Brochure Services People & Performance

Our ApprOAchOur faculty comes from leading global business schools and un-versities including Stanford University (US), Harvard Business School (US), IESE Business School (Spain). We adopt a unique combination of pedagogical tools that is centered around the case-method of learning complemented by simulations, use of multimedia, and hands-on workshops in small groups. The cAse-MeThOd Of LeArningCase studies are the central element of contemporary manage-ment education. They are used by the leading business schools around the world in MBA programs and for other forms of ex-ecutive education. Case studies are stories about business situ-ations that reveal how managers in the real world deal with the challenges they face. Case studies thus help participants both to develop and to apply the principles of good management theory. This is achieved through individual case preparation by partici-pants and through very lively and dynamic joint case discussions and analyses in the classroom. Case studies also provide rich information about the political, cultural, social and economic as-pects of various geographies and the competitive dynamics of the featured industries. Good cases and good case teachers put pressure on participants – like in real life – because they enable participants to dive deep into the situation and “feel” the man-agement dilemma that the case focuses on.

TOpics And ApprOAchCroissance Conseil faculty will engage you in a deep conversa-tion about your particular learning needs and challenges. We design modules according to the target group, e.g. junior man-agers or high potentials; according to your particular situational challenges, e.g. post merger or nurturing corporate entrepre-neurship and innovation; and according to your time constraints and geographical preferences.Our topics include- introductory and advanced competitive

and corporate strategy- strategy execution : getting things done in organizations- innovation and entrepreneurship in organizations- sustainable develoment : challenges

and opportunities for companies- social entrepreneuship and strategic philanthropy

E X E C U T I V E E D U C A T I O N

it’s all aboutpeople &

performance

www.peopleandperformance.net

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services

A wide range of expertise 5

Training

Introduction 7Standard programs 8Customized to your needs 26Executive Education 27

coaching

Introduction 29

consulTing

Implementation consulting 31Sales excellence 32

P&P informaTion

P&P Team 36About P&P 38

c o n t e n t s

We are pleased to present you hereby PEOPLE & PERFORMANCE services, methods, products and team.

training

coaching

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a wide range of expertise

at your service

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You need to grow your management skills ? Coach an executive ? Create an academy to improve your sales force effectiveness ? You want to design an e-learning program to educate your lead-ers ? Or you wish to replace ad-interim your HR manager who takes a sabbatical leave ?

We have a solution for you.

We respond to client needs worldwide where strategic changes or operational improvements demand behavior change at indi-vidual, team and corporate levels. Our experts are senior, inde-pendent and propose a coherent set of practices to design with you the right solution.

It’s all about PeoPle & Performance

p & p s e r v i c e s

COACHING

Strategic coaching

Executive coaching

Board room coaching

TRAINING

Custom programs

Executive education

Behavioral training

CONSULTING

Implementationconsulting

Sales effectiveness,Corporate academies

HR/L&D Support

training

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training

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Behavioral TrainingOur focus is on ‘behavior change’ rather than ‘academic teaching’. Our trainers have been selected based on their seniority and impact.

Our programs cover the following domains :

Functional : Senior Management, Leadership, Decision Making, Change Management, Middle Management, Key Account Management, Sales

Cross-functional : Negotiation, Personal impact, Stress, Time Management, Networking, Selling your idea

Hereafter, you will find the program description of all our stan-dard trainings.

how does iT work ?The standard trainings are classified in three categories:

cusTomized To your needsThese programs can be standard or specifically designed for you. Hereafter you will find our customization methodology for your information.

execuTive educaTionExecutive leaders need to keep their skills and knowledge up-dated to lead their teams towards success. Together with lec-turers from world-class business schools such as Harvard and Stanford, we propose executive education programs. These programs can be standard or specifically designed for you.

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The service makes the differenceIn times when the supply is multiplied and the products are standardized, can we make a difference? Service quality is an important element of differentiation that depends solely on us.

yy Awareness of the importance of the customer service for a company

yy The basis of communication

yy State of the art telephone skills

yy How to negotiate properly with our internal/external customer

yy How to handle complaints in an elegant way

yy Verbal aikido for handling objections and attacks

yy How to walk the extra mile and give real value

yy Having a full understanding of how our behavior impacts our customers

yy Learning to understand the needs of customers, even those most hidden and difficult to identify

yy Relate to the different types and able to adapt their style

yy Managing the emotions of customers, keeping their balance

yy Strengthening partnerships and continuously monitoring the relationship

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How important is customer satisfaction ? A lot. What would happen if our customers were so happy to talk about us to other people and then become our sponsor ? The advantages of saving time and image promotion would be certain. This training is therefore dedicated to all those who are in direct contact with both external and internal customers with the goal to create and

consolidate the conditions for generating the maximum satisfac-tion. Participants will also receive the tools to recognize first and then interact with the different types of players, even in difficult situations. Each client is unique, and should be treated as such.

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motivate and inspirePerformance, motivation, ability and circumstances; how do they all combine and integrate? Coaching, often the poor relation to “management”, is sometimes underrated and even forgotten.

