Strengthening self-awareness and, by extension, the leadership and communication skills of senior executives, so that they are prepared to manage effectively and constructively their interactions with employees, customers, suppliers, and colleagues.
Shaping a sustainable culture of Diversity and Inclusion that spreads across the entire spectrum of the company’s workforce, from headquarters to its network of stores.
«Diversity and Inclusion in the Workplace» and «The journey towards self-awareness and empowerment of executives to ensure a people-centred culture»
Harmonising the culture across a wide range of executives (450 people) who participated in the program, including directors of general departments, branch managers, regional managers, head office managers, and others.
Raising awareness and strengthening understanding of issues related to everyday working life and the formation of a sustainable culture of Diversity and Inclusion.
Following a series of diagnostic discussions with company executives, we designed a training program action on the “Diversity and Inclusion in the Workplace”.
The program action was implemented nationwide, in cities such as Athens, Thessaloniki, Larissa, Lamia, Patras, Ioannina, and island regions, through:
More than 30 in-person group meetings and discussion workshops, lasting 8 hours per group.
Participation of representatives from all areas of the company, such as the HR, Marketing, Sales, Financial Services, Organisation, Distribution Departments, as well as the Retail (wholesale and retail) Departments.
From early on, during the planning stage, company executives felt that we listened carefully to every perspective and understood their concerns about implementing a program with a “sensitive theme” that was aimed at a large and diverse audience. Our proposal was to approach the program through a sociological perspective-discussion, seeking to defuse any potential resistance that might arise in specific groups.
During the eight-month program, we worked on issues related to stereotypes, prejudices, and discrimination, linking our discussions to corporate values. Simultaneously, we incorporated our material into management practices such as meetings, hiring, promotions, and evaluations, while placing particular emphasis on everyday behaviours towards people.
In addition, through a brief update, we referred to the existing legal framework, discussed the management of different generations, and focused on how all of this can serve as a lever for creating a positive climate and a people-centred culture.
The issues that emerged existed, exist, and will continue to exist. What really mattered, however, was that all participants were given the opportunity to think, discuss, and freely express their opinions, with a focus on “substance over form”.
The workshops combined theoretical and experiential material, including participation in realistic case studies from the company, thus reinforcing the practical application of the concepts.
In addition to participating in the experiential workshop, participants received a guidebook/action plan as a supplement to the disclosure of the Work Regulations and the specific internal procedures and policies of the client-company.
The success of the program was recorded by the company itself, through indicators that truly show the satisfaction of the overwhelming majority of the audience, both in terms of content and management of the educational process, etc. More than 93% of the audience would recommend Crowe Greece Advisory’s program to other colleagues.
Taking it one step further, our client-company then assigned to us the task of strengthening key roles through a series of personalised executive coaching programs on:
More than 10 executives were invited to participate in an executive coaching program aimed at strengthening individual leadership skills and understanding the dynamics of the executives they work with on a daily basis.
One of the behavioural preference and attitude tools selected by our firm for the implementation of coaching programs and the enhancement of self-awareness was utilised.
In addition to participating in the diagnostic tool, participants received an individual report which served as a basis for navigating the content, with the aim of formulating a self-improvement action plan in areas deemed necessary for development on both a personal and professional level.