Improve collaboration, and go from good to great!

Give your managers:

• Tools, frameworks, and practices… that will help them navigate workplace challenges and improve their ability to lead, cooperate and collaborate effectively.

• A self-reflective understanding and acceptance of their personal leadership style and strengths.

Hiring talented individuals is not enough!

They have to be able to work well together. That does not come naturally for everyone. More often than not, we hire managers based on their hard skills and ability to get stuff done. We hope that they will pick up ‘that other stuff’ as they go. 

Sometimes they do. Often they don’t.

The quality of our relationships determines the quality of our results. The more complex the environment is, the more this applies. If we do not help our managers improve their interpersonal relationship skills, results will invariably suffer.

Worst case, it becomes a self-reinforcing negative spiral.

Typically this will show up in one or more of the following ways:

• Silo mentality: When managers don’t work well together, it’s like building separate silos where information and resources are hoarded rather than shared. This prevents the organisation from benefiting from cross-functional collaboration and can hinder overall performance.

• Tug-of-war: When managers are constantly competing against each other rather than cooperating, it can feel like a tug-of-war where each side is pulling in opposite directions. This can lead to wasted resources, misaligned priorities, and a lack of progress towards common goals.

• Cracks in the foundation: Poor collaboration between managers can create a weak foundation for the organisation, much like cracks in the concrete of a building. Over time, these cracks can lead to instability, inefficiencies, and even the collapse of the organisation.

Collaboration is a learned skil

Learn how to master this in just four easy-to-follow modules:

Module 1 Why “Playing well with others” is more important than ever.

Module 2 What – Is my own role in building strong and productive relationships?

Module 3 How – Exploring effective ways of enagingeíng with others.

Module 4 What next – closing the knowing-doing gap. Practical application of what we have been learning.

Between modules, we will have self-reflections, assignments, coaching sessions in triads, and webinars for the full cohort.

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This is what people say:

“I have used Mike for the past ten years in coaching and training my management teams to reach the highest level of service and obtain the best leadership skills — and it works.” -Dorte Gleie Managing Director SSP – Copenhagen

“It has been a life-changing experience, not only for me as a manager but also as a person. The program gives you a toolbox that makes your everyday leadership life easier and more fun. It has given the organisation a common language and brought us closer together. By far the best leadership program I’ve taken, and I strongly recommend everyone who gets the chance to participate to do so”.  -Julia Vasilis Head of People and Culture  Liseberg

“I have had the honour of knowing Mike for four years, and he has never stopped surprising me with his huge knowledge and eagerness to constantly learn and develop even more.  His way of combining 12 weeks of action learning with coaching, seminars, theory and everyday challenges makes people develop and change forever.”  -Berit Leth General Manager_

Sound interesting?

This course will launch in a first pilot version at the end of summer 2023  and I will be looking for a small group of brave learners to participate in the first cohort. 

Maybe you have a team that could benefit from this, or maybe you have one or two managers that you think should participate?

Check out the various options here