PINKTUM E⁠-⁠Learnings

Today, salespeople need to know more than just their product or service: they require knowledge beyond just their competitors and customers or to be able to conduct a proper sales conversation. Above all, salespersons must approach their key customers strategically and build a strategic customer relationship with them. This e⁠-⁠training course covers why a strategic approach is more important today than ever. You will learn what strategic sales is all about. In addition, you will discover in which situations and with which customers strategic sales makes sense and finally what mindset and which skills are required for this.

Both talent and the right gut feeling are integral in operational sales. On a strategic level, however, it still requires a targeted approach with a system. During this e⁠-⁠learning course, you will learn what key account management is and which steps it involves. You will learn how to identify your key customers and which methods you can use to find out what makes them and their stakeholders tick. The e⁠-⁠training course also discusses answers to the following questions: What options are there for working with my key accounts? And which strategy is the right one? In this way, you will learn how to optimally develop your most valuable customers and achieve more revenue and profit in a partnership that suits both your company and the customer.

Customer care plays a major role in strategic sales. Customers who do not feel like they are being looked after are very likely to turn to the competition or not make (further) purchases from your company. But what exactly is good customer care? Why does it make sense to understand the motives of customers and to consider them during customer care? Why does individual marketing make sense and what individual marketing measures are there? How can you implement them effectively? How can you successfully leverage cross-selling to build relationships? These issues will be addressed in detail during this e⁠-⁠training course.

Phone calls are old-fashioned you say? On the contrary! Phone calls still play a central role in communicating with customers in sales and customer service. But how do you convincingly address clients on the phone? And how do you professionally conduct a telephone conversation? It takes practice. This e⁠-⁠training course covers how to use your voice skillfully, how to prepare for customer phone calls and how to navigate through phone conversations in a structured manner. You will also learn how to respond effectively to complaints along with tricks that will give your phone communication skills a competitive edge. This is how you build up a good rapport with your conversation partners!

This training course prepares employees to establish and maintain external contacts on a regular basis. It is intended to provide participants with an introduction to the topic, to help them better assess themselves, to set clear networking goals, and to structure and expand their own network.

Do you ever wonder what exactly your company's goals are and how your work can help achieve them? Would you like to be informed transparently about corporate values, vision and strategy, so that you, for your part, can work better and more purposefully? Would you like more effective and clear communication within your team and between different departments? If so, it is worth taking a look at “OKR”, an agile leadership and time management framework. The "O" in OKR stands for Objectives, the goals you set for yourself, your team or your company using the OKR methodology. Behind the "K" and the "R" are the Key Results, the key competencies you need to achieve your goals. By thoughtfully and clearly naming objectives and key results, the OKR method creates a clear and transparent focus on what is most important right now and helps organizations achieve a small number of specific goals in a precisely defined way. Does that sound good? Then take a look at our e⁠-⁠training.

Female leadership is a complex topic with many facets. In this course, we focus on what women can do themselves to be successful or become more successful leaders. It's not so much a question of how women lead or whether they are better leaders. Instead, we present the biggest difficulties women who (want to) take on leadership roles face. And most importantly, we focus on approaches they can take to deal with these difficulties. After an introduction to the topic, five of the most common obstacles are identified and learners are given practical and action-oriented suggestions for dealing with them constructively.

There are conversations with employees that the manager knows in advance will be challenging. This may be because an employee has behaved inappropriately or because an employee has been absent without giving advance notice. Managers often stumble into the harmony trap during these discussions: They are afraid to call criticism by its name and unnecessarily put employees on the spot. In challenging conversations, however, that is exactly what is needed: transparent communication and an open attitude towards challenges. Other managers, on the other hand, find it difficult to remain respectful and keep a cool head in difficult situations. This behavior also prevents constructive discussion and successful conflict resolution.

Performance reviews are a key leadership and human resource development tool. Nevertheless, many managers do not necessarily associate them with positive things, often perceiving them as unpleasant and spasmodic and their counterpart sometimes as unmotivated or nervous. This does not have to be the case. When conducted in an appreciative and goal-oriented manner, employee appraisals offer lasting benefits: They ensure an effective two-way exchange of information and play a key role in shaping the relationship between employees and managers. In this e⁠-⁠training, participants learn about the potential of well-managed employee appraisals. They learn how to best prepare for, conduct and follow up on an appraisal interview – on-site or virtually. 

