euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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  • 2.4 Personal Development Tools, Coaching & Training
  • The life purpose model

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  1. 2 INDIVIDUAL LEVEL

2.4 Developing your talents

Previous2.3 How to integrate someone elseNext2.4.1 Talent Development Processes

Last updated 5 years ago

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2.4 Personal Development Tools, Coaching & Training

In this section you will find many tools that we have put together over the years in order to inspire everyone at euforia to take care of each others personal & professional development.

At the beginning of your journey at euforia your integration coach will walk you through the following tools / exercises:

  • DON'T HESITATE to use them again whenever you want!

Other tools that you might want to explore and that will make your integration at euforia easier are:

The life purpose model

This model states that a person can exploit her/his full potential, when s/he engages in work that lies at the interface of his/her values, strengths, passion and problematic of interest. This model is inspired by the book "7 Habits of highly effective people" by Stephen R. Covey. We use in many of our trainings, workshops and it underlies our talent development system.

After having found out your values, passions, and strengths you can also dive in the causes (what the world needs) that you really care about. In order to do that try answering to the following questions:

  • What world challenge really matters to me?

  • If I could make the difference for a certain group of "beings" , who would that be? Children? Adults? Workers? People without an employment? Animals? Nature? etc. etc.

  • If everything was possible what would I change in this world?

  • If everything was possible what kind of world would I want to leave to the future generations? What areas would need to be improved? Of those areas is there one that you are more drawn to?

exercise (self-reflection followed by a discussion)

exercise (self-reflection followed by a discussion)

exercise (self-reflection followed by a discussion)

How to give & receive good feedback ()

The Johari-Window (in French and in English )

Basic coaching questions and fundamentals .

Exercise to reflect on your work priorities .

Addressing conflict and solving problems: (in the green zone) & .

If YOU are the Integration coach or a euforia member taking care of the talent development of someone else then you might want to read to understand how to guide someone else through these tools.

If you want to explore your life purpose model you can spend some time for yourself adapting the exercises that we ask participants from our training imp!act to go through. is the NAOMMIE (script of the session) that you can adapt to your needs. is a document with two exercises to support you to find your values / passions and strengths as explained in the NAOMMIE.

Needs, Fears, Expectations
Attitudes, Skills & Knowledge
Strengths & Weaknesses
Feedback rules
here
here
here
here
how to keep others collaborative
tool to air dirty laundry
this document
Here
Here