Research has outlined that coaching is the missing element in business success. When part of an organization’s culture, coaching has a direct impact on business and the motivation of team members.

The difference between Managing and Coaching is critical, we now know that only 14% of the work force are motivated by money. It is vital to know the motivation of an individual to

accurately assess their skill level. Only then the appropriate coaching method will be more successful, notably if the circum-stances and working conditions lead to the ultimate goal of con-sistent great performance levels.

Techniques and coaching models will be outlined to assist in de-mystifying the coaching process and making it a natural part of your repertoire.

c o a c h i n g f u n d a m e n t a l sc l i e n t s a t i s f a c t i o nSales

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yy Full awareness of the importance of motivation, ability and circumstances

yy Identify your personal strong points and pitfalls when coaching

yy Create awareness of the models to successfully coach

yy Equip participants with specific coaching tools and knowledge

yy Create confidence and inspire motivation when coaching

yy Identifying your own likely coaching “blind spots”

yy Calculate the performance = motivation + ability & circumstances equation

yy Turn “techniques” into coaching attitudes

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forget to design is to prepare to failComplexity of projects is becoming more and more a critical factor inside organizations. This solution has been designed for those who are responsible for managing projects and coordinating teamwork even with indirect or temporary au-thority.

Project management is based on 2 dimensions: science (defin-ing and coordinating projects that will be implemented) and art (managing people and changes involved in the process).Managing people is very often the critical factor in project man-agement. Apart from all the tools and techniques, the success of complex project management lies in how all people involved

in the project relate to each other, always keeping a clear and common vision of the project itself.Therefore we will constantly focus on the development of 2 skills: designing projects and managing teamwork, both funda-mental to reach success in project management.

p r o j e c t m a n a g e m e n t

yy To master the main tools of international project management

yy To coordinate and motivate people involved in the project

yy To design all the different aspects of the project

yy To properly manage individual or group resistance of difficulties during the project

yy To improve communication in assigning precise tasks and monitoring the development of the project

yy More efficiency in managing projects by implementing simple tools and behaviors

yy A common shared language within the organization

yy Respect of the deadlines due to a clear and shared project strategy

yy Increase of team spirit within your organization

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instinct is not enoughFor sure you can teach a cow how to swim, but why not recruit a dolphin? It is not only a matter of ability. It is very likely that a dolphin loves water more than a cow ever will.

The recruiting process does not involve only identifying who, amongst the candidates, has got the required skills, but it also means understand and verifying that the position inside the or-ganization has the characteristics to satisfy the candidate.Failing in this goal may cause relevant damages to companies, in terms of economic resources and time invested as well as in terms of reputation.

Acting in line with corporate values and principles, this solution has the scope to supply all the main tools to manage the whole recruiting process, starting with the job definition required.

e f f e c t i v e r e c r u i t m e n tp r o j e c t m a n a g e m e n t

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yy To master interpersonal communication

yy Knowing how to shape the profile to look for and the skills required

yy How to prepare and lead an interview

yy How to collect all the relevant information during the interview

yy Identify talents and personal development plan

yy Attract the best talents for the organization

yy To integrate candidates inside your company

yy Get ready for career planning

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from groupwork to teamworkA bunch of people working together is not necessarily a team. Many low performance issues in organizations have their cause in the dynamics of poor teamwork practices. For instance, something quite usual as not sharing information in proj-ect management or using information for private matters, is normally a sign that personal goals are put before common goals. Unclear goals and hidden agendas produce lack of trust, which deeply affects team performance, and even the team’s existence.

Highly effective teams share some common traits that go be-yond performance re-engineering issues, time management or process redesign: they truly share a clear common goal and its members subordinate, either in an explicit or tacit manner, their personal wins and agendas lean to those of the team. This im-plies having open communication among team members, which fosters trust, the foundation of effective teamwork. High perfor-

mance teams challenge the rules of arithmetic. The simple sum 1+1 turns different results:1+1 = 1 portrays the team spirit foundation, in which each mem-ber is accountable for the common performance,1+1 = 3 portrays the team synergy outcome, in which the team’s result is higher than the sum of the results of its members.

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yy Identify the Actual Concrete Situation of the team to diagnose the cause of poor team performance.

yy Have a shared definition of common goals and over-come personal agendas.

yy Improve team communication, either one-to-one or in meetings, which builds trust among team members.

yy Re-build high performance teams from strong attitude foundations

yy Improved team effectiveness

yy Improved decision making through consensus rules

yy Higher team synergies

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leading without hierarchical power“The matrix organization”, which some believe to be a contradiction in terms, was applied for the first time companies in the 1960s. After a period of unpopularity in the 1990s, the matrix is now considered a feature of modern societies.

