MANAGEMENT TRAINING
The custom-made planning will be necessary when our services are directed at company management or at areas of knowledge that require a changing behaviour.
The analysis of the organisational environment, maturity level and the following gap with the ideal profile lead to the definition of common and individual improvement paths. These are first tested on a pilot group and then they are developed and extended to all interested people.
This approach, that includes all the educational methods at our disposal, produces, from time to time, unique case history with tangible results.
Shown below some examples:
Restructuring store management
Targets:
To increase the turnover, to improve customer relations, to supply efficient management and motivational tools to the new management.
Contents/didatics:
Learning process addressed to sales staff, focusing on the interior/inner and relation and with the costumers. It’s composed of classroom sessions and visits at stores, sector best performer and not. The management plays an active role during the learning process in addition to the course that they have attended.
Generated value
Increase of 1500 sales receipts/month; decrease of 80% of complaints in the following six months.
Perceived value
“The alternation of theoretical session and practical exercises has certainly simplified the learning process.”
“Interactive mode, my all-time favourite”
Overseeing sales network
Targets:
To provide the Area Manager with managing and monitoring tools of agents; to standardise the inclusion and mentoring processes for the purpose of achieving a unique working method that can be reproduced over the whole national territory.
Contents/didatics:
Analysis of the sales process and field observation of the agents; definition of the inclusion process after a standardisation of activities and time in addition to get new incentives. The alternation of theoretical training, analysis report and individual cases coaching and mentorship during the application of the common method.
Generated value
Work uniformity between area manager junior and senior, decrease of the agent’s turnover, increases capacity of self-assessment on the performance of the role and in the respect of the work method.
Perceived value
“Experienced and careful teacher, he has shown us many examples and individual cases related to everyday life.”
“The games and the examples have been very interesting, they have offered food for thoughts.”
From group to team
Targets:
Encouraging the executive director integration in a partially renovated management; reinforcing intergroup relations, reproducing in every department, motivational and functional procedures of management that creates a favourable climate.
Contents/didatics:
The outdoor training by sail boat has encouraged mutual understanding and it has reinforced team spirit and created positive connection and helpful situations to classroom sessions. In the following months, the alternation of classroom lessons and follow-up, has brought practical application of new management method of human resources.
Generated value
Improvement of observed indicators throughout periodic analysis of climate. Improvement of communication and collaboration of the leadership group.
Perceived value
“The teacher has been captivating and experienced, he has offered to us practical solutions.”
“I have appreciated the practical examples during the lessons, related to working reality and everyday life situations. This is better than theory.”
Master manager in growth
Targets:
Store Manager’s acquisition of a leadership style that leads their own co-worker to challenging commercial goals. In this way they can identify, motivate and encourage new talents’ development.
Contents/didatics:
An initial assessment of each participants’ competence, helpful to define a starting point and, especially, some improvement targets that everyone should reach. Based on this, 5 modules have been created, they are useful to develop specific soft skill in accordance with the working role. Each classroom session has been preceded by FAD phase training checked with online test in order to get the same level of education. In this way we can pay attention to practical applications of theory. At the end of the course all the participants have to pass a real exam, written and oral, in which they have to find the solution to some practical cases, created by the board of examiners, composed by two trainers of Axioma: The Commercial Director and the Training Business Manager.
Generated value
The Master system has such an impact on Stores in terms of turnover increasing and on the Stores’ climate so it has been extended to others commercial roles of the same company, as the Manager Area and the Sales Account.
Perceived value
“The Master experience has changed my way of thinking and my working approach. Insurmountable problems are now incentives to do it better.”
“In all my years in the company, it’s the first time that a learning course got me excited enough to spend some night and some weekend to deepen classroom lessons.”
Coach Manager
Targets:
Transforming traditional Area Manager in Coach Manager, that is passing for a commercial focus to a managing capable of balancing performance and Human Resource administration.
Contents/didatics:
One-year learning process made of classroom sessions with tools research material and the main coaching techniques. Real training on the job activities for each participant, to test lesson theoretical knowledge.
Generated value
Exponential growth of leadership of Area Manager towards their collaborators. Decrease of 10% Sales Staff turn-over.
Perceived value
“A unique experience that has radically changed my way of thinking.”
“The trainer is not only a teacher but a proper life coach!”