Have you ever found yourself at a loss for words in front of an assembled team and what you wanted to say just didn't come across? Do you often lack the necessary persuasiveness in decisive situations? - Then we need to change something about it! After all, situations in which we need to convince with arguments await us every day, in both professional and private contexts. In this e⁠-⁠training, you will learn how to use the Five Part Model to structure your arguments in five steps – or sometimes even five sentences – in a simple and, above all, effective way. You will also learn what makes a good argument, how to package it effectively, and how to select and apply an appropriate counterstrategy for each type of counterargument.

This e⁠-⁠training prepares employees to work together in hybrid teams as successfully and as smoothly as possible. Participants learn how they can establish binding rules as a basis for hybrid collaboration and where the limits of hybrid work lie. In addition, hybrid team meetings, team cohesion—despite physical distance and the recognition and communication of individual needs and wishes are essential contents. 

When was the last time you were really convinced or even thrilled by someone’s appearance? Think about it for a moment: What exactly convinced you? Was it the content of the argument or also the person’s voice, speech or body language? Chances are, it was a good mix of all the above, because studies have shown that a convincing performance requires both content and personal persuasiveness. It will probably have been a good mix of everything, because according to studies, a convincing performance requires both content and personal persuasiveness! In this e⁠-⁠training you will learn how to use your voice, your language or even your body language and your interactive behavior and improve your personal persuasiveness. Let us convince you! 

Everyone is unique. Nevertheless, we always see similar personality traits in different people. Type models help us to understand people better as they simplify a complex world. In your role as a manager, you deal with a wide variety of employee types and should know how best to deal with whom. So that all employees in your team can fully use their potential, it is important to address them individually according to their personality or personality type, to understand them, challenge them and develop them. Type-appropriate leadership enables you to do exactly that. You can assess what type of person your counterpart is and then accurately select the strategy from the repertoire of actions to help to understand them in the best possible way. This way, you not only succeed in responding to individual employees in a way that is appropriate to their personality type but also in forming teams in such a way that similarity has a mediating effect and difference has a stimulating effect.

Due to increasing internationalization and globalization, cooperation in an international context is becoming more and more important. Working in intercultural teams offers great potential, but can often also be quite a challenge. This e⁠-⁠training course covers how to deal with cultural differences and teaches participants how prejudices and stereotypes can be overcome. How can cultural intelligence help in an intercultural context? How do you lay a good foundation for successful intercultural cooperation? What should be considered when dealing with people from other cultures in a respectful and appreciative manner? These issues will be addressed in detail in this e⁠-⁠training course.

Communication is everything when it comes to successful cooperation, including in an intercultural context. However, conflicts or misunderstandings occur frequently, especially between people from different cultures. This e⁠-⁠training course discusses how to adapt one's own communication, criticism and conflict behavior in an intercultural work context, and how to effectively overcome language barriers. Course participants learn how they can succeed in dealing with people from different cultures in a respectful and appreciative way.

Being able to present confidently and convincingly is a key skill in more and more professions. This e⁠-⁠training focuses on the underlying techniques and methods that can be used to present content in an appealing and professional manner. Participants will learn how to structure their presentation logically, based on the objectives of the presentation and the audience's expectations. In addition, they will receive practical tips on how to avoid possible stumbling blocks in advance.

Presenting is more than just reciting texts and showing graphics. A good presentation is personal, individual, motivating and engaging. In this e⁠-⁠training, participants learn methods to make their communication more direct, emotional and activating– both on a verbal and non-verbal level. Another focus of the training lies on practical ways to achieve a balanced, communicative mindset and to control stage fright from the outset.

In today's working environment, it is becoming increasingly important to convey content attractively and convincingly, even in online settings. Online presentations offer a variety of ways to capture the audience's attention and increase the quality of the presentation. This e⁠-⁠training outlines the specifics of presenting online. There are tips for dealing with the technology. Furthermore, participants will learn which media and methods they can use and how.

More job satisfaction, greater creativity and better employee performance—these are just a few of the benefits of transformational leadership. In times of structural change in the world of work, this modern management style paves the way for satisfying what employees want and need. With the help of transformational leadership, employees can become more motivated and benefit from the support of through vision, leading by example, individual consideration and the questioning of how things have always been done. This e⁠-⁠training course will present the core elements of transformational leadership in detail, reinforced by illustrative examples. Participants will also learn how they can apply a transformational leadership style for providing optimum support to their employees.

