Program 1

Senior Executive Next Steps (SENS)

Senior Executive Next Steps – purposeful, specific, effective career management for experienced managers.

Why?

Our experience in the area of ​​executive search leads to several important conclusions:

• The shortlist of candidates for senior management positions includes people with a very cohesive high level of skills competences and experience; the winners are those who can best tell their story, establish a relationship and incite a hunger for more.
• Those who know exactly what they are aiming for – which company, not only which industry; what they want to contribute, not just a position – they have a better chance of success and get faster feedback on their ideas about a specific job;
• Most people are amateurs in job hunting – they do not know the market and do not know themselves – this applies particularly well to senior managers; lack of knowledge results in random actions, a long process of looking for a job (6-12 months on average) and growing frustration often combined with a gradual erosion of faith in one’s own skills, competences and experience.
• For experienced managers looking for professional challenges or wanting to change their careers, it is crucial to face an impartial picture of their current situation, to be aware of possible barriers and to notice missed opportunities.

For whom?

Senior Executive Next Steps (SENS) is a way to address the above challenges. This is a program for Senior Executives who:

• Want their next job to be a psychological and economic success,
• Are ready to develop their competences and acquire new skills,
• Consider a possible professional change without a specific direction,
• Contemplate their current professional path, in which they have invested a lot of time, energy and learning,
• Do not want to slow down and give up their passionate and committed professional career.

What?

Senior Executive Next Steps (SENS) is implemented in two variants:

1. The INTERVENTION program is aimed at accelerating the process of re-employment and includes: working on a Resume, a LinkedIn profile, a Personal Biogram, and an arranged recruitment interview.
2. STRATEGY program focused on the development of competences, defining key career elements and introducing the current standards of finding a job; usually ended with the INTERVENTION program.

Consultant: Anna Piekut

How?

The SENS process begins with an analysis of the current situation – based on the documents and information provided – by one or two experienced career consultants. The next stage is the initiation conversation, during which the scope of support and the expected results are determined. The number of meetings in the process depends on the commonly agreed scope of support.

Where to start?

Before making a decision to use the service, we invite you to a telephone consultation, the purpose of which is to understand your needs and find the optimal model of cooperation. Such consultation is free of charge.

Anna Piekut

Partner, Meissner & Partners

anna.piekut@eci-meissnerandpartners.com

tel. +48 697 070 416

Program 2

Oxford Debates

Oxford style debate is a unique format. In spite of its academic origins, Oxford style debate potential can bring an added value to business operations on managerial or ledership level as well as provide an excellent insight and stir every team’s creativity.

In short, teams of selected speakers debate a motion, relevant to the organisation’s mission and challenges in accordance with the Oxford/Cambridge Union Society rules.

This kind of debate is similar to the British Parliamentary style of debating, in which the exchange of arguments takes place between the Proposition team (arguing for the motion) and the Opposition team (arguing against the motion). It is a comprehensive tool that helps to develop a wide catalogue of skills, which are necessary to conduct business or public activity. These skills include: presenting one’s own point of view in confrontational situations, preparation of effective arguments (choice of arguments, order of arguments), public presentation of defence or attack of an argument, polemic with the opposite party, public speaking in front of the audience, techniques of answering difficult questions, managing stagefright and many more.

In addition, preparations for a debate help to develop teamwork skills, since each member of both the Proposition team and the Opposition team, has a different role – complementary to the other team members. The Oxford style debate includes – apart from its content – the use of an oratorical style, thus it helps participants to develop effective speaking skills, negotiation techniques, stress management techniques and ways of building a rapport with the audience.

Oxford Debate is a useful instrument for people who hold positions that require such skills as persuasion, public presentations, negotiations and media relations. Oxford Debate is useful for managers, regardless of the level in the hierarchy of the organization, but also for presidents, politicians and experts.

The workshop is led by: Grzegorz Nawrocki

Program 3

Communication-Cooperation-Commitment

We believe that one of the best ways to improve the organization and work atmosphere is the commitment of managers who, through self-reliance, responsibility for their teams and cooperation, show genuine leadership attitude.

We suggest following workshops:

Team Building: Building the authority of managers through communication skills. Personality traits important for choosing new employees. Influencing a team – delivering a positive and credible image of the organization. Stimulation and development of subordinate employees. Coaching and mentoring style in management. Value-based management.

Communication: How to talk to employees and to a team and communicate content to achieve expected results; verbal and nonverbal communication as a consistent message that builds authority and credibility. Developing individual skills and personality to build good communication skills and other appropriate leadership qualities. Assertiveness, refusal, feedback (positive and negative). Communication of decisions. Openness and positive attitude.

Motivation: Principles of motivating employees according to their tasks and objectives. Attitude of a superior, conducive to a positive atmosphere and attitude. Individual approach to employees – identifying their potential. Basic types of employees’ personalities – what motivates and discourages particular types of employees. Employee development as one of the motivational tools. Motivation in practice.

Control: Setting goals and objectives: concrete, measurable, ambitious, realistic and time-limited. Delegating tasks and competencies. Attributes that can be used to control difficult employees. Effective time management. Monitoring task execution – tools and methods. Limitation of excessive control over the performance of tasks – control of effects. Principles of informing the employee about the mistakes they made, motivation for further work.

Change: How to influence employees and their evaluation of upcoming changes through the manager’s attitude. How to inform employees about the upcoming changes. How to implement plans effectively, despite the employees’ reluctance – how to use authority and power.

