In Central and Eastern Europe, many organizations are hungry
for solutions provided by professional management coaching and relationship training. A lack of quality training resources
blocks the growth potential of many Central and East European
companies, and those organizations wishing to expand into Central Europe.
Systemic Solutions offers solutions to prevent and remedy this.
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Long-term organizational success requires technically
skilled 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.
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:
- Do organizational values conflict with local cultural
values?
- What are the consequences to employees who show initiative?
- Are employees expected to be mobile?
- Who can be trained - who cannot be?
- Does training bring respect or alienation?
- Do employees generally trust management?
- Can employees and management easily communicate?
- What should people do to be promoted?
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. Even the word "coaching"
is difficult to translate into Russian and Central European languages,
while avoiding the words for counseling, consulting and therapy.
Although a single coaching and training company may not satisfy every
staff development need, in-house coaching and training offers many benefits. Cost-effective
in-house skill development can be integrated into daily work, with excellent results.
A 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 in training; and
inexperienced trainers may not be effective.
Many qualified managers would make good coaches and trainers, but are in
limited supply. Most organizations are reluctant to move their
most competent managers into full-time human resource development. Instead, companies
generally hire young, inexperienced university graduates as
instructors, with the hope that they 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.
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 transformative. However, transformed
individuals may be motivated to leave the organization and either return
"overseas" or search for better-paying positions locally.
Combining Systemic Strategies
Effective training strategies require an intimate knowledge of goals and resources.
Some questions to help identify training goals and resources are:
- What is the organization's size and overall objectives?
- What are the attrition rates amongst managers and professionals?
- 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 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.
Organizations in Central and East Europe can order tailored coaching and
training programs that meet their needs.
Systemic Solutions can work with you to meet your organizational goals.
Why not email us?
Systemic Solutions are available in English, Bosnian, Bulgarian,
Croatian, Czech, French, German, Hungarian, Italian, Macedonian, Polish,
Russian, Serbian, Slovak, Slovene and Ukrainian.
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Emergency Planning ] [
Other Resources ]
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Resolving Relationship
Issues
A 5-day workshop for professionals
- How to stay resourceful in chaos
- Clarify relationship chaos and transferences
- Dissolve unconscious relationship entanglements
- Dissolve guilt issues that impact effective work
(from previous and current relationships)
- Clarify relationships between managers and between managers and employees
- Choosing exercise partners and guided practice
- Introduction to Partnership Coaching
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Advanced Goal Coaching
A 5-day workshop for professionals
- Recognize verbal and non-verbal communication (
"body" language)
- Respond to verbal and non-verbal objections
- Dissolve "Yes-No", "Yes, but..." and
critical objections in conversation
- Goal diagnosis: dissolve philosophical goals, negative goals,
comparative goals, conflicts and abstractions
- Recognize and utilize spontaneous trance
- Use both conscious and unconscious resources for whole-brain
planning
- Introduction to Team Coaching
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