mdi-training.com: Latest Newshttp://www.mdi-training.com/Latest News of the MDI Management Development Instituteenmdi-training.com: Latest Newshttp://www.mdi-training.com/fileadmin/tt_news_article.gifhttp://www.mdi-training.com/Latest News of the MDI Management Development InstituteTYPO3 - get.content.righthttp://blogs.law.harvard.edu/tech/rssWed, 22 Feb 2012 12:37:00 +01003rd MDI International Trainer Meetinghttp://www.mdi-training.com/news/article/3rd-mdi-international-trainer-meeting.htmlAutumn 2011
  • Methods, Knowledge and Quality Management within Leadership Development
  • Innovation and New Tools/Technologies;
  • Organizational Culture Change Assessment
  • Energizer-Exercises
    • All 18 participants had a great time and used this opportunity to exchange knowledge successfully. Looking back they described the meeting as inspiring because of the open atmosphere. “This meeting really motivated me highly”, said Lydia Stock, responsible for Trainer Management at MDI.

    We would like to thank all our trainers for their great input!]]>     Fri, 28 Oct 2011 10:47:00 +0200     We are delighted to welcome two more team members to MDI Austria! http://www.mdi-training.com/news/article/we-are-proud-to-welcome-two-more-team-members-to-mdi-austria.html Meet our newest support in Customer Care: Magdalena Kleestorfer & Stephanie Strini! Magdalena KleestorferStefanie Schachner Position: Customer Care
    Since: June 2011
    Assignments: Support customer service, seminar organization 1) For you personally what are the greatest challenges at MDI?
    As a new team member the biggest challenge is to cope with all the different responsibilities

    2) In particular, what do you find exciting/interesting in your work at MDI?
    The high flexibility

    3) What pleases you in your position particularly well?
    The chance to gain new experiences

    4) What surprises you up to now?
    The Team!

    People related questions

    1) What is particularly important to you, both in the job and privately?
    Passion, fun and trust

    2) Which things you don’t want to miss in your spare time at all?
    Yoga and music

    Contact:
    +43/1/524 17 17 - 16
    magdalena.kleestorfer@mdi-training.com  

    Stephanie Strini

    Position: Customer Care
    Since: August 2011
    Assignments: Support customer service, seminar organization 1) For you personally what are the greatest challenges at MDI?
    Coping with the different tasks and meeting the high MDI-standards
    2) In particular, what do you find exciting/interesting in your work at MDI?
    The chance to gain experience in a variety of fields and working with international clients

    3) What pleases you in your position particularly well?
    Being communicative and solution-oriented

    4) What surprises you up to now?
    The friendly atmosphere within the team

    People related questions

    1) What is particularly important to you, both in the job and privately?
    Honesty, tolerance and passion

    2) Which things you don’t want to miss in your spare time at all?
    Good friends, books and music

    3) 3 key words that fit particularly well to you…
    Reliable, open-minded, honest
     Contact:
    +43/1/524 17 17 - 15
    stephanie.strini@mdi-training.com]]>     Thu, 06 Oct 2011 10:24:00 +0200     MDI Vienna: we are looking for a new team member (f/m) http://www.mdi-training.com/news/article/mdi-vienna-we-are-looking-for-a-new-team-member-fm.html for Customer Care & Training Organization We are growing and we are looking for a new team member (f/m) for
    Customer Care & Training Organization
    We expect
    • Secondary school education with economic background
    • Work experience in the field of office and/or training organization is an advantage
    • Fluency in German and English
    • Organizational talent, accuracy and initiative
    • High customer orientation as well as good communicational skills (oral and written)
    Your tasks
    • Training organization (organization of participants and trainers, organization of rooms for the trainings, billing)
    • Support of our trainers and development consultants (customer care)
    • Back office agendas
    We offer
    • Work environment in a prestigious, internationally growing company
    • Interesting work with personal responsibility
    If quality, flexibility and partnership are also important for you, this might be the right place for you!
    Please send your application with a cover letter, a CV and a photo to: Marion Mihatsch
    MDI Management Development GmbH
    Mariahilfer Strasse 51/1/6, 1060 Vienna
    office@mdi-training.com]]>     Thu, 07 Jul 2011 12:16:00 +0200     Interview with MDI Trainer Helena Gutierrez! http://www.mdi-training.com/news/article/interview-with-mdi-trainer-helena-gutierrez.html MDI trainer Helena Gutierrez talks about her being a trainer, leadership and communication and the... Q: What was your motivation to become a trainer? Which are the most interesting or even challenging situations / aspects within your profession?
    A: I have always loved working with people, reason why I decided to get my degree in Psychology, searching to understand the reasons that drive us as human beings, and what triggers us to do things. How can Motivation make us more productive? All this led me to specialize in Coaching and Training, with a clear focus on Change and Talent Management.
    Coaching & Training personnel is a great responsibility, truly inspirational as much as challenging, especially because everyone is different over time and seeks different things.

