Meetings ... a horror show, or the most productive business hours?

Meetings. A horror show, or the most productive business hours?

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Research shows that employees spend around 25% of their working time on meetings, a percentage that increases as people move to higher management positions. Are you one of those seasoned meeting tigers who lives to meet, and makes each of their meetings a the most productive part of your day?  Congratulations, you are one of the few! however there are some horror shows out there. 

 

 

In general, meetings are difficult. We consciously and unconsciously generate and experience a large number of frustrations.

And the list of problems is long; meetings with too many participants, people with or without a cancellation don't show up, scheduled meetings that are unnecessary, colleagues who love the limelight and kidnap the meeting with long monologues about their success or gripes, or the colleagues who just turn up and don't contribute anything, Meetings that suffer from scope creep and often end when not all agenda items have been dealt with, or with ever-growing list of actions consultations without tangible results, the meetings where nobody seems to listen to or just talk over each other?

 

All in all ... meeting drama!

 

If you cannot get out of the meeting, it's more convenient to learn how to make it a success.

 

It goes without saying but, to be productive, meetings should be interesting, effective and efficient, and that occurs if you know which levers to pull. We will teach you the levers and give directions to the right available resources in order to become more effective.

You can then determine which actions need to be taken in your particular situation.

Do you need the right basic tools and methodologies? Then it is handy to start with Meeting Survival workshop.

Do you already have a clear view of all methodologies and resources? Then the revival workshop is for you.

 

Meeting Survival; the basis of effective consultation (structure)

For us to carry out an effective analysis, it is important to be clear on the use of your resources and methodologies, that help you in achieving your goal. If they are not in order, it can actually disrupt the effectiveness.

It starts with clarity about the purpose and the participants of the analysis. Is the goal clear, and does it fit in with the vision of your team and of the organisation? What are the stakeholders who benefit from achieving the goal? Is entering a consultation the most effective means of achieving your goal?

And if so, with whom should you consult? Is that a fixed group of participants, or does that differ per phase? How many people should be consulted, what knowledge, competences, position, role and influence do these people have? How often do you consult and how long does a meeting last? (WHY?)

After setting this foundation, we will look at different meeting methods and their applicability per phase, the proper definition of roles and responsibilities, the design of useful tools such as a consultation framework, SMART use of action lists and minutes, motivating process and behavioural agreements and how You regularly bring lightness and pleasure to your new method. (What and how?)

In this training, we give you many practical tips, tricks and tools, and we warn you about the pitfalls. This way you will be well prepared on the road, on your way to a targeted consultation.

 

Meeting revival: Ownership in consultations (process elements)

The basic structure of meetings should be included. You should have a clear picture of the goals of the consultation, the right people are sitting at the table, the right forms of consultation are being used, you are using the right supporting structures and in principle everything is in place to formulate clear and meaningful actions with each other energetically and to work out. In other words; everything seems to be present for effective consultation.

And yet ... something is wrong. The consultations consume a great deal of energy instead of providing energy and output, nobody seems to feel really responsible for the results (or the lack thereof), and the consultation continues unabated.

Do you think it can be more inspiring and different? Then it is wise to take a critical look at ownership, role interpretation, behavioural patterns in the group and the absence of management of the process.

Through both of these trainings we teach you to stay on track during the process. You learn to recognise and constructively identify behavioural patterns and make adjustments so that a lifeless session becomes an effective, vibrant and result-driven consultation! We will teach you to recognise the symptoms of the undercurrent in a consultation, so that you can then pick up your role full of confidence to get the team moving in a way that suits you.