DEVELOPMENT OF LEADERSHIP TEAMS
LEADERSHIP TEAM TRAINING
Support for collaboration at the team’s different lifecycle stages
Johtoryhmävalmennus
A leadership team’s role goes beyond making decisions – it is responsible for setting the direction, shaping the culture, and establishing operational models that enable the entire organization to succeed. When a leadership team evolves, the whole company evolves. When it makes decisions efficiently and communicates clearly, the entire organization functions more effectively.
Bravers’ leadership team training is not just about discussions or team-building – it is a systematic process designed to create lasting and impactful change in the team’s performance, decision-making, and collaboration.
The key advantage of Bravers’ development process is its full flexibility to support the team based on its unique situation and identified needs. Our training approach is always solution-oriented, backed by extensive leadership and business development experience.
Why leadership team training?
A leadership team can only develop the organization if it develops itself.
Our training strengthens decision-making, collaboration, and leadership in ways that have a direct impact on the entire organization.A confidential and goal-driven atmosphere. Open discussions enable meaningful growth while ensuring that efforts lead to concrete changes.
Fast and impactful development. Clear steps make it easy to implement change in daily operations, and everyone is accountable for the shared plan.
A management team cannot succeed unless its members grow. Personal insights combined with collective team development create a truly effective leadership team.
The stages of the Bravers Leadership Team Training process
Building a holistic overview
Each management team member is individually interviewed to gain a comprehensive understanding of what is working well and what needs improvement.Processing key findings
The most critical insights from the interviews are presented and addressed through a solution-oriented and dialogical coaching session lasting half a day or a full day.Impact, not just inspiration
The session results in concrete action plans for improving operations and collaboration – not just ideas, but real, implementable changes with roles and responsibilities for everyone.Follow-Up and continuous development
At least one follow-up session is held a few months later to assess progress, define the next development steps, and provide additional training on emerging focus areas.
This is not a traditional leadership team workshop – it is a systematic and proven approach to building stronger leadership, better collaboration, and a more effective organization by combining internal leadership insights with external restorative and solution-oriented training guidance.
Pricing
Leadership team development training consists of individual interviews as well as group training and working sessions.
- The hourly rate for interviews is €150 per hour.
- The cost of the training days depends on their duration and content.
Example pricing:
A leadership team coaching program for a 10-person team, including individual interviews and two full-day group sessions has a cost of € 10,000.
Prices are subject to the applicable VAT (25.5%).
Leadership team training case
ORGANISATION
A leadership team of a business unit at an international industrial company
Participants: 16 leaders from multiple countries
CHALLENGE
Understanding why teamwork satisfaction scores had been declining over time, particularly in terms of internal collaboration.
APPROACH
- Individual interviews were conducted with all leadership team members to identify both obstacles and opportunities for collaboration from each individual’s perspective.
- Common themes were presented in the first session, where they were explored using various techniques and translated into concrete objectives.
- A follow-up session was held four months later to assess progress, celebrate successes, and identify areas for further development.
OUTCOME
The leadership team’s collaboration improved significantly as hidden obstacles were brought to light. Each member took responsibility for implementing agreed-upon improvements, leading to a turnaround in satisfaction scores.