Stress is a natural part of our lives. However, too much stress can have serious consequences. Numerous physical and mental issues can result from too much stress. During this e⁠-⁠training course, you will learn the definition of stress and the cause behind it. How can we succeed in reducing stress? Which methods of instrumental, mental and regenerative stress management are helpful? This e⁠-⁠training course provides answers to these questions. You will learn how to recognize stress, understand it better and manage it successfully through targeted techniques and methods.

Burnout is an emotional and physical exhaustion syndrome, which can result from too much stress. In this e⁠-⁠training course, you will learn what the term "burnout" means, and how burnout can occur. What factors contribute significantly to this condition? What are the three stages of burnout? What can you do to stay healthy even under greater stress? And what must be done if burnout has actually occurred? This e⁠-⁠training course provides clear answers to these questions. You will learn how to recognize burnout, understand it better, and help to improve the situation by means of external assistance.

This e⁠-⁠training course is about successfully leading hybrid teams and shaping the new working reality between working remotely and in-person at the office with a view to the future. Participants learn how they can establish binding rules as a basis for hybrid collaboration and where the limits of hybrid work lie. In addition, despite the physical distance, hybrid team meetings and team spirit are two essential components of this e⁠-⁠training course. Other focal points are the concept of fairness and the individual needs of employees working from home and in person at the office.

Have you defined your project goals and analyzed the environment of your project in detail? Yes?—Excellent! Then you are ready to move from the planning phase into the implementation phase of your project. As a project manager, your main task is to steer the project along the best possible path towards the project goal. In this e⁠-⁠learning course, you will therefore learn how and with which methods you can successfully manage your project. You will deal with the management of project goals, stakeholders, risk as well as project reporting. Each of these are valuable instruments in project steering.

At work, we face pressure to perform, complex requirements, unforeseeable events, and uncertainties on a daily basis. Resilience makes it possible to deal with these challenges in a positive way and even to develop personally. But what is resilience? And what are the differences between resilient and non-resilient people? How can the seven pillars of resilience help you to confidently overcome challenges in your everyday work? And how can you go about strengthening your own inner resilience? These questions will be covered in detail during this e⁠-⁠training course.

Innovations and the testing of new developments are closely interconnected. In this e⁠-⁠training course, we will show you methods for prototyping, how to use them in the most needs-based way with relatively little effort, and how to gain important insights from them at an early stage and thus save costs.

Innovations must always have a place within a company. At the beginning of this e⁠-⁠training course, we will explain which phases characterize innovation processes. We will also take a closer look at a range of possible approaches to innovation development. There is a wealth of different approaches and methods for achieving different goals. In this e⁠-⁠training course, we will look at some of them in detail and show you which goals managers and innovation teams can achieve with them, as well as how they actually work.

Innovative thinking can be learned. Developing an innovative mindset and promoting it in team members follows certain prerequisites and comes with some hidden stumbling blocks. In this e⁠-⁠training course, you will find out how you and your team can overcome what works against innovation and how to get mentally prepared for innovation.

Do you sometimes have so many ideas for an upcoming task that you skip the planning for the task altogether and get started right away? Often, this “just do it” mentality is not a bad thing at all, sometimes it’s even the better way to get things done. In classic project management, however, it is exact the opposite. Here, planning is key to the success of the project! In this e⁠-⁠training course, you will therefore learn about the success factors of project planning in classic project management. You will learn which projects can be managed the classical way and how important it is to clearly allocate roles in order to make the project a success. Furthermore, the course highlights the project assignment as the most important planning document in classic project work. You will learn how to define milestones and thus give structure to project planning and the project phases. The e⁠-⁠training course content rounds off with tips for how to use the kick-off meeting to successfully move from planning to implementing the project.

People tend to classify their fellow human beings into a pre-defined category system and evaluate them on that basis – but why is that? This e⁠-⁠training course deals with unconscious cognitive distortions and other unconscious thought patterns – such as prejudice and stereotypes – along with their causes. Participants will get to know various forms of unconscious bias – such as name bias, affinity bias and confirmation bias – and also receive some helpful tips on how to deal with them in a reflective way in their professional life.

The majority of companies are now making a deliberate decision to favor diversity. International cooperation, demographic changes, women in management positions and individuality in the workplace — the general conditions for professional and private life have changed and there is a demand for tolerance and respect in our diverse society. But what does "diversity" actually mean? What are the advantages of diversity for a company? And how can managers promote this diversity step by step and establish it as an integral corporate value? That is what this e⁠-⁠learning course is all about.

