Le Meridien Al Aqah

ABAMI Consultancy and Training|Learning Centres|Le Meridien Al Aqah

Le Meridien Al Aqah – Fujairah

Outdoor adventures in the Fujairah mountains in Al Aqah

With its wide range of leisure facilities and dedicated sports-trained team, Le Méridien Al Aqah is ideal for incentive holidays and special business events such as product launches or team-building initiatives.

Among all the riches this ocean-side resort has to offer, lays a little treasure that ABAMI uses. It is the ultimate high ropes experience with a brand new climbing wall, leap of faith and a 40 foot high Journey with a zip line. It truly is an impressive feature for outdoor team building events.

Team Coaching sessions

Building a high performing team

Team Coaching is primarily focused on accelerating the process of functioning as a High-Performance Team, to ultimately achieve organizational goals. As such, it is coaching for performance of the team, to meet organizational goals and results.Based on the participants awareness about their team dysfunctions, strengths and weaknesses, they will understand the tools & techniques to overcome their dysfunctionalities by holding each other accountable to achieve the team objectives. Learning how to build vulnerability based trust, overcome the fear of conflict, and how to gain commitment of other team members .

Coaching centres around people (the team), purpose (of the team), team leadership (style and directions), process (communication flow, team structure, roles and responsibilities) and team influences (engagement with others, environment, vision and mission).

After completing the team coaching sessions, participants will be able to:

Realize that teamwork remains the one sustainable competitive advantage that has been largely untapped in organizations
Learn as a team and as a leader, how to build a high performing team
Understand how to overcome a lack of trust among team members
Identify ways to help a team move away from situations where there are false harmony, and give them knowledge of how to engage in and manage conflict as an engagement tool
Force clarity and closure on issues so that team members are more committed
Help team members and show the ways of confronting difficult issues so that they can hold each other accountable.
Link it all to achieving organizational results
Follow a clear concise and practical guide to using the five dysfunctions model to improve your team
Understand steps to be done to achieve the real power of teamwork

The content of the team coaching sessions would depend greatly on the results of the team diagnostics

The foundation for the sessions will be the ABAMI Effective Team Member model.

There are variety of modules that would be covered:

Self & Team Awareness
Building Credibility
Awareness of Emotional Intelligence
Stages of Team Development
Characteristics of high performing teams
Waves of Trust
Building Relationship Trust
Understanding Conflict
Achieving Commitment
Embracing Accountability
Achieving Commitment
Influencing others
Aligning the Team
The Power of Organizational Trust

Building a High Impact Team Leader

The ABAMI foundation for the Leadership Development is the High Impact Leader model

The recommended modules to be covered are:

The Role of the Leader in Engaging the Whole Person
Leaders Role in overcoming Team Dysfunctions
Building a Culture of High Performance
Communicating with influence and Gaining Commitment
Planning & Organizing
Problem Solving as a Team
Aligning the team towards achieving results

	The ability to know one self, what motivates me and drives me to success. My values, aspirations and my vison of me. The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise. By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed. Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.

	Inspiring a common vision and instilling a winning organizational culture. Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.

	Adapting your leadership style and behavior to engage, motivate, develop and influence others The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.

	The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs. This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.

High Impact Leadership Model

The ABAMI High Impact Leadership model is the foundation for designing leadership development journeys.

The model was developed based on our vast experience in designing and delivering leadership programs, over the last 30 years, with an aim to give leaders a defined path to effectively develop themselves and others, and to make an impact.
The High Impact Leadership model combines both smart and healthy aspects of a leader’s development journey. The four stages of achieving High Impact Leadership, addressed in the model are:

Leads self
Connects with others
Builds agility in the organization
Understands and masters the landscape

	The ability to know one self, what motivates me and drives me to success. My values, aspirations and my vision of me. The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise. By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed. Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.

	Inspiring a common vision and instilling a winning organizational culture. Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.

	Adapting your leadership style and behavior to engage, motivate, develop and influence others The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.

	The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs. This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.

The ability to know one self, what motivates me and drives me to success. My values, aspirations and my vision of me.

The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed.

Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.

Inspiring a common vision and instilling a winning organizational culture.

Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.

Adapting your leadership style and behavior to engage, motivate, develop and influence others

The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.

The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.