Matrix organized companies are in fact now more numerous than the old-fashioned pyramid companies. Living within this type of organizations can be very motivating but also very com-plex. Carrying out projects or simply our own objectives involves the collaboration of colleagues or business partners over whom we have no direct hierarchical authority and who, in turn, have

specific objectives which could differ from ours. In this training we will work on some of the most common challenges in this type of organization: how to manage virtual teams, how to re-solve conflicts, how to persuade and motivate others to work for our project, how to maximize the strength of the team.

m a t r i x m a n a g e m e n tc o l l e c t i v e p e r f o r m a n c e

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yy Motivate others to help you without hierarchy

yy Communicate effectively at all organizational levels

yy Set goals and gain the support of all those involved in order to achieve them

yy Resolve conflicts and difficult situations

yy Manage and monitor the work of temporary teams

yy Solve and supervise without the intervention of a superior

yy Negotiate effectively with your internal customers

yy Influence your environment at 360 °

yy Generate awareness of the skills necessary to live in a matrix environment

yy Stimulate the ability of putting the members of an internal network into action

yy Understand the role of personal responsibility in mak-ing things work

yy Improve our communication skills at any level

yy Develop a cooperative work style based on consensus

yy Focus on teamwork

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capitalizing on diversityIt is very well known that a multicultural workforce is rapidly and irreversibly becoming the norm in a large number of organizations. But knowing how to manage cultural diversity well is still unknown to many.

In today’s global economy, multicultural management is widely taught in Universities and MBA programs. Unfortunately, these courses often encourage fundamental misunderstandings of when, how, and how much culture matters in business. The risk is focusing on national cultural differences in ways that encour-age stereotyping and ethnocentrism.

Instead, this solution is designed to develop managers’ cultural competence and critical thinking skills to analyze and work with culturally complex individuals in culturally complex business sit-uations.

Above all, successful managers are those who develop a cultural competence, making a concerted effort to understand and learn about their people’s culture. By understanding their culture, and capitalizing on diversity, managers can use more effective moti-vational strategies and supervisory techniques.

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yy Full awareness of the importance of cultural diversity in business situations

yy To identify the main dilemmas that can be used to read cultures

yy Create awareness of our own culture bias and drivers

yy To equip managers with specific tools and knowledge in managing multicultural teams

yy Avoiding risks of culture clashes, misjudgments and misperceptions

yy Identifying a better integration strategy in case of company merging

yy Increase teamwork within multicultural organizations

yy Capitalizing on diversity

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keys for motivationWorldwide surveys are pointing the finger towards the modern managers which are constantly disappointing collabora-tors expectations and are not able to deal with the fast and impacting changes typical of our times.

How is it possible? There are different reasons, but one can be found in the fact that managers are created from people with proven “technical” experiences. Those kind of experiences are valuable but unfortunately are not related to the ability of dealing with managing people. To be a successful manager you have first of all to get out from the trap of hyper operativity, learn

how to deal and control oneself and then start reasoning in so-cial and motivational terms. A trip in a management training is fascinating because the first source of learning is represented by ourselves.

m a n a g e m e n tm u l t i c u l t u r a l m a n a g e m e n t

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yy Recognize different team maturity stages and handling them accordingly

yy Motivate people in relation to their experience and expectations

yy Manage meetings effectively

yy Resolve conflicts and difficult situations

yy Give and stimulate feedback

yy Communicate difficult decisions

yy Better handling ourselves to better deal with others

yy Create the conditions for motivation

yy Take responsibility in taking and communicating a difficult decisions

yy Keep corporate culture alive through exemplary behavior

yy Manage and motivate others on a daily basis

yy Create a positive atmosphere within the team and the organization

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skills and strategyWe negotiate everyday and most people do not even realize it is happening. Negotiation and handling objections tend to be an emotional process rather than a rational one. Culture and personality type have a major impact on how we nego-tiate and influence each other.

We often simplify negotiation and assume it involves fewer skills, yet all communication is in a sense a negotiation. Recent research has outlined the complexity of our communication, for example “Priming” where a supposed saving is outlined which in turn makes the “buyer” more likely to purchase.

This programme can be adapted for managers, salespeople, buyers, in fact anyone who negotiates. We provide practical

tools to help you be more aware of how you negotiate, maxi-mize every negotiation and realize when to step back and make a concession.

Techniques, tactics and behavioural models will be outlined to assist in de-mystifying the negotiation process from an emotion-al and rational perspective.

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yy Full awareness of the importance of preparation

yy Identify your personal strong points and pitfalls when negotiating

yy Create awareness of the techniques to successfully negotiate

yy Equip participants with specific negotiation tools and knowledge

yy Buildong trust when negotiating

yy Identifying your own likely negotiation “blind spots”

yy Increase profits or save money depending on your role

yy Turn “techniques” into negotiating attitudes

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sail into complexityBig modern organizations look often like dense forests and getting in can be a tiring experience because of the high number of speaking partners you can find, the confusion of strategies and the threats generated by “hidden agendas”.

Ignoring complexity can lead to the loss of important business opportunities and when we are facing a complex environment we need better and more sophisticated instruments than the ones we use in simple one on one sales situations. We have to take into account the different stakeholders with different goals and different strategies. We need to understand the client’s de-

cision-making process, map the main stakeholders, identify the triggers that will lead to action and be sure of who is an ally and who is a threat. Often we have to find out which is the real prob-lem the client wants to solve. Therefore complex solution selling in a complex environment is a real consultative art.