In order to hear what the other person wants to say, it is not enough to simply listen. Important information can be lost if the listener does not fully concentrate on the conversation partner and - where necessary - encourage him to continue talking. One method for shaping this communicative process effectively is "active listening". It provides guidance that allows listeners to understand the concerns of the other party truly. "Active listening" is thus one of the most important communication tools for team workers and managers. "Active listening" shows participants how to achieve better results through concentration and verbal control techniques.

Feedback is an essential tool for managing the cooperation in teams. Feedback is a give and take, both can and must be learned. The importance of feedback for personality development was also recognized in the 1970s by the two social psychologists Joseph Luft and Harry Ingram. They developed the so-called "Johari-window". It shows that self-perception and external perception differ. It also shows that through feedback the "blind spot" can be reduced and the scope for action increased. Positive feedback usually leads to the stabilization and development of the addressed behavior. It clears the way for team-promoting behavioral changes.

In the e⁠-⁠training "Understanding Digitalization" presenter Christina takes participants on a journey into the digital world. She shows that digitization is not just about converting physical products and applications into digital products and applications. But that it is above all about the data that is generated in the process. In this process, traditional companies are disappearing - and new companies are emerging. In the same way, professions are changing. Even doctors may be replaced by digital technologies. The presenter introduces the new power of customers and the need for customer centricity as another significant change. Through transfer tasks, participants are encouraged to examine their own professional environment and company for digital challenges and potential.

Those who manage to establish a good relationship with their interlocutor can have more constructive discussions and achieve better work results. The key is: communicating with respect and appreciation. The prerequisite is an "open ear" for one's own sensitivities as well as for the sensitivities of the dialog partner. In this web-based video training, the aim is therefore to build up sustainable relationships with the dialog partners in a specific manner: through clear and precise "I⁠-⁠messages" on the one hand and by being aware of the other person's point of view. This creates the basis for constructive dialog.

When it comes to resolving conflicts, people use different coping strategies. In this context, conflict researcher Gerhard Schwarz designed six methods – fleeing, fighting, yielding, delegating, negotiating and agreeing. Participants learn the advantages and disadvantages of these strategies and are guided to develop action competence in dealing with conflicts. 

In this e⁠-⁠learning, the participants receive the basic knowledge about agile project management. At first, agile project management is compared to the classical "waterfall" project management. The essential differences are clearly illustrated with the help of explanatory films. The participants learn important basic concepts of agile project management such as the iterative and incremental approach. Further focal points are the topics "Agile values" and "Agile principles". The participants are asked to classify their currently predominant way of working on the basis of the agile values and principles and to question them if necessary. The course concludes with an overview of the basic process of an agile project.

Negotiations do not always follow the same pattern. There are negotiating partners* who can make life difficult for you and can present you with real challenges in a negotiation. In this e⁠-⁠training you will learn the most important tools to keep the upper hand even in difficult negotiations. How do you deal with conflicting interests? How do you manage to get a stalled negotiation going again? How do you confidently defend yourself against attacks and not be distracted from your negotiation goal? E⁠-⁠training provides well-founded answers to these questions. It shows you how to achieve successful results even in complex negotiations through efficient preparation.

To ensure that the participants do not only get to know Kanban in its short form as a planning tool, the e⁠-⁠learning first briefly goes into its development. On the basis of the development in the Japanese automotive industry, they get to know the "flow idea" behind Kanban. This should enable the participants to use the method more creatively and purposefully. A case study from the manufacturing industry will also make Kanban tangible. The participants will learn the different ways to handle a Kanban board. They also learn about the most important elements such as "Work in Progress Limits" and the "Pull Principle".

Professional moderation, videos and explanatory films teach how managers can successfully shape change processes. The e⁠-⁠learning introduces the best-known change models and the individual phases of a change process. It also provides concrete measures and tools for the individual phases and sheds light on how to deal with resistance. Exercise questions, transfer tasks, key messages and a final test anchor the content.

Leading virtual teams is a skill that can be learned. The participants will learn how to motivate virtual teams remotely and in a media-appropriate way. They will learn to build trust between the individual team members working in different locations around the world. Another focus area of the e⁠-⁠learning course is for the participants to learn how to promote social networking in a team. In the last chapter, they will learn how to give effective feedback even remotely.

