Coaching leadership

     It’s not the volume of work that tires people, but its ambiguity.
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    KuvitusH125-230-effectapp

    Maturity of power is the glass ceiling of all development.

    Culture, communication and competence cannot rise,
    unless power matures.

    If an organisation is expected to level up in terms of culture, competence or communication, the first thing that must happen is for the manager to mature.

    As a person and as a leader.

     

     

    What we focus on

    We elevate the baseline of action.

    We strengthen frontline leadership to make work more efficient and the business more profitable.
    We create standardised management practices, best operating models and a systematic approach.
    We reinforce the thinking and skills that enable success.

    Implementation

    This is how we proceed

     

    Every partnership is different, but with this model we have helped many companies raise the level of quality in leadership.

     

     

    Background work

    We carry out comprehensive background work including interviews, familiarisation with the material, a pre-interview questionnaire and a summary. The background work will provide us with an insight into the current situation and bottlenecks for reaching the next level.

    Training programme for managers

    We will tailor a four-month training programme to suit your situation and support your goals. During the training programme, we break down the change's batch size into as small pieces as possible to allow your thinking and doing change through learning.

    Figure H125-14 (1)-effectapp

    Here’s what past participants have to say:

    "People have come out of the coaching sessions with important tools for dealing with difficult everyday situations. As an employer, it has been a pleasure to see that staff members are better than me in difficult work situations. People who used to be a bit timid have come out of their shell as a result of the coaching."

    Pasi Neva Founder, Cleantime

    "The number of ideas generated has increased, and in 2015 we received ideas worth over €500,000. Altogether, we implemented measures that improved results by more than €12M. In addition, the EBITDA margin has doubled during this period. This collaboration has certainly contributed, especially as we operated in a declining market. Sappi’s market share has grown, and results have improved."

    Martti Savelainen Plant Manager, Sappi Kirkniemi

    "We wanted to start by defining what kind of leadership services we want to offer our people. Together with the sales management team, we completely rethought values-based leadership.

    Trainers’ House could have offered a wide range of different coaching programs, but in this project we chose to focus on coaching our managers. Through these coaching programs, managers learned how to support and facilitate insights for salespeople in their day-to-day work. I would recommend Trainers’ House to anyone who needs to standardize the way work is done."

    Antti Tukia Sales Director, Fonecta

    Our customers' growth stories

    Cleantime – Puhtaasti parempaa palveluesimiestyötä

    ”Valmennuksista on tullut ulos ihmisiä, jotka ovat saaneet tärkeitä työkaluja vaikeisiin arjen tilanteisiin. Työnantajana on ollut ilo huomata, että henkilöstön jäsenet ovat vaikeissa työsuhdetilanteissa parempia kuin minä. Ennen hieman arat ihmiset ovat tulleet ulos kuorestaan valmennusten myötä”, Cleantimen perustaja Pasi Neva kertoo.

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    Fonecta – 60% myynnin kasvu

    ”On helppo muuttaa myyntiorganisaatiossa provisiomallia, raportointia tai mittaustapaa, mutta entä sen muuttaminen, mitä myyjät tekevät aamusta iltapäivään? Sehän on valtava muutos,” toteaa Fonectan myyntijohtaja Antti Tukia.

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    Directors and managers put a glass ceiling on their organisation. Not because directors or managers are better people, but because almost all learning is learning by example. In the same way that a small child learns to communicate from the microexpressions of a parent, the actions and thinking of a manager serve as a model for the team. A good example of this is that a manager can't always set his own team on fire, but can certainly discourage them if he so chooses. No one makes an effort if those who hold power over them don’t make an effort.

    The manager is the employer's representative, with two roles: to make things happen and to grow their own team going forward. The best lever here is coaching leadership.

    Our people

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    Book an appointment

    Does this sound like something we should discuss?

    Book a 30 min appointment with one of our consultants to discuss your situation. The meeting is free of charge.

    Frequently asked questions

    Developing frontline work is beneficial for all organisations. However, more extensive implementation is often undertaken when there are at least five (5) people working as a manager.

    One of the most important investments an organization can make is developing its future leaders. Senior leadership sets the direction and has a significant impact on success by participating in steering groups during the initial phase, where objectives are defined and content is refined. In addition, leadership presence at manager events strengthens commitment and sends a clear message: this is a shared journey toward better leadership.

    We always select the most suitable team of experienced coaches and project managers for the assignment. The composition of the team is chosen according to your situation and needs.

    Background work can be efficiently managed remotely. However, we recommend that at least some of the pre-personal meetings are held face-to-face, preferably away from the everyday environment. A new way of thinking is born in a new environment - and that is why we recommend this for these events as well.

    The implementation is available in Finnish, English, and Swedish, allowing us to deliver the engagement in your preferred language.

    The scale of the investment depends on the package chosen and the scale of the cooperation. A single manager day can be implemented with a light investment, while larger-scale development projects aimed at changing behaviour usually start at around €19,900. The final price is always determined by needs and objectives. We recommend that you contact us so that we can jointly assess the right package and investment for you.

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