Effective Communication in Matrix Organisational Structure. Leadership Program. (Logistic)

Scenario

The client was a Polish logistics operator which had undergone many changes in the previous ten years which included being privatised and then being sold to a total equity company.

Clients Challenge

The company managers required a training program to assist with the transition to leadership within a matrix organisation. They needed a training program that would equip 120 managers from operations to lead change within their departments.

Our Way

Two day leadership training in Polish. Topics included; challenges in matrix organisation, leading and influencing direct and non-direct reports, effective communication (from giving feedback to effective email communication), working in a virtual environment, motivating others and managing change. Additionally, three months later we delivered a group coaching session which addressed case studies brought by the participants. Individual coaching sessions were also provided for managers working in operations where they had to strengthen their influencing skills.

Training Programm was delivered by Magdalena Kishizawa. She is an experienced trainer with 20 years of experience in training of managers different levels: from team leaders to executives. She studied at the University of Heidelberg in Germany (Diplom-Psychology), Catholic University of Lublin in Poland (Education Science) and School of Management of University of Bradford (Master of Business Administration). She delivers her training in English, German and Polish. With her dynamic, optimistic and empathic approach, Magdalena brings teams together, set a safe space for exchange and support participants while they are trying new approaches and overcome challenges. She worked herself in a global matrix organisation and knows challenges, which managers face while leading their teams in a matrix and a fast-growing environment.

Safety Culture Workshop (Transportation)

Scenario

The client was a large international engineering company with sites around the World. As a part of the worldwide project, we were asked to support a production site in Poland.

Clients Challenge

The client needed to strengthen a culture of safety consciousness and safe behaviour by getting the employees involved and participating rather than taking a passive role. They wanted to encourage proactive safety thinking with employees agreeing on rules which are more likely to be identified with and followed than those which have been imposed.

Our Way

We delivered an initial workshop with the management team to introduce JSA (job safety analysis), a systematic safety tool, to identify and assess work-related risks, and agree on the process of delivery. Afterwards, the tool was introduced to all team leaders and managers in a series of workshops. Participants were able to try and learn the method in role plays. 3 months later, our consultant observed participants using JSA method in the workplace and gave them feedback with advice on how they could improve while discussing with their employees dangerous behaviors.

The training was delivered in Polish and English by two experienced trainers with psychological background. Both trainers have worked within production and transportation industry for over a decade and have a very good overview of the specifics of the polish market. This project and other safety culture projects are delivered in cooperation with MIT GmbH in Poland, Portugal and Spain and South America by a native speaking industrial psychologists. 

Arriving at Your Own Leadership Style: Discover Your Strengths. Workshop (Logistic)

Scenario

The client was a Polish logistics operator which had undergone many changes in the previous ten years which included being privatised and then being sold to a total equity company.

Client Challenge

The managers working in the headquarters needed to change their leadership styles to suit their changing roles and company values. They had to focus more on developing relationships and influencing rather than issuing direct orders.

Our Way

The managers had previously participated in communication and leadership workshops with us. In this two-day workshop, we focussed on personal development and potential. The consultant had analysed their Hogan assessments to be able to give individual targets and explain how they can influence and recognise their own limitations. For the group coaching session, we used the Blue Ocean Leadership Grid as an inspiration for how to approach personal changes. The workshop was delivered in Polish by a Hogan Assessment certified leadership trainer, Magdalena Kishizawa.

Magdalena is an experienced trainer with 20 years of training of managers different levels: from team leaders to executives. She works internationally, with different cultures and within different organisational structures. She has experience working in a global matrix organization and with logistic industry. She studied at the University of Heidelberg in Germany (Diplom-Psychology), Catholic University of Lublin in Poland (Education Science) and School of Management of University of Bradford (Master of Business Administration). She delivers her trainings in English, German and Polish. With her dynamic and enthusiastic approach, she creates an open environment for exchange and pushes participants to test their limits and overcome barriers and try new things.

Sales Skills Academy (Retail)

Scenario

The client was an association of wholesalers of household goods which was founded in Germany in the seventies. It is composed of more than 100 independent partner companies and is active in Germany and 16 other European countries.

Clients Challenge

The German mother company already had a sales and leadership skills academy. However, with the growing business in Poland, it was decided that this should be locally introduced for the companies within the Polish network. They required Polish trainers with an understanding of the needs of the Polish market and workplace rather than taking German trainers from the German Sales Academy.

Our Way

First we had interviews with the company owners within the network to understand their needs. Then we ran a workshop with company managers about their needs and conducted observations on the job with sales, office, technical support and retail teams. Using this information, we set up the training process (with participant preparation and after-training support) and suggested 10 training topics to start. The training academy has grown since 2014 and delivers courses on over 50 topics in cooperation with freelance trainers. The training analysis and communication was carried out in Polish.

Magdalena Kishizawa, was a part of the consulting team and works since 2014 as a trainer for a Sales Academy. She delivers trainings on personal development for employees and managers of the association. It is a polish speaking project and all trainings are delivered in Poland. Magdalena brings great experience and business integrity to this project. She motivates participants to make perosnal changes and gives an advice how to overcome personal bareers and challenges. She delivers trainings: Productivity in VUCA Environment, Assertiveness and Personal Impact and Branding.

Introduction of a new Performance Management System (Manufacturing)

Scenario

Our client was a manufacturer of materials handling equipment with subsidiaries in Europe, Northern America and Asia. The company employs 30000 employees worldwide and in Poland around 100 sales employees.

Client Challenge:

In the European part of the organisation, the customer introduced a new performance management tool, which should also be used in all subsidiaries. Before reconstruction of the Human Resource department on the European level, each subsidiary had a local Performance Management system. Therefore our goal was to introduce new company-wide Performance Management system, create a shared understanding for purpose, content and procedure of the performance management and the manager’s role and to prepare participants for the Employee Dialogue and gain more confidence during Employee Dialogue.

Our way:

After an introduction of the Performance System to regional HR Partners, we run one days training for all local managers. The training concentrated on showing the advantages of Performance Management for all employees. It was particularly important as the managers had to recognise the necessity for global Performance System. After the discussion about the disadvantages and advantages of global appraisal system, we concentrated on practicing the employee’s reviews. We refreshed such theoretical background as SMART goal setting, types of questions, the structure of employee dialogue, coaching matrix (e.g. when and how to develop employees), formulating behaviour-based feedback. We finished the training with role plays.