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yy Understanding the client’s environment – identifying the problem

yy Clarifying the position of each key player – making a proposal adapted to their different interests

yy Demonstrating our difference – engaging the deci-sion-makers

yy Develop our network taking into account the new media and web 2.0

yy Maximize the chances of a positive conclusion – nego-tiating effectively

yy Develop a long lasting partnership

yy Develop a “sales consultancy” attitude

yy Understand and integrate the strategic and political dimensions in the sales process

yy Stimulate the ability and willingness to go beyond the first customer request to find the real needs

yy Identify each player and manage their different goals and needs

yy Focus on creating “added value” for the client

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stop telling, start sellingMost salespeople think that selling is the same as presenting their product or service when meeting with clients. They prepare what to say, have a good knowledge of their products and are well-equipped with state of the art technical aids. The question is: Is this enough to sell?

This training offers an effective step-by-step journey around the sales field dealing with not only the skills but also the attitudes that can help to increase sales and profitability through a better understanding of the entire sales process and the customers’ motivation as well. Every step of the sales action is trained - with specific adaptation to the professional environment of each participant.

On top of that, participants learn about their current behavior during the sales visit. They understand that “telling is never sell-ing” and that their ultimate objective is far beyond sales: they must act as a trusted and preferred partner. The training is high-ly interactive with many opportunities for role playing and gath-ering feedback on strengths as well as improvement areas.

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yy Discover the key selling habits such as asking insight-ful questions and listening skills

yy Find ways to turn personal client relationships into selling relationships

yy Learn how to make effective cold calls and to over-come barriers

yy Establish simple ways to make winning sales presen-tations and to speak in terms of benefits

yy Learn how to deal confidently with objections and close the deal

yy Uncover simple tools for opening, advancing and closing sales calls

yy Increase sales effectiveness and profit

yy Develop a consultative selling attitude

yy Better self-awareness

yy Turn “techniques” into daily routine

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from reactive to proactiveMany of us have a deep feeling that we are not the owners of our time. We feel it belongs to the urgent needs of the organization or our bosses. We can plan our days and agendas, but to a great extent we finally devote our time to unexpect-ed and unplanned tasks that we perform without analysis, not knowing if they are really relevant or even our responsi-bilities. We often have the feeling that we are mere reactive pieces of a big business organism, daily entering a whirlpool of activities and meetings we do not control.

We can view time as a series of future events that will happen to us, no matter what we do (reactive view) or we can see it as the result of personal decisions we daily make (proactive view). Am I a victim of time or am I an actor of my life? Do I have a say in how I spend my time? The purpose of time management is to gain awareness of our responsibilities, define the important things in our life, and learn to make decisions accordingly, work

decisions and leisure decisions. For this we need to have a clear view of life purpose and professional responsibilities, gain con-fidence to stop doing some things, start doing others, delegate, improve productivity at meetings, gain discipline in personal planning and execution, deal with interruptions and unforeseen tasks, and develop a proactive state of mind.

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yy Focus your activity on the important issues

yy Take control of your time by always deciding what to do and the task to perform

yy Have clear criteria to eliminate tasks, delegate them and plan the rest

yy Clearer state of mind and improved personal satisfac-tion and quality of life

yy Improved personal productivity and proactive attitude

yy Improved discipline to plan your time and execute accordingly

yy Higher confidence to prioritize tasks and say no

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To find our personal gravity centerThe OMC has defined stress “a global epidemic”. In Europe, stress is responsible for 50% - 60% of working days lost, and affects one in every four employees. A survey of 800,000 American workers shows that the number of people who lost work days due to stress has tripled in the last 5 years.

The consumption of anti-anxiety drugs is increasing, working hours are increasing as well as the amount of information that we handle daily as well as risks and responsibilities. The new world moves at a speed much greater than our own and trying to run after it does not lead to anything but discomfort and frus-tration. What to do to regain control? We must find the answers

we need within ourselves because we can not rely on anything else. Through the help of ancient disciplines and modern tools we first can regain our inner center of gravity and having re-gained the control of ourselves we can re-set our life in a more healthy and functional way for the benefit of our prosperity and our performance.

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yy Identify the main sources of stress both personal and professional

yy Stress intensity equation: a useful way to seize the problem

yy How to increase our resources

yy How to distinguish the irrational stake and how to take control over it

yy The communication under stress: how to exit from the negative spiral

yy Save, store and use energy in new ways

yy Become aware of the effects of stress

yy Decrease the amount of stress to limit the damage

yy Reestablish control over your priorities

yy Use the best tools to manage the mental and physical balance

yy Finding your center for greater well being at work and in your private life

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consulting

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resolve, innovate, actTomorrow’s world will be increasingly dominated by complexity and change. What are the most important resources to deal with this scenario? Creativity, imagination and ability to solve problems.

