Personal efficiency

"To understand the basic principles of things, we must first understand ourselves."

In this module, trainings focus on the development of employees' personal efficiency, especially and fundamentally in terms of self-understanding - the art of using own resources and qualities.

WHO IN YOUR COMPANY COULD PRIMARILY BENEFIT FROM "PERSONAL EFFICIENCY" TRAINING:

Anybody who wants to use their fully potential, especially people on management positions.

EXAMPLES OF PERSONAL EFFICIENCY TRAINING:

• Self-understanding and personal growth
• Time management
• Stress management
• Work-life balance

SELF-UNDERSTANDING AND PERSONAL GROWTH

Self-understanding is the key to personal efficiency and finding a personal balance. If I know what I want I can achieve it. The training focuses on increasing self-understanding and sensitivity to others while acquiring skills that are crucial for building relationships based on co-operation.

After completing the training, participants will be able to:

• more efficiently manage own emotions,
• make better use of own potential in terms of intuition, creativity, etc.,
• build and develop relationships based on openness, respect and partnership,
• efficiently communicate without compromising own feelings and the feelings of others,
  develop empathy, active listening skills, etc.,
• use own emotions for efficient self-regulation and self-motivation.

TIME-MANAGEMENT

Time is one of the most important factors that affect the quality of work performance. As it is a limited commodity, we must ask: how to best manage our time? The objective of this course is to team participants how to manage their time while respecting their values and goals, provide participants with good tools for task prioritization and good "work-life balance". We use various creative methods to achieve this: working with "real" agendas of participants, time snapshots of their typical workday, etc.

After completing the training, participants will be able to:

• regularly analyze the use of their time and find potential reserves,
• recognize the difference between important and pressing tasks and set their priorities accordingly,
• manage their time while respecting their values and goals,
• use various auxiliary techniques for efficient time management (time planning, etc.),
• prevent time pressure and minimize its negative effects.

STRESS-MANAGEMENT

Stress factors at work negatively affect the psychology and condition of employees and result in overall decrease in their performance and flexibility. The training identifies the causes, signs and consequences of work overload and maps personal resources necessary to overcome it. Participants will learn new strategies of stress prevention and mitigation.

After completing the training, participants will be able to:

• recognize early signs of stress and the burnout syndrome before their full consequences can develop,
• more efficiently use internal and external support to deal workload,
• apply various stress-management techniques (mental and behavioral) including better organization of own work.

WORK-LIFE BALANCE

Studies have repeatedly shown that the average weekly working hours are getting longer and longer, a fact that helped start the work-life balance movement. Therefore, the training will focus both on efficient ways of dealing with stress as well as keeping a balance between one's personal and professional life.

As part of the program, participants will try to answer the following questions:

• How do we use the 10,080 minutes of every seven-day week?
• Are with happy with the current situation? If not, how can we change it?
• Do we have reserves?
• What can we do to find more time for the important things in our lives?

To get ready for the course, participants will develop a "week map" of the program based on instructions they will get ahead of the training.

OUR GOOD PRACTICE EXAMPLE:

A group of talents in a bank was undergoing a one-year development program focusing on soft-skills. The program culminated in a three-day meeting that combined elements of outdoor and indoor activities and was designed to conclude the development program with a final reflection, motivating participants for to continue with further personal growth and use of internal sources that should create good conditions for applying the skills acquired during the program in practice.

To achieve the last objective, the program included an experience workshop focusing on work-life balance. It was based on a "week map" developed by participants. The map showed their creative interpretation of their current state in terms of time management and their satisfaction and together with other participants they tried to improve it. They then formed their own action plan based on coaching questions.

The workshop proved very popular primarily due to its supportive character. Participants appreciated the program giving them an opportunity to think again about their key values, set their professional and private priorities accordingly, and get a clear picture what they want to achieve in the company.