ПЕРСОНАЛЬНЫЙ КОУЧИНГ.
Леонид Кроль.
Принятие решений в ситуации неопределенности в жизни и бизнесе;
индивидуализация стиля переговоров, управленческого стиля;
сопровождение реальных процессов (переговоры, совещания, взаимодействие в команде и пр.);
сопровождение в поворотных возрастных периодах.
Екатерина Михайлова.
Индивидуализация стиля публичного поведения и выступлений;
подготовка к ответственным публичным мероприятиям;
личное развитие ключевых руководителей.
Игорь Кривулин.
Решение конфликтов внутри и между подразделениями;
оптимизация управленческой деятельности ключевых руководителей;
сопровождение при внедрении организационных изменений.
Вера Непомнящая.
Коучинг личной эффективности руководителя (авторитет, эмоциональная компетентность, понимание других людей и пр.);
оптимизация отношений в управленческой команде;
подготовка к ответственным презентациям (работа с текстом, создание настроя, энергетизация).
По всем вопросам обращайтесь по e-mail: kam@klacc.ru или по телефонам (495) 624-20-60, 624-17-76; 8 (916) 159 32 10.
15 ноября на площадке HRM.ru с 12.00 до 13.30 по московскому времени состоялся вебинар Леонида Кроля: «Результативные переговоры. Как лучше понимать людей?».
14 сентября на площадке HRM.ru с 12.00 до 13.30 по московскому времени прошел вебинар Игоря Кривулина: «Инструменты HR для эффективной реализации организационных изменений».
Позвоните нам
(495) 624-20-60, 624-28-32,
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Леонид Кроль, психолог, коуч, директор и ведущий тренер Центра «КЛАСС. Тренинг. Коучинг. Консалтинг»
— Как вы думаете, что молодые специалисты хотят получить от работодателя?
— Сейчас молодые люди гораздо большее внимание уделяют построению карьеры, чем пять-семь лет назад. Нередко за плечами у двадцатипятилетнего человека уже есть не одно образование, стажировки за рубежом, работа в крупных развивающихся компаниях. Связано это, прежде всего, с высоким темпом жизни и тем, что в России, наступило время, когда, имея здоровые амбиции и непустую голову, можно зарабатывать хорошие деньги в достойном месте. Молодежь хочет работать, потому что высокая зарплата несет за собой определенные преимущества: путешествия, недвижимость, машины. Помимо получения материальных благ, молодые специалисты зачастую не ищут карьерного роста в пределах конкретной компании, их скорее привлекает возможность развития и получения более высокой и доходной должности в следующей организации. Таким образом, пресловутая уверенность в завтрашнем дне модифицируется в желание быть уверенным в том, что все полученное, отработанное, открытое для себя сегодня — завтра позволит развиваться, расширять сферу своих умений в другом, более перспективном месте. Итак, молодежь приходит за деньгами и опытом, но верности от нее ожидать не стоит. А главная сложность для работодателя заключается, в том, чтобы сохранить талантливых и перспективных сотрудников. Исходя из карьерных целей молодого поколения, формируются и самые простые способы его удержания: расширение обязанностей и задач, возможность обучения, прохождения тренингов и материальная мотивация.
— Вам не кажется, что молодые люди выросшие с цифровыми гаджетами в руках, в чем-то являются ограниченными, например, не умеют общаться вне Интернета?
— Да, мне часто приходится сталкиваться с подобным мнением. Я его не разделяю, а напротив, вижу в развитии Интернет технологий больше достоинств: доступность полезной и разнообразной информации на разных языках, возможность дистанционного обучения, онлайн-общения, отсутствие временных, языковых и пространственных границ в построении коммуникаций. Конечно, я сейчас акцентирую свое внимание, прежде всего, на познавательной функции Интернет пространства, а не его развлекательной составляющей. С серьезными проблемами, например, в умении эффективно общаться вне компьютерной среды мне приходилось сталкиваться только у молодых ИТ-специалистов, но как показывает практика их легко можно расшевелить. Стоит только посадить в отдел к программистам молодую общительную девушку и лед и сложности общения удается растопить. У молодежи сразу находятся общие темы для разговора, и они уже проходят в реальности, а не через щит монитора компьютера.
Более официальные методы противостояния засилью общения с помощью Интернет — это организация еженедельных собраний, на которых каждый из участников высказывает
свое мнение, участие в коммуникативных тренингах, организация неформальных выездов за город и т.п.
— Какие навыки наиболее развиты у молодых специалистов и как их может использовать работодатель?
— Гибкость, инициативность, амбициозность, свежесть мышления, высокая работоспособность — вот безусловные плюсы молодых сотрудников. Направить все эти качества молодого специалиста в нужное для работодателя русло порой бывает нелегко. Нередко все перечисленные достоинства сопровождаются несобранностью, неумением сосредотачиваться на одной конкретной задаче, неспособностью расставлять приоритеты, либо чрезмерной жесткостью, конфликтностью и карьеризмом. Решить проблемы и использовать положительные качества молодых специалистов, работодателю поможет грамотно построенная в организации система наставничества, дружелюбный, но вполне жесткий и требовательный тон руководства молодыми специалистами.
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Among the great reasons for having skiing is certainly that upon having learned all the snowplow tactic and the best way to guide oneself, you will be ready to hit all the slopes.Get on the skiing lift, continue up all the mountain, and check out what you could have learned