Problem solving is a tool, a skill and a process. A tool because it can help solve a problem. A skill, once learned, can be used continuously, like the ability to ride a bike. It is also a process because it involves using a series of steps. Even before solving a problem it is necessary to be able to identify it and sometimes

even create it. The ability to think outside the box is just as im-portant as structuring the information in a rigorous way. The last step is critical : the ability to choose among alternatives and take action with determination and responsibility.

c r e a t i v e p r o b l e m s o l v i n gs t r e s s m a n a g e m e n tSales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

yy Review your concept of “problem” in a different light

yy The 6 steps in approaching problem solving

yy The basic tools for the analysis of the situation

yy Unleash creative thinking to generate new solutions

yy Rationalize the alternatives we have identified

yy Choose wisely and courageously

yy Avoid the pitfalls of predictable irrationality

yy Generate awareness of the mental mechanisms that can facilitate the process of solving problems and those that block our minds

yy Discovering new methods to find pragmatic solutions both individually and in groups

yy Having a more open approach to solving any problem

yy Develop a positive and proactive attitude

yy Create innovation and continuous improvement

yy Be generators of innovation

goalsBenefiTs

training

coaching

consulting

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The art of engagementLearning organizations know how much competitive advantage relies on the diffusion and application of internal knowl-edge. To properly transfer information you cannot rely only on written documentation that nobody will read. A ‘live’ trainer is still the best way to ensure a proper knowledge transfer.

But people expect a lot when they go to a training, even when it is held internally in the organization, and a ‘run of the mill’ train-ing puts people to sleep.

Our approach to trainer training is about preparing, inspiring and motivating the future trainers, giving them ready to use skills and tools and helping them create a fun and useful experience for the participants.

No matter what kind of training you do - sales, scientific infor-mation, IT skills, financial planning, commercial awareness, interpersonal skills, you need to be well prepared and able to handle whatever happens in the training room. The ultimate goal is to help participants translate knowing into doing – transferring knowledge into practice.

t r a i n t h e t r a i n e r

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

yy Create content to meet targeted pedagogical objec-tives, participant expectations and needs

yy Learn valuable ‘staging’ skills and techniques and practice them

yy Master the different ways of interacting with a group, even when the group is unreceptive, inactive or difficult

yy Acquire the methods to urge participants to transfer learning into practice

yy Create the most relevant evaluation tools

yy A well designed content engineered for an easy transfer

yy Better training materials from slides to handouts and whatever is needed to make it stick

yy Full involvement of the participants during the training

yy Impact, engagement, fun for a profitable experience

goalsBenefiTs

training

coaching

consulting

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art of influencingDo you dread speaking in public or giving presentations? Do you think that presentation is about telling what is written? Do you have problem to get your messages across to mobilize your audience?

This course aims to develop presentation techniques and be-haviours, knowledge and confidence in both formal and informal presentation situations. The participants have the opportunity to explore and practise key areas in both preparation and delivery of presentations. They understand that the content is not neces-sarily enough to turn the audience from the “listening” phase to the “acting” phase.

Due to the restricted group sizes, all participants gain high level of attention and receive personalized feedback.

This course is aimed at anyone who needs an in-depth introduc-tion to presentation skills, or for those who would benefit from a refresher on the key skills.

p o w e r f u l p r e s e n t a t i o nt r a i n t h e t r a i n e r

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 daysSales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

yy Plan, structure and deliver an effective presentations

yy Reach the maximum impact on the audience

yy Control stage fright, keep calm and confident

yy Understand the impact of body language and voice

yy Select and use the a range of visual aids to support during presentation

yy Understand techniques for gaining and keeping the attention of your audience

yy Learn and apply the basic theory of delivering effec-tive presentations

yy Develop confidence and overcome nerves

yy Build up own presentation style

goalsBenefiTs

training

coaching

consulting

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The way toward common solutionsWorkplaces are naturally stressful environments, and personal conflicts between co-workers can be both a cause and product of this stress. Managing conflicts means implementing strategies to limit the negative aspects of conflict and to increase the positive aspects of conflict at a level equal to or higher than where the conflict is taking place.

There are many causes that generate conflicts inside organi-zations: different cultures, differences in working style, power, personality clashes, roles and responsibilities not properly de-fined, lack of rules, etc. Yet, if people are not able to solve their conflicts, what are the grave consequences for the organization and for the people involved?

With this solution, first of all we help team members to prevent conflict from arising. Nevertheless, when conflict arises, we pro-vide a set of tools and behaviors that will help people to go from a conflict into a win-win negotiation, where both parties find a common solution.

p r e v e n t a n d r e s o lv e c o n f l i c t s

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

yy To become aware that conflict, under certain condi-tions, can be positive

yy To identify our primary style in handling conflicts

yy How to switch from conflict to a negotiation process

yy How to handle objections and criticism gracefully

yy How to prepare and carry out an arbitration, when needed

yy An improved business atmosphere

yy Better self management

yy Increase of self motivation

yy Higher chances to reduce people turnover and loss of talents

goalsBenefiTs

training

coaching

consulting

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making change normalLeaders are facing a complex challenge, the need to connect and integrate two important yet conflicting forces: Diversity and interdependence, reflecting on the constant tension between the self and others.

