Objective

The participants

• understand symptoms and root causes of project crises
• understand how they as an inividual react and cope with crises
• discover their personal “crises history”, which is an important starting point to understand the own coping strategy and capabilities in case of a crisis
• learn what selection criteria for a crises manager or project manager are
• are able to act as a “crises advisor / councelor” in their professional environment

Target Audience

• Experienced Project Managers who would like to broaden their capability in crises management
• Executives and Managers, who want to get a better sense on who fits to what kind of projects
• HR Managers and Coaches, who want to better understand mechanisms during project crises and how they can support in their role

Content

Day 1

• Crisis, symptoms, definitions
  • Crises in general, our understanding, differences between project crises and personal crises, when do we call a crisis a crisis – collection of criteria, examles, escalation steps
• Root causes of (project) crises
  • Discussion of own experiences in terms of causes of crisis, where did these causes get built in / generated, do we see any pattern in terms of organization or culture
• Crisis management
  • What is crisis management, what is needed in terms of competences and technique, discussion
• The personal crisis history
  • Which major crises did I face as an individual? How intese did I experience the crises and why. What was my approach to cope as an individual with crises in my personal environment, discussion of findings

Day 2

• Personal crisis pattern
  • Based on the crisis history we analyse our own pattern based on a questionnaire followed by a discussion with peers
• Approaches to avoid or to recover from project crises
  • What are direct and indirect interventions to cope with crises, in what role do I perform these interventions, examples, how do these interventions feed back to me, indirect interventions such as coaching, intervision
• Case study of a real project crisis
  • Presentation of an example (brouhgt in by participants or an example presented by the trainer), analysis of the development, possible root causes, own energy and frustration level, coping strategy

Style of Training

• It is expected that the participants bring in their own expectations and experiences
• november ag ensures fair discussions and that the overall objective is achieved
• Role plays to simulate real situations are used
• We discuss crises, adequate interventions and personal behavior – participants might be challenged
• The quality of the seminar depends on openness in personal matters (To formally ensure condidentality a non disclosure agreement has to be signed at the beginning of the seminar)