Target Location
Target Group
Evangelia Daratsanou – Greece
STRATIGON FINANCE PC
CON VALORES Network. October 19th. MatchUp©
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About STRATIGON FINANCE PC
Stratigon offers a 360ᵒ support to entrepreneurship through training, mentoring and consulting, existing and aspiring entrepreneurs, building solid business plans and models, securing financing, advising on operational and financial efficiency, sales & marketing, governance, internal audit & compliance, but also through its expertise on Early Warning and insolvency services.
Projects by: STRATIGON FINANCE PC
Project 1
- Training – Mentoring project for women returning to work - ""Restart Project"" There can be various reasons that lead women to temporarily leave the labor market: a transfer of the family to a new country, the birth of one or more children, the loss of their job. Target needs: When women decide to return to work, there are several challenges to face: • relocating to a different country, with a different culture and habits • starting a new job that requires different skills • returning to work after a maternity leave recovering and updating their skills In addition to the theme strictly related to skills, there are other profound needs: • rediscover the motivation and drive to find or create a job that is in line with their purpose • strengthen self-confidence and self-esteem to approach a new market or after a period of inactivity In fact, returning to work can be a precious opportunity to find or start a job that corresponds to the real aptitudes and vocations and which allows them to make their contribution, placing their abilities at the service of others. Training project draft ideas • Group training/coaching with weekly short live online sessions • workout of the week • Community in support • motivation short-video with experts and role models
Project 2
- Nurturing an entrepreneurial mindset in Tourist Industry & facilitate Successful Family Business Succession. The idea is to focus on the enhancement of a contemporary Business Culture of family business via a comprehensive and robust (training) tool-kit & MOOC which will assist small and family tourism firms to nourish and elevate their competitiveness in terms of service differentiation, adapt to the digitalization era; while avoiding strategic ""myopia"" due to internal family dynamics or obsolete traits. The project, will, also, create readiness for small companies of the tourist industry in order to be able to cope with more or less unpredictable external factors and dynamics (like a crisis, pandemic conditions, and so on). The key objective is to transform the existing entrepreneurial landscape of the family tourism firms by developing a robust competencies framework, which will reinforce the following attributes: 1.Effective leadership and family business performance. - Targeted audience: family business owners, small firm managers. 2. Promote a thriving succession entrepreneurial path. - Targeted audience: family business owners, small firm managers, family members. 3.Innovation “hungry” mindset, promote creativity. - Targeted audience: family business owners, small firm managers, family members (non-managers), and staff. 4. Digitalization ( tackle the noted digital divide in SME and family firms. Targeted audience: family business owners, small firm managers, family members (n on-managers) and staff. 5. Social inclusion and gender equality. - Targeted audience: Women acquiring leadership positions in family tourism firms. Moreover, family members or firm founders whose labor market value is poor cannot easily be made redundant or address their personal skillset vs. the required (market-driven) competencies and hardly decide to seek tailored training curricula or key expertise from business professionals or mentors.
Project 3
- The core idea is to train business owners, CEO's & managers, on how to avoid dicrimination in the workplace, when it comes to LGBTQA+ employees. LGBTQA+ people, still face disrespectful and othering behavior in the workplace, particularly in the south of Europe. Consequently, on the one hand, they face discrimination in the workplace and on the other, as a result they don’t feel comfortable bringing their full selves to work. A recent Global survey finds 9% of adults identify as LGBTQ. Yet, while many companies say diversity and inclusion are a priority, LGBTQA+ professionals still face unique workplace challenges based on their gender identity or sexual orientation. It is widely known that diverse companies outperform less-diverse competitors in profits, revenue, and employee satisfaction. However, recruiting and / or leading people from different backgrounds to maintain workplace diversity is not sustainable without a work culture of inclusion that actively embraces diversity and welcomes all people for who they are and encourages individuals to succeed at work. "