Rhetoric and communication

One cannot live without communication. The people always communicate, ver-bally and non-verbally.

Communication is crucial for success or failure.

The way you appear and express yourself determines how we perceive outsiders. The extensive specialist knowledge is only useful if it can also be imparted. The good news is that effective communication can be learned. Those who have prob-lems conveying their specialist knowledge repeatedly fail at degrees, even though the customer seemed convinced of the product, can improve their options with improved communication and rhetoric.

Seminar content:

• With this way you can get attention in seconds.
• How to sharpen your rhetoric?
• How to improve your impact on others?
• How to dress successfully?
• How to develop your personal sales rhetoric?
• How to build an effective speech?
• How you can make a lecture or a short presentation?
• How to become an impulse speaker?
• This enables you to achieve a perfect multimedia display.
• How to captivate your listeners?
• How to avoid verbal attacks from the auditorium during your presentation?

The communication takes place at all levels and has become more and more digital since the introduction of the Internet. Having just one website is no long-er enough. You need a convincing overall appearance.

• How to design your website?
• How to set up an online shop?
• How to combine offline and online sales in your company?
• How to set up a mail responder for lead generation?
• How to communicate interactively with your customers and prospects?
• How to get your website into social media?
• How to advertise properly on the net?
• How to reach your desired customers?

Communication takes place not only between two people or in a team, but also in large event halls. Whatever type of the event you are planning, we can support you as follows:

• Preparation and implementation of seminars or events
• Selection of the location
• Price negotiations with hotels, service providers, technicians, service personnel, catering, etc.
• Press work
• Seminar post-processing
• Public relations work with regard to the planned event
• Develop stage performance
• Choreography of intros and break programs
• Merchandising on site.

We all assume that we know what it is and what it is not. But do we really know?

The motivation is the engine of success. Everything that we human beings have ever created, as individuals or as a community of the world population, comes from our mind, our thinking and feeling – in short: about our motivation.

Our life is a process of ongoing changes and movements. As it is at this moment, it was neither yesterday nor will it be tomorrow. This means that the same things affect us in different ways at different times. Therefore, the grief can be prevented just as little as joy in life. Grief and joy are twins. They belong together like the wind and the sea. Of course, every loss makes us very sad. But what would the world look like if there was no grief besides the joy “for a change”? People would become apathetic and risk their health. So often the media reports of people who emigrated to start a new life in the Caribbean. They wanted to spend more free time there than working hours and enjoy life in all its facets. Free of any burden. But the longer they “lived” their dream, the greater the desire to return to old life with all its ups and downs. Sunshine 365 days a year is therefore not always the last word of wisdom. Ultimately, the fight against grief, suffering and adversity is what strengthens us, makes us more resilient and guides us on the way to self-realization. But such a phase in life should be short-lived. The joy and happiness must be your daily companion. It is possible to create this state with the help of motivation.

In this state it is possible at any time to find a solution to personal, health and professional problems. This has nothing to do with the “You can do everything” thing. Thinking is again what it always was: an attitude of mind, an attitude to life from which the strength to act comes. In other words, you are highly motivated.

If you lack motivation, the following questions in particular need to be clarified:

1. How do I define my goals?
2. How do I look into life (looking backwards or future-oriented)?
3. Am I able to deal with crises and setbacks in such a way that I master them and find my way back to everyday life with new strength?
4. Can I remove mental blocks independently?
5. Do I stand by myself and my abilities or do I always compare myself to others?
6. Am I okay with myself?
7. Do I like to do what I have to do with reluctance or from the heart because of circumstances?
8. Do I handle my feelings carefully?
9. How is my physical energy?
10. Do I value my health?
11.  Do I have a healthy self-confidence?
12. Am I in flow with my surroundings or do I surround myself with people who rob my energy?
13. Am I able to separate myself from “bad” people (even if it has consequences, such as my termination of my job)?
14. Do I tend to perfectionism so that I am no longer able to compromise?
15. Do I have the strength to reject things (say “no”)?
16. Where in life am I overwhelmed?
17. Can I strike a balance between my job and my private life?
18. Are people around me happy because I can give them new energy?
19. Am I a pleasant conversation partner?

THE MOTIVATION IN A TEAM IS A VERY IMPORTANT FACTOR FOR THE EMPLOYEE SATISFACTION.

With money alone, employees are neither happy nor productive in the long term. Both are important in order not to endanger productivity in the company.

For the most employees, their job is a vocation that they want to live out in the company. That this does not always work is due to the emotional bond with the company. No one binds to something abstract like a company. Loyalty is only possible among people. If you want your employees to feel emotionally connected to the company, you have to think and act humanely.

Goal-oriented, consistent and enthusiastic action are just as important for the team leader as credibility, openness and the ability to communicate professionally. A manager must also get employees moving so that they can act and think in the interests of the company.

Authentic behavior of the manager in the team gives employees security, support and orientation. Employees want to be managed “safely”. Those who exude strength appear because they are also expressing a message: “I know what I’m doing!”

Leading the employees does not mean “seducing”, but creating conditions so that everyone in the team can tap their full potential and can and want to achieve performance. It is also the task of a manager in a team to discover the potential in the team employees and to distribute the tasks according to these existing skills.

The good mood and cohesion increase the performance of your employees.
This state is the result of targeted action, which follows the rules that we would be happy to convey to you.

