Management Training

Exploring and refining your personal management style by identifying your strengths and behavioral challenges.

1. Gaining a clear understanding of my natural, spontaneous management style by being aware of:

— My strengths and biases stemming from my profile in how I manage.

— The contexts and situations where I feel comfortable, perform well, or struggle.

— The impacts produced by my management style on my team members through:

• • What I value or do not value.
  • What I appreciate or do not appreciate.
  • How I communicate and provide feedback, or not.
  • My approach to building team spirit and managing relationships with each individual.

— What motivates, stimulates, energizes, and makes me want to get involved in management.

• • What frustrates, demotivates, and exasperates me.

2. Identifying how my profile influences what I do and say when:

— I deal with subjects, situations, and challenges I face:

• • What naturally captures my attention.
  • What I might forget or avoid addressing.

— I communicate with my team to instill dynamism and achieve necessary actions towards addressing subjects and meeting objectives.

Implementing effective team management, based on an in-depth understanding of the behavioural profiles of each member of your team.

1. Translating my objectives and the situations I need to manage into:

— Actions to take, ensuring relevant PULSIONS are considered.

— Operational dynamics needed to achieve set goals, manage the subject, project, or situation.

— Deciding whether to make decisions alone or mobilize those involved.

2. Deciding on the management approach for my team or to facilitate project or situational management by:

— Assigning individual responsibilities, recognizing that my team’s performance results from each person’s individual contributions.

— Encouraging teamwork, acknowledging that my team’s performance is enhanced through collaboration.

3. Infusing dynamism within my team and drive action from individuals to whom I delegate responsibilities or activities by:

— Clearly communicating my expectations in a concrete, action-oriented manner.

— Specifying the expected operational dynamics.

— Understanding the PULSIONS profile of individuals involved to decide:

• • Whether to let individuals act independently, aligning tasks with their profiles.
  • Whether to make individuals aware of their natural tendencies and ask them to adapt as required.
  • Whether to delegate to others, considering potential challenges in task execution.Je dois laisser les personnes agir de manière individuelle, autonome, ce que je demande correspondant à leurs profils

4. Providing appropriate follow-up and feedback by:

— Planning follow-up effectively to stay in control of the situation.

— Structuring feedback sessions to:

• • Acknowledge accomplishments.
  • Highlight what I value and appreciate.
  • Address what isn’t working effectively.
  • Provide guidance and redirection if needed.
  • Agree on next steps and how to proceed.