    Q: What is your current MDI project? Can you give us some details?
    A: At the moment I am involved in a project named The “Leadership Programme for First Line Managers“ offered to one of MDI’s customers called Mondi, a multinational packaging company, project in which MDI provides a tailored training of 3 modules in the areas of leadership styles, management techniques, communication and awareness of safety issues, and I am responsible for trainings of personnel from plants and mills at Spain and Mexico, and I know the program is running simultaneously by other great trainers in France, USA, Poland, Belgium, Netherlands, Germany, Austria, Italy, Sweden and Turkey. Is an ambitious program with state-of-the-art material, which so far has delivered only amazing results!

    Q: Which methods do you prefer most regarding knowledge transfer to training participants? How would you describe your way of presenting training topics?
    A: I would describe it as tailor-made and balanced among certain aspects: Theory is very important, and supported by technology makes it very fun and not at all boring. I am very careful with my Language and choose my wording carefully. I also try to adapt the Practical use of the knowledge so there is much resemblance of the participants to it, and of course, tons of Interaction, fun games full of reflection, insight and briefing.

    Q: Two of your core competencies as a trainer are leadership and communication. In your opinion, which is the best way to combine these two aspects in business life? Why is it even important?
    A: Leadership is a most wanted asset for todays growing global market. Leaders are the fundamental part of any business, for they are responsible of some of the most vital tasks such as Communication, Leading by example with effective management flair and Motivation. If the members of his/her team have high motivational level, then they can work with full devotion, which is of high importance since it will surely result in increased profitability of business: Great leaders can drive business towards success!!

    Q: Where do you see the most basic problems in average companies regarding the application of these two aspects?
    A: The way I see it, the main problem for the failure in the application of this two aspects or any others within a company, is the Ownership. Some companies don’t offer the possibility for those who want to take ownership of their role as a Leader. The company has not created the environment where the transfer of ownership and the empowerment can take place.

    Q: Can you even point out differences between a rather small company and a large concern?
    A: I would say mainly the speed and distance between the sender and the receiver; from the decision to the activity of performing. Q: Which are the most important leadership skills a manager / supervisor / CEO / … has to have to lead his/her team in the most efficient way?
    A:  Wow! A great Leader has sooo many skills and talents, but just to name some, I would point out those of an Emotional intelligent Leader, which will be shown to apply to his/her ability to make effective decisions:
    1.    Self-awareness - the ability to recognize a feeling as it happens, to accurately perform  self-assessments and have self-confidence. It is the keystone of emotional intelligence.
    2.    Self-management or self-regulation- the ability to keep disruptive emotions and impulses in check (self-control), maintain standards of honesty and integrity (trustworthiness), take responsibility for one’s performance (conscientiousness), handle change (adaptability), and be comfortable with novel ideas and approaches (innovation).
    3.    Motivation - the emotional tendency guiding or facilitating the attainment of goals. It consists of achievement drive (meeting a standard of excellence), commitment (alignment of goals with the group or organization), initiative (acting on opportunities), and optimism (persistence reaching goals despite set backs).
    4.    Empathy - the understanding of others by being aware of their needs, perspectives, feelings, concerns, sensing the developmental needs of others.
    5.    Social skills are fundamental to emotional intelligence. They include the ability to induce desirable responses in others by using effective diplomacy to persuade (influence); listen openly and send convincing messages (communicate); inspire and guide groups and individuals (leadership); nurture instrumental relationships (building bonds); work with others toward a shared goal (collaboration, cooperation); and create group synergy in pursuing collective goals. (Caudron, 1999; Goleman, 1995)

