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Leadership
Leadership
Leadership is work. Analyzing your efficacy as a leader means delving into the question “What are you capable of?” versus “What do we need you to be capable of?” Our courses and sessions on leadership guide your response to the question “What are you trying to expand into?” and “How can we harness difference as a superpower?” We can help you design a leadership academy for your group that fits your just-in-time needs as well as future-fitting for the upcoming decades. Becoming a Transformational Leader: The global workforce calls for Leaders who can transform people and teams for the better. This means empowering your teams to engage in critical and forward-thinking at every turn. Transformational leaders re-examine critical assumptions, seek differing perspectives, and spend time teaching and coaching members of their teams. They do this with greater frequency than participating in meetings and attending to reports. Leaders who transform are able to manage up, manage within, and manage across teams. This session will help you to identify areas in which your skill sets are congruent with Transformational Leadership. You will also identify some areas of opportunity in strengthening your efficacy as a transformational leader. Objectives: • To identify the characteristics of transformational leaders • To inventory your leadership characteristics • To develop a roadmap of growth for the next quarter to aid in developing your skills in the realm of Transformational Leadership Organizational Behavior Analyzing the Road Ahead: To be successful, 21st Century Leaders need to know how to effectively analyze the phase of the organization, identify the varying stages of employee development, and know-how to navigate those dynamics simultaneously. Whether your team works remotely, in person, on-location or something in between, proficiency in understanding organizational behavior will improve your leadership efficacy. This session will help you to better understand organizational behavior and support your ability to lead people to achieve more effectively. Objectives: • To formulate an informed opinion about the current and emerging phase of development for your organization • To identify three major phases of employee development • To apply methodology in addressing organizational issues as a leader
Communication
Communication
Communication Communication is an art made up of technical elements that people can master even if it’s not their superpower. The courses that make up our communication series help people develop collaborative communication with co-workers and have impactful conversations with people at all levels that allow you to deliver and inspire optimal performance. We help you to analyze your natural communication style. Then, we help you enhance your style. The results will reap positive benefits with the people you serve and inspire. Below are the titles of courses we offer: Communication Styles o Living in an online culture makes it difficult to ascertain people’s tone o Communication requires context o We help you create a safe space of context Cultivating a Collaborative Team o Before you can ask anyone else to do their work, you must lead by example and do your work first o We dive into your collaborative communication style o We help you vision o We help you implement Listen So Others Will Talk o Sweating the small stuff might be too much. There’s no need to sweat. Just listen! Yes, we take what you know about listening and help you use your strengths to support your overall strategy. The Art of Communication o Communication is an art o We help you broaden your perspective o We help you to see what others see o We help you use different communication tools to make each interaction with others a masterpiece
Diversity, Equity, Inclusion, & Belonging
Diversity, Equity, Inclusion, & Belonging
Diversity, Equity, Inclusion, & Belonging (DEI&B) aren’t just buzz words, they are actions and mindsets that shape the culture of every organization. Now is the perfect time to recalculate. Positive change will happen if your organization is serious about doing the work of DEI&B. After all, the end result will bring out the best in others and empower your organization its people, customers, suppliers, and communities to thrive. If you believe that your organization is answering the call for true allyship and inclusion we can support you in a variety of ways. We can help you design and administer climate surveys, publish and present a comprehensive report identifying your organization’s strengths and opportunities, and develop and implement strategies on how to provide opportunities and authority in meaningful ways at all levels of your organization. If you are interested in courses on the topic of DEI&B, here are some that are excellent resources. We would be happy to facilitate these for your audience. We can also provide a Train-the-Trainer for your Learning & Development professionals. • Diversity In Your Organization: What Can Make It Fail or Succeed • Implicit Bias: Blindspots • Cross-Cultural Considerations • How to be an Ally • How to be an Advocate • Steps Toward Increasing Equity and Inclusion • Fostering and Maintaining a Psychologically Safe Workplace • DEI&B 101, 201, 301, and 401
Behavioral Assessments
Behavioral Assessments
Assessments can be great tools for leaders and employees to identify their style and use that information to develop a plan for the best way forward. Every assessment has a construct that it measures: emotional intelligence, personality, behavior style, etc. We can help you decide which assessment is the best starting point and guide you from there. We make access easy: online, or the old-fashioned paper and pencil way. Reports can be provided for the individual, and for group dynamics. Debrief sessions can be provided as ½ day for a surface session of understanding the report, a full day for sessions when people could benefit from interactions with different types and styles. We strongly suggest quarterly refreshers for groups who are committed to mastering their implementation of the guidance these tools provide. When your leaders and teams are ready for a better strategy in communication in order to bring out the best in themselves and others, we provide workshops on the following assessment tools: • Emotional Intelligence • Myers Briggs Type Indicator • DiSC
Lean & Six Sigma
Lean & Six Sigma
Lean provides a series of tools. Six Sigma provides the mathematical means of measurement to determine how much of an effect implementing the tools have had. Used together, you get process improvement and measurable outcomes. Both Lean and Six Sigma combine forces to make processes simpler, faster, less costly. We offer a boot camp that provides an introduction to Lean tools that your team can benefit from. We show you the tools, give you experience using them, and help you map ideas for implementation at your workplace. Do you have a process that should work but doesn’t? Does the whole team need to be involved in the redesign? We can facilitate a Kaizen event for your group. Kaizen is Japanese for “change for the good.” We’ll use this 5-day brainstorming and implementation event replete with applying Lean tools to help you improve your process.
