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  • CHEMISTRY OF LEADERSHIP

    The size of a leader is determined by the depth of his convictions, the height of his ambitions, the breath of his vision and the reach of his love. D.N.Jackson

    Problem  

    In today’s business life, employee motivation and loyalty is decreasing every day. Leaders cannot get the return of wages paid or investment made to the employees. Effects of performance-based wage or incentive pay are visible for short-term. Intercompany improvements do not transform into employee happiness; when they turn into happiness, this does not reflect on the customer.

    CHEMISTRY OF LEADERSHIP  

    After more than 1.000 neuroleadership researches in the US, the properties for an inspiring leadership is redefined. Now, we have a simple but extremely effective leadership model. This is such a model that can explain all the patterns underlying the behaviours of all effective leaders throughout history. Additionally, this model clearly reflects insufficiencies and mistakes of current management and leadership approaches.

    CONTENT  

    Chemistry of Leadership training includes the following main titles: 

    • Brain structure of humans Which parts of our brain are responsible for our behaviours? How do we make decisions?
    • Why do high wages, material rewards, improvements in physical conditions, promotion and career opportunities are insufficient to achieve employee motivation and loyalty?
    • Comparative effect of reason and emotions on employee motivation and loyalty.
    • What are the distinctive properties of leaders that create passion?
    • How can we create loyalty in employees and how can we make sure that they work with high-performance?

    TARGET AUDIENCE

    This training is designed for medium- and upper-level managers in companies, organisations and institutions.

    GAIN  

    Leaders that join the Chemistry of Leadership training will

    • Understand how people act and how they are motivated.
    • See the underlying factors for employee loyalty.
    • Understand common properties that distinguish strong leaders and successful organisations from others.
    • See their mistakes in employment, performance assessment and promotions.
    • Identify which behaviours should they eliminate, which behaviours should they strengthen and which behaviour patterns should they adopt as leaders.
    • Create a roadmap to uncover the complete potential of employees working for them.
  • CHEMISTRY OF HAPPINESS

    “It’s not what happens to us, but our response to what happens to us that hurts us. Therefore, as long as we do no change our perspective towards events, to earn more, have effective positions or to exceed your targets will not bring you permanent happiness.” Stephan Covey

    PROBLEM

    Today, technological advancements open the door for a more comfortable and relaxed life. However, we cannot say that this comfort contributes to our happiness. Although our children live in better conditions, they cannot manage to be happy. Increased unhappiness and dissatisfaction in society has negative effects both on family life and work life.

    CHEMISTRY OF HAPPINESS

    Neuroscience was the second most researched area in the US in 2014. Obtained results open new horizons about the sources of happiness. Accordingly, our body needs to segregate at least one of the dopamine, endorphin, serotonin or oxytocin chemicals to feel happy. Additionally, these chemicals must be balanced for a healthy lifestyle and sustainable happiness.

    However, modern lifestyle makes us an addict of one chemical – dopamine. Lack of other chemicals lead to long-term dissatisfaction and therefore, unhappiness.

    Good news is that you can re-balance things with small changes in our lifestyle. Also, these changes open the door for a healthy and long life as well as happiness. Especially experiencing less stress facilitates to eliminate our negative habits such as smoking or overconsumption.

    In this training;

    • Role of each chemical will be analysed based on the storied of successful individuals,
    • Steps for balancing the chemicals will be explained with examples,
    • A roadmap will be provided to eliminate negative habits and to build a happy, healthy and long life.

    CONTENT

    Chemistry of Happiness training includes the following main titles:

    • How can we be happy? Physiology of happiness.
    • Our Happiness Chemicals: Dopamine, Endorphin, Serotonin, Oxytocin.
    • Happiness in the business world: Which chemicals correspond to success, impeccable work, contributing, rewarding, joint work?
    • How do we disrupt the balance of happiness in the work-life? How can we regain this balance?
    • Stress Chemical: Cortisol. Benefits and destructive effects. How can we manage cortisol?
    • Why can’t we give up on anxiety? Destructive effects of anxiety.
    • A systematic approach to overcome anxiety.
    • How do your habits manage us? How can we get rid of our undesired habits?
    • Applying 80/20 rule. Eliminating things and people who decrease your energy and making a large room for happiness.
    • How can you uncover the happiness behind the scenes? Controlling the brain chemistry.
    • Things to do for a happy private life.

