefan Spies Nicole Walendy
Dr. Udo KreggenfeldAnne Kimmle Markus Thoenes Birgit Beutel
INTERNAL TRAINERS | MODERATORS | COACHES
Armin Hoferer
Maic StäblerSimone Müller
Gabriel Kroes
48
OUR TEAM
Shoshanna Cogan
ASSOCIATED TRAINERS | MODERATORS | COACHES
Dr. Markus Blaschka Marianne Müller Prof. Dr. Jörg A. Wendorff
Angela Henke Jessica Thamm Sonja Schmitz Heidi Prochaska
Thu Phong Voung
Lutz Urban
49
Success in the future depends on the priorities you set
today. The best way to be prepared for the future is
through development. Neuland & Partner can provide
support for you. As a premium service provider based
in Germany with an international outlook and a wide
range of services at the highest level, we can make your
company fit for the future: through the effective, targeted
and strategy-oriented development of your employees,
leaders and organisational structures.
Clients value the high level of professionalism of our
trainers, consultants, moderators and coaches - and their
passionate commitment to working with people in orga-
nisations. Learning and development processes, which we
introduce, can be demanding, challenging, surprising and
occasionally also strenuous. But they are never impractical
or boring.
Our clients include companies and divisions of all sizes,
from market-leading medium-sized enterprises to interna-
tional concerns. Alongside our open training program for
the development of employees and leaders, we carry out
more than a thousand in-house measures per year, from
board moderations to development programs for large
groups of specialists or management levels. Our working
languages are German, English, Portuguese, Spanish, Ita-
lian and Chinese.
In order to bring about qualitative growth in a company,
high quality standards in terms of content and methodo-
logy must be met: this is the standard by which we mea-
sure ourselves. Our development formats and concepts
are based, on the one hand, on a thoroughly analysis of
the starting position in your company and, on the other
hand, on the pragmatic implementation of scientific
findings. We implement skills and strategies that can be
directly applied. These will visibly and sustainably boost
the contribution of decision makers, leaders and teams to
the effectiveness of your company.
Neuland & Partner was founded in 1998 in Fulda. We are
represented by more than 36 permanent and 45 freelance
employees in Fulda (head office), London, Rio de Janeiro,
New York, Shanghai and Cape Town.
NEULAND & PARTNER: WE DEVELOP FUTURITIES.
50
We offer a diverse portfolio of training and consultancy
services within our three areas of operation, designed
precisely to meet individual needs in terms of metho-
dology and content. We work closely in partnership
with your decision makers in HR and management to
ensure the optimal integration of all measures within
the company environment and the overall strategic
framework.
Neulands Institute for Personnel Development develops
strategically important core competencies in your emplo-
yees. The „learning & development“ area is aimed at all
the „development workers“ in your organisation: staff
developers and leaders, as well as internal trainers,
consultants, moderators and coaches. We enable these
people to bring the company closer to the ideal „lear-
ning organisation“ through their work and their examp-
le. The optimisation of „moderation, communication &
collaboration“ is the second focus area. Here we develop
individual key skills such as presentation, rhetoric, con-
versation or moderation, as well as the ability of teams
to work together efficiently and effectively. In the area
of „self-management and coaching“ we address topics
such as the management of stress, time, performance
and health and support individual employees through
coaching. The aim is to develop a resource- and solu-
tions-based, learner-friendly attitude, which has a posi-
tive impact on employee satisfaction and the overall
performance of the company.
Neulands Academy for Modern Leadership is a develop-
ment, consulting and dialogue forum, which aims to
establish and advance leadership performance on all
management levels. Our understanding of leadership
is based on the four pillars of employee leadership,
management (system design and control), self-manage-
ment and leadership ethics. We understand leadership
as the targeted exertion of influence, and effective lea-
dership behaviour as the most important key to a com-
pany‘s success. On this basis, we carry out tailor-made
development programs, implement leadership tools and
support your executives, from team leaders to board
members, in their personal development. We advise your
HR department on all issues of leader and leadership
development.
Neulands Center for Organizational Development sup-
ports companies in the enhancement of organisational
performance and individual development by increasing
alignment among the various systems within the overall
system. Our experienced organisational developers sup-
port you through all interventions in strategic planning,
leadership development, performance design, organiza-
tion design, change management, diversity and culture,
communication, personnel development, team develop-
ment, coaching and work-life-balance. We secure the
success of your development processes by ensuring the
optimum involvement of people within the company.
OUR SERVICE SPECTRUM
NEULANDSINSTITUTEfor Personnel Development
5151
DEVELOPMENT PROGRAMS
■ For managers, project leaders and experts/specialists
LEADERSHIP CONSULTANCY
■ Development of mission statement
■ Development of vision and mission
■ Implementation of company values
■ Health
■ Tie in and capitalise on millennials
PERSONNEL DEVELOPMENT CONSULTANCY FOR MANAGEMENT DEVELOPMENT
INTEGRATION OF LEADERSHIP TOOLS
■ Employee appraisals
■ Competency models, skills profiles and potentials analysis
■ Target systems
■ Evaluation systems
■ Feedback discussions
■ Mentoring models and processes for young leaders
■ Reverse mentoring
EMPLOYEE LEADERSHIP
■ Team development
■ Neulands Leadership Project
■ Facilitation
■ Various seminars
SYSTEM DESIGN AND CONTROL
■ Facilitation
■ Neulands Campus
■ Introduction and consultancy on topics such as error culture and decision-making
■ Various seminars
SELF-MANAGEMENT
■ Coaching
■ Various seminars
OUR IN-HOUSE SERVICES AT A GLANCE
MANAGEMENT DEVELOPMENT OUR SERVICE SPECTRUM
52
CONTACT US
Would you like to implement development measures in
your company? Are you looking for a suitable partner? We
would be delighted to meet with you personally to discuss
the development needs and specific circumstances within
your company.
We develop a suitable concept in collaboration with you
and create a personalised service offer. We are happy to
introduce you to the trainers, consultants or coaches, who
may work on the implementation of planned measures.
For the implementation of complex or large measures,
you will benefit from the services of a project manager
from Neuland & Partner, who will stay in contact with
you for the duration of the project, ensure the quality of
all sub-measures and the sustainability of transfer results.
Neuland & Partner provides comprehensive support for
you and your development process, from a detailed needs
analysis to implementation and ensuring knowledge
transfer.
Jürgen Sammet, PhD
Head of Learning & Development
Member of the Steering Committee
Stefan Groß, PhD
Head of Moderation, Cooperation, Communication
Member of the Steering Committee
Martin Merdes
Head of Personal Development
Member of the Steering Committee
Ulrike Jany
Assistance in Business Divisions
Neulands Institute for Personnel Development
Neulands Academy for Modern Leadership
Neulands Center for Organizational Development
Fon +661 93414-65
ulrike.jany@neuland-partner.de
YOUR CONTACT PARTNERS
Von-Schildeck-Straße 12 ::: 36043 FuldaFon +49 661 93414-0 ::: Fax +49 661 93414-20
www.neuland-partner.de ::: info@neuland-partner.de
NEULANDSINSTITUTEfor Personnel Development
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