Old style leadership based on traditional business models and structures no longer work, a new model is required to define our current times. Making change normal means taking and releas-ing initiative, driving and motivating others. It is about letting go of the control freak within you. Applying this model allows you to strengthen your influence on the outer world without distracting from the quality of the inner world.

The connective leader combines their vision and that of the or-ganizations with the dreams of others. This has the impact of creating harmony amongst disparate groups and co-operation becomes the norm.

c o n n e c t i v e l e a d e r s h i pp r e v e n t a n d r e s o lv e c o n f l i c t s

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

Sales

Management

Self-management

Communication

Matrix

2-3 days

Functional

Non-functional

4-5 days

yy Full awareness of the importance of a shared vision and mission

yy Identify the main dilemmas that can be overcome as a leader

yy Create an atmosphere of cooperation

yy To equip the leader with the ability to inspire motiva-tion

yy Avoiding risks of outdated business models

yy Develop a feeling of calm and confidence in crisis situations

yy Ensure your organization lives as a disciplined entre-preneurial culture

yy Become the emotionally intelligent leader

goalsBenefiTs

training

coaching

consulting

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c u s t o m i z e d t o y o u r n e e d s

We create specific solutions with you, including:

yy Train-the-trainer programs

yy Corporate Academies development and outsourcing

yy Leadership, Management, Sales and Negotiation faculties

People and Performance has developed a unique methodology to help you to focus on growth and performance while we bring our expertise and design with your teams, the best programs.

Our philosophy is to remove as much organisation and logistics as possible off your shoulders to enable you to focus all your energy and resources on the quality of the programs.

Our experts will facilitate the design of your programs with one objective in mind: business results. For most consultancy and training companies, this remains a marketing pitch, for us, it is a commitment.

How will you see our commitment applied to your project? All our custom projects include 2 crucial ingredients:

a) A communication policy workshop

b) A business results measurement workshop

communicaTion PolicyCustom projects are usually initiated by a need for change and performance. The resulting project will potentially face important resistances and obstacles. The most successful projects invest substantial resources in a dedicated communication platform that will market the program to key stakeholders. We will sup-port you in this challenge with our unique methodology during a «Communication Policy» workshop with clear deliverables. Business resulTs measuremenT (Brm)People & Performance philosophy is to value the benefit of learning. Regardless of your project approach, training, coach-ing, blended learning or virtual learning, People & Performance will apply its innovative BRM service to integrate into your proj-ect a mechanism that will guarantee a precise and regular evalu-ation of the programme’s impact on business. Our BRM service includes a BRM workshop with your project team and specific tools such as BRM dashboards.

Understandyour need

Follow-upand measure

Deliverthe best

Design yoursolution

Commit withstakeholders

training

coaching

consulting

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e x e c u t i v e e d u c a t i o nc u s t o m i z e d t o y o u r n e e d s

our aPProachOur faculty comes from leading global business schools and un-versities including Stanford University (US), Harvard Business School (US), IESE Business School (Spain). We adopt a unique combination of pedagogical tools that are centered around the case-method of learning complemented by simulations, use of multimedia, and hands-on workshops in small groups. The case-sTudy meThod of learningCase studies are the central element of contemporary manage-ment education. They are used by the leading business schools around the world in MBA programs and for other forms of ex-ecutive education.

Case studies are stories about business situations that re-veal how managers in the real world deal with the challenges they face. Case studies thus help participants both to develop and to apply the principles of good management theory. This is achieved through individual case preparation by participants and through very lively and dynamic joint case discussions and analyses in the classroom.

Case studies also provide rich information about the political, cultural, social and economic aspects of various geographies and the competitive dynamics of the featured industries. Good cases and good case teachers put pressure on participants – like in real life – because they enable participants to dive deep into the situation and “feel” the management dilemma that the case focuses on.

ToPics and aPProachCroissance Conseil faculty will engage you in a deep conversa-tion about your particular learning needs and challenges. We design modules according to the target group, e.g. junior man-agers or high potentials; according to your particular situational challenges, e.g. post merger or nurturing corporate entrepre-neurship and innovation; and according to your time constraints and geographical preferences.

Our topics include :

yy introductory and advanced competitive and corporate strategy

yy strategy execution: getting things done in organizations

yy innovation and entrepreneurship in organizations

yy sustainable develoment: challenges and opportunities for companies

yy social entrepreneuship and strategic philanthropy

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coaching

consulting

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c o a c h i n g

meThodologyIts purpose is to simultaneously boost personal performance and personal growth.A P&P coachee will embark upon an ‘effective’ relationship with a sparring partner who will diligently, stimulate, support and challenge. Always in the most positive spirit, combining honest toughness with true compassion in the most pragmatic way.

The priority, to optimise and deepen the relationship which the individual has with him or herself and so with his or her envi-ronment. Whether the task at hand is maintenance, evolution, or revolution, the journey is guaranteed to be an inspiring one.Independent of any single school of thought, P&P’s pragmatic, impact-focused coaching is rooted in the ‘dna’ of the executive coach.

