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Connect everyone to the language of emotions
Self-esteem for leaders & managers
Duration: 1 day
Prerequisite: Self-esteem lv. 1 & 2
Understand the influence of self-esteem on team performance, measure this impact, and strengthen this esteem among employees using appropriate approaches that aim to prevent overinvestment while promoting professional and personal growth.
Level 3
GOALS
HOW
CONTENT ADDRESSED
At the end of this training, participants will have a structured and equipped approach to:
Understand and measure the impact of self-esteem on employee performance : Prepare leaders and managers to:
identify and explore the mechanisms by which their teams' self-esteem directly influences their productivity, motivation and engagement at work.
measure the implications of these states on team dynamics and organizational outcomes.
detect signs of low or defensive self-esteem
Develop effective support strategies :
provide participants with tools and techniques to actively encourage and support the development of self-esteem of their colleagues according to the specific level and needs.
Integrate learning, levers for skills development, promote to strengthen individual positive resources, adapt managerial approaches according to perceived self-esteem, prevent overinvestment and provide constructive and balanced feedback that promotes personal and professional growth .
Each training stage will be marked by:
contributions of theoretical knowledge
times for self-diagnosis and personal reflection,
group sharing and feedback times
exercises based on the reality experienced by each person
1. The impact of self-esteem on performance
Link between self-esteem and performance: Demonstration of the significant impact of self-esteem on the professional environment and on the performance and commitment of employees, and the need for leaders and managers to take into account this dimension in their management.
2. Identifying signs of low or defensive self-esteem
Recognize the Indicators of self-esteem to be strengthened:
Identify and analyze the signs and source of low or defensive self-esteem among employees and act proactively by providing appropriate support and intervention.
3. Strategies to support employee self-esteem
Skill developpement
Support and strengthening of skills: Implement a concrete and equipped strategy to encourage the development of key skills necessary for employees, through the acquisition of new skills or the strengthening of existing ones, thus allowing the development of positive self-esteem and more balanced.
Recognition of personal worth
Valorization of individual contributions: Techniques and tools to support and strengthen personal value to cultivate a feeling of well-being and personal satisfaction, encouraging success and thus promoting a positive work environment.
Adaptation of the managerial approach
Management adapted according to self-esteem: Adapt the management style according to the self-esteem of employees to encourage creativity and initiative and create an environment where everyone feels valued and encouraged to give their best. himself.
Prevention of overinvestment
Avoiding burnout: Strategies to identify and prevent overinvestment behaviors due to low self-esteem that can lead to burnout.
Constructive Feedback
Feedback conducive to development: Techniques for giving constructive and motivating feedback which will highlight and validate strong points and areas for improvement and thus contribute to strengthening the self-esteem of employees and contribute to individual efficiency/ collective.
4. Conclusion and personal action plan
Summary and commitment: Summary of the key points of the training and encouragement to develop a personalized action plan to put into practice the strategies learned in order to effectively support, over time, the self-esteem of employees.
AND AFTER...
Motivations, personalities and EI
The # Method for oneself or for others
My compass of life
Emotional intelligence
...