    Q: Do you want to say something additionally?
    A: Countries are moving from a manufacturing economy to a value-added, service-oriented economy, and effective management of organizations and HR face massive challenges. Businesses are downsizing, reengineering themselves to compete in the global market. Is wonderful to see that in this difficult times, great companies invest in great people. ]]>     Wed, 15 Jun 2011 09:08:00 +0200     MDI presents its two Team Assistants! http://www.mdi-training.com/news/article/mdi-praesentiert-seine-zwei-team-assistants.html Meet Stefanie Schachner and Vanessa Perdomo! Stefanie SchachnerStefanie Schachner Position: Team Assistant
    Since: October 2007
    Assignments: Administration, Back Office 1) For you personally what are the greatest challenges at MDI?
    To maintain an overview of the different tasks and to meet them according to the high MDI quality standards

    2) In particular, what do you find exciting/interesting in your work at MDI?
    The diverse tasks and that I must always take part in new projects and areas of responsibilities. I also like the practice experience that I could collect as a student so far in the four years with MDI

    3) What pleases you in your position particularly well?
    The flexible work schedules and challenging assignments

    4) What surprises you up to now?
    The nice working environment and that my colleagues always help me with my questions / concerns – even in stressful times

    People related questions

    1) What is particularly important to you, both in the job and privately?
    Reliability and honesty

    2) Which things you don’t want to miss in your spare time at all?
    My friend and family

    3) Three key words that fit particularly well to you…
    Reliable, quiet, perfectionist

     Contact:
    +43/1/524 17 17 - 51
    stefanie.schachner@mdi-training.com  

    Vanessa Perdomo

    Position: Team Assistant
    Since: September 2009
    Assignments: Administration, Back Office 2) In particular, what do you find exciting/interesting in your work at MDI?
    Chance to gain experience in different areas

    3) What pleases you in your position particularly well?
    Variety of the duties & flexible work schedules

    4) What surprises you up to now?
    Positive atmosphere

    People related questions

    1) What is particularly important to you, both in the job and privately?
    New, varied and challenging situations

    2) Which things you don’t want to miss in your spare time at all?
    Music, football and people

    3) 3 key words that fit particularly well to you…
    Honest, confidential, straight

     Contact:
    +43/1/524 17 17 - 51
    vanessa.perdomo@mdi-training.com]]>     Tue, 26 Apr 2011 00:00:00 +0200     Last minute offer - 20% http://www.mdi-training.com/news/article/last-minute-offer.html Save now 20% on our German seminar "Lateral leadership" from 19.05. to 20.05.2011, Vienna Pay € 864,00 instead  € 1.080,00 (exkl. VAT.) and save 20% on our German training "Lateral Leadership" from 19.05. to 20.05.2011, Vienna
    Lateral leadership is about exerting influence without hierarchical authority. Flatter management structures, matrix organizations, project management, outsourcing, and virtual teams all mean that managers have to get things done through a greater number of people both inside and outside their organization, where the possibility of using classical leadership tools are limited (HP Text)

    The 2-day training is particularly suited for Project Managers, Process Managers, Managers in a matrix organization, Managers of virtual teams, Managers without hierarchical authority.

    You can now sign up to this particular German training fast and easy online! For further details please contact us and we will provide you an answer based on your needs as soon as possible.

    For more information regarding the “Lateral Leadership” training or other trainings visit: www.mdi-training.com/training

    ]]>     Fri, 15 Apr 2011 00:00:00 +0200     MDI Austria welcomes new employees! http://www.mdi-training.com/news/article/mdi-austria-welcomes-new-employees.html Meet our new employees Dagny Schreiner, Lydia Stock and Tsvetelina Ivanova-Khalil! Dagny SchreinerDagny Schreiner Job title: Customer Care & Seminar Organization
    Since when: February 2011
    Assignments: Support customer service,
    seminar     organization, back office agendas

    1) For you personally what are the greatest challenges at MDI?
    The biggest challenge for me as a young professional and a new member to the MDI Team right now is to cope with the wide field of responsibilities and the ambitioned work pace

    2) In particular, what do you find exciting/interesting in your work at MDI?
    The close collaboration of MDI staff, trainers and the customers for achieving the individual customers’ goals

    3) What pleases you in your position particularly well?
    The diversified tasks

    4) What surprises you up to now?
    The kindness and helpfulness as well as the engagement of every single team member

    People related questions

    1) What is particularly important to you, both in the job and privately?
    - fighting instead of giving up
    - good interpersonal relationships around me

    2) Which things you don’t want to miss in your spare time at all?
    - family and friends
    - good food
    - (inter-)cultural education

    3) 3 key words that fit particularly well to you…
    - responsible
    - communicative
    - committed

