嗯 - 因为你清楚地了解了快乐的过渡！The individual concerned needs to be very clear which side of the fence he/she's on and the repercussions of that (i.e. what'll likely happen if he/she stays as 'one of the boys/girls' - or if he/she becomes one of 'the management') - I think they'll need a good Mentor from within the company - preferably someone who has already done this successfully, or a manager with good coaching credentials (either inherent or formally learned). Maybe a coach too if budget allows? 祝你好运！ 最好的祝愿 安妮 安妮闲置
I am in absolute agreement with some of your other correspondents - the managers return to their old ways because they can...If there is no carrot or stick to behave differently it's highly unlikely that they'll bother to make the chage (i.e. why would they?). You can give them all the training in the world but if they don't want to change, or have to, they won't. I agree that it's their director who needs coaching or training and needs to influence them on this. Obviously I don't know the whole story but if it were me I wouldn't be spending any more time or money on the managers at this point. 祝福 - 祝你好运 安妮 安妮闲置
我的讨论答复
为什么不将它们分成小组以进行强制实地分析？即，同意他们的目标，是什么帮助我们实现目标，是什么阻碍我们。然后在全体会议中脱节，巩固并同意。接下来，返回团体，讨论如何利用我们的优势并减轻我们的弱点。返回全体会议将缩短并转化为同意日期跟进的行动计划。
这也是如何适合布鲁斯塔克曼的模型（形成，猛冲，常规等） - 即他们是“只是”冲击？
你所能做的另一件事是SDI心理测量，这对冲突很好。
希望一切顺利。
最好的祝愿
安妮
嗨凯茜 -
我们会在这里谈论什么样的数字？显然这会严重影响你能做的事情（通常是越来越好！）
最好的祝愿
安妮
我不认识这个小组，但为什么把责任放在自己上来提出学习转移解决方案？我建议你把它扔到他们身上。有一个练习，他们以团体在工作场所使用它如何使用它（哪种情况，什么样的个人等），然后他们将如何做到这一点。
黎明Sillett提供出色的咬合型厂房。看看她的网站以获取更多信息 -http://www.dawnsillett.co.uk/bitsize.php.。
最好的祝愿
安妮
嗯 - 因为你清楚地了解了快乐的过渡！The individual concerned needs to be very clear which side of the fence he/she's on and the repercussions of that (i.e. what'll likely happen if he/she stays as 'one of the boys/girls' - or if he/she becomes one of 'the management') - I think they'll need a good Mentor from within the company - preferably someone who has already done this successfully, or a manager with good coaching credentials (either inherent or formally learned). Maybe a coach too if budget allows?
祝你好运！
最好的祝愿
安妮
安妮闲置
凯特我和迈克在这个 - 如果这听起来像鸡蛋一样，请提前道歉，不是我的意图！- 您需要考虑到您的旅行，准备时间等 - 加上您不会，可能是能够为剩余时间做任何其他事情，至少在那一半（如果不是整整）的一天。当然，这取决于你，但我会强烈建议你不要下途径的路线（因为我的经验太复杂了）。我的最低费用是半天（最多4小时），只有在东南部，因此当地（即，如果它在欧盟/苏格兰/英国的其他地方，那就是那个不足）
我想如果它在同一公司在同一地点的所有公司都可以决定在半天中提供2次会议？
希望它进展顺利 - 祝福
安妮
安妮闲置
嗨fiona -
我真的很喜欢人文 - 在线心理学，看看他们的网站http://www.peopleeclues.co.uk/index.html.- 他们还提供30天的免费试用版，这样您就可以在购买之前尝试。
他们有几个级别的管理层，他们的规范群体是那些不仅在其角色的良好“适合”的人，而且在他们身上也很高兴（即，佩格，方洞！）。他们还可以生产与之相关的开发报告，这非常有用。
最好的祝愿
安妮
安妮闲置
嗨特雷西 -
I am in absolute agreement with some of your other correspondents - the managers return to their old ways because they can...If there is no carrot or stick to behave differently it's highly unlikely that they'll bother to make the chage (i.e. why would they?). You can give them all the training in the world but if they don't want to change, or have to, they won't. I agree that it's their director who needs coaching or training and needs to influence them on this. Obviously I don't know the whole story but if it were me I wouldn't be spending any more time or money on the managers at this point.
祝福 - 祝你好运
安妮
安妮闲置
这里非常有趣的评论和许多有用的数据。
我的观察是，原来的问题要求可以成功地将100人成功用于归纳的一部分 - 所以它还需要以大型群体锻炼的形式使用，我会想到。这将减少许多建议（除非您知道如何在这种情况下应用建议）。它需要充满漂亮的弹性，如何管理/脱节。最近在一组中完成了一个MBTI，我知道它适用于此。
最好的祝愿
安妮
谢谢NIC！伟大的观点 - 非常感谢。
安妮