Leadership coaching is a powerful tool that can help individuals enhance their leadership skills, unlock their full potential, and achieve their career goals. By working with a professional coach, leaders can develop self-awareness, emotional intelligence, and effective communication skills. One of the key benefits of leadership coaching is the opportunity for personal growth and development. Coaches provide valuable feedback, guidance, and support to help leaders overcome challenges, navigate complex situations, and make informed decisions. Additionally, leadership coaching can improve team dynamics and organizational performance by fostering a culture of open communication, trust, and collaboration. Leaders who invest in coaching are more likely to inspire and motivate their teams, drive innovation and creativity, and achieve sustainable business success. In a competitive global market, leadership coaching is not just a luxury but a necessity for individuals and organizations seeking to thrive and excel in a rapidly changing world.

Why to take part on leadership courses?

Taking a course on leadership can be highly beneficial for individuals looking to advance their careers, develop essential skills, and drive professional growth. Such courses provide valuable insights into various leadership styles, strategies, and best practices, allowing participants to enhance their communication, decision-making, and problem-solving abilities. Additionally, leadership courses offer opportunities for self-assessment, feedback, and personal development, helping individuals build confidence, resilience, and emotional intelligence. By learning from experienced instructors and interacting with peers, participants can gain new perspectives, expand their networks, and acquire practical tools to lead effectively in diverse organizational settings. Ultimately, investing in a leadership course can empower individuals to become more versatile, adaptable, and impactful leaders, positioning them for long-term success and career advancement.

The benefits of businesses from executive and organizational leadership courses!

Executive leadership and organizational leadership trainings are crucial for businesses to thrive in today’s rapidly evolving and competitive market. These programs equip leaders with the necessary skills, knowledge, and tools to effectively navigate complex challenges, drive strategic growth, and inspire high-performing teams. By investing in leadership training, businesses can cultivate a strong leadership pipeline, foster a culture of innovation and continuous improvement, and enhance employee engagement and retention. Effective leadership development programs also help organizations identify and nurture future leaders, align strategic objectives and organizational goals, and build cohesive and collaborative teams. Here are some benefits counted from taking an executive or organizational leadership course on your organization:

1) Developing a cohesive and high-performing leadership team that can effectively steer the company towards its strategic goals,

2) Enhancing communication and decision-making processes within the organization, resulting in streamlined operations and increased efficiency,

3) Fostering a culture of innovation and continuous improvement, leading to greater adaptability and competitiveness in the market,

4) Improving employee engagement and retention by creating a supportive and empowering work environment, and

5) Building a strong leadership pipeline for future succession planning and ensuring long-term sustainability and success for the organization.

Ultimately, investing in executive or organizational leadership training can significantly impact the overall performance and growth of the organization.

Internship programs are structured opportunities for students or recent graduates to gain practical work experience in a specific industry or field. Typically, interns work alongside professionals in a company or organization, learning about the industry, gaining practical skills, and building a professional network. Internships provide invaluable hands-on experience, the opportunity to explore career paths, and often lead to job offers or increased marketability in the workforce. They also allow interns to apply theoretical knowledge from their studies in real-world situations, helping to bridge the gap between academic learning and professional practice.

The benefits of being an intern!

Being an intern provides numerous benefits, including gaining valuable work experience, developing practical skills, expanding professional networks, exploring career options, and enhancing marketability in the job market. Internships offer a hands-on learning environment where individuals can apply theoretical knowledge from their studies to real-world situations. They also provide opportunities to work alongside professionals in a specific industry or field, allowing interns to gain insight into the day-to-day operations of a business and build relationships that may lead to future job opportunities. Additionally, internships help individuals develop critical skills such as communication, time management, problem-solving, and adaptability, which are highly sought after by employers.

Types of internships!

There are various types of internships to cater to different interests and career goals.

Paid internships offer a salary or stipend in exchange for work, providing financial compensation for the intern’s time.

Unpaid internships typically offer valuable work experience but do not provide financial compensation.

Virtual internships allow individuals to work remotely and gain experience from anywhere in the world.

Full-time internships involve working a standard 40-hour workweek, while part-time internships offer a more flexible schedule.

Some internships are project-based, focusing on specific tasks or objectives, while rotational internships allow interns to work in different departments or roles within an organization.

These various internship types offer diverse opportunities for individuals to gain experience and skills in their chosen field.

Things you have to know before you start an internship program!