    Contact:
    +43/1/524 17 17 - 15
    dagny.schreiner@mdi-training.com  

    Lydia Stock

    Lydia Stock
    Job title: Training & Development Consultant
    Since when: March 2011
    2) In particular, what do you find exciting/interesting in your work at MDI?
    High quality and professionalism

    3) What pleases you in your work particularly well?
    Being creative and communicative

    People related questions 1) What is particularly important to you, both in the job and privately?
    Passion for and having fun in what I am doing

    2) Which things you don’t want to miss in your spare time at all?
    Fun and recreation – and everyone and everything that is needed for it

    Contact:
    +43/1/524 17 17 - 21
    lydia.stock@mdi-training.com  

    Tsvetelina Ivanova-Khalil

    Tsvetelina Ivanova Job title: Junior Training & Development Consultant
    Since when: March 2011
    1) For you personally what are the greatest challenges at MDI?
    To stay solution-oriented, to keep an eye on numerous details and always to do a bang-up job

    2) In particular, what do you find exciting/interesting in your work at MDI?
    The high competence and the flexibility in the task management

    3) What pleases you in your position particularly well?
    The chance to deploy effectively my organizational talent as well as my logical-analytic thinking

    4) What surprises you up to now?
    The high efficiency of the MDI team.

    People related questions

    1) What is particularly important to you, both in the job and privately?
    The respect, the values, the ongoing as well as the sustainable development and the clear communication

    2) Which things you don’t want to miss in your spare time at all?
    My family, the photography and the learning

    3) 3 key words that fit particularly well to you…
    Challenge, (sense of) responsibility, logic Contact:
    +43/1/524 17 17 - 31
    tsvetelina.ivanova-khalil@mdi-training.com]]>     Thu, 14 Apr 2011 00:00:00 +0200     Relaunch 2011 http://www.mdi-training.com/news/article/relaunch-2011-wwwmdi-trainingcom.html Our homepage has a new face! www.mdi-training.com

    Our homepage has a new face!

    • Current news regularly on the first page
    • Easy overview:
      - key topics: open trainings and in-house company trainings
      - MDI branches
      - International projects, services and approaches
    • New design, and easier handling
    • Every subsidiary has its own country homepage
    • Integration of Facebook
    • RSS-feeds
    Please let us know your opinion and/or your ideas for improvements! Barbara.buzanich@mdi-training.com]]>     Wed, 02 Mar 2011 00:00:00 +0100     MDI Report: Leadership through setting goals http://www.mdi-training.com/news/article/mdi-report-leadership-through-setting-goals.html Motivate employees & Tips for appraisal interviews Motivate employees & Tips for appraisal interviews Crisis Meeting at Technology Company M.
    The performance of both production departments could not be more different.  Team A produces an alarming amount of substandard goods and sick leave is noticeably high. Team B on the other hand delivers top quality and in addition, produces exceptional output figures.
    What is Team B doing right? After in-depth discussions between the managers, team leaders and an anonymous employee survey, the result showed that team B’s job satisfaction is substantially higher and the employees’ work input is above average. This team works, has one goal in mind and cooperates to achieve strong results. This is no coincidence.
    “Every employee knows what they can do – and what they cannot”, explains Peter S., Team B’s leader. He is responsible for ensuring that his department runs so smoothly. He can motivate his employees. How does he do it? “You can motivate people if you give them more responsibility for their assignment.”, Management expert Michael Armstrong writes. This does not work without “meaningful feedback” related to performance.  Armstrong recommends that “ the employee evaluates his performance himself and decides what type of feedback is needed.” Also, “the employee has to have the feeling that he has substantial influence on his goals and the required course of action.”
    Speaking of goals: Managers on all management levels are strongly tested when defining the appropriate goals for reaching planned results.  It is also important to turn business objectives into employee goals. If this challenge is met, the most difficult task is already done. Especially if he does not forget to distinguish between factual objectives (determination of work results) and development objectives (promoting employee capabilities and competencies) and if he is able to balance them. When leading with goals, every manager or team leader should ask themselves following questions:
    • Is the goal clear and worded in an understandable manner?
    • How can the achievement of objectives be controlled and made measurable?
    • Is the planned goal reconcilable with the employee goal? With their job description? With the department’s tasks? With the company’s goal?
    • Is the goal really important? What are the consequences if it is not met?
    • Is the goal realistic?
    • Is the agreement of objectives a challenge (Is it set too low, too easy? Does it reflect an improvement?)

