Demanda:

A The Estée Lauder Companies tem vários programas de desenvolvimento globais para a sua alta liderança. Em 2019 o segundo nível de liderança da companhia foi o principal foco de desenvolvimento da liderança. A partir da análise das competências globais, foi escolhida a principal temática a ser trabalhada: Protagonismo.

Solução:

Desenvolvimento de um programa que contempla três principais trilhas: Autoconhecimento, Liderança e Relacionamento Interpessoal/Comunicação. Foram estruturados seis módulos de 8 horas cada aplicados com todo o segundo nível de liderança. Esses módulos são intercalados por pílulas de conteúdo enviadas semanalmente por WhatsApp.

Resultados:

Depois de 9 meses de programação o módulo final consistiu em uma experiência regada por protagonismo. Os participantes estruturaram oficinas a partir dos conteúdos, metodologias e vivências do programa e aplicaram essas oficinas com a alta gestão. Além disso, trouxeram vários exemplos práticos de aplicação do conhecimento apreendido na sua realidade cotidiana.

Demand:
Novo Nordisk carries out clinical research in several research centres throughout Brazil. These surveys have an estimated duration and, at the end of the process, coordinators are responsible for "saying goodbye" to patients, providing maximum comfort at that time. 

Solution:
Senses prepared a workshop that included activities of self-knowledge, empathy, communication and emotional intelligence. After experiencing these competences, a World Café was held with the question: what care should we take to ensure the best way to say goodbye? 

Results: 
The group of 30 coordinators and 7 monitors carried out practical and interactive activities that focused on how to deal with difficult situations and the possible frustration of patients, developing communication strategies on how to behave at those moments.

"The workshop did a lot to prepare the team for that point in the study. All the coordinators who participated gave positive feedback on the training, which presented techniques applicable in their teams’ day to day work" Mariana Carbonaro Marques – Novo Nordisk

Demand:

The Supply Chain structure at Leroy Merlin Brasil is undergoing a transformation process that will impact all store coordinators. Thus, they requested the development of an assessment in order to identify the Formative and Development Offer to be planned. The purpose is to help better adapt to the new profile required by the company.

Solution:

Process development that included the following phases: 

1. Context analysis 

2. Structuring the Questionnaires in a Logical Manner 

3. Automation of Questionnaires 

4. Sending out and Control 

5. Consolidation 

6. Feedback 

7. Formative Offer Design 

Results:

In order to ensure commitment and to optimize resources (time and financial), this project was carried out by a multidisciplinary team composed of Leroy Merlin professionals and Senses consultants. The result was excellent: there was lightness, knowledge sharing and exchange of good practices.

"Senses has been a great support to the human transformation project we are implementing at Leroy Merlin Supply Chain area. Senses has supported us with Communication training for the Management team and in the preparation of an assessment whose objective is to define the Formative and Development Offer for the Supply Chain coordinators. The involvement of Senses goes beyond delivering a project. They act as partners, getting involved and caring about the whole process."

Rainer Colombani – Learning and Development at Leroy Merlin

Demand:

CGP (People Management Centre) at the Children's Institute of Hospital das Clínicas de São Paulo (HCFMUSP) has asked Senses a development and training programme for their average leadership. This audience, made up of professionals with university degree from different areas - physiotherapists, nurses, social workers, nutritionists and psychologists, among others – has a stressful routine. Thus, they needed content consistency in a lightweight format to generate greater retention and practical use.

Solution:

In the main module, we customized Kabah game-based training, using the following competencies: Assertive Communication, Strategic Resilience, Emotional Intelligence and Situational Leadership. Participants structured their self-development plans, which were reinforced three months later during team coaching sessions. 

Results:

Over 70 professionals of the average leadership participated in this program. In the reaction evaluation, using a scale of 1 to 5, the average results were: 

Group 1: 4.57 

Group 2: 4.58 

Group 3: 4.62

"After intense market research, we chose Senses for presenting an innovative proposal, very different from current market practices. We took on this challenge with a close partnership in order to customize the training. In addition, another differential were the interviews with the main managers, to provide a more suitable solution to our reality. The training was impressive, motivating, creative and, above all, innovative. The results fully met our expectations." Adorinda Gabriel Lamana and Quésia Klem – People management at the Children's Institute of Hospital das Clínicas de São Paulo (HCFMUSP).

Demand:
Among the professional development initiatives for the implementation of the Operational Excellence Project, Onofre held an event with all its store managers. They invited Senses to conduct a meeting together in order to bring more lightness and provide greater retention of the technical and procedural contents presented. 

Solution:
The solution included the analysis of the new processes, in order to design and facilitate a customized two-day workshop. A series of activities focused on concepts such as leadership, innovation, communication with clients and employees, leadership, collaboration and teamwork were carried out. We used characters from the Harry Potter series as a background. Throughout the training, we worked with the team to monitor the results of each dynamics, showing the application of indicators through the dynamics goals and their results.

Results:
This two-day workshop presented the main processes, procedures and policies of Operational Excellence in an experiential and interactive way. The theme "It´s not magic, it's method", created by the HR director for the program, was widely internalized by the participants, bringing more effectiveness and lightness to their day to day.

"The work carried out by Senses provided important insights in leading information on the Operational Excellence project at Onofre Drugstore. The consultants showed technical competences, synergy and dedication to achieve the expected results (understanding, paradigms breaking and satisfaction). Goal achieved!" Luciano Polastri Sampaio – Training & Development at Drogaria Onofre

Demand:
To have a training at MAPFRE Corporate University's grid that enhanced leaders’ self knowledge and reinforced the Leadership Engagement competence. 

Solution:
Customization of Khan Leaders training.

Results:
After performing a 360o assessment, MAPFRE managers participated in the 16-hour gamebased training. During 2 days, they lived a discovery adventure in which they built the knowledge about the 8 Styles of Leadership that were worked. The characteristics, strengths and weaknesses of each style were worked in a playful and interactive way. In the end, they received their assessment return and individually designed a plan for self-development. After a month, they met again for a team coaching session.

"In Khan Leaders, in addition to reinforcing leadership styles, participants are given a much greater sense of how and when to use each one of them and how to apply the engaging leadership in their routine - and, most importantly, the whole content presented in a playful and interactive way. Our managers were really committed to the training and their evolutions were presented after a month in our team coaching session." Lia Cairo –Development and Mobility Coordinator at MAPFRE