In Dialogue offer diverse courses. All courses are based on the assumption that learning needs to be contextualised. This means that we take the concrete personal and professional challenges as a starting point for reflection and discussions. Furthermore we want to make sure that concrete applicable ideas and skills are the outcome of the courses.
Today's leaders are to an increasing extent asked to be visionary and to act within rapidly changing environments. They are asked to inspire, motivate and empower others to work for their visions and to engage in learning and change processes. At the same time they have to produce concrete results in the benefit of the organisation/business.
We strive to uncover the potential of combining a focus on the results with the focus on the process of leading, motivating and developing others. Furthermore we want each leader to come to individualised solutions to their dilemmas that fit their personal goals, values and needs.
We give courses on different aspects of leadership, drawing on appreciative leadership and developments within systems approach and solution focused leadership. Some examples are:
Coaching is a structured dialogue about a person or team's challenges and goals. The coach asks questions that make it easier for the other to find own solutions. Coaching can be relevant both when things are going well (and there is a potential for much more), and when things are going less well.
The important thing is that coaching offers an individually tailor-made process that focuses on individual challenges and dreams and ensures that the focus person gains a broader understanding of his or her challenges - an understanding which points towards new ways of action, as well as gain competences to actually take the desired steps.
In dialogue offers courses on coaching to help you help others finding their own dreams and solutions. The courses are based on In-Dialogue's approach to coaching. Examples are: appreciative or strength-based coaching involving the new developments within positive psychology; solution-focused coaching that through relatively simple techniques help the focus person get away from problems and mistakes and towards resources; and solutions and narrative coaching focusing on externalising conversations and the construction of alternative stories.
Conflicts are an ingredient of everyday life. Conflicts reflect that individual members and groups are positioned differently within an organisation/ business or within society. These persons understand and describe happenings from different perspectives, which often lead to clashes.
Just as well as conflicts can cause great destruction, they can also be a potential for growth and open up new possibilities for change and development. This is due to the fact that different perspectives are necessary to create a more complete story about reality and to develop more options for action.
When teams and groups can incorporate diversity and at the same time manage conflicts constructively, they will be able to achieve creative and sustainable outcomes. The challenge is therefore to gain a positive approach towards conflicts and learn how to deal with them and benefit from them.
In Dialogue offers various courses on conflict management. Among these are course on peaceful dialogue, assertiveness, appreciative communication, solution-focused approach, narrative approach, as well as training of mediators focusing on gaining competences to transform conflicts into live-giving stories and visions for future cooperation.
In Dialogue offers trainings for consultants who work with organisational change and learning. We stimulate a discussion on different approaches to learning and change as well as the contextualisation of learning.
Our approach to the courses is the same as the content we want to transfer: we contextualise the learning by taking the consultants' current challenges as a starting point and offer space for reflection as well as for practicing concrete facilitation skills and process exercises.
Examples of courses on consultant development are: systemic consultancy, strength-based approaches to change, and participatory based decision-making .
Encounters between persons from different cultural backgrounds can be challenging - personally and professionally.
When you travel abroad to do international work, or when your business wants to set up a unit in another country, difficulties will most probably be encountered. You will be confronted with different ways of doing things in the new country, different expectations towards leadership, teamwork, conflict management, decision making etc. What used to be successful ways of dealing with the day-to-day job might have a different effect in the new context.
In Dialogue can help ensuring that the differences will be turned into constructive cooperation. We particularly have experience with Eastern Europe (including the former Soviet republics).
We approach this issue by creating awareness of cultural differences and their consequences. However, we move beyond the stage of awareness towards culturally sensitive communication and conflict management competences, which will enable you to deal constructively with the differences and perform the best in the job. Moreover we include personal stress management tools in our courses in order to guarantee work satisfaction.