Leadership Programs

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Προγράμματα Leadership

Leadership programs aim to provide employees responsible to organize, manage and coordinate working groups with skills needed to successfully guide them.

The art of leadership is different from the one of management and applying it is important in every business environment and organizations.

Skillful and artful leadership often promotes health and innovation in the organization.

Creating feelings of cohesion in a working group, turning the company’s ideals towards it, inspiring for higher goals and preserving its formation in difficult times, is the modern leader’s tough work in today’s working environments.

Knowledge is power.

Leadership programs offer this power to those who assume the responsibility to lead groups in every level of the organization chart of a company or organization.


The modern, rapid changing business world no longer needs supervisors or managers capable of managing organization and function of a company, but leaders that will accomplish inspiring the working staff and manage to enhance teamwork and cohesion between employees.

Talking about leadership we don’t only focus on the gift that some people have, but in a certain attitude and behavior that can be taught and applied in order to increase the company’s efficiency.

Leadership on the other hand is important in all levels of a company’s prelateship, from the general manager to the company’s smallest department supervisor.

Leadership interventions aim to:

Cultivating the leadership behavior

  • organization skills
  • convincing communication
  • inspiration
  • self dominance
  • charisma
  • natural appearance, etc

Evolving leadership skills

distributing work

  • ability to benefit from feedback
  • care for employees
  • arranging roles and procedures
  • promoting cohesion and teamwork
  • proper information infusion between workers
  • the art of working through others

Integrating the difference between managing arrangement and leadership guidance of a responsibility full position

  • using the managerial grid of Blake and Mouton to self-evaluate the leadership attitude of the participants
  • understanding the risks of leadership
  • studying and analyzing cases and types of leadership


A company or an organization substitutes from a system of groups who interact with each other, structured as a total that is moving towards certain goals.

A deeper understanding of the principals for functioning systems and groups is mandatory in order to manage them and accomplishing changes in a large scale.

This intervention is addressed in senior and executive members of organizations and corporations and is designed to:

  • Deeply understanding the idea of a system
  • Understanding the mechanisms that exist and operate in all systems
  • Deeply understanding the meaning of team and the elements that define it
  • Understanding the inner powers that function in all groups and the ability to control them
  • Deepening in the essence of roles inside a team and acknowledging different roles that appear in any given group
  • Training into the skill of promoting cohesion in a team
  • Training into the skill of promoting creativity in a team
  • Predicting the effects of a leader’s decisions on the team

The ability of guiding a system’s team into structure changes without losing its cohesion


“Crisis is anything unpredictable that can intrude into our lives and force us out of the regularity of our habits”.

The same goes for business life. An unpredictable accident that affects almost everything. A terrorist attack, a natural disaster, a death, a robbery, a revelation regarding a worker’s identity, an incident of violence, the Media in front of stores doors.

Crisis involves both risk and opportunity and the difference between destruction and evolution depends on how immediate, right and focused a crisis management is.

Crisis intervention management is designed to train on:

  • What crisis is
  • Insurance and managing crisis in the 21st century (cultural, economical, political crisis)
  • Assessing and managing risks
  • Reducing crises and their effects
  • Warning systems
  • Communications
  • Managing the Media
  • Managing the profile. Planning on dealing and recovery
  • Managing a crucial situation
  • Managing the recovery – dealing with the events and recovery from the effects
  • The psychology in the process of recovery

Evaluating the crisis management


Every company or organization has its own working spirit and its operation is organizing according to it.

Empowering corporate culture into new employees or into brand new stores, specifically franchise ones, can be a real challenge.

Successfully sharing leads to:

  • Faster efficiency peak
  • Avoidance of role confusion
  • Reduction of conflicts
  • Increase of satisfaction from working experience in human resources

For this reason methods have been developed that can be taught to managers in order to enable them to inspire, in a fast and precise way, the company’s spirit to the human resources.


A modern working environment consists of interdependent groups who collaborate for the company’s common benefit. But a team is more than a sum of persons and naming a group of people “team” is not enough to ensure that it will work as one.

The working team’s ability to function as one is a skill that does not automatically appear but it is earned through gradually maturing.

As teamwork we define the ability of a person to cooperate and function in harmony with the whole of a team towards a common goal.

Some people have an innate tendency to enhance teamwork, some other don’t. Intervention of training with tools that help developing teamwork in human resources is addressed to those who haven’t this ability.

This intervention aims to:

  • Understanding the meaning of a team
  • Understanding the structure of a team:
    • Structure
    • Goals
    • Roles
    • Resistances
  • Managing bonds between team members and their dynamics
  • Training on setting rules in a team
  • Managing the means of communication in the team
  • Managing the meetings of a team
  • Training on the role of a team’s coordinator

Training on using the tools that will help to create a leadership team.


The human resources of a company or organization are statistically speaking a sample representative, more or less, of the generate population of its origin.

In this group, all aspects of the population are correspondingly expected to appear, despite the hopes of most directors of human resources, who try to avoid this evil through exhausting interviews or assiduous specialized questionnaires.

So, incidents of sexual harassment, violence, addiction or mental illness will appear inside the company’s cycle of life and the alertness towards their confrontation is crucial in order to maintain a healthy and living working environment.

Interventions of awareness-confrontation of issues of working health aim to:

  • Inform-educate on identifying acts of:
    • Sexual harassment
    • Violence
    • Mental illness
    • Addiction
  • Training on how to ideally manage these acts and the employees involved
  • Properly managing the rest of the employees who are not involved in it but experience it through their working environment
  • Growing a feeling of safety in the working environment

Properly managing the ones involved in the act according the corporation’s culture.


The Canadian psychologist Dr. Eric Burn designed a new system of understanding the people’s interaction, which he called Transactional Analysis.

This system is designed to guide people through a simple way in understanding principles that define their interactions and improving the efficiency of their participation in their social environment.

Because of its simplicity and efficiency, Dr. Eric Burn’s system, applied quickly in the working environment in the past 35 years, mostly in the area of customer’s service but even more in training of leadership.

His system is based on the perception that every person interacts through one of the following aspects of his own self:

  • The parenting role
  • The adult role
  • The child role

When training for leadership, the goal is for the leader to function through the adult role and avoid traps:

  • of parenting role, meaning the guidance and protection of employees, something that as time goes by can appear even to the most experienced leaders
  • of the child role, meaning an extreme touch and relating with the employees, something that appears more often to inexperienced leaders.

The successful training on leadership through the adult role gives the leader the ability to keep the appropriate distance from the group, in order to point clear directions in tough times enabling him at the same time to stand by to the team as close as needed in order to inspire them.