     

    TARGET AUDIENCE

    This training is for individuals who want to have better relationships and have a more comfortable, stronger and enthusiastic attitude towards life rather than unhappy and anxious individuals.

    GAIN

    Leaders that join the Chemistry of Happiness training will

    • Understand that what they do to be happy in fact strays them away from happiness.
    • See that they are happier when they manage their body chemistry well.
    • Understand why they cannot quit smoking or continue on their diet.
    • See that success in private life is not sufficient for happiness.
    • Understand the role and importance of work-life for real happiness.
    • Understand that work is the key to happiness beyond earning money.
    • Understand what type of employee they are and decide what type of employee they should be for a happy life.
    • Create a roadmap to achieve sustainable happiness.

    As a result, they can transit to a healthier and happier life by making small changes in their private and work life.

  • SECRETS TO CREATE AN IDEAL WORKPLACE

    Problem

    In the last decade, there is a clear decrease in employee satisfaction although there are significant improvements in physical standards of workplaces. Companies are struggling to attract and retain qualified employees. However, there are also companies with ideal workplaces that managed to create high loyalty and commitment. What makes these companies different? What are the properties that distinguish these companies from others? Prof.Dr. Türker Baş will share his observations on more than 100 business in Turkey and give you the secrets to create an ideal workplace environment.

    TARGET AUDIENCE             

    This training is designed to develop the creating an enthusiastic workplace environment skills of human resources and communication professionals, managers and leaders. Under current conditions, creating an ideal workplace includes new perspectives, new skills and new tools. Participants apply proven methods in the class environment and gain experience to ensure employee loyalty and commitment at workplace.

    SCOPE

    1. Why has loyalty and commitment become a problem?
    2. Employee needs that employees are not aware of.
    3. Practices that decrease employee loyalty and commitment.
    4. Properties that distinguish an ideal workplace from others.
    5. Role of the leader to ensure an ideal workplace environment.
    6. WHY do people work with high loyalty and commitment?
    7. How is individual REASON and corporate REASON are defined?

    GAIN

    • Define properties required in an ideal workplace.
    • Identify the effect of different parts of the human brain on the decision-making process.
    • Observe limitations of external motivations elements.
    • Understand the role and importance of communication organisation to achieve an ideal workplace environment.
    • Increase employee loyalty and commitment levels.
    • Define and clarify individual and corporate level “REASONS”.
    • Making all practices in the company compatible with “REASONS”.
    • Making “REASON” management a part of our life.
    • Identify the current management approach and effectiveness of HR applications.
    • Learn to understand the power of emotions and stimulating emotions.

    Form a balance between internal and external motivations elements.

    Keywords: Loyalty, commitment, ideal workplace, employer brand.

  • DISCOVERY OF EXTRAORDINARY PERFORMANCE

    PURPOSE

    To improve insights of the participants towards themselves and the company and to make sure the participants are proud of the value they create.

    CONTENT

    What is a real success?

    Creating a valuable aspect of success rather than being a race will be explained with examples and success story of 2-3 participants will be analysed in terms of value.

    Key to success: Passion 

    What is the source of passion? What drives humankind? More than money and other material opportunities, why is creating value are important for humans? Examples from neuropsychology field and experiments monitored with fMRI devices will be provided and participants will be asked to think and discuss their attitudes towards what makes them successful and towards work.

    Fundamental properties of successful people 

    A framework will be presented for properties that make people in the business world successful. Here, participants will discuss how they realise “Being Proactive”, “Prioritising”, “Constant Learning”, “Creating Synergy” properties in their company and how these properties contribute to their success.

