Employee development

An essential part of modern management is creating a framework for employees to work together successfully. Employees should be able to work together to achieve goals, reach agreements that stick, and resolve difficulties as early as possible.

With the Coverdale learning method, we offer participants the opportunity to build skills that make a significant difference in everyday work, regardless of whether they work in a more hierarchical or agile environment.

All courses as list overview
Leadership Development
Change Management

Facilitating virtual / hybrid meetings

Successful Decision-making

Leadership and Transformation

Organisational development for leaders

Influential Leadership
Leadership Awareness Training
Conducting employee appraisals
Facilitating Conflicts
Facilitating Meetings

Positive Leadership

Remote Leadership

Goal-oriented Leadership

Conflict Management
Difficult Conversation
Self- and time management

Negotiation skills

Working together

Collaboration in virtual teams

Agile Mindset
Agile leadership roles
Agility in the Nutshell
Design Thinking
Collaboration in agile teams

We offer the right format for your desired learning objective

Live in a class room

All participants are present in the room at the same time. Group sizes from 4 to 12 people – depending on the topic, are possible.

Online Traning

Virtual training allows participants to “get a flavour” of a topic in a short workshop or to deal with the same issue more intensively by taking part in an online training lasting several days, which is the equivalent of a 2-day life training.

Blended Learning

The training offered consists of a combination of self-learning elements and support from an online coach.


The participants learn in a completely self-organised way whenever they want and can spare the time for it. The participants are responsible for monitoring the success of what they have learned.

The Coverdale Learning Method

In training, participants learn consciously and goal-oriented from experience. The tasks that participants work on are either directly tailored to the respective company or have a practical structure and must lead to accurate, verifiable results with limited resources.

In contrast to everyday work, we take ample time to reflect on the “laboratory situation” of the training. We check the results against the set goals and evaluate the procedure with a process review.

In the theory sequences of the training, the consultants then build on the participants’ experiences. They give suggestions, offer new methods, provide explanatory models and encourage participants to try new approaches and behaviours.


Communicating with others is a beautiful way to create closeness and an excellent opportunity to get into trouble. Most of our communication takes place on an emotional level. The sending person packages their message into a signal (usually words), and the receiving person interprets what she has heard to the best of their ability. Even Paul Watzlawick said, “You cannot not communicate.”

In this training, we look at different communication models and determine how successful communication is structured so that it works for both the sender and receiver. Conscious learning from experience is encouraged through a structured “review” after each task.


  • Communication basics such as the iceberg model
  • Four sides of a message
  • Change of perspective as a communication method in difficult situations
  • Emotion and communication

Conflict Management

Conflicts and the right way to deal with them should be part of everyday life in a company. Handled correctly, they release energy that promotes rather than hinders team cooperation.

It is essential to recognise conflicts in time, to deal with them promptly, and to find solutions for the problem that has arisen. This training was designed especially for beginners in conflict resolution.

You will learn to recognise conflicts, analyse them correctly, assess them and deal with them so that all sides can live with the negotiated solution.


  • Conflict definition
  • Conflict analysis
  • Conflict management
  • the analytical and the systemic approach in conflict resolution
  • Negotiating solutions


We understand facilitation as the support of groups to make the best use of all resources. This support usually takes place at the process level. Facilitators provide groups with methods, tools, and skills that enable the other group members to focus on the content of the task.

In this training, you will learn how to facilitate meetings and workshops in a way that helps groups achieve the desired outcome. We focus on facilitation settings for meetings using analogue and electronic facilitation tools.


  • Basics of the facilitation technique
  • The facilitation process
  • Setting and pursuing aims
  • The role of the facilitator
  • Preparation – documentation and follow-up
  • Dealing with difficult situations or participants

Difficult Conversation

Difficult conversations always take place when there is a possibility that at least one side runs the risk of reacting emotionally to the content of the conversation. For example, it could be about delivering bad news, giving critical feedback, or addressing stressful topics for at least one side of the conversation.

In this training, you will learn how to act confidently and level-headedly in difficult conversation situations. During the training, you can prepare for upcoming conversations and reflect on conversations that have been unsatisfactory in the past.


  • Communication filter
  • The vicious circle of decision-making
  • A systematic approach
  • Communicating without violence, according to M. Rosenberg (c)
  • Recognizing emotions in conversation and reacting empathically

Self- and time-Management

Self-leadership is an internal process in which we deal more frequently, intensively and systematically with our person, personal issues and our lives. Self-organisation is a process that involves creating structures for our daily routine, designing processes and complex tasks, and managing our use of time. You must develop your ability to self-organise continuously; no patent remedy exists.

In this training, you will learn time and self-management tools and experience the essential elements of successful self-leadership.


  • Successful time management
  • Self-management methods such as the Eisenhower method, the Pareto principle
  • Strategic self-management
  • Developing stress intelligence
  • Inner drivers

Negotiation Skills

Negotiations are among the most demanding tasks of everyday professional life. Often the line between failure and success is narrow and depends decisively on personal and professional appearance. Insufficient preparation, incorrect formulations or unclear agreements can quickly lead to difficult situations that cost money and weaken your professional position.

In this training, you will learn about the different forms of negotiation. We will show you how to prepare talks consistently and conduct them in a structured way thanks to the four Harvard principles, aiming to reach workable agreements cooperatively. You will experiment with negotiation cases and learn how to make negotiations a win-win situation for both sides.


  • The Harvard concept in practice
  • Positional negotiation
  • Haggling the right way
  • Working with options
  • The best alternative to a negotiated agreement
  • Recognizing and defusing tricks and psychological traps

Working together

Well-functioning cooperation between employees, departments, and divisions guarantees that companies are flexible and effective long-term. Social competencies regulate the interaction with each other and are the lubricant in collaboration. Process competencies serve to work effectively and efficiently towards common goals.

In this training, you will learn simple, very effective management tools of cooperation through practical application.


  • Agreeing on aims
  • Time horizons of aims
  • A systematic approach
  • Rules of Collaboration
  • Team development

Collaboration in Virtual Teams

It is not only in an international context that more and more companies are relying on virtual teams in addition to the physical collaboration. Virtual teams should also follow processes, usually more self-organised than presence teams. Self-Organisation works well if it is clear which output the team should provide and what goals the group and each individual should achieve.

In this training, you will learn about the challenges of virtual collaboration. We also look at technical aspects of virtual collaboration, such as which platform or tools we recommend for which purposes.


  • Agreeing on aims
  • Working systematically
  • Rules of virtual collaboration
  • Technical basics for successful virtual collaboration

More training offers

Leadership Development

Agility and New Work