Facilitating Challenging Conversations

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Culture

Facilitating Challenging Conversations

In every workplace, there is inevitably a need for difficult, awkward, and sometimes frightening conversations in the workplace. Thus, knowing how to build powerful relationships requires influence and mutual trust. Through individual reflection and various group activities, participants will examine the mindsets and approaches for managing such challenging situations. Understand when awkward “crosses the line” into behaviors that you should not tolerate and how to address it. This session draws on the research and work of Chris McGoff’s The PRIMES, Charlie Green and Andrea Howe’s Trusted Advisor Handbook, and Susan Scott’s Fierce Conversations to help provide frameworks and tools to design conversations.

Learning Objectives

  • Distinguish the behaviors and mindsets to use when challenging situations are required
  • Gain an awareness of how you can build the skills for addressing challenging conversations into your organization’s support for and commitment to your staff
  • Apply templates and tools, including: Guiding a Fierce Conversation™ (Susan Scott); “Name it and claim it” (Trusted Advisor)

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Engaging in Compassionate Conflict

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Culture

Engaging in Compassionate Conflict

Navigating conflict in relationships with colleagues and on teams can be challenging. Given the pace and magnitude of change in organizations and the realities of shifts in the environments around us, tensions for us and those around us can easily elevate. In order to address these tensions when they escalate, we’ll introduce an empathic and compassionate framework to more easily navigate these conflicts in real-time. Participants will engage in a thought-provoking set of discussions and exercises exploring new ways of resolving conflict using a head and heart-centered approach. This compassionate conflict approach builds inner resilience, strengthens relationships in the near- and long-term, and enhances work and team cultures.

Learning Objectives

  • Define head and heart conflict resolution responses
  • Understand the greater context for the ways we typically respond to conflict
  • Develop heart-centered conflict resolution strategies through a compassionate conflict framework
  • Apply compassionate conflict skills to strengthen resilience and deepen relationships

Enabling Change: An Introduction to Change Management

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Leadership

Enabling Change: An Introduction to Change Management

Designed for all levels of change management knowledge, this foundational change management course underscores key concepts of change and transformation and how to apply them. From Bridges’ theoretical Transition Model to the application of Brenda Zimmerman’s principles for leading in a complex system, participants will explore change management concepts and ways to apply them in action. With an emphasis on self-awareness and self-management, you will learn how to take ownership of change at the individual level and how to approach change regardless of your official role within an organization. (60 min workshop)

Learning Objectives

  • Define key concepts of change and transformation
  • Identify your own relationship with managing and relating to change
  • Explain techniques for managing the constant change within your organization

Employing Collaborative Virtual Tools

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Employing Collaborative Virtual Tools

Collaboration tools can enable team connection in a virtual work environment. They can also bring their own challenges, such as selecting the right tool for the right situation. Discover fundamental skills of using your organization’s virtual collaboration tools (e.g., chat/IM/text, email, phone call, video call). With so many collaboration features available within your virtual tools, how do you determine the most effective collaboration practice and match it with the most useful feature? Participants will gain experience in those tools and features used most frequently within your organization and learn how to optimize best practices for collaboration.

Learning Objectives

  • Determine the core set of available technology tools
  • Develop optimal collaboration results for virtual environments

Embracing Your Virtual Work Environment

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Embracing Your Virtual Work Environment

In today’s virtual work environment, strategies for managing wellness and productivity are more important than ever. Discover key guiding principles and strategies to effectively navigate your physical and mental space as you work from home. Participants will be equipped with techniques and resources to help you intentionally design your physical and mental spaces and conquer the virtual work environment! (60 min workshop)

 

Learning Objectives

  • Increase self-awareness of your preferences within the virtual environment
  • Identify specific practices for managing your physical and mental space in a virtual environment
  • Develop a tailored plan of action to optimize your virtual work environment for wellbeing and productivity

Designing a Culture of Innovation: An Introduction

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Culture
Leadership

Designing a Culture of Innovation: An Introduction

In today’s VUCA (volatile, uncertain, complex, ambiguous) environment, agile approaches to innovation are key to not only success, but survival. Unfortunately, many organizations and government agencies lag behind in their understanding and application of frameworks and tools that support innovation at the project and organizational level. Participants discover key innovation principles and how to immediately apply them to a wicked problem. By using IDEO’s Design Thinking approach, you will learn how to rapidly prototype and test solutions in order to better serve your customers and achieve your organization’s goals. (90 min workshop)

Learning Objectives

  • Identify key innovation concepts and principles
  • Recognize innovation in practice through Design Thinking
  • Practice with innovation through design thinking applied to a current challenge or problem

Cultivating Your Virtual Network

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Strategy

Cultivating Your Virtual Network

Gallup found that “People who have a “best friend at work” are seven times as likely to be engaged in their job” (Vital Friends, Tom Rath). We all know workplace relationships are key; and in a virtual setting, it can be difficult to figure out how to widen your circle. Participants will practice virtual networking. In addition to learning from and teaching your colleagues, we will share well-established tips and tricks for growing your professional network, as well as the benefits it provides. You will leave with a “Vital Friends” worksheet that helps you determine which of your colleagues play key roles in your professional network, so you can continue
to strengthen those bonds. (45 min workshop)

Learning Objectives

  • Recognize the value of your social network and the implications of your professional network
  • Define approaches on how to both deepen and expand your network
  • Learn tips and tactics to identify and build your network

Building Organizational Resilience

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Leadership
Strategy

Building Organizational Resilience

Leaders are responsible for preparing, surviving, managing, and emerging from ongoing stressors and shocks to your organizations. Building organizational resilience provides leaders with a lens and key guiding questions to identify which areas of your organizations you might focus on to increase overall resilience. Additionally, leaders will also have opportunities to engage with one another and learn what’s worked for other leaders in the past and in their various contexts.

Learning Objectives

  • Recognize scientific principles applicable to leading organizations through ongoing stressors and shocks
  • Apply tools to gain a better understanding of the strengths and vulnerabilities of your organization
  • Create an action plan of shifts leaders will make in your organizations that build additional resilience

Building Habits to Achieve Desired Outcomes

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Strategy

Building Habits to Achieve Desired Outcomes

Participants will discover overarching principles for creating your own “hacks” and making little shifts to create a big impact. Through reflection and identification of what you need to leave behind and what you need to carry forward, you will discover the habits and tactics personalized to achieving your goals. (45 min workshop)

Learning Objectives

  • Identify your current habits, practices, and preferences
  • Understand conditions that contribute to your overall work performance and engagement
  • Develop a plan of action to improve your overall performance and experience
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Building an Intentional Culture

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Building an Intentional Culture

Define your organization’s desired culture. Through a series of individual exercises, team discussions, and group work, participants will determine the steps you can take as a team to build and support the culture that best fits your organization. Participants first define your desired culture individually, then as a group. From there, participants determine your norms and behaviors (what you value and commit to as a team), along with specific corresponding systems and processes. By the end of the session, participants walk away with an agreed upon definition of your culture, and practical steps you can take to live into it each and every day.

Learning Objectives

  • Identify your organization or team’s desired culture
  • Determine commitments you will make over the next year+ to live into your desired culture
  • Define accountability metrics and processes to address missteps and errors
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