    Role of environmental factors for success 

    The role of the organizational culture and colleagues on success will be analysed.

    Sustaining success 

    Things to be done for constant success will be discussed around “Creating Shared Value” concept proposed by Michael Porter in January 2011 issue of Harvard Business Review.

    TARGET AUDIENCE

    This training is designed for medium- and upper-level managers in companies, organisations and institutions.

    GAIN

    • Participants feel rewarded because they create value rather than winning a race,
    • They see how important business culture and work environment of their company is in their success,
    • They understand that success is teamwork and they need to create shared values to sustain their success.
    • Their awareness of performance properties that make them successful increases.
  • CONNECTION BETWEEN EMPLOYER BRAND AND EMPLOYEE

    PURPOSE

    • To create Employer Brand, analyse Management process and create a roadmap template for practice with the participants.
    • To show the effects of Employer Brand on Employee Loyalty

    TARGET AUDIENCE

    This training is designed to develop to create Employer Brand skills of human resources and communication professionals, managers and leaders. Participants gain experience in developing an Employer Brand that will lead to high loyalty after in-class discussions and practices.

    CONTENT

    1. Main Concepts
    • What type of Employer Brand?
    • Employee Loyalty Dynamics… “Ways to Connect Them” – Role of Employee Loyalty in Employer Brand.
    • Corporate Brand – Employer Brand Relationship
    1. Employer Brand Analysis
    • Employer Brand management process
    • Touch Point assessment
    • Communication Channel review
    • Defining Employer Brands that will create high loyalty
    1. Employer Brand Positioning
    • Employer Brand Identity review
    • Defining Employee Value Proposition
    • Creating Employer Brand Position

    GAIN

    • Participants will understand the basic concepts related to Employer Brand and learn how to realise this approach.
    • They compare and assess the current practices of their companies with examples from Turkey and around the world.
    • They define the Employee Value Proposition and Employer Brand Position template of their company.

    They understand the relationship between Employer Brand and Employee Loyalty and how to increase employee loyalty.

  • 7 HABITS OF EFFECTIVE LEADERS

    PURPOSE

    Leader’s individual strengths and trust in their employees play an important role in the success of an organisation. In this sense, it is important to expand the affected area of the leaders. In this training, participants will have 7-step development guide to be more effective in their work and private life and the application of each step will be explained in practice with short exercises.

    TARGET AUDIENCE

    This training is designed for medium- and upper-level managers in companies, organisations and institutions.

    CONTENT

    1. Development and Change Principles 
    • How you see the problem is the problem itself.
    • Constant maturity model.
    • Practical correspondence of Production and Production Skill concepts. At the individual level, which part weights more?
    1. Special Victories
    • How do we react? How do we make decisions? Impact Field / Interest Field distinction in the work environment.
    • Importance of “starting by thinking the end” Difference between running and moving towards the target.
    • Dependency on urgency. Distinction between important/urgent. Priority-based time planning.

    Application: At the end of this section, participants will create their own individual/corporate time plans.

    1. General Victories
    • Foundation for mutual dependency.
    • Practical correspondence of Win/Win. Transforming Win/Lose to Win/Win.
    • How do we listen? Where do we stand in different listening types?
    • Creating Synergy: Principles of creative cooperation.

    Application: At the end of this section, participants will create their self-development roadmap.

    GAIN

    At the end of this training, participants will

    • Understand the dynamics of individual and corporate change.
    • Define the impact and interest fields. See the gains of transferring their energy and time from their interest fields to impact fields.
    • Understand the importance of the balance between Production and Production Skill.
    • Understand how they can/cannot manage their reactions. Define what they need to do to transform their reactive attitude to proactive attitude.
    • Understand the importance of “starting work by thinking the end”.
    • Learn how to make prioritising-based work plan.
    • Understand the components of a high-synergy work environment and the importance of this environment to realise their personal and corporate targets.

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