In the last 20 years, we too have gathered experiences with numerous programs and leadership trainings. We are always successful when we:

• Make offers
  We provide participants with a variety of topics from which they can choose. For example, several workshops taking place in parallel. Depending on relevance, everyone chooses which one to attend.
• Deliver short inputs
  Experienced leaders are generally not very keen on lengthy presentations, but on the other hand, they need a framework for the topics. For example, the latest findings from brain research on stress.
• Create time for exchange
  an integral part of our trainings, especially, since there is rarely an opportunity for exchange in the busy day-to-day. Wee nable discussions on the topic with different perspectives after the inputs.

• Leave room for networking
  One of the most important goals of this type of leadership training. Meeting new people with different experiences from the same company, connecting, and using the contact in professional everyday life. For example, we make sure to involve other leaders as guests in the programs.
• Integrate out of the box elements
  It is relevant to step out of the comfort zone occasionally. For example, we incorporate business actors who challenge the participants with their exercises
• Give time for practising
  After many years of leadership, one has their own way of approaching certain things. To retest supposed basics in a safe environment is experienced as valuable. For example, we offer cases and conduct role-plays.
• Enable change of perspective
  This is especially relevant in the later stages of one’s leadership journey. For instance, we conduct 360° feedback sessions and provide space for mutual feedback among peers in the group.