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Emotional Issues
Addictions
Anger & Rage
Anxiety
Dependence
Depression

Dissociation
Eating Problems
Emotional Maturity
Grief & Loss
Immaturity
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Pain Control
Sadness
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Toxic Beliefs
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Relationship Problems
Abuse
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Codependence
Dissolve Conflicts
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Emotional Blackmail

Enjoy Partnership
Evaluate Partners
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Love & Hate

Partnership
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Family Challenges
Abuse

Abortion
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Parental Alienation

 

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Children's Challenges
Communication
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Patterns in Love
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Quantum Leap
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Stress & Relaxing
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Specialties
Chaos Coaching

Inner Conflict
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Learning Disorders
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Psychobiology
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Soul of Soulwork
Systemic Management
Therapist Abuse
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Coaching and Training in Central Europe
© Martyn Carruthers

Online Life Coaching & Management


Many organizations in Europe are hungry for solutions provided by management coaching and professional relationship training. A lack of quality training resources blocks the growth potential of many Central and East European companies.

Your long-term organizational success anywhere in the world requires technically skilled employees who understand organizational development and have appropriate relationship skills. You may recruit qualified professionals, or you may coach and train people within your organization in ways that reflect and include your local and organizational cultures.

Coaching, Training and Culture

Your organizational culture can be described as the personality of your organization, guiding how your employees communicate and work. This term can be used to define the general character of your organization, and includes core values, ethics, and codes of conduct. Your organization communicates its culture in mission statements, architectural styles, office décor, work clothes and employee titles.

Some questions may provide insight into your organizational culture:

  • Who can be trained - who cannot be?
  • Are employees expected to be mobile?
  • What should people do to be promoted?
  • Does training bring respect or alienation?
  • Do employees generally trust management?
  • Can employees and management communicate?
  • Do organizational values conflict with local cultural values?
  • What are the consequences to 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, organizational culture.

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 retention.

In-house coaching and training provides solutions for many skill gaps, and can focus on individuals who show potential, entry-level staff and older managers.

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, while avoiding the words for counseling, consulting and therapy.

Although a single coaching and training company may not satisfy your every staff development need, in-house training has 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 management than as a trainer; and inexperienced trainers may not be effective.

Many qualified managers would make good trainers, but are in limited supply. Most organizations are reluctant to move their most competent managers into full-time training. Instead, companies generally hire young, inexperienced university graduates as instructors, and hope that they somehow develop into mature, experienced and 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.

Training materials that do not 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 often translations of outdated English manuals. Both the 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 and apprentices.

Local Outsourcing

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 these core skills and are a useful resource for smaller companies that cannot maintain training departments.

It is often difficult to find training companies that provide experienced and skilled trainers who can teach in the local language and create culturally specific training aids, especially outside the larger cities. (Training companies also have trouble finding and keeping competent trainers.)

Overseas Training

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 transformational. However, transformed employees may be motivated to leave your organization and either return "overseas", search for better positions locally or start a consultancy.

Combining Systemic Strategies

Creating effective training strategies require an intimate knowledge of your goals and resources. Some questions to help identify your training goals and resources are:

  1. What are your organization's overall objectives?
  2. What are the attrition rates amongst your professionals?
  3. What are the performance objectives for each of your workgroups?
  4. What will likely happen if each of your workgroups is not trained?
  5. What are their essential missing competencies?
  6. What training curricula and training aids do you require?

Successful organizations often combine developmental options to maximize the staff trained, cost-effectiveness, quality of content and employee retention. In-house and local training companies are the popular options for staff development.

Local training companies can provide low-cost and ready-made solutions, and in-house training is often the most cost-effective way to reach the broadest number of staff. Many organizations combine outsourced training with their own in-house programs; accelerated by organizational coaching, which is becoming mainstream.

We offer organizations in Central and East Europe tailored coaching and training programs to meet their needs. We can work with you to meet your organizational goals.

In-house Training . Emergency Planning . Other Resources

Systemic Coach Training

Our program can train you to coach people to solve success blocks and relationship problems ... help them fulfill their goals. Our coach training is usually in 3-day and 5-day segments.

Online Life Coaching & Management


If you like our work, please link to us. If you know someone who might benefit,
please mention www.SystemicPsychology.com or www.EmotionsRelationships.com

For online help, email us at: europecoach@gmail.com

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Have You Suffered Enough?

 Where are you now? Understand your emotions, fixations and enmeshments
What do you hope for? Know your goals and stop sabotaging yourself
Do you feel resourceful? Learn to develop your inner resources
Do emotions block you? Relationship problems and mentor damage
Do your beliefs limit you? Change limiting beliefs and end dependence
Do you feel connected? Resolve identity issues to recover lost resources
Is your partner happy? Build healthy partnership (or separate peacefully)
Are your children healthy? Happy parents better manage family problems
Do you want team success? Team leaders and their teams develop together
Do you have complex goals? Specialty coaching, counseling & therapy

Plagiarism is theft. Copyright © Martyn Carruthers 1996-2017 All rights reserved. Soulwork Systemic Coaching was primarily developed by Martyn Carruthers to help people solve emotional problems and relationship conflicts to achieve their goals. These concepts and strategies are for general knowledge only. Consult a physician about medical conditions and before changing medical treatment. Don't steal intellectual property ... get permission to post, publish or teach Martyn's work - email europecoach@gmail.com