At ClavaConsulting, each training is unique. It consists of a combination of the following themes, depending on the client's needs.

Find your way around the different levels of management: from 1st level manager to manager of managers. Build your legitimacy. Navigating personal sacrifices. Become familiar with the posture. Identify your limiting beliefs about the position: reproduce the same leadership style, fear of not being up to the task... Move from a prescribed role to an author role.

Manage your managers. Define a vision. Determine the desired effect on managers: clarity and understanding. Communicate your vision. Break down the vision into a strategy, pass the baton for operational actions. Organize reports, ask the right questions.
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Build a team of managers or settle for a group? Design a leadership space to exchange safely. Develop the maturity of your team of managers through coaching and mentoring. Using a Performance/Skills matrix as a diagnostic tool guiding development actions. Conducting conversations with underperforming or high-potential managers. Learning patience: from “Doing the work” to “Guiding the work” and “Guiding the management”.

Role model: without pressure, with its imperfections. Be aware of its “weight” and its speech everywhere, all the time. Leave space. Recognize the different styles of its managers. Adapt its management to each of them. Developing development plans for its managers. Identifying its successor.

Reasoning on several levels: vision, mission, strategy, tactics, objectives. Aligning the corporate strategy with the objectives of the teams: connecting the dots. Concrete examples of successful leadership chains in organizations. Analysis of a scenario of misaligned strategy and proposal of corrective actions.

Decision-making: the different types of decision, the decision-making scopes, the different roles in the decision. Advanced delegation and empowerment strategies.

Agree to play politics: manage your N+1 and N+2. Engage your peers. Know your managers' teams (N-2): what behavior to have? Get your messages across (same message, different channels, form and timeframes). Develop influence tactics. Put your own hierarchy at a distance: establish cooperative relationships with your boss.

Confront complexity. Manage conflicts, interfunctional tensions and the challenges that complexity induces. Position yourself as an arbitrator or mediator. Simplify? It's changing complexity! Hybrid teams don't help. Avoid the pitfalls of complexity.
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Change your perspective on change. Support managers, on the front line in organizational changes... without short-circuiting them.

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