Stories convey information more clearly, effectively and emotionally than facts and figures. Storytelling is part of every company and can be used in many situations, be it in conversations within a team or in conversations with customers. The e⁠-⁠learning course explains what storytelling is and how it works. Videos, tips, mnemonics, instructions and overviews show how to build a good story. Questions, transfer tasks and a final knowledge check ensure that the learning objectives are achieved.

Needs analysis forms the basis for every sales talk. In order to determine the demand, knowledge of the different questioning techniques is important. This is exactly where this online training comes in. The focus is on the PPF method. It is easy to learn and very effective. After asking questions about the present, the salesperson asks the customer questions about the past, and then uses future questions to further specify the need.

It is obvious that experts simply tell their listeners what they know. But a lecture is only one of many ways to effectively pass on knowledge - and by far not always the best. In this standard e⁠-⁠learning, users therefore learn about and apply many methods beyond the classic lecture. The methods are adapted to the respective phases of the classroom training.

"Agility" is the answer to ever shorter-term planning processes and ever faster change. "Leadership" must also be rethought in this context. This e⁠-⁠training therefore puts the classic leadership tools to the test. It is divided into the areas of mindset (understanding of leadership), skillset (leadership competencies) and toolset (leadership tools). For all three areas, we will examine how thinking and the respective methods and tools must change in order to continue to meet the requirements of successful leadership.

One of the essential formats for the effective transfer of knowledge is face-to-face training. In this standard e⁠-⁠learning the participants receive the basics for planning and designing a classroom training. This includes obtaining (and, if necessary, requesting) a goal-oriented briefing, elaborating the goals of the training, planning the contents and methods, and also considering the organizational challenges.

Communication is the fuel that powers all teamwork. This also applies to virtual teams. In this e⁠-⁠learning course, the participants will learn how to establish efficient communication in virtual teams. They will learn which digital media are suitable for which occasions and what they should think about when choosing the respective medium. Furthermore, the participants will learn to regulate the collaboration in their virtual team and to avoid media-induced misunderstandings. The e⁠-⁠learning course specifically addresses how virtual meetings must be conducted.

No!" - does not always mean no. Objections do not mean disinterest on the part of the customer, but quite the opposite, potential attention. In order to be able to recognize, decode and, in the best case, crack objections from the other party, this course presents the ten most frequent objection codes and how to react to them. The acknowledgement method, which consists of four stages - the acknowledgement phase, question phase, argumentation phase, and activation phase - has proven particularly effective here. The participants learn how to use this method safely.

The more self-determined and self-reliant you can be in your job, the more important it is to be self-motivated in your approach. In this e⁠-⁠training you will learn the basics of self-motivation. You will explore your motives and learn how to formulate clear goals. On this basis, we will introduce you to methods for motivating yourself effectively and maintaining your motivation in the long term. In addition, you will learn how to deal productively with obstacles. Numerous practical tips make it easier for you to apply the new knowledge in your everyday life.

Simmering conflicts are toxic to the workplace – in terms of both atmosphere and productivity. However, most conflicts can be diffused or completely cleared up with conflict resolution techniques. In this interactive multimedia e⁠-⁠learning course, participants will learn how to prepare for conversations about conflict, how to conduct conflict resolutions, and how to ensure that everyone honors their agreements.

This e⁠-⁠training video features video lectures, tips, mnemonics, transfer tasks, templates, study questions, key messages, and a knowledge check. Participants learn step-by-step how to create a job description, develop a job profile, conduct the job interview, ask the right questions and draw the right conclusions.

In this e⁠-⁠learning the participants get to know the model of the Johari-window. It shows the difference between the perception of others and the perception of oneself. It clarifies the "blind spot" and shows why the "secret" will remain a secret. With the help of the course it is taught that "giving feedback" does not mean "praise" or "criticize". Rather, it is about the systematic opening of self-perception through feedback from outside.

This e⁠-⁠learning will present the participants with numerous tools for better and more effective argumentation. They will learn about the five-step technique, the ETHOS scheme and the four i⁠-⁠Words technique. An expert gives advice for professional preparation and the use of voice and body language. Using film scenes the e⁠-⁠learning shows how to deal with blackouts, counterarguments, trick questions and verbal attacks in a confident way.

The e⁠-⁠learning presents the "eight communication types" according to Friedemann Schulz von Thun. The course is designed to raise the participants' awareness of the fact that people have different communication styles. It also makes them aware of their own preferred communication style. It is not about right or wrong communication styles, but rather about recognizing one's own style and, if necessary, developing it further or opening it up.