1. How to develop common goals to increase team motivation?
2. How to eliminate “de-motivation factors” within the team?
3. How to bring the “right ones” into the team?
4. How to find the right motivated employees?
5. How to create a profitable “we feeling”.?
6. How to promote strength and talent within the team?
7. How to develop into a successful team leader?
8. How to set up a feedback culture (e.g. to replace the mandatory annual interviews)?
9. How to create a climate of “together” instead of past each other?
10. How to optimize the distribution of roles and tasks in the team?
11. How to increase resilience in difficult situations?
12. How to show your gratitude to your team members?

If colleagues/employers/friends become arch enemies, immediate action is required to prevent the worst.

Mobbing means that a person is systematically harassed, disadvantaged, insulted or marginalized by others – and that over a longer period of time. A harassment that unfortunately can affect everyone, as more and more studies show. After that, more than 60 percent were victims of workplace mobbing. These alarmingly high numbers are still not being taken seriously by employers. Apparently they are hiding behind the statement: “It cannot be what should not be.”

We assume that executives do not associate mobbing with their company because they believe that this problem does not exist under their leadership. Suppress instead of recognizing – that is their motto. But even if this problem is identified, hardly any managers are trained to eliminate or prevent mobbing in the workplace. It is a dangerous condition. On the one hand for the victims of mobbing, and on the other hand for the company itself. The annual costs of mobbing are enormous.

Mobbing not only endangers the working atmosphere, but also leads to illnesses for those affected. It also affects not only mental health, but also physical health (what makes you sick). This can result in sleep disorders, headache and abdominal pain, psychosomatic disorders or an overall higher susceptibility to diseases.

Services we offer

• Early detection of mobbing
• Eliminate the dangers of mobbing at work (or in the private environment)
• Mobbing prevention
• Conflict management
• Combating mobbing in the company and privately or vice versa (one requires the other – who is bullied privately cannot achieve 100 percent performance in business)
• Root cause analysis and elimination
• Prevent addiction risks through mobbing
• Free yourself from the mobbing trap (also in a private environment, for example within the family/friends or circle of acquaintances)

Although the working hours almost halved at the beginning of the 20th century, the people have less and less time.

Instead, he/she is in constant stress, which is not without consequences, as a study by the German Trade Union Confederation (DGB) explains: “The psychological stress caused by agitation and stress at work has become so high that it jeopardizes the health and performance of employees.” In 2000, only one in four workers applying for a disability pension applied for depression, anxiety disorder, or other mental illness. “Only” eleven years later, it was 41 percent. Accordingly, more than four out of ten people who are unable to work prematurely are “mentally ill”. This means that this condition has “overtaken” cardiovascular and cancer diseases. According to the DAK health report, the absenteeism due to general mental illness has increased by 165 percent in the past 15 years. Suffering caused by psycho-stress moved to second place on the job in all sick days. Back pain is in first place. Affected workers and employees stayed at home for more than 40 days in 2012 due to illnesses caused by psycho-stress, according to the commercial health insurance company KKH. No company can afford such a development!

Every day, 30.780 opioids are swallowed by one million citizens in Germany to suppress their fears, pain, worries, problems, depression and many other painful things. The emphasis is on “suppress” and not on “eliminate”. No tablet in the world can do that. Only humans can do this if they know about the rules of conduct.

Mobbing among colleagues is a significant problem. However, the danger does not only come from colleagues but increasingly "from above," known as bossing. Various studies confirm that now, in every second case of mobbing, a manager is involved. The goal is to systematically intimidate and sideline the affected employee.

Bossing by a supervisor/boss:

This is psychoterror "from above." There are at least two reasons for this behavior by a manager.

Firstly, they want to assert their power to boost their self-esteem. Therefore, they "target" people who are easy to manipulate. Other victims of bossing are employees who demand strong leadership and lack a strong and established self-esteem. Even though they deliver the agreed-upon performance on time, they are easy prey for bosses because it's not about performance but power games.

Secondly, the disturbed manager lacks competence. They are not up to the task and have often been pushed into this position by chance. In this role, they have failed to develop leadership maturity. They may have the necessary expertise, but that is only a smaller part of what makes a leader. The much larger part consists of soft skills. If these are lacking, it often negatively affects the manager's self-esteem. They try to mask this problem and their incompetence through their behavior towards their employees, portraying themselves as "tough leaders." However, the affected managers live in constant fear of being exposed. When a potential successor enters the company, they fear for their position and power. They have no choice but to engage in power and mind games, not only against that individual but often against others within the team. The same applies when the company aims to promote leaders from within. In this case, the boss will fight possible competition from within the ranks until they give up in resignation. This, in turn, ensures that the manager not only gains an advantage but also solidifies their position. They are perceived as more powerful, making them even less vulnerable.

This makes it difficult for bossing victims to take action against it. They cannot rely on allies within the team either. The fear of becoming a bossing victim themselves is greater than protecting their colleagues. This ominous development damages the working atmosphere and leads to the resignation of talented employees. The challenge is to prove the manager's malicious behavior. This is hardly possible for victims. They need external support, which we can provide.

Please note that this is a complex and nuanced topic, and the translation aims to convey the original meaning as accurately as possible. If you have any specific questions or need further assistance, please feel free to ask.