Before starting an internship program, it is crucial to have a clear understanding of the expectations and responsibilities associated with the role. This includes knowing the duration of the internship, the number of hours required each week, and the specific tasks or projects you will be working on. Additionally, it is essential to research the company or organization you will be interning at to gain insight into its values, culture, and industry. This knowledge will help you better integrate into the workplace and understand how your role fits into the larger organizational structure. Communication is key in any internship, so it is important to establish open lines of communication with your supervisor or mentor from the start. Discuss your goals, expectations, and learning objectives for the internship to ensure that both parties are on the same page. Being proactive during an internship is essential for making the most out of the experience. Seek out opportunities to learn new skills, network with professionals in the industry, and contribute value to the organization. Taking initiative and showing enthusiasm for your work will demonstrate your dedication and commitment to the role. Finally, maintaining a positive attitude, being open to feedback, and demonstrating professionalism and reliability throughout the internship experience are crucial for making a positive impression. Adhering to workplace norms, showing respect for colleagues, and being adaptable to changing circumstances are all important qualities that will contribute to a successful internship experience.

The employment contract is an agreement between the employee and the employer, which regulates the employment relationship and contains the rights and obligations of the parties. In the employment contract, the employee undertakes to offer his work or service for a specified or indefinite period of time, within the organization and orders of another person, called the employer, who undertakes to pay a remuneration. When the relationship between the two parties is not clearly defined, the competent court or the Temporary Employment Agency, at the request of the parties, must determine the true nature of the relationship between them, based on the provisions of this Code, as well as the facts related to the ability in work and remuneration of the employee.

 

What is considered an employment document according to the International Labor Organization (ILO)?

 

According to the International Employment Organization (ILO), a document is considered an employment contract when 3 conditions are met simultaneously:

Firstly, is an agreement of free will between two parties, the one who wants to be part of a work process and the one who offers a work process

Second, this work process must include a reward, which comes in the form of a cash payment.

Thirdly, the process takes place under the supervision of one party, which is the employer.

 

The form of an employment contract according to the “Labor Code” in Albania:

 

According to the Labor Code in Albania, the agreement between the employer and the employee is made in writing and, mainly, contains:

1. a) the duration of the employment;
2. b) place of employment;
3. c) general job description;
4. d) service fee.

 

When does an employment contract is considered concluded?

 

The employment contract is considered concluded when the employee agrees to perform a job or service, for a specified or indefinite period of time, within the framework of the organization and according to the orders of the employer and which, based on these circumstances, is performed only against payment

 

The employment contract must contain especially:

1. a) the identity of the parties;
2. b) workplace;
3. c) general job description;
4. d) date of commencement of work;
5. e) the duration, when the parties enter into a fixed-term contract;
6. f) the duration of paid holidays;
7. g) the notice period for termination of the contract;
8. h) the constituent elements of the salary and the date of its award;
9. i) normal weekly working time;
10. j) reference to the collective agreement in force;
11. k) trial period;
12. l) types and procedures of disciplinary measures, if there is no collective agreement.

 

In the employment contract, the parties expressly provide that the contract is concluded for temporary or permanent work purposes of the Agency/company.

 

Before starting work in the host enterprise, the employer informs the employee, in writing, about: a) the name, address of the headquarters and the place of work;

1. b) the name of the employer or representative of the host enterprise;
2. c) rules for normal work progress, working time and rest time;
3. d) any other important employment condition for the given job.

 

There are two types of employment contracts:

Fixed-term employment contracts – The fixed-term contract ends at the end of the stipulated time, without prior resolution.

 

Employment contracts with an indefinite term – The contract with an indefinite duration ends when it is chosen by one party and the notice period has ended.

 

Trial period:

According to the Labor Code, the employer and the employee, in the employment contract (with fixed or indefinite term), can foresee a trial period, during or at the end of which, they decide on the continuation or not of the employment relationship.

Some characteristics of the trial period:

• The trial period is applied to both fixed-term contracts and indefinite-term contracts, articles 142 and 150 of the Labor Code.
• If the contract is not terminated during the trial period, this is included in the duration of the fixed-term contract.
• The probationary period cannot be stipulated more than once and for the performance of the same work, when a work contract has been concluded between the parties.
• The trial period cannot be longer than 3 months. It can be shortened or removed by agreement between the parties or in the collective agreement.
• The length of the probationary period is known as seniority.
• Each of the parties can terminate the contract during the trial period with a 5 (five) day prior notice. Please note that this period is different from the notice periods that apply to termination of employment after the end of the trial period..

Term of termination of employment relationship

After the probationary period, in order to terminate the contract with an indefinite period, the parties must comply with a notice period of:

• one month, during the first year of work,
• two months for two to five years of work,
• three months for more than five years of work.

These deadlines can be changed by written agreement or in the collective labor contract. When the employee has completed up to six months of work, the notice period cannot be less than two weeks. The notice period is no less than 1 month when the employee has worked for more than six months. The notice period for the termination of the contract is extended, as the case may be, until the end of the week or until the end of the month. The same rule applies when the notice period is suspended during the period of incapacity for work, pregnancy or holidays granted by the employer. When one of the parties terminates the contract without respecting the notice period, the termination is treated as termination of the contract with immediate effect.

