The happy and joyful organization…
Recently more and more researches confirm that joy and work are not contradicting concepts. There is a vast significance in every organizations’ life of how their customers, partners and last but not least their employees live their relationships with each other and with the organization itself.
According to Archamonde the one and only lesson that people need to learn is how to build and maintain healthy relationships. That can enable us to get in the flow with our work and our whole life, this is the experience which is also called „flow experience” in psychology, when a human being and his environment are in progress in an inseparable unity.
To recognize and learn this feeling is not easy, but not impossible either. What an organization can add to that is the belief in the future and the unified values. The aim of the communication and confrontation techniques is to aid the emergence of the community experience.
That is why solutions of Archamonde aim at building a new way of communication among participants. We transform meetings and trainings to rather a workshop which allow us to establish the system of common responsibility. This way participants can express their joy and self-esteem which can give a huge impetus to the progress of organizational performance.
By „roundtable”-like workshops –combined with training- Archamonde focuses on the basic problems of organizational development. The new ways of communications are then extended to be included in the elements of the organizational management system as a common tool for problem-solving and self-development.
Our integral approach for organizational development
The relations of organizations and people belonging to them can be presented in a four-dimension space. Individual has an own, inner world where he/she lives his/her individuality and is connected to the collective world through which fits the culture. Obviously the individual’s outer world is the organization itself, within which the individual represents himself and his unique characteristics, while his collective part appears in the application of systems and processes.
So the relation of individual and collective are in close connection with each other and this relation determines the application of the systems and processes influencing the organizational productivity. This also shows that the advancement of an organization’s inner relations and efficiency are inseparable from each other.
That is why organizational productivity problems are considered an organizational development task by Archamonde. No effort for efficiency improvement can be successful if it is not in connection with the development of the relations of the organization – so the people. It certainly gives a new kind of responsibility to the individual in opposite of the community. According to Archamonde’s approach to take this responsibility has a key importance. Only responsible people are able to sustain development.
As a matter of fact the integral square of the 4 quadrant is the organizational space where we can achieve the new world of the organization where the development to build global and whole relationships can start. This is the new world of Archamonde.
Leadership development programs, trainings
These days we are overwhelmed with services of training companies. We can meet numerous attractive and markable offers from which it is difficult to choose one. Then the training takes place and –in the best scenario- it turns out to be interesting and of high standard for the participants. Then.. after a few weeks there is hardly anyone who still remember what was the training about and even in less cases we can notice some positive change or improvement among participants.
What can be the cause of this? Maybe trainings are just colourful and interesting programs for spending some time and they are not worth to pay for? No, it’s not true.
According to psychological researches in the topic, it belongs to human nature that our attention and focusing skills are wavering, so 90% of the content of an average training/presentation we forget shortly (in a few hours or days). Without professional help and support we can’t accomplish the 10% rest in practice either, for example: improve one of our skills or change a habit. For that a strong motivation, perseverance and self-discipline are necessary which are only owned by a few.
Because training can only be considered effective if the participants can apply what they learnt in practice, and by that they can do their job more efficiently and successfully, we –at Archamonde- have created our training programs –based upon our years of experience- for fostering change and improvement on a maximum level for participants.
Company trainings may seem to be a light and entertaining genre. But behind this surface there is a lot of hard work. Planning and doing a really effective training requires a profound and deliberate work because within a training group we meet people with different personality, motivation, experience, and knowledge. It is a big challenge for a trainer to achieve that at the end of the training everybody leave with a feeling that he has got something useful that helped him improve and besides all these happened in a pleasant environment.
That is why our trainings our personally tailored, which means that with a previous needs analysis we create the thematic and complexity of the trainings according to the needs of the organization.
We don’t believe in techniques and tricks. But we believe in creating a new approach to life and work because we also believe that real change always come from inside of an individual so that is why everybody needs to recognize her thinking and behaviour patterns and look at them in a new way. That is why we put a strong emphasis on self-realization in each training programs of ours.
We use the Archamonde On-Floor Coaching© system for fostering the application of the installed system elements through which we provide a daily on-floor support for those who are involved in the process, with regular follow-ups and providing feedbacks.
This way we connect organizational development and efficiency improvement
Our aim is to liberate the personality in the leaders and make them committed to the success of the organization.
