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Connect everyone to the language of emotions
Self-esteem for leaders & managers
Duration: 1 day
Prerequisite: Self-esteem lv. 1 & 2
Understand the impact of self-esteem on team performance, assess its influence, and enhance self-esteem among employees through targeted approaches that balance preventing overinvestment with fostering both professional and personal growth.
Level 3
GOALS
HOW
CONTENT ADDRESSED
Upon completing this training, participants will be equipped to:
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Understand and measure the impact of self-esteem on employee performance: Leaders and managers will be prepared to:
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​Identify and analyze the mechanisms through which their team's self-esteem directly influences productivity, motivation, and engagement at work.
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Measure the impact of these factors on team dynamics and organizational outcomes.
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Recognize signs of low or defensive self-esteem.​​
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Develop effective support strategies :
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Equip participants with tools and techniques to actively foster and support the development of their colleagues' self-esteem, tailored to individual levels and specific needs.
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Integrate learning and leverage skill development to strengthen individual positive resources, adapt managerial approaches based on perceived self-esteem, prevent overinvestment, and deliver constructive, balanced feedback that fosters both personal and professional growth.
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Each stage of the training will include:
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Contributions of theoretical knowledge
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Opportunities for self-diagnosis and personal reflection
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Moments for group sharing and feedback
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Exercises grounded in the real-life experiences of each participant
1. The impact of self-esteem on performance
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Link between self-esteem and performance: Demonstration of the profound impact self-esteem has on the professional environment, employee performance, and commitment, highlighting the importance for leaders and managers to consider this dimension in their management practices."
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2. Identifying signs of low or defensive self-esteem
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Recognize the indicators of self-esteem to strengthen:
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Identify and assess the signs and underlying causes of low or defensive self-esteem in employees, and take proactive measures by offering tailored support and interventions.
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3. Strategies to support employee self-esteem
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Skill developpement
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Support and strengthening of skills: Develop and implement a practical, well-equipped strategy to foster the growth of essential employee skills, whether by acquiring new competencies or enhancing existing ones. This approach promotes the development of positive and more balanced self-esteem.
Recognition of personal worth
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Valorization of individual contributions: Apply techniques and tools to enhance personal value, fostering a sense of well-being and personal satisfaction. This approach encourages success and helps create a positive and supportive work environment
Adaptation of the managerial approach
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Management adapted to self-esteem: Tailor management styles to align with employees' self-esteem levels, fostering creativity and initiative while creating an environment where everyone feels valued and motivated to perform at their best.
Prevention of overinvestment
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Avoiding burnout: Strategies to recognize and address overinvestment behaviors stemming from low self-esteem, helping to prevent burnout and promote sustainable well-being.
Constructive Feedback
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Techniques for delivering constructive and motivating feedback that highlights and validates strengths while addressing areas for improvement, thereby enhancing employees' self-esteem and contributing to both individual and collective efficiency
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4. Conclusion and personal action plan
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Summary and commitment: Recap of the key training points and encouragement to create a personalized action plan for applying the learned strategies, ensuring long-term support for enhancing employees' self-esteem
AND AFTER...
Motivations, personalities and EI
The # Method for oneself or for others
My compass of life
Emotional intelligence
...