Focus & Vision
The ability to analyze, to have a strategic view, to make sense of our own team, to anticipate and plan, to reduce risk.
“My only vision is that every company needs a long-term vision.”
Jeff Bezos
Case History
The ability to analyze, to have a strategic view, to make sense of our own team, to anticipate and plan, to reduce risk.
“My only vision is that every company needs a long-term vision.”
Jeff Bezos
We like to call ourselves that – unconventional. Don’t expect easy people. You will be dealing with experienced and very demanding trainers and coaches who do not please the people in front of them, even if they are clients.
Trainers who invite thinking, deepening, achieving results for which it takes commitment. Real experts, not assumed ones.
Trainers available to support our clients even after the classroom, through dedicated socials, to help them apply the teachings in their everyday work.
There will be no shortage of feedback.
Participation in our courses remains etched in memory because of the strong emotional involvement. Emotions facilitate learning.
We start from experiences, from which we deduce lessons. Our experiences are never trivial and are the result of more than two decades of creative activity in the field of adult education.
The active involvement of all participants is always the most qualified part of our training. Our classrooms have few participants; everyone has to rehearse and is constantly involved.
Concreteness means focus; we concentrate on a few things, the most important, so as to make the most of the time.
Concreteness means ensuring people’s learning goals. If this is not the case, we are ready to refund the participation fee or provide a new course free of charge to complete the learning.
Concreteness means providing people with a “toolbox”: the essential tools to put the skills learned into practice immediately in their job role.
It is a family of Business Simulation products for the assessment and development of managerial skills. All ASSO products are registered with the SIAE and subject to copyright laws.
ASSO simulations replicate a period in the life of an enterprise or organizational unit in its market. They are designed for training and evaluation of managers and high-potential people.
The components of each product are:
1.A simulation model, which replicates the market in which the enterprises or organizational units whose period is to be simulated.
2.An interface for entering the decisions required for simulation.
3.A set of KPIs (Key Performance Indicators), in tabular or graphical form, representing the result of decisions made (e.g.: income statement, market share, skill level, etc.).
How does ASSO work? Participants are expected to assume, individually or in small groups, the role of a manager of a simulated enterprise or organizational unit. Each or group must make a set of management decisions to achieve the goals assigned by the trainer/assessor at the beginning of the work.
Participants, make decisions for one or more subsequent rounds. The simulator processes the received data and produces new results compared with the starting situation. Between one decision cycle and the next, the results and related decisions are analyzed and commented on.
Six projects were developed, resulting in six simulation systems:
Stra-Le designs ad hoc simulations for clients who wish to have their own specific simulation environment.
The first day
has performance principles as its main theme. In particular, it focuses on:
The
second day
focuses on the topic of organizational performance:
They are a summary of previous activities. They put together many activities.
These are usually important moments of a client who has decided to make major changes in their strategy and organization.
We first work on attitudes, values and culture. Often internal or external selections are needed with a precise and thorough measure of managerial skills new to the existing set-up.
Action is also taken on operational systems, which may relate to performance appraisal (performance management systems) rather than career paths, compensation or incentives for staff and networks.
Increasingly-especially for routes of a certain length-it is necessary to combine different technologies and methods in order to have a faster, more impactful, and more engaging result.
For these pathways, the backbone is usually a portal-our Stra-Le Academy platform or our clients’ platforms.
It often starts with a Development Center and combines innovative technologies such as classroom or distance simulations with high emotional impact methods: acting, other aggregating activities, sports.
Communities are formed and kept alive along the way with “social” systems in which everyone contributes to accomplishing tasks in the field and enhancing collective knowledge with personal contributions. The lecturer takes on the role of “moderator,” stimulating participation and marking out activities, times and results.
We design and implement assessment projects for different purposes: assessment centers for selecting external or internal candidates to fill professional and managerial positions or to determine their potential. Development center as a starting point for skill development projects.
We use several methodologies all manageable by our software platform. Tests, more traditional activities such as in-basket or group dynamics, or innovative activities such as business simulation, automated in-basket, remote and recorded role playing. Different technologies are chosen with clients based on goals, constraints, participants and more.
Traditional only because it is held in the classroom. But there is very little that is traditional.
Our training starts with the client’s business. It continually refers to facts, elements, data, customs, and actual patterns of customers. It all flows from the experience, from the essential contribution participants make to each other.
If we need to fix some concepts we do it in an engaging way: with a film, with an animation, through a short impactful reading. With a real case or live or filmed testimony. It is never trivial, not to be unnecessarily eccentric, but to be able to change attitudes, prejudices, and behaviors in practice.
We carry out high-impact coaching projects.
These are managerial development paths centered on empowering people, which have a major impact on the organization.
The path takes into account the needs of the business and the organization as well as those of the person: the change actions, referred to the person, all have a strong link to the organizational role and its outcome domains.
Impact on results is the starting point (goals) and simultaneously the ending point (as measurement of results) of the coaching journey.
Roles that have an organizational link to the person being coached (HR, direct boss, top management) are always involved in the paths.
Goals and outcome measures revolve around an Impact Matrix: a Return On Investment (ROI) is defined as the sum of the Roi of the results achieved by the person in his or her role, his or her team, the Organizational Unit to which he or she reports, and ultimately the company.
For special needs we work alongside clients as “temporary managers” to carry out exceptional projects such as events, selections, design and implementation of business channels, design and implementation of new organizational units.
Blog and App developed for various projects.
E.g., App to track behaviors throughout the year that are being observed by performance management systems.
Or Blog for selection projects targeting high-potential youth.
Real “portals” for scheduling activities agreed upon with people participating in our skill development projects.
Applications for setting goals and related activities for all participants in the development project, with a system for tracking over time the activities performed and milestones achieved.
A multi-level shared “dashboard” represents the status of results and stimulates people to their commitments and development activities.
Forum and social to share knowledge and experience by creating community.
Scheduling, social control and sharing are the key words of these simple (to use) and very effective tools.
We have developed a Stra-Le Academy platform that we make available to our clients.
The platform contains modules and activities for: assessment, interactive training, deepening, sharing and social.
A client can use its own dedicated partition and take advantage of modules that already exist or are designed ad hoc.
We develop corporate Academy projects using open source technologies and advanced authoring systems for interactive activities and business games.
