At Interaksiyon we develop peopleâs Leadership Skills so they have the confidence and authority to make a real difference in their organizations.
Leadership is one of those things that's often awfully hard to define but you know when you see it, and you definitely know when it's missing.
You may have some people who now have to 'step up to the plate' and take on far more of a leadership role than previously. You may need them to demonstrate the kind of leadership behaviors that others aspire to.
There may be managers who have to take the next step and go beyond being good or even excellent managers, to become inspirational leaders within the business.
â˘ Understanding good Leadership Behaviors
â˘ Learning the difference between Leadership and Management
â˘ Gaining insight into your Patterns, Beliefs and Rules
â˘ Defining Qualities and Strengths
â˘ Determining how well you Perceive what's going on around you
â˘ Polishing Interpersonal Skills and Communication Skills
â˘ Learning about Commitment and How to Move Things Forward
â˘ Making Key Decisions
â˘ Handling Your and Other People's Stress
â˘ Empowering, Motivating and Inspiring Others
â˘ Leading by Example
So what exactly is a leader?
Our approach is to run leadership programs where natural leaders can develop the skill and insight to become great ones. And where fledgling leaders learn to lead with flair and authenticity.
Our Leadership Development and Training programs push each and every delegate to gain a rigorous personal insight into what makes them tick and then, with that understanding of themselves, to stretch their âcomfort zonesâ into new and challenging territory.
Coupled with this we focus on their ability to see what's going on. This is the one essential quality that anyone in any position of leadership must develop. Whether you're running a company, running a church fete or running a home, you can't excel unless you can see things from all points of view.
Once you develop your âseeingâ skills then you develop the skills that make things happen, get things unstuck, move things forward. You can look at creating a vision, motivating and inspiring others, setting clear agendas and supporting those who need to help make your vision become a reality.
This intensive training course is designed to ensure that participants understand the fundamentals of the Innovation Management function that Innovation Managers can use to implement new competencies, break down internal barriers and create a culture for success.
Participants enrolled on the course will come back with: actionable related thoughts in 12 main topic areas, tools for each topic, templates that can be used immediately, as well as:
â˘ New knowledge on how to view, select and implement New Product Development (NPD) processes (according to the needs of the business).
â˘ A clear understanding of the tools and techniques available at their disposal.
â˘ Better abilities for facilitating collaboration and understanding across the organization.
Innovation Management practice is evolving all the time. Whether youâre new in a post, or just about to be promoted, this course will teach you what Innovation Management is, including:
â˘ Insights into successful and emergent practices being used in other companies / industries.
â˘ Teaching what works and what doesnât, helping you to improve your personal Innovation Management skillset.
â˘ Techniques for identifying competence gaps and embedding new capabilities into your innovation teams.
â˘ Tools you can use immediately in your business.
"Change is the only constant."â¨â Heraclitus, Greek philosopher
What was true more than 2,000 years ago is just as true today. We live in a world where "business as usual" is change. New initiatives, project-based working, technology improvements, staying ahead of the competition â these things come together to drive ongoing changes to the way we work.
Whether you're considering a small change to one or two processes, or a system wide change to an organization, it's common to feel uneasy and intimidated by the scale of the challenge.
You know that the change needs to happen, but you don't really know how to go about delivering it. Where do you start? Whom do you involve? How do you see it through to the end?
Change is nothing new, but the pace and enormity of change that business and governments are facing today can make it difficult to keep everyone and everything moving ahead together. Interaksiyon helps organizationsâand their peopleâadjust to change, whether it is a technology system that requires training, processes that need integrating into existing work habits, or a strategic direction that depends on the understanding and support of business partners.
Personal Influence and Impact
Achieving results and getting things done through others, as well as gaining commitment for your projects and deadlines is challenging. This course focuses on communication and positive influencing skills which will increase participantsâ performance and impact when dealing with colleagues, bosses, customers, partners and suppliers.
By the end of the course participants will be able to:
â˘ Project a stronger, more confident and professional imageâ¨
â˘ Communicate in meetings, presentations and one on one situations with enhanced confidence and impactâ¨
â˘ Influence and deal with a wider range of people and conflict situationsâ¨
â˘ Be assertive, not aggressive, not passiveâ¨
â˘ Building âwin-winâ harmonious relationships with colleagues, suppliers and customersâ¨
â˘ Leading whether they are in charge or notâ¨
â˘ Minimizing conflict and build group commitmentâ¨
â˘ Winning support for their ideas and proposalsâ¨
â˘ Selling change positively and gain the acceptance of affected partiesâ¨
â˘ Developing a collaborative team-oriented culture
In our experience Performance Management and Appraisals tends to be one of those essentials in a company that's often handled badly or not at all. The very forum that could help people understand their roles within the company, be assessed on the quality of their work, gain support and encouragement is often ignored or endured simply because the people doing the appraising/performance managing find it deeply uncomfortable and hard to do.
