Materiały

Inspirujące artykuły, ciekawe nagrania video, pytania pogłębiające, a czasem nawet odpowiedzi… 🙂

Materiały do oglądania, słuchania, czytania. (po polsku i angielsku)


CZEGO DOWIESZ SIĘ O SAMOROZWOJU OD MISTRZA AIKIDO?

Rozmowa Przemka Gawrońskiego z Marcinem Grelą z Sales Angels, 28 lipca 2023


O UKRYTYCH SKARBACH EFEKTYWNOŚCI

Webinar Przemka Gawrońskiego dla Sales Angels, 14 lipca 2022


KONFLIKT JAKO OKAZJA, CZYLI WROGOWIE W SPRZYMIERZEŃCÓW

Wystąpienie Przemka Gawrońskiego na TEDxWarsaw, 10 czerwca 2021


DEFINING MODERN LEADERSHIP – Conversation by Oliver Thompson & Przemek Gawroński on Leadership, Martial Arts and Personal Development.

From Oliver: Przemek takes us through his Leadership insights where he suggests that Smart Leaders inspire powerful beliefs and nurture talent rather than control tasks and find workers.

For every Martin Luther King Jnr, Anita Roddick, Richard Branson or Elon Musk, there are hundreds of ineffective Leaders. A great leader runs more than a successful business, they are charismatic examples of their company’s culture and vision.

But why do educated and talented leaders often fail? In his work with the world’s top talent, Przemek encounters a variety of challenges and here he shares his 5 killer questions every Smart Leadership of today should ask themselves.


BREAKTHROUGH PROCESS – ENGAGING THE WHOLE ORGANIZATION IN A SYSTEM-WIDE CHANGE INITIATIVE

If you are interested in running some kind of a system-wide change initiative in your organization, you might find the recording of this session at Exploring the Future of Org-change online Conference.


THERE IS A BIG DIFFERENCE BETWEEN HAVING A GREAT IDEA AND MAKING IT HAPPEN.

Right?

I guess we all know this situation when we come up with a truly great idea, get excited, but never really start anything to implement it. Or when we bring crucial changes to our work/company, prepare everything and expect everybody to get engaged and follow – but instead of getting equally excited, they just ignore it or even start to show irritation or resistance…

What usually blocks the change? How to really engage ourselves and our people in the transformation we have initiated?



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