Leadership training

The trainings - HR Agile and Agile Leadership - are certified by the International Consortium for Agile (ICAgile), a certification and accreditation body.

ICAgile works with course providers to accredit new or existing courses taking into account comprehensive and proven learning outcomes.

ICAgile collaborates with agile thinking leaders worldwide to develop learning programs that take people to the agile domain.

 

Be Bolder has a partner sharing content Agile People which is a member ICAgile Organization.

To obtain the certification, participants will have to make an assignment that is shared

in the first training session and must be delivered no later than two weeks after the last training session.

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Leadership training

Target Audience:

Leaders or aspiring leaders at any level in an organization;

Leaders who see the value of growing an agile organization, and are committed to developing themselves as agile leaders in order to achieve this goal.

Anyone who wants to learn about the paradigm shifts needed to lead in adaptive environments and develop relevant leadership skills.

Be Bolder - Formação Liderança Agile

What is it?

9 principles

Alternativa forms of Leadership to ensure performance

Practical examples

Why?

VUCA World

Current Management Issues

Leadership theories

Which types?

History of Leadership and how it has been developed until our days

Are we biased?

Emotional intelligence

Mental models

Our main biases

Do we communicate

effectively?

Ensure that our communication achieves the desired result in a clear and perceptible way.

Are we multifunctional?

Work in a multifunctional way, extending boundaries, inside and outside organizations.

Do we solve conflicts?

Finding the right balance between harmony and creative conflict in a team or organization (basic theory of conflict)

Human Resources agile training

Be Bolder - Formação Agile na Gestão das Pessoas

Performance management

Evaluation of current practices and identification of ways to include agile mindset in performance improvement.

Compensation and benefits

Comparison between a traditional compensation and benefits structure versus an agile framework.

Evaluation of the switch to a context tailored to the individual interest.

Talent Acquisition and On-boarding Plan

Collaborative sourcing strategy focused on values, culture and diversity.

Customized individual on-boarding plan.

Role of the People

Management department

Strategic elements in the transition of the organization to agile management.

Positions, skills, career and succession in an agile organization.

Employee Satisfaction

Continuous evaluation model vs. annual/traditional evaluation model.

Learning and development

Strategy focused on the continuous development of a team taking into account the individual skills and motivations of each element.

Agile People

Partnerships