Philosophy
Anthropology (Our idea of man)
Every person is precious, irrespective of their background. Every person possesses
potential and possibilities (gifts). Our mission is to discover these potentials and develop them for the benefit of the organisation. Thus creating a lasting added value for the organisation. We are convinced that the employee is an organisation’s most important capital resource. The organisation’s success depends largely on the identification and motivation of it’s employees. For us a person’s gifts and capabilities compose at the same time their calling. We believe that people can perform in an optimal way for themselves and others if they do what they can do best and if they can concentrate on their gifts and strengths in the choice and execution of their tasks. We believe that only those people that are convinced of what they do, can and want to deliver top performances for the company. Thus we understand ourselves as attendants to the process of individuals in discovering and living out their calling on the basis of their possibilities and potentials.
The RJ leadership triangle
In the many years of training we have seen three essential characteristics of successful executive leaders and specialists: Courage, passion and integrity. In our daily work we base our training and consultations therefore on these three characteristics that we would like to awaken and produce in our participants and clients.
Courage
Courage means entrepreneurship and a certain risk mentality. It is about forward turned leadership and taking courageous steps. There is nothing more debilitating than the fear of change and the fear of the unknown. No one will conquer new territory if this step has not been taken.
Passion
In a working environment passion is the awareness to be at the right place and to be able to get involved fully. Personal strengths have to fit together with the situation at work in order to bring about maximum performance. Only people that work passionately will be able to grow beyond their limits.
Integrity
Integrity means the fundamental approach to treat people sincerely. Openness and truthfulness are basic values of good organisations, fostering a positive climate. The absence of integrity in a company brings forth destructive subcultures which in turn are limiting good performance.
The AMPEL principle
In our seminars with engineers and technicians we apply the AMPEL© principle that we have developed. If looked upon separately some of these principles may sound “self-evident” in didactic work. However we put specific value on the combination of these principles AMPEL© :
A for Authenticity
Authenticity means honesty, uprightness and truthfulness. Engineers with their high capability to analyse will quickly notice when someone tries to pretend. The trainer may not at any time follow any hidden agenda and the contents of the training have to be backed up by personal experience.
M for Maximum proximity
The culture of the “homo technicus” practices a classical dissociation. Along with it a lack of openness to reflection. In order to achieve success in learning, it is important to have an atmosphere of transparency and openess in the seminar. This can happen through very simple elements as in open, barrier-free chair circles and also the well thought through didactics of the seminars that encourage participation. The personal appreciation of the participants is perceptible in the conduct of the trainer.
P for Practice relevant
Engineers and technicians want to graphically understand and capture things in their every day life. Not measurable “talk-talk” is greatly disliked by them. Therefore it is of utter importance to give them the opportunity to graphically understand by giving them examples, by using object lessons and by choosing experience driven learning methods. Therefore we deliberately use exercises with a clear reference to the topic. The reflection of these exercises and subsequent transfer to the participant’s everyday life brings forth important learning experiences.
E for Empathetic communication
The language of the „homo technicus“ follows clear logical rules and processes. Empathy in this context means that the trainer engages with this special way of communication: To structure thoughts clearly, to use tables and flow-charts as illustrations. At the same time he has to take into consideration the communicative deficits that are common to many engineers and technicians. The practice of emotional communication and feedback has to be steered with a lot of empathy and the “homo technicus” has to be convinced about their benefit.
L for Learning responsibility of the participant
Since engineers and technicians often work autonomously and are used to develop processes, self-directed small groups with very clear work assignments offer the ideal learning environment for the participants. Additionally individual work and tests help participants to actively get involved in the seminar and to learn autonomously. The following applies to all learning forms: Rules and time limits are clearly agreed and communicated. The trainer does not get involved in the problem solution but will only become active when it comes to the assessment and reflection of the task.