Modules Directory

Over 100 modules that can be configured together to build a customized journey to fit the
specific requirements for each audience

Code	Modules
Lead Self
MODLS01	Self Leadership
MODLS02	Personal Effectiveness
MODLS03	Self & Others Awareness
MODLS04	Fulfillment
MODLS05	Personal SWOT
MODLS06	SMART goals
MODLS07	Prioritizing
MODLS08	Building Trust through Gaining Credibility
MODLS09	Awareness on Emotional Intelligence
MODLS10	Building Emotional Resilience
MODLS11	The Human Side of Change
MODLS12	Managing Stress
MODLS13	Being Decisive
MODLS14	Assertiveness
MODLS15	Active Listening
MODLS16	Taking Initiative
MODLS17	Creative Thinking
MODLS18	Happiness by Choice
MODLS19	The Balanced Healthy Executive
MODLS20	Business Etiquette & Protocol
MODLS21	Positive thinking
Connects with others
MODCO01	The four roles of leadership
MODCO02	The Role of the Leader in Engaging the Whole Person
MODCO03	Stages of Team Development
MODCO04	Characteristics of High Performing Teams
MODCO05	Leaders role in overcoming team dysfunctions
MODCO06	Building trust
MODCO07	Waves of Trust
MODCO08	Relationship trust
MODCO09	Understanding conflict
MODCO10	Conflict handling modes
MODCO11	Achieving commitment
MODCO12	Embracing Accountability
MODCO13	Focusing on Results
MODCO14	Influencing Others
MODCO15	Effective Coaching
MODCO16	Giving feedback on performance
MODCO17	Situational Leadership
MODCO18	Understanding Behavioral Styles
MODCO19	Developing Empathetic Behavior
MODCO20	Career counselling
MODCO21	Mentoring
MODCO22	Recognition
MODCO23	Motivation
MODCO24	Effective meetings
MODCO25	Cross generational teams
MODCO26	Working with Different Cultures
MODCO27	Communication Model
MODCO28	Overcoming Communication Barriers
MODCO29	Delegation
MODCO30	Being Empathetic to your Customers
MODCO31	Basic Business Writing
MODCO32	Preparing an Effective Presentation
MODCO33	Delivering an Impactful Presentation
Building agility in the organization
MODBA01	Business process reengineering
MODBA02	Processes and workflows
MODBA03	Value driven behaviors
MODBA04	Understanding the strategic planning process
MODBA05	Mastering the closed loop management system
MODBA06	Strategic management tools
MODBA07	Strategic leadership essentials
MODBA08	Aligning the team through the 6 rights
MODBA09	Introduction to performance management
MODBA10	Systems to monitor performance
MODBA11	Culture of high performance
MODBA12	Goal alignment system
MODBA13	Project life cycle
MODBA14	Communicating with influence and gaining commitment
MODBA15	Strategies to overcome obstacles to change
MODBA16	Problem solving - 4D
MODBA17	Understanding and communicating the strategic plan
MODBA18	Translate and communicate strategy
MODBA19	Organizational trust
MODBA20	Cross functional collaboration
MODBA21	Planning and organizing
MODBA22	Knowledge Management
MODBA23	Introduction to project management
MODBA24	Performance appraisal
MODBA25	Political awareness
MODBA26	Quality management
MODBA27	Talent management
MODBA28	Risk Mitigation
Understanding and mastering the landscape
MODML01	Innovation and change
MODML02	Innovation map
MODML03	Service excellence
MODML04	Managing customer expectations
MODML05	Customer complaints and feedback
MODML06	Managing customer life cycle
MODML07	Managing customer relationships
MODML08	Mastering the landscape
MODML09	Global trends
MODML10	Networking effectively
MODML11	Social Media
MODML12	Stakeholder identification & understanding
MODML13	Stakeholder engagement

	An effective team member starts by building self, being aware, identifying their preferred style, their own purpose & vision leading to their commitment to the things they value most.

	Next, for a team member to be effective they need to connect with others by building relationships, earning trust, being empathetic and all together being a member of a high performing team period.

	By being aligned with the organization, an effective team member understands and values their role. Are able to focus on the team results and have a winning mentality in the face of ambiguity. By being aligned, a team member sees opportunity in change and fosters ownership for their own action & that of the team period.
	Finally, to be aware of the surrounding landscape, driven by market demands & have the business acumen to make sound decisions that are innovative and capitalize on opportunities.