FAQ Frequently asked questions

What does "leeway" mean?
What does Leeway’s logo represent?
Why do you focus on "Leadership Essentials“?
What does Leeway’s "net" represent?
Does Leeway offer any other services beyond the described seminars and workshops?
Do you coach managers?
Why do you use the term "leadership" and not "management"?
What are Leeway’s special strengths?
Why do you use the term "facilitation" instead of "moderation"?
How does Leeway ensure consistent quality?
What professional background and continuing education do Leeway’s trainers and consultants have?
What’s the per-person cost for a day of in-house training?
What differentiates your work from that of other providers?
How can you help people change their inner attitude?

 

What does "leeway" mean?

Leeway means room for action. It is often used as part of the term "leeway for action”. For managers, it is very important to have a clear picture of which general conditions are unchangeable and which areas one can successfully have an influence on.
Oftentimes, the area that managers can influence is a lot larger than they initially think. In our seminars and workshops, we create an environment that facilitates people’s ability to accept boundaries and helps them to better perceive their leeway.

What does Leeway’s logo represent?

In the logo, one can see the “Y“ that is part of the word "Leeway“. It is also possible that one does not notice it. It is not in the foreground. The same is true for leeway. You don’t notice it at first glance. Sometimes, managers are in need of support in order to also see the other possible courses of action. In our seminars and workshops, we give managers the opportunity to broaden their action horizon. The “Y” has the shape of a crossroads, which for us is a symbol of the ability to choose and a symbol of the responsibility of choices. The three segments of the circle also represent the three Leadership Essentials.

Why do you focus on "Leadership Essentials“?

Many managers are familiar with plenty of leadership theories and models, but can apply few of them to the actual workplace. They act like a fast car with no tires: lots of activity, but not much forward motion. They are not able to motivate people to do what is expected of them. We offer managers the opportunity to drastically increase their contact to people and hence their ability to effectively put things into practice. Leadership is not a science, but part trade and part performing arts.  “Leadership essentials” are the most important competencies needed to motivate and inspire people: Know yourself, Take charge, and Believe in others.

What does Leeway’s "net" represent?

On our homepage, on our company presentation materials and on our printed materials, at first glance, what you see is an unorganized bunch of eggs or balls. However, when you take a closer look, the image tilts and through a white net, you can see an additional red net against a grey background. The moment in which the image tilts is similar to the moment that managers experience during our training sessions, when they have that sudden “Aha!” moment. In their everyday routines, managers only see obstacles, revolting set-up conditions and roadblocks. When people change their perspective, they find their leeway, their possibilities, and opportunities.

Does Leeway offer any other services beyond the described seminars and workshops?

The described seminars are the seminars that we offer most frequently. Upon customer request, we also create seminars with different emphases in the areas of "Leadership Essentials“. In collaboration with our clients, we discuss the goals and contents and design the training accordingly. For workshops, we offer three basic types: Retreat, Workshop, and Team Development. Some clients want to combine, in one event, elements from all three types of workshops. We think that makes a lot of sense and support and guide our clients in the design and implementation of events of that type.

Do you coach managers?

All Leeway trainers and consultants coach managers. Participants in our seminars and the managers of the organizations which whom we consult are either interested in this kind of coaching or take advantage of it. Common situations for coaching are: position change, drastic changes or restructuring in the organization, unclear roles as well as difficult situations with co-workers and superiors. We arrange two to six two-hour sessions and use the first hour to determine the objective for the coaching. In some organizations, we form part of a pool of coaches from which managers can choose from.

Why do you use the term "leadership" and not "management"?

Many times, management is understood in the sense of "administrating“, which includes organizing, giving directions, delegating and checking up. The managers whom we work with have the task of giving direction to employees in times of drastic change. In these organizations, the work to be done cannot be broken down into components, delegated, and picked back up by only one person anymore. The tasks are far too complex and require that managers have the ability to inspire and win over their employees. We use the term leadership as it is better suited to describe this type of leading.

What are Leeway’s special strengths?

We speak and understand the language of experts and managers, because all of us have experience on the technical side of leading organizations. Hence, we can open up a new world to managers; one which does not make them as comfortable as the world of numbers, data and facts: emotions, motivation, and direct contact in the professional environment. We awaken managers’ curiosity for independent and responsible development without snubbing them.

Why do you use the term "facilitation" instead of "moderation"?

In the English-speaking world, the term moderation is associated with writing on index cards and sticking them on clusters to pin boards. We do a lot more than letting participants know when it’s their turn to talk. The essential part of the work happens before the beginning of the event. We meet with the client to establish the goals and then choose the appropriate methodology and contents. We design the entire sequence of events for the workshop so that attention remains high, that every participant has the feeling that he or she is contributing something meaningful and to allow the group to achieve strong results in a short period of time. We use the term "facilitation“, which is very commonly used in American English, because it accurately describes our work.

How does Leeway ensure consistent quality?

We measure the quality of our work mainly by the long-term effects on the managers’ everyday work lives. Hence, it is very important to us to obtain and combine the feedback of the participants, the clients, and the clients‘ superiors during the evaluation period. We already evaluate participants‘ impressions during the actual event via in-session feedback.  The clients and participants‘ superiors communicate their impressions to us in conversations and workshops after the conclusion of the training in question. Using the combined feedback from all three relevant groups, we can ensure consistent quality and effectiveness.

What professional background and continuing education do Leeway’s trainers and consultants have?

All trainers and consultants who work for Leeway have many years’ experience in tasks that require practical leadership competencies. They have completed their university studies and have received additional training in the areas of coaching, training, and consulting. All trainers and consultants work on their own professional development in the three essential competencies. It is important to all of us to continually grow, and hence, we all have personal experience with both group therapy and individual therapy.

What’s the per-person cost for a day of in-house training?

Services rendered are charged based on an agreed-upon daily rate. The cost per participant depends on the number of participants, the number of trainers and the volume of the preparation and travel time. A day’s worth of training in an organization runs between € 150 and € 275 per participant. This cost includes the preparation, the course design, the implementation and the follow-up meeting. The creating of supporting materials and notes is charged separately. 

What differentiates your work from that of other providers?

We practice what we preach. We give people an effective manner to lead other people. We cannot imagine doing this exclusively in a lecture format without going through the experience in a seminar room ourselves. We treat the participants during the seminar just as we suggest they treat their fellow employees: respectfully, in an understanding manner, and directly. We want to be models from which our participants can learn how to deal with one’s own faults, emotions, and weaknesses. We are vulnerable and human.

How can you help people change their inner attitude?

People base their identity on their previous life experiences. The more successful people are, the less they want to let go of their habits and inner convictions, because they think that those not only make up their identity, but that they also are the reason behind their success. People change their inner attitude when they have the feeling that their identity and their success will remain unchanged. In our training sessions and workshops, it is our objective to give participants just that feeling. It is then that people change their inner attitude easily, quickly and lastingly. 

 

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