Edoardo Binda Zane
Leadership and Communication Consultant
Edoardo Binda Zane is a trainer and consultant based in Berlin and working across Europe with corporates, scaleups and universities. Throughout his career he has been leading 7-figure projects, and he now combines that experience with other areas of work to develop skills in teams and individuals. His goal is to provide teams and leaders with the right communication and leadership skills to thrive in increasingly dynamic markets, to face their frequent and disruptive changes and to increase their capability of generating value - in short, preparing them for the future of work.
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- Conference : 2500 €
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His/Her talks
Emotional Intelligence for Leaders
Emotional intelligence is a key skill for any manager, it helps you work better, be more resilient and keep your team united under any circumstance - but it does come with issues of its own. First of all, most of the content you find is either some superficial blog post or some unapproachable academic work - which leaves you with the problem of what to do in practice with that knowledge. I’ve faced this precise issue before, and spent months of research to develop a clear method for framing, working on and applying emotional intelligence skills - which I have also collected in a book I’ve published. So during this session I’d like to walk you through this battle-tested approach, enabling you not only to grasp the core processes and the practical effects at play, but also to start applying these inputs right off the bat. As a result, you’ll be seen by your team in a different light: someone able to lead, engage, keep everyone united and be the role model and guide they need.
Leadership, Teamwork and Improvisation - steal from the best
What can you learn from comedians that will make you better at your job? Quite a lot, as it turns out. Take improvisers: they take the stage every night without an idea of what they’ll do, yet they perfectly design, communicate, and execute a process in real time that leaves their clients happy with the show. It’s not magic, it’s a different approach to teamwork, developed through decades of user testing, and that is what this session is about. In the session we’ll go through all the secrets that give improvisers an edge and enable you to bring them back to your own team to: 1. Be one step ahead and recognize issues before they hit your team. 2. Feel resilient in navigating chaos—and guide others through it. 3. Inspire others and gain their trust. 4. Ideate, iterate, and execute faster. We’ll be looking at how this all works in practice, and give you a chance to try it out for yourself!
How to have the right ideas on command
The science of creativity is a fascinating one. Having great ideas does not depend on the tools you use, your level of intelligence, your background or some sort of innate predisposition to it. Having great ideas depends only on two things: 1 - Knowing what processes to follow 2 - Knowing how to activate them Most importantly, 90% of the job is practicing it, which is why during this workshop we will do precisely that. You will leave the event with a thorough understanding of how creativity works in practice and how you can start applying it in your job. You will leave the event having learned: - The processes and the science underpinning creative thought. - What processes to activate to have the right ideas at the right time and how to do it. - How to enter a creative mode and how to enable others to develop the skills necessary to generate high-quality ideas. - In sum: how to confidently have the right ideas on command, regardless of the situation
Re-engage your teams the right way
Everyone wants to rebuild engagement and regain their teams' trust. But it won't happen by itself. - Companies want to bring people back in, no matter what - People are burned out out after this past year. - Moving back to the office a few days means losing out on private life. - People are angry, burned out, resentful, and stats say 41% is ready to quit. - Mass quitting means lost projects, lost revenue and mass recruiting effort. “We already went through a lot this year, getting people engaged shouldn't be yet another struggle - it's not right" This is what we are thinking: me, you, your teams and your C-level. - I’ve actually seen this happen before: a mass quitting after a new work model. - I’ve seen the burden on HR and the hit on culture. - I've also seen the opposite, i.e. what kept everyone in the office, the different factor, what made it work. And it’s not rocket science, as long as you have a few points in place, and in this talk I’d love to share them with you
How to lead in the future of work
All managers - experienced or new - want to be the best possible guide for their teams, it’s not easy. You need to deal with different approaches, communication styles and expectations of your roles. Most importantly you need to work on yourself while at the same time keeping the business running. It’s difficult, very much so. I’ve witnessed those changes first hand, in scaleups and corporates, and I’ve been working with them to enable their managers to keep up with those changes and be more effective. What I have seen is that there are at least 4 areas that can enable managers to develop into what the rest of the team needs - during this talk I’d like to share them with you. At the end you will have a clear idea of what tools and processes can work in leadership, how to trigger them and how to build on them. Most importantly, you will not have to struggle to understand and lead your team, but you’ll have time and energy to focus on building something better with them.
The secret to effective feedback
Giving good feedback is a precious skill for any manager, but doing it is not automatic. It requires work and time, and it requires being solid enough to face difficult conversations - and for something so fundamental it should not be that hard! I’ve been on both ends of feedback - giving and receiving - several times, and I’ve spent the last few years figuring out what specific aspect can make or break the way you give feedback, and in this talk I’d like to share it with you. After this session you will have a clear idea of what factors to focus on, and a practical understanding - via examples - of what feedback should look like. As a result, you will be more comfortable with your feedback approach, and make sure that the message you need to convey will always stick and never backfire - and without pressure, conflict or unwanted attrition.