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Online training. 30.05.2020

Where is these people's "on" switch? Participants of the ManGO's remote employee motivation course look for the answer

Remote working has become the litmus test for many executives. The quarantine happened to reveal good leaders and those whose managerial competencies exist only on the résumé. Motivational skills mean the ability to positively influence, persuade, and inspire employees, even the remote ones.

We invited experienced facilitators and business coaches Roman Simdyanov and Marina Karadag to assist the participants in developing this skill. Read on to learn more about our remote employee motivation course.
50 people
2 hours
anyone
Mission: Deliver an online training session to teach participants how to motivate remote employees through virtual communication tools.

Background:
When elaborating a training program, we usually start with problematization, i.e., selecting the problem of most relevance. This time, however, the choice was obvious. We all share the same problem: in a remote work environment, motivating and supporting employees becomes particularly important, given the abundance of information and lack of face-to-face interaction. This, however, is also a subject to remote communication. The training course, therefore, is aimed at providing the skills required in this area.

Solution:
Aside from talking about possible solutions to a certain problem, another important step is learning to deal with specific tasks. This, subsequently, determined the format for our event, which entails a considerable amount of work and mastering important skills, namely, online training.

The session was delivered by ManGO's experienced facilitators and business coaches Roman Simdyanov and Marina Karadag, with emotional support coming from Oleg Koschinsky, our Development Director.

How did it go:

It was a multi-platform online training, something many participants encountered for the first time.
The session comprised two main parts, each containing thematic tasks to practice a variety of activities.

The participants were to learn the basics of motivation, explore the formats and tools available, and consolidate the acquired experience.

Even in remote communication mode, we managed to analyze the painful real-life situations the participants kindly shared with our facilitators.

Results:

The participants greatly appreciated the benefits of interactive training. In the end, many of them expressed their desire to allow more time on studying both the textbook and their own cases, which proves the relevance of the topic we chose. With this in mind, we decided to devote more time to the practical part of the program in the upcoming events.

The coaches not only introduced the influence mechanisms but also made the participants deepen their thinking about the values and the expected impact of the influence tools they received. Among the issues highlighted were the importance of change and the consequences of failing to make change happen. As a result, the audience agreed on the significance of the knowledge and experience gained. At the same time, they realized they had only mastered a small part of a major, profound topic, further mastering of which will only multiply their effectiveness as leaders.
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