- ADVANCE LEADERSHIP SKILLS (Basic leadership and communications skills improvement program for supervisors and mid-managers)
- THE LEADERSHIP CHALLENGE – Felsővezetői képzés (Felsővezetők körében készült amerikai kutatások eredményeit összegyűjtve a hatékony vezetői gondolkodásmód és értékek kialakítása.)
- PERSONALITY TYPES (Using Enneagram or MBTI-tests for presenting the typical behaviours in general and at a workplace and the main characteristics behind, and their effects on relationships.)
- COMMUNICATIONS SKILLS I. (Communications, interpersonal and assertive skills)
- COMMUNICATIONS SKILLS (Negotiation techniques, effective meetings, presentation skills)
- MOTIVATION AND CONFRONTATION (Psychology of motivation, motivation in practice, dealing with difficult people, enhancing discipline at the workplace, solving conflicts effectively.)
- EMOTIONAL INTELLIGENCE AND SELF-REALIZATION (Emotional intelligence-based leadership, anger management, assertivity and self-confidence)
- LEADERSHIP – (General leadership skills for executives, influencing others, change management)
- LEADING WITH NLP (Leading people with NLP techniques that helps gaining new skills and creating new habits.
- MANAGEMENT – (General management skills supervisors and mid-managers, Knowledge management, basics of management, creative problem solving, effective time management)
- PERFORMANCE MANAGEMENT (Improving personal productivity, project management, enhancing employees’ performance, effective goal-setting and performance evaluation
- QUALITY IMPROVEMENT (Improving quality-focus)
- SALES SKILLS (Through personal or telephone sales)
- TEAM-BUILDING (The role of the leader in creating an effective team, secrets of winning teams)
Coaching is a personalized method of counselling in which the coach does not give any advice to the client but supports her in development using her own resources. Although the expression “coaching” sounds a little weird in Hungarian, this activity could be very important for everyone who deals with people. Since there are people in the focus of the leaders’ work who need to be guided, motivated, supported, etc. a high level of self-understanding and self-reflection are essential for each and every leader to be able to manage relationships successfully. In order to improve self-understanding a special connection is needed between the leader and the coach which is positive, supportive, authentic, trustworthy and provides valuable feedbacks.
Good coaching is like a remedy for strengthening the immune system: it helps to intensify one’s problem solving methods and to find her inner resources to meet everyday’s challenges successfully.
“The only thing that really helps is to get to know ourselves and through this to change our mental and moral attitude. A person like that knows that what is wrong in the world is wrong in herself as well, and she can only tell that she did something for the world if she learns how to handle herself.” (C.G.Jung)
3-phases approach: real needs analysis, not like at traditional trainings
In order to create an effective training program it is essential to measure real needs in the organization.
For that we use the following tools:
- Tests, questionnaires
- MVS-test (Management Values Survey)
The Management Values Survey is a great tool for identifying values, opinions, and behaviours of leaders in an organization. It shows the extent that a certain leader’s values match to an efficient and productive leader’s values and also shows if there are variances in certain fields. This way it facilitates to recognize those areas that need to be improved for a leader.
- Personality test
It reveals the main characteristics and dimensions of a leader’s personality, also her strengths and weaknesses that can cause problems.
- 360-degree analysis
Leaders get feedback through a questionnaire–specifically created for that- from their environment: their boss, colleagues, subalterns, and other employees, regarding their behaviours and competencies.)
- Organizational culture analysis
A complete, and extensive analysis with which the executive level of the company can get a real view about the elements of the organizational culture and how they make effects on each other; the values accepted within the organization, fantasies and attitudes people have; and the correlations between leadership styles and atmosphere at workplace.
- Conflict-handling test
Identifying the conflict handling styles of individuals.
- Motivations analysis
Identifying motivating and demotivating factors and the current motivational level of the individual.
- One-on-one interview
- Diagnostic interview with leaders
A face-to-face interview which takes about 45-55 minutes and modulates the picture drawn by the previous tests, also helps to discover the opinions, self-image and motivation of the individual.
- Identifying the main behaviours
The leader is being „shadowed” during the workday in order to detect the main behaviours of him/her.
- Leadership skills analysis (MVS-test, 360-degree survey, Conflict handling test, Motivational analysis)
- Organizational culture analysis
- Training needs analysis
- Leadership and management trainings and workshops
- Writing tenders, providing trainings paid by tenders