Studies have consistently shown the importance of healthy relationships in the workplace for employee well-being and organizational success. Research by Gallup found that employees who report having a best friend at work are seven times more likely to be engaged in their job. Additionally, a study by the Harvard Business Review revealed that employees with strong workplace relationships are more productive, have higher job satisfaction, and experience lower levels of stress. These relationships are built on trust, respect, open communication, and mutual support among colleagues. When employees have positive relationships with their peers, managers, and teams, they are more likely to collaborate effectively, resolve conflicts constructively, and work towards shared goals. Healthy workplace relationships also lead to increased morale, job satisfaction, and employee engagement, ultimately improving overall job performance and organizational success. Strong interpersonal connections can enhance team cohesion, creativity, and innovation, as individuals feel comfortable sharing ideas and feedback.

Fostering healthy relationships in the workplace is not just a nice-to-have, but a necessity for creating a positive and productive work environment.

By investing in strong connections among employees, organizations can cultivate a culture of trust, collaboration, and mutual support that not only boosts individual well-being but also drives overall success. As studies have shown, the benefits of healthy workplace relationships extend beyond employee satisfaction to encompass improved productivity, innovation, and organizational resilience. Emphasizing the value of positive interactions and meaningful connections at work can ultimately lead to a more engaged, motivated, and harmonious workforce that thrives in today’s complex professional landscape. Investing in building and maintaining healthy relationships in the workplace can lead to a more harmonious and thriving organizational culture.

References:  Gallup(2020) The Relationship Between Engagement at Work and Organizational Outcomes: Meta-Analysis: 10^th Edition.

Opie, T. & Livingston, B. A. (2018). Survey: Tell Us about your Workplace Relationships. Harvard Business Review

The code of ethics in the workplace is a set of principles that guides behavior and decision-making, defining what is considered right or wrong in a professional setting. Ethical behavior in the workplace includes honesty, integrity, respect for others, transparency, and fairness. Guidelines for maintaining ethical conduct typically include compliance with laws and regulations, confidentiality, conflict of interest management, and a commitment to diversity and inclusion. Elements of a code of ethics may incorporate mission statements, core values, and specific policies and procedures to ensure adherence to ethical standards throughout the organization. These guidelines help establish a positive work culture, build trust among employees and stakeholders, and promote ethical decision-making in all aspects of business operations.

• Honesty and ethical behavior

In the code of ethics, the value of honesty is paramount as it cultivates trust and integrity in all interactions. Honesty entails truthfulness, transparency, and sincerity in communication, actions, and decision-making. Upholding honesty fosters ethical behavior, promotes accountability, and ensures that individuals act in the best interest of others, maintaining a standard of fairness and credibility. It is a foundational principle that guides ethical conduct, promotes responsible behavior, and contributes to a positive and trustworthy organizational culture.

• Integrity and ethical behavior

Integrity in the workplace is a foundational value that encompasses honesty, ethical behavior, and consistency in actions and decisions. It involves adhering to moral and ethical principles, being truthful and transparent, and acting with sincerity and reliability in all professional interactions. Maintaining integrity fosters trust among colleagues, stakeholders, and clients, builds a positive organizational culture, and upholds the reputation and credibility of the organization. Individuals who demonstrate integrity exhibit strong moral character, take responsibility for their actions, and consistently uphold ethical standards, even in challenging situations. Ultimately, integrity is essential for creating a workplace environment based on trust, respect, and accountability, where ethical behavior is valued and practiced by all.

• Transparency and fairness as part of ethical behavior

Transparency and fairness in the workplace are crucial elements that contribute to a healthy and productive organizational culture. Transparency involves open communication, honesty, and accountability in decision-making processes, ensuring that employees are informed about key information, policies, and changes within the organization. This fosters trust among team members, reduces misunderstandings, and promotes a sense of inclusivity and collaboration. Fairness, on the other hand, entails treating all individuals equitably, without bias or discrimination, and ensuring that opportunities and rewards are distributed based on merit and performance. Upholding fairness in the workplace cultivates a sense of justice, respect, and equality among employees, creating a positive environment where everyone feels valued and motivated to contribute their best. By embracing transparency and fairness, organizations can enhance employee engagement, satisfaction, and overall success.

 

• The Dress Code as Part of Ethical Code

Dress code in the workplace plays a significant role in shaping the overall professional image and culture of an organization. It helps establish a sense of unity, professionalism, and respect among employees and can even reflect the values and brand of the company. While dress codes can vary depending on the industry, position, or company policies, adhering to a well-defined dress code can ensure that employees present themselves appropriately and maintain a level of professionalism in their interactions with colleagues, clients, and customers. Additionally, a dress code can help set expectations, promote a sense of belonging, and create a cohesive aesthetic in the workplace. Ultimately, a well-thought-out dress code can contribute to a positive work environment and enhance the overall reputation of the organization.