The idea of appraisals is a good one: a chance to review, assess, debrief and generally, develop the skills and confidence of the person being appraised. Sadly it often doesn't work that way. That's because most of the time it's all about procedures and not about people. Let's face it, the best procedures in the world won't really be effective if the person holding the appraisal isn't handling it efficiently, professionally and with long-term care involved.
Indeed, most appraisals end up as 'tick the box' exercises that cause a great deal of anxiety on both 'sides', and once they're completed they aren't looked at again till the next time - in six months or a year hence. Difficult feedback is postponed or sugarcoated or presented in such a way that the appraise ends up a puddle on the floor.
Therefore, in order to avoid all that, our work on appraisals focuses on helping people develop their day-to-day performance management skills. Just teaching people how to run an appraisal session isn't really going to address the fact that it's what happens every day that gives the true picture of a person's overall accomplishments and capabilities. Indeed, our belief is that if you aren't doing day-to-day performance management, you can't really give someone a worthwhile appraisal.
If you have an appraisal process in place that isnt giving you the results you need...
If you have people who avoid the day to day performance management that will ensure no one has a 'shock' when they come to their appraisal...
If you have people who need to sharpen up their performance management and appraisal skills...
If you want your people to feel well-supported and encouraged through their day to day management...
If you'd even like help devising an appraisal process that's right for your company...
...then having us create a Performance Management/Appraisal program might be the very thing you need to help people feel valued but also to know what else they need to do to be of value to your organization.
In our work on performance appraisals and performance management, we give people real and practical skills to help them become more effective managers so that by the time they have to carry out a formal appraisal it's far more a summary of an on-going process rather than a process driven exercise.
Which is why we call our work on appraisals: The Best Surprise Is No Surprise.
Formulating the JV is a series of steps, which needs a lot of work and precision. They are:
â˘ the objectives, structure and projected form of the joint venture, including the amount of investment and financing arrangements and debt
â˘ the JV's products, their technical description and usage
â˘ projected sales and methods of distribution
â˘ details of offered site, including output projections, transport and warehousing, testing and quality control, by-products and waste
â˘ staff requirements and training
â˘ environmental impact - JAS / JPS
â˘ social benefit
While the following offers some insight to the process of joining up with a committed partner to form a JV, it is often difficult to determine whether the commitments come from a known and distinguishable party or an intermediary. This is particularly so when the language barrier exists and one is unfamiliar with local customs, especially in approaches to government, often the deciding body for the formation of a JV or dispute settlement.
The ideal process of selecting a JV partner emerges from:
â˘ screening of prospective partners
â˘ short listing a set of prospective partners and some sort of ranking
â˘ availability of appreciated or depreciated property contributed to the joint venture
â˘ the most appropriate structure and invitation/bid
â˘ foreign investor buying an interest in a local company
Companies are also called JVs in cases where there are dominant partners together with participation of the public. There may also be cases where the public shareholding is substantial but the founding partners retain their identity. These companies may be 'public' or 'private' companies. It would be out of place to describe them, except to say there are many in India.
Further consideration relates to starting a new legal entity ground up. Such an enterprise is sometimes called 'an incorporated JV', one 'packaged' with technology contracts (knowhow, patents, trademarks and copyright), technical services and assisted-supply arrangements.
The consortium JV (also known as a cooperative agreement) is formed where one party seeks technological expertise or technical service arrangements, franchise and brand use agreements, management contracts, rental agreements, for 'one-time' contracts, e.g., for construction projects. They dissolve the JV when that goal is reached.
Interaksiyon offers a variety of consulting services, from business idea stage to implementation stage, for companies to be established.
Incorporation of Business Ideas Consulting
â˘ Feasibility, Market Research, Planning and Reportingâ¨
â˘ Local and Global market researchâ¨
â˘ Business idea developmentâ¨
â˘ Feasibility reportâ¨
â˘ Business planâ¨
â˘ Marketing Planâ¨
â˘ Sales forecast and Budget planning
â˘ Seed fundingâ¨â˘ Angel investorsâ¨
â˘ Venture capital companiesâ¨
â˘ Private equity fundsâ¨
â˘ State-funded grants and credits (KOSGEB, TUBITAK, FP7, etc.)