Using Friedemann Schulz von Thun's "4⁠-⁠ears-model", the participants are made aware of the complex process of communication. They get to know and understand their personal communication behavior better. The participants also get to know "their" preferred ear. They learn to understand which messages they often send unconsciously. The training course encourages the participants to transfer the acquired knowledge into action competence.

The focus is on video lectures and a workbook. In the video lectures a professional presenter leads through the topic. He interprets the film scenes and uses explanatory films to show the creation and effect of different mindsets. Transfer tasks help the participants to reflect on their own mindset. The workbook serves to systematically develop new perspectives and can be used for self-organized learning as well as for work in learning groups.

The value does not depend on the product, but on the user. Because knowledge of the buying motive is fundamental to the value argumentation, this e⁠-⁠learning presents the four most important buying intentions - safety, recognition, profit and convenience - their recognition and appropriate response. Building on this, the participants learn the five-step technique of value argumentation. Realistic examples show what an individual value argumentation can look like.

Where there are people, there will be conflicts. This e⁠-⁠learning uses four methods to teach strategies for dealing with conflict. The earlier these methods are used, the faster a conflict loses its meaning and effect. The four methods are 1. Respect the emotional level. 2. Use humor as a tool to defuse conflict. 3. Learn to criticize fairly. 4. Consistently avoid power games. Through exercises and game scenes, participants are encouraged to try out these simple methods of conflict resolution in everyday life and thus acquire the competence to act. 

More and more projects are being executed outside of traditional corporate hierarchies, by interdepartmental or even intercompany teams assembled based on competencies. In teams like these, there is often no disciplinary leader. Instead, the team has a lateral leader. That leader is then responsible for the project results but without being a superior in charge of the team. In this course, we will explain what exactly the special characteristics of lateral leadership are. We will use a practical example to show you how lateral leadership operates and what leadership tools are of special importance.

Anyone who wants to use time productively must first know what time is needed for. Therefore, this e⁠-⁠learning first invites the participants to write down their own ideas. In other words, to write down for every hour of two weeks what was done in each case. This self-assessment is then used as a basis for learning the essential methods of time management. The Pomodoro-method, batching, time-boxing and prioritizing according to the Eisenhower-matrix. The goal is that the participants learn to manage their time in a way that the other team members can rely on. The e⁠-⁠learning can also be used to get to know individual methods in a new way.

Participants undergo a "crash course in didactics" and receive an overview of the three major models: behaviorism, cognitivism, and constructivism. Also included in this standard e⁠-⁠learning: the MASTER model as a planning and structuring model for seminars. Users are also made aware of the various roles and tasks they face as "trainers".

Effective and efficient work brings the highest possible return with the relatively low investment. This is very important for customer acquisition. After all, it is important to find out exactly the right ones among the thousands of possible customers and to make the best possible initial contact. Research tools help the participants to assess customer potential and to address them in a targeted manner. There are also effective methods for identifying potential customers. This is precisely where this online training comes in: participants learn how to prepare precisely for future customers using the "elevator pitch" method.

Understanding the highly complex "communication" puzzle is simplified by Paul Watzlawick's "Five Axioms". This shows what certain communicative dynamics look like in practice, and how it is possible to shape communication positively. Dramatizations enable the participants to recognize communication patterns, thereby enabling them to communicate in a more goal-oriented manner in the future.

For online meetings, almost all the rules that also apply to face-to-face meetings apply. But besides good preparation, structured execution and clear follow-up, other topics also play an important role. How do we deal with requests to speak? How can we also hold creative meetings online? How can we also establish social proximity and trust in online meetings? Regardless of the features of the respective online meeting tools and apps, this e⁠-⁠learning shows how online meetings can also be made productive.

In this e⁠-⁠learning course, the participants acquire the basics for their job as team leaders. They learn to set attractive, achievable and accepted team goals to motivate their team in the long run. They learn how to ensure a clear distribution of tasks within their team and how to agree on and implement goal-oriented rules. Furthermore, the e⁠-⁠learning includes measures to promote constructive communication. And it shows the participants how they can use simple means to sustainably promote trust and cohesion in their team.

With the aid of learning strategies, it is possible to guide memory and learning processes for specific goals. This e⁠-⁠training course introduces participants to a series of learning strategies based on research in the psychology of learning. These strategies are geared to widely varied learning goals—ranging from classic rote learning, to the consolidation and structuring of knowledge, to the more efficient use of informative texts and one's own notes. Participants will learn how to apply these strategies for self-directed learning opportunities in everyday work, and what makes them so effective.

