Training is an important pillar of leadership skills development. Although some skills may be innate, many of them can be learned, developed and eventually mastered.
For us at Alievo, learning is a dynamic and continuous process of change rather than only the result of acquired knowledge. It is also a collective and reflective process, which requires learning and understanding together. It is through this perspective and based on our workink approach that we think, develop and offer our services to our clients.
We have chosen to work within our strengths and offer the best of our expertise to our clients. For this reason, our custom training courses are orchestrated around the following themes:
- The development of individual and collective leadership; supported by
- The development of individual and collective competencies in emotional intelligence; supported by
- Exerting an influence that has impact, as well as by
- The ability to show leadership in times of change and transition
There is no leadership without influence. To have an impact on others, you must be able to have your opinions and ideas heard, recognized and taken into consideration. Influencing in itself means that you are able to influence the ideas, opinions and actions of others.
When you exert effective influence, you increase trust, support and ownership of your priorities. When you exert ineffective influence, you increase mistrust, intimidation and resentment. A key behaviour of effective leaders is the ability to influence those around them towards acceptance of beneficial outcomes.
From the standpoint of the Influence Style Indicator (ISI™), we define influence as the interpersonal behaviours that we use to have a positive impact on another person’s choices.
Are you looking to develop your leaders’ ability to influence effectively? We offer workshops and training of various duration to meet your needs.
Although change is an event, such as a death, a merger, a reorganization, a new job or a downsizing of the workforce, people’s response to change is more of a process.
Reactions to change can range from anxiety, fear, anger and confusion to anticipation, excitement and curiosity. Essentially, the psychological response to change is a transition process that occurs over time.
Demonstrating leadership in times of change and transition requires an understanding of the major steps in a transition process, which are both natural and predictable, so that teams and employees can be supported at the pace and intensity that change and transition can generate.
Our training and workshops are based on the Change Style Indicator (CSI®) and the Change Navigator® (this evaluation tool is in English but the training is also available in French). These two simple and powerful tools, combined with an experiential learning experience, allow employees to understand the emotions and behaviours associated with change, normalize their reactions and those of others, and develop tools to better cope with the transition.
Do you wish to provide yourself with tools to improve your leadership in times of transition and change? Does your team require a learning opportunity in preparation for or in support of an organizational change initiative?
Conflict is part of life. How you manage them affects the results of your negotiations, your professional relationships and your organization’s reputation.
Managing conflicts constructively requires the ability to use emotions effectively. Research has shown that people with high levels of emotional intelligence (EI) are significantly more effective at resolving conflict than people with a low EI level.
Our level of emotional intelligence influences our ability to:
- Shifting our position: ability to see how other people involved in the conflict perceive us;
- Examine our emotional triggers: ability to recognize varying degrees and/or various combinations of your reactions to anger, defensive, blame, attack, obstruction, shouting, closure, etc.;
- Be aware and manage your internal states: ability to maintain an ingenious state during dialogue;
- Reframe your perceptions: ability to change or broaden your frame of reference in a conflictual situation;
- Observe and manage your relationships: ability to connect and maintain constructive interactions;
- Practice reflective listening: ability to consciously keep listening to the other person, his or her intentions and perceptions.
We offer customized training to prevent and reduce the emergence of conflicts in the workplace. We use EQ-i 2.0®—an emotional quotient measurement tool, to raise employee, management and team awareness of the key skills to develop and the behaviours to adopt in order to create a healthy work environment.
We live in an accelerating world. Concern and pressure for employee happiness and well-being are everywhere. For any modern workplace, having happy employees is essential to growth, productivity, innovation and retention.
The balance between performance and well-being seems increasingly precarious in organizations. In Canada, 27% of workers experience high or extreme stress levels.
This reality calls for a new type of leadership, the development of a new set of personal and professional skills to inspire and guide.
To support our clients and their teams, we offer training to help them acknowledge and understand what wellness is and the four emotional intelligence competencies on which it relies.
In a dynamic and interactive way, we offer our clients the opportunity to think about the following questions:
- What is well-being and what is it made of;
- How it manifests itself in your teams and your employees;
- As a leader, how your own level of well-being influences the well-being of others;
- Where to start to increase and/or maintain your level of well-being to contribute to the collective well-being of your organization.
This training is based on the Bar-On model of emotional intelligence as well as the well-being indicator proposed in the EQ-i 2.0® tool—an assessment tool that measures emotional quotient, and combines theory, sharing of experiences, reflection and an invitation to take action.