Investor Relationship Consulting
â˘ Two-way research & planningâ¨
â˘ Investor presentation on behalf of entrepreneursâ¨
â˘ Exit strategies consulting
The workplace today is fast-paced and dynamic, requiring rapid adaptability among its workers. To remain profitable, companies need employees to have sharp skills to help them rapidly adjust to an evolving global marketplace. Training employees to manage change is the key to a highly productive and agile workforce.
To survive in the global arena, Turkish companies must produce high-quality products and services that can compete or exceed the standards and expectations of the global market. Company core values of quality improvement require the training of its workers in problem solving, teambuilding, and quality improvement. The training on these skills is as important as the training on skills required to operate the tools and equipment in the plant. Continuous quality improvement requires a company-wide commitment that involves the entire workforce in the process changes.
To improve workforce productivity, many companies have changed their management structures to a more participatory management arrangement, such as group teams involving a manager and several employees. Cross-functional teams have emerged to increase the diversity and working relationships between several departments. Alliances have been formed through vendor and supplier groups to leverage international business opportunities. Todayâs technological advances have reduced the barriers that have kept people from working together, and employees now need new social and communication skills to adapt to the changing technology. Without training in new work concepts such as problem solving, teambuilding, and quality improvement, teams will be unable to handle their new autonomy and productivity will suffer.
High Performance Teams
A team is more than a group of people who work together. A high performing team is a group of people who share a common vision, goals, metrics and who collaborate, challenge and hold each other accountable to achieve outstanding results. You know a high performing team because the members:
â˘ Have a clear and vision of where they are headed and what they want to accomplish
â˘ Are excited about that vision because they took part in creating it
â˘ Act from clearly defined priorities
â˘ Have clear measures of success and receive feedback about how theyâre doing
â˘ Maintain open communication and positive relationships with each other
â˘ Identify and solve problems
â˘ Make decisions when and where they occur
â˘ Successfully manage conflict
â˘ Share leadership responsibilities
â˘ Participate in productive meetings
â˘ Have clearly defined roles and work procedures
â˘ Cooperate cross-functionally
Solid teams are the foundation of a high performance organization and developing those teams is an effort that requires serious effort and consistent discipline. The modules in this program are not informational. They walk a team, step-by-step, through a process to take responsibility to become a high performing team that takes full responsibility for their business results.
What You Will Do
Participate in team building activities and learn how teams differ from traditional work groups.
Create a team charter that includes a clear statement of your teamâs purpose, operating guidelines, performance objectives, and an ideal team vision.
Learn good meeting management skills, critique your meeting effectiveness, and develop action plans to improve your meetings.
Identify your teamâs customer requirements and how these guide team performance.
Analyze and streamline the core work of the team.
Clarify team member roles and responsibilities and ensure greater accountability.
Set up systems for measuring your performance, setting goals, and tracking progress.
High performance teams generate commitment. They provide the structure and a common vision that inspire people to give their best effort.
Sales Management & Coaching
In our consultative sales training your salespeople will learn a strategic sales model for how to align their sales process with the buying process. Salespeople learn how to connect with more prospectsâŚ. create greater urgency to buyâŚ. shape customer perceptions of value in ways that favor your companyâŚ. and increase their win rates.
The program is structured to teach salespeople how to embed the principle of âcustomer focusâ in their sales processâand how to avoid the speed bumps that slow down customer buying! Participants will learn how to shift the odds in their favor throughout the customerâs buying process. Topics include:
â˘ The 8 predictable steps of customer buying
â˘ The matching 8 roles for the salespersonâthe different sets of professional skills that salespeople should use to help customers through each buying step more effectively
â˘ Techniques for exposing additional customer needs
â˘ How to get customers to convince themselves that inaction is not an option
â˘ How to sell more effectively to buying teamsâgetting to more decision makers earlier in their buying cycle and creating multiple internal champions for your solution
â˘ Tools for capturing customer needs, performing competitive analyses, and more!
Our Sales Coaching provides sales managers with the skills and tools they need to manage their time/priorities more effectively and become better sales coaches.
To be an exceptional sales manager requires a completely different set of skills than selling. Without this skill set, sales managers often get mired down in the reactive firefighting mode. Our program offers a comprehensive and disciplined approach for sales managers to become great sales leaders!
Our program will enable you toâŚ
â˘ Understand how 7 instincts you developed as a sales rep can cripple your effectiveness as a sales manager.
â˘ Take control of your time.
â˘ Field a better sales team.
â˘ Improve flexibility in your executive communication style.
â˘ C.O.A.C.H for success.
â˘ Motivate & energize your team with the 4 motivators that matter.
â˘ Create your vision and action plan for sales team performance.