Delegating is more than just "do it"! The participants learn which tasks can be delegated in principle and which ones must not be passed on under any circumstances. They learn to develop requirement profiles in order to be able to assign the respective activities to suitable employees. The four stages of the delegation discussion are then presented. The participants also learn to avoid back delegations and to check agreements and deadlines.

Successful negotiations are not based on luck, but on learned skills. This e⁠-⁠training introduces the most important tools needed to conduct successful negotiations. How to strengthen the match basis and to enter a negotiation well prepared? How do you know when to continue a negotiation or when to stop? How do you unerringly present your offer to your negotiating partner and argue the benefits of your product? The e⁠-⁠training provides sound answers to these questions. It shows you how you can successfully conclude your next negotiation through efficient preparation and targeted benefit argumentation. 

The e⁠-⁠learning shows the background and development of scrum. This enables the participants to classify and understand scrum. At the center are the basics of scrum as described by Jeff Sutherland in his book "The Scrum Revolution". The references to the Toyota principle and the Plan-Do-Check-Act method show that scrum had a broader horizon than software development from the beginning. Based on this, the essential characteristics of scrum are described: working in teams, focused work and the division into product owner, scrum master and team. The participants also learn what the basic organization of a project looks like according to scrum. The e⁠-⁠learning brings all participants to a high level of knowledge about scrum. It is ideal for the preparation for scrum projects and for the preparation for the different scrum roles.

Many salespeople are excellent advisors, but often find it difficult to close the deal. This online training enables sales staff to expand their sales competence with the closing question. By means of realistic game scenes they experience how the purchase can be systematically completed. They also learn how to break off a sales process when the customer definitely does not want to buy.

When employees hide behind their desks, it does not have to be because of ill will or convenience. They often lack knowledge, ability and confidence in themselves. So how can managers motivate their employees to come out of their shell and face new tasks? In this e⁠-⁠learning, the participants will learn helpful methods of employee motivation. The focus is on the so-called "self-efficacy".

More and more sales negotiations are being conducted online. This has many advantages, but also creates challenges. This e⁠-⁠training course, designed for experienced sales managers and sales professionals, deals specifically with the characteristic features of online negotiations. How can you succeed in building good relationships with your negotiating partners? How do you utilize the most constructive communication possible in online negotiations? And how do you resolve difficult situations? This e⁠-⁠training course provides answers to these questions and shows you how you can use professional online negotiations to intelligently and profitably expand your repertoire as a negotiation expert.

More and more people are working from home all or part of the time. That has a lot of advantages, such as a better work-life balance and being spared the daily commute to work. At the same time, employees working from home also face major challenges. Many of the structures otherwise taken for granted are no longer there, and the easy, convenient contact with colleagues is also gone. The personal responsibility is greater—everyone is called upon to structure their working time, organize their workstation, avoid distractions and stay self-motivated. Learn how to do this in this practical training that includes many tips and transfer tasks for your everyday life working from home.

For managers, the rule is: intervene as little as possible, but as much as necessary in a conflict involving their own employees. As a starting point, it is important to also recognize hidden conflicts and assess their severity. The theoretical basis for this is provided by Friedrich Glasl's model of the nine stages of conflict escalation. It clearly shows how conflicts can escalate if timely intervention is neglected. For each escalation stage, managers therefore learn various methods of conflict resolution - from the promotion of independent conflict resolution to mediation and arbitration as well as to the intervention of power.

Teams are becoming ever more heterogeneous, as the team members often hail from different countries and cultures. Consequently, intercultural communication is becoming more and more important, especially in the context of work.  In this e⁠-⁠learning course, the participants will learn what "culture" means exactly. The e⁠-⁠training course deals with the most important cultural dimensions from the works of Geert Hofstede and E. T. Hall. The participants will also learn how to become more aware of cultural differences and will receive valuable leadership tools with which to manage intercultural teams. The aim of the e⁠-⁠training course is to enhance the intercultural skills of the participants.

Decisive strength is an essential skill in an ever faster changing environment. Participants can train this competence in this multimedia e⁠-⁠learning. They learn to quickly decide in which category a topic belongs, what needs to be done immediately and what can be postponed. And they learn methods to systematically prepare good decisions and then be able to make them.