In Central and Eastern Europe, many
organizations are hungry for solutions provided by systemic management coaching and
professional relationship training. A lack of quality training blocks the
growth potential of many companies.
Long-term organizational success requires technically
skilled leaders and employees who understand organizational development and have
appropriate relationship skills.
Qualified professionals can be recruited or people within an organization
can be coached and trained in ways that reflect and
include both local and organizational cultures.
We can provide trained multilingual coaches to companies
in Croatia, Czech Republic, Hungary,
Macedonia, Poland, Slovenia,
Slovakia and Serbia.
Coaching, Training and Culture
Organizational culture can be described as the personality of an
organization, guiding how employees communicate and work.
This term can be used to define the general character of an organization,
and includes core values, ethics, and codes of conduct. Organizational
culture may be communicated in mission statements, architectural styles,
office décor, work clothes and employee titles.
Some questions provide insight into organizational culture:
- What must people do to be promoted?
- Are employees expected to be readily mobile?
- Do the employees generally trust management?
- Can employees and management easily communicate?
- Are organizational values aligned with local cultural values?
- Who can be trained? Does training bring respect or alienation?
- What are the real consequences for employees who show initiative?
Organizational culture is indicated by the age of the organization, its
history, customers and management structure. Industry and market information
can be used to identify an organization's growth, strategy, business
opportunities and financial performance.
Cultural values and relationship habits can enhance or limit
organizational development. Employees
who betray or ignore cultural rules may alienate themselves
from their peers and managers. Efforts to improve long-term
staff quality must address potential cultural chasms. Creating
and maintaining a consistent corporate culture across multiple
locations, with standard procedures, objectives and
staff attitudes, is a daunting management task.
Efforts towards cultural consistency may be complicated
in joint ventures with Central European governments,
whose culture may be different to, and perhaps clash with,
High staff retention helps create and maintain corporate culture. Organizations
committed to staff development reap employee commitment. Common options
for employee development are organizational training, independent training
and in-house training. Many organizations choose a combination of these to
maximize staff coverage, cost-effectiveness, quality of content and employee
In-house coaching and training provides solutions for many skill gaps,
and can focus on individuals who show potential, entry-level staff and
In-House Coaching and Training
Success, relationship and team coaching are little known
occupations in Central and Eastern Europe. Coaching is a new
profession, treated with initial surprise. The word "coaching"
is difficult to translate into Central European languages,
avoiding the words for counseling, consulting and therapy.
Although a single independent coaching and training company may not satisfy every
staff development need, in-house training offers many benefits. Cost-effective
in-house skill training can be integrated into daily work, with excellent results.
A training program often starts with courses that immediately improve bottom line profits
- sales training, stress control and communication are notable examples - and
expands to fill other organizational and management needs.
Employee orientation and follow-up training can reinforce corporate
policies and objectives while contributing to operational efficiency.
However, creating a dedicated in-house training program is a difficult
task for many smaller and mid-size Central European organizations.
One challenge is a scarcity of good local trainers. A potential trainer with
business experience can earn far more in as a manager than as a trainer; and
inexperienced trainers may not be very effective.
Many qualified managers could make good trainers, but are in
limited supply. Most organizations are reluctant to move competent managers into full-time training. Instead, they
generally hire young, inexperienced university graduates as
instructors and hope that those young people somehow develop into effective trainers.
After a company finds competent trainers, the company needs a
tailored curriculum and training materials. Although some trainers
are also excellent program developers, most trainers use materials
supplied by third-party providers.
Third-party training materials cannot reflect the local culture and specific
organizational needs reduce the benefits of local training. Some
companies offer commercial training aids in Polish, Czech, Croatian,
etc, which are merely translations of existing (often outdated) English
manuals. Their relevance, quality and cultural
applicability can be poor.
The best in-house training programs generally employ experienced expert
trainers, who supervise and mentor local trainers who learn as assistants
Most training companies in Central and East Europe offer basic
staff development, language instruction and clerical training. Local
training companies can be a resource for teaching core skills and are
useful for smaller companies that cannot maintain training departments.
It is often difficult to find training companies that provide qualified
trainers who can teach in the local language, with culturally specific
training aids, especially outside major cities. (Training
companies also have trouble finding and keeping competent trainers.)
While local training programs can be effective, overseas work and study
programs are a solution for developing high-potential staff. In addition to
the benefits of education and cultural understanding, foreign training often
brings status, which can boost a manager's effectiveness.
Overseas training can be transformative. However, transformed
individuals may leave the organization.
Training strategies require an intimate knowledge of goals and resources.
Some useful questions to help identify training goals and resources are:
- What are the attrition rates amongst professionals?
- What is the organization's size and overall objectives?
- What are the performance objectives for each workgroup?
- What will likely happen if each workgroup is not trained?
- What are the essential missing competencies?
- What curricula and training aids are required?
Successful organizations often combine development options to
maximize the number of staff trained, cost-effectiveness, quality of content,
and employee retention. In-house and locally provided training are
presently the most popular options for staff development.
Local training companies often provide low-cost and ready-made solutions.
In-house training is often the most cost-effective way to reach the broadest
number of staff. Many organizations combine outsourcing with in-house
training, and organizational coaching is slowly becoming mainstream.
Organizations can order tailored telephone coaching and
training programs to meet their needs.
In-house Training .
Emergency Planning .
Systemic Coach Training
Systemic Solutions applies systemic coaching to provide effective online coaching,
training and mentorship programs. We coach and train people to resolve
physical, emotional, mental and relationship challenges.
If you are interested in adding online coaching to your skills, we offer
training programs with many levels of application. While designed for
professionals in health, education and psychology; we welcome
friendly, stable people who wish to learn systems thinking and systemic coaching.
This program helps you coach
people to gain clarity, dissolve
relationship issues and find a deep understanding of "what makes sense."
You'll help them solve success and relationship problems and fulfill their dreams.
Counseling and Mentorship
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