His or her craft is further nourished by exposure to complemen-tary schools of thought, such as provocative therapy and radical constructivism. Such schools can and will be drawn on as partic-ular situations demand.

aPProachPersonalised accompaniment over time, based on co-defined objectives. 6/8 x 2 hourly sessions over a 6/8 month period. These interim sessions, once every 3/4 weeks, allow the client to implement a personal action plan and fully integrate new prac-tices.

The client will discover, understand and change his/her be-haviour. The coach, between sessions, is available for an agreed period of time, to answer urgent matters, either by phone or email.Effects :

yy Mastery of the competencies demanded by a current or future role

yy Improved personal effectiveness, resilience, stamina and stress management

yy Improved decision-making ability

yy Ability to solve a specific problem or conflict

yy Successful Business development through strategic involvement

kick-off

session#1

session#2

session#3

session#4

session#5

session#6

closingsession

Boardroom coaching

execuTive coaching

sTraTegic coaching

imPlemenTaTion coaching

qualiTyOur approach to quality :

yy Theory : Continuous professionnal development by master classes

yy Practice : « The more I practice, the better I get », working with clients everyday

yy Independent supervision : Acting with the highest level of integrity

yy Accreditation : EMCC ICF WABC

yy Client satisfaction : Rolling survey of client satisfaction

TargeTFor Who ?

yy Board, chairs, CEOs

yy Management team

yy Directors

yy Key senior managers

yy Partners in professionnal service organisations

yy Hight potentials

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training

consulting

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consulting

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our Process is made of Three sTePs

i m p l e m e n t a t i o n c o n s u l t i n g

why P&P consulTing ?People & Performance Consulting helps companies to achieve commercial excellence. We close the gap that companies expe-rience in developing both the organization and its people as they strive for performance improvement.We define ourselves as “implementation consultants”, since we focus our efforts on helping organisations move from ‘Strategy to Action’, and from ‘Plans to Excellent Execution’.How do we do this ? By integrating the hard and soft compo-nents of sales organization development we convert your strate-gy into effective human behavior. By applying pragmatic change management solutions that are proven to work in sales environ-ments, we ensure minimal transitional difficulties

Typical challenges that organizations currently experience include :

yy Rapidly evolving new sales models, changes in sales peo-ple’s role, and how to respond effectively.

yy The impact of new technology on the sales process

yy Implementing an effective Key Account Management strategy

yy Developing sales managers to lead and coach their teams

yy Managing changes in commercial attitudes and behavior

yy Ensuring alignment of marketing and sales to secure cus-tomer revenues

our aPProachWe apply a “holistic and pragmatic consulting approach”, using the in-depth experience of our consultants, who are experts in organizational & people development in Commercial Excellence. They typically have 15+ years’ experience in consulting, busi-ness management and human capital development and are able to connect strategy with actual behavior in the field. We strongly believe that it’s vital to use the right mix of training, coaching and consulting if you want to achieve sustainable results through behavior change. Our teams will help you design the right kind of program to secure the result you want.

Process invesTigaTe design imPlemenT

oBJecTiveTo identify issues and opportunities for improvement

To design solutions,components andimplementation program

To launch & execute solutions,components andimplementation program

consulting

training

coaching

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p & p s a l e s e x c e l l e n c e

sample questions

1) we have good insight into our customer’s buying process for our offering

y y1 y2 y3 y4 y5 y6 y7 y8 y9 y102) we understand the typical aims and strategies of procurement professionals in our customers

y y1 y2 y3 y4 y5 y6 y7 y8 y9 y103) we know how our customer’s procurement categories and manage us

y y1 y2 y3 y4 y5 y6 y7 y8 y9 y104) we regularly seek the views of how customers see us

y y1 y2 y3 y4 y5 y6 y7 y8 y9 y10

2. commercial healTh check : week 3objective : To create a comprehensive view of the issues and opportunities to develop the commercial organization and reach a mutual agreement on the plan to execute it.

how : Through in-depth analysis, observations/ investigations in the field.

in-depth analysis Through :

· Document review

· Interviews with Key Stakeholders

· Data analysis

field observation/ investigation day

field observation/ investigation day

design

commercial

excellence plan

Present & decide on commercial

excellence plan

mondayday 1

Tuesdayday 2

wednesdayday 3

Thursdayday 4

fridayday 5

commercial excellence - offeringWe have consolidated our expertise, methods and tools in the field of Commercial Excellence, with the objective of creating Sustainable Customer Revenues.The following are the components of the offering, which are cus-tomised in our “investigate-design-implement” approach :

1. online sales excellence diagnosTics : week 1-2objective : To identify and prioritize where most gains can be made in your sales organization.

how : We benchmark against over 90 best practice elements that can improve your sales performance.