Problem solving: Team conflict – guidelines for solving problems. Finding solutions and making decisions. Penalties and sanctions or mediations and consensus – appropriate problem solving tools for different situations. Talking to employees who are “difficult” or have a negative attitude.

Leadership:
Self-improvement – high level of self – awareness, identifying your own basic values and following them, deep knowledge of your strengths and weaknesses, active self-management and emotional intelligence.
Vision – a clear picture of future success and a clear vision for you as a leader, an ability to inspire others to perform in order to fulfil this vision.
Action – transforming vision into action, balancing the focus between the focus on the task (goal orientation), relationships (how people cooperate and treat each other) and process (way of working).
Persuasion – encouraging co-workers to follow a new path, building involvement instead of subordination, showing curiosity, balancing the directive style (counselling) with thorough listening and asking important questions (persuasion).

Program 4

Management through CSR

“There is one and only one social responsibility of business – to use it resources and engage in activities designed to increase its profits so long as it stays within the rules of the game, which is to say, engages in open and free competition without deception or fraud.”

Milton Friedman
The Only Social Responsibility of Business is to Increase its Profits
The New York Times Magazine, 1970

Corporate Social Responsibility is for children. Because when they are asking adults “what are you actually doing in your work?” they are in fact asking about their future, and adults often do not know what to say, don’t they? Therefore, more and more employees want to discover the purpose of their work. Why are they doing that? Because working in a company that offers only a service means something different than working in a company that serves the needs of people and the environment. In the second case, the money for a service or product is not a price but a prize.

The training consists of two parts:

1. Lecture “The relevance of CSR” (1 hour)
   The inspirational lecture on sustainable development and CSR. We will prove that CSR is child’s play, the old way of managing and earning money by managing the impact that a company exerts in its supply chain on a variety of important socio-environmental issues. Each participant will have the opportunity to see that it is possible to develop a relevant CSR strategy for any brand in three simple steps: „minus in plus”, „pro + fit” and „max – mini”.
2. Workshop “CSR freestyle” (2 hours)
   The participants of the workshop will create in teams relevant CSR strategies for selected brands/companies. And at the end the will come to the conclusion – it was child’s play.

Moderator: Paweł Kudzia

Program 5

Media Training - how to become a proficient speaker

Being in the spotlight and influencing public debate is an essential part of every leader’s mission. The aim of the workshop is to prepare leaders for various kinds of public appearances, including press conferences, presentations, motivational speeches, casual talks, in front of different sorts of audiences (both corporate and general public). The main goal for participants of the workshop is to learn effective argumentation and rhetoric as a tool for building and developing corporate image through various channels such as social media, personal speeches, media relations, etc.

Each participant after completing the workshop will be able to:

• Consciously interpret and generate messages targeting various audiences
• Control the elements of self-presentation in selected situational contexts
• Identify the appropriate way to communicate business messages based on defined goals.
• Consciously develop rhetoric-argumentative skills

Moderator: Grzegorz Nawrocki

Program 6

Prime Speakers

We conduct unique motivational meetings for employees of various companies and institutions, prepared by two exceptional persons:

Paweł Potoroczyn – diplomat, writer, publisher, music producer and film producer.
In 2008 – 2016 he was the director of the Adam Mickiewicz Institute. He is currently the Managing Director of the SWPS University of Social Sciences and Humanities. Paweł is a graduate of the Institute of Philosophy at the University of Warsaw. He is   an expert in communication, brand philosophy and knowledge management and   lecturer (Warsaw School of Economics, Collegium Civitas), regularly invited by artistic universities to the inaugural lectures. For more than 15 years he was a diplomat at the most important Polish diplomatic missions (Los Angeles, New York, London).

Paweł Kudzia is a CSR consultant specializing in Management through CSR. He develops CSR strategies in three simple steps: „minus in plus”, „pro + fit” and „max – mini”. He says that this kind of CSR is „made for our children”.

He graduated from the Faculty of Journalism at the University of Warsaw. He was a war correspondent, member of the board and director of the Foreign Missions and Immediate Aid Division of the Polish Humanitarian Action and online community manager. He was also responsible for CSR at AmRest Holdings.
Paweł also discovers different “stories from the history of PL” and presents them during inspirational meetings in companies and schools.

Program 7

Cultura Animi

Cultura Animi is a unique series of meetings and workshops aimed at shaping behavior, attitudes, styles and preferences in such a way that the recipient, in the shortest time possible, acquires the necessary knowledge and refinement to help him move freely in different areas of the contemporary world. The program will also facilitate contacts between people at all levels, help build their and their company’s image, and will provide comprehensive preparation for the art of conversation, cooperation with the media, and public speaking.

Our program is structured to serve the needs of individual or group participants. Its purpose is to “broaden horizons” and give participants a certain level of comfort when discussing topics from different thematic areas, such as philosophy, politics, art, literature, theater, etiquette, image and, ultimately, psychology, history, and how to create your own art collection.

The program opens with a meeting with the coach who, in cooperation with the client defines which needs are to be addressed and then devises an appropriate series of meetings. Meeting with the coach, whose purpose is to summarize the activities and their benefits, also takes place upon the completion of the program.

Each module in the program is conducted by a carefully selected expert. These are often individuals eminent in their field, but they are also selected for their ability to share their knowledge and experience in exciting and interesting ways.

The length of meetings will be tailored to the needs and number of participants and will be frequently adjusted to make use of the time as efficiently as possible.