    For the development of top teams in the sense of high performance management, it is important that top executives not only know management tools, but also know how to use them.  After all, concrete objectives can only be carried out by the immediate superior. Only he knows how he can get his most difficult employee back on track. In the end it is about staying close to employees to engage their abilities at the right place.  Not without reason, Management Guru Fredmund Malik believes that one of the cornerstones of good management is asking oneself, “What can I really do better than others? Where are my real strengths?  Not only do managers have to ask these questions for themselves; they have to ask them for their employees as well.” 
    The manager needs to know who in his team is the right person for an international project, who has patience for indispensable details or who is the driving force within the department. In order that the performance can be improved further, the high performance manager ensures that his employees are eventually even able to control their work performance and goals themselves. The manager’s task is to provide support and incentive through e.g. feedback or employee appraisals. The long-term advantage is that employees learn to better assess themselves and to improve reflecting on their performance within the team.
    The regularity of formal exchange in employee appraisals teaches the manager that he cannot lump all his employees together. The employees on the other hand find that by developing potential abilities and goals together and experiencing regular individual feedback they are valued and are treated fairly. This motivates. 10 tips for employee appraisals
    • The employee appraisal (twice a year or annually) is of private nature – between the manager and every individual employee
    • The meeting request is sent out on time and the meeting takes place in a room without any interruptions (no calls, Blackberries and I-phones are turned off)
    • The manager as well as the employee are well prepared for the meeting.
    • Important topics are the manager’s feedback, work environment and the opportunities for development for the employee.
    • The employee evaluates his performance, work environment and defines his own potential opportunities for development.
    • Career development meetings are not inevitably about climbing up the hierarchical ladder. They can also play a role regarding future allocation of responsibilities and optimization of the work flow.
    • Salary negotiation should be handled as separately as possible from this meeting (Exception: performance-based payment)
    • The employee appraisals should not be viewed as a feedback session for managers. The focus is on the employee.
    • A question such as “How are you doing privately?” is only suitable if there is also a climate of trust during the work year. The employee can respond with a brief “thanks, all is well.”. He does not need to answer any other private questions. The manager should also not ask them. Especially not if the intention is to explain lack of performance due to private matters.
    • Attention, Managers! The employee appraisal does not serve as a meeting to dump all criticism that was not expressed during the year. The employee should exit the meeting as a strengthened person – not frustrated and demotivated.  There are other suitable instruments for dealing with conflict and criticism.
    Recommended reading list
    • Michael Armstrong: How To Be an Even Better Manager / Kogan Page, London (1994)
    • Michael Armstrong: Armstrong's Handbook of Performance Management - An Evidence-
    • Based Guide to Delivering High Performance / Kogan Page, London (2009)
    • Andreas F. Philipp: Die Kunst ganzheitlichen Führens / Literatur-VSM, Wien (2010)
    • Wilfried Braig, Roland Wille: Souverän führen / Orell Füssli Verlag, Zürich (2008)
    • Fredmund Malik: Führen, Leisten, Leben / Campus Verlag (2006)
    ]]>     Wed, 02 Mar 2011 00:00:00 +0100     MDI is DiSC certified http://www.mdi-training.com/news/article/mdi-is-disg-certified.html Since October 2010 MDI is certified for DiSC. We can use now DiSC-Profiles for our Trainings which...
  • Human resources development
  • Management
  • Identification of manpower potential
  • Development of teams and organizations
  • Change management
  • Coaching and personality development

    • DiSC Concept

    DiSC is a diagnostic system. It offers a wide range of development possibilities in interpersonal management and teambuilding, but also in professional recruiting. Furthermore, you have a confident basis of decision-making, to communicate individually and more successfully with colleagues, clients and partners. Every year, more than a million people worldwide use DiSC to learn how to interact more effectively with others and how to bring out their best.
    With DiSC, everyone gets an integral insight into the complexity of human behaviour and potential for development. It shows how people perform in their working area and in stressful situations. It points out the differences between normal and working behavior. DiSC® illustrates why people act in a certain manner. The scientific background of the present DiSC profile was developed by the University of Minnesota in the 1960s. More than 30 years of research and development have resulted in a reliable product at the highest level. Today, DiSC is the most widespread tool for personal soul-searching.]]>     Wed, 02 Mar 2011 00:00:00 +0100