COmmeRCIAL eXCeLLeNCe - OffeRINGWe have consolidated our expertise, methods and tools in the field of Commercial Excellence,withtheobjectiveofcreatingSustainableCustomerRevenues.The following are the components of the offering, wich are customised in our “investigate-design-implement” approach:

Activities to drive Sales• SalesStrategy–ActionPlans(?)• SalesStructure• SalesTraining• SalesCoaching• ChangeManagement

Revenue engine• SalesProcess&SFEtools• CustomerJourney&Experience• Marketing&SalesIntegration• SalesForceIncentiveschema

Activities to manage customer experience• CustomerSegmentation• Account&Territorymanagement• KeyAccountManagement• CommercialPlanning• CRMstrategy• Complaintshandling• Customersatisfactionhandling

Activities to drive sales

RevenueEngine

SustainableCustomerRevenues

Activities to manage customer

experience

ConsultingSpecialised ToolsTraining Coaching

[email protected] - www.peopleandperformance.net

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training

coaching

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p & p s a l e s e x c e l l e n c e

3. execuTe commercial excellence Plan : week 4 onwardsobjective: Get sustainable results as identified in the plan

how: Through our fields of expertise our fields of exPerTise:

cusTomer segmenTaTion and TargeTing

yy Delivering the right customer experience to every customer segment

markeTing & sales alignmenT

yy Closing the gaps between marketing practice and sales activity, exploiting the promise of customer centricity

commercial change managemenT

yy Managing all the change process, from the road map to the desired commercial behaviours

sTraTegic key accounT managemenT

yy Implementing the KAM strategy to ensure effective execu-tion, developing roles, competency, tools, processes and behaviors

accounT & TerriTory managemenT oPTimizaTion

yy Delivering the organizational model for account portfolio and territory management, to achieve sales excellence at current customers and enhance prospect acquisition

sales academy develoPmenT

yy Defining a tailor made competency development and knowledge management program, through the targeting of the right competencies and the delivery of customized training and coaching actions

sales managers comPeTency develoPmenT

yy Developing frameworks and action plans to improve the competencies of Sales Managers to lead and coach their sales people

ProJecT managemenT in markeTing and sales

yy Developing methods, tools and competencies (hard and soft) to effectively plan, manage and monitor projects, respecting principles of Marketing and Sales alignment

new ProducT launch suPPorT

yy Reducing the sales learning curve by accelerating learning in sales teams when selling new products / services

use of new Technology in selling, sales managemenT and coaching

yy Delivering new approaches and methods to the sales team to incorporate new devices (tablet pc, smartphones, etc.) and digital / social media channels into sales practice and behaviors.

consulting

training

coaching

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achilles choi China

ed de kieviT The Netherlands

hervé lamandFrance

BarBara viamin Italy

francesco de Tommasi

Italy

alasTair mcivor United Kingdom

emese moriczHungary

hynek glosCzech republic

cédric luThi Switzerland

giulio di sanToItaly

anderson hirsTSpain/Latin America

eric JossoFrance

Jaroslaw zamroch

Poland

chris PankowUSA/Latin America

guillaume iBsaienne Switzerland

training

coaching

consulting

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p & p t e a m

TrainercoachconsulTanT

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TrainercoachconsulTanT

laszlo kaczurHungary

Pavel novak Czech republic

serge sironiSwitzerland

marTin caPelle Germany

richard van riJswiJkThe Netherlands

laurenT PouJol Switzerland

PhiliP sJögrenSweden

susanne kaegi Switzerland

Paco (francisco) orTega

Spain

rocio de BeniTo navarro

Spain

marco cereTTiItaly

renaTe williSwitzerland

sylvain nalTchayan United Kingdom

Paolo mazzagliaItaly

ron weilBelgium

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a b o u t

ProfileP & P is a select group of senior consultants, coaches and train-ers. Our platform fulfills the multinational companies’ needs to deploy behavioral-oriented, coaching and training programs worldwide. Our consultants share a common philosophy and standard of quality. They are industry leaders working together internation-ally, yet connected to their local market places. We assist you in strategically turning your company’s mission into goals, action and results. Our focus is on your success – your people and their perfor-mance !

exPerTiseThe P & P platform has been developed with the end-user in mind. Our partners are all senior-level consultants, recognized for their expertise and with proven track records. Because your project may require several trainers and/or coaches, we have integrated a vast number of Human Resourc-es and Learning & Development competencies. Our consultants combine a wide range of expertise, including:

yy Behavioral Training

yy Executive Coaching

yy HR / L&D / SFE Consulting

yy Leadership Development

yy Talent Management

yy Assessment Centers

yy Learning

yy Management Systems

yy Learning Engineering

locaTionOur advantage is that because our consultants are located in your region and speak your language, they are highly cost effective and versatile. With a presence in Europe, North America and the Asia/Pacific regions, we can offer delivery on the following languages:

y English y French y Italian y Spanish y German y Dutch y Bulgarian

y Hungarian y Czech y Russian y Polish y Slovak y Swedish y Norwegian

y Finnish y Mandarin y Cantonese y Greek y Romanian y Turkish

training

coaching

consulting

P&P information

a b o u t

grouP headquarTerscroissance conseil sàrl · Mont-Blanc Plaza A · Avenue du Mont-Blanc 33 · 1196 Gland - Switzerland

Phone : +41 (0)22 364 45 36 · Fax : +41 (0)22 364 11 03 · [email protected] · www.peopleandperformance.net