Strategic Planning
Strategic Planning
A strategic plan is the result of a series of conversations about what is most important to the organization. Your strategic plan should be a roadmap that is so exciting to you and the organization that you have it out to share the progress you’ve made and learning you’ve encountered at every opportunity. Your strategic plan shares where the organization is right now, where it plans to be within the next 3-5 years, and the steps the entire organization is committed to be involved in to get there together. This plan is considered to be a living, breathing document so that people tend to it regularly. Somehow, people put them on shelves way from light and fresh air. The only company the have are the dust bunnies that collect around them. What happens to too many strategic plans: Hot off the press: When it’s written and on paper, it looks brilliant After a while: Plans are always messiest in the middle. During this phase, it can look overwhelming. Tough teams tend to quit. Tenacious teams become triumphant. After that: Strategic plans usually disappear until it’s time for a new one!!! Some of the challenges strategic plans encounter – We inherited a strategic plan o Nobody knows where it is o Somebody found it embedded in the shared drive from 2 CEO’s ago o The written goals may not be as relevant since the pandemic happened o We paid attention to other things and need to get back on track Do you have a plan that needs dusting off and recalibrated? We can help Do you need a completely new strategic plan? We can help We can help you by: – Assessing your previous strategic plan – Taking a high-level evaluation of your team – Doing the pre-work for your team’s strategic planning session – Facilitating your strategic planning session(s) – Helping you present your final documents and check-in systems – Guide you through the process of implementing your strategic plan
Team Building
Team Building
You’ve announced the date, time, and location for the annual team building session. People receiving your message have mixed reviews. The person who is anxious in crowds and doesn’t want to be called on to answer a question checks their vacation time. The person who is recovering from the unexpected sting of a nasty email fears being placed in a group activity with the author. Some people are saying “it’s about time,” while others are placing this session at the back of their minds. Yes, all of that emotional work for an event that the hosts hope will go well, many participants hope will be painless and over soon, and we, your facilitators, are excited that you came to us for this opportunity. We know this work because we’ve been the audience, the hosts, and the facilitators. Teams need attention. A team is a living, breathing group of people who have come together to achieve a common goal. While each person’s why is a little different from the stated mission, they are on board and looking for ways to contribute to the greater good. Teambuilding sessions are your group’s opportunity to reconnect and analyze the ways in which those connections can be made even better. When are teambuilding sessions recommended? – Annually: the entire organization should be getting together each year to regroup and collectively contribute to the road ahead. We call this the Annual Revamp! – After long, prolonged change and you haven’t fully checked-in with one another. What are your lessons learned? How should those lessons influence our process? – After a major project or event has occurred. The global pandemic of COVID 19 has necessitated groups getting together to recalibrate and discuss their lessons learned throughout the ordeal
Board
Development
Board Development
Leaders are sought after for talents that extend beyond their daily work lives and into their communities to support causes they care deeply about. Does your organization know how to bring out the best in each of your Board members? In what ways is your organization bringing value to your Board members? Have you recruited a pipeline of talents to help your organization add the greatest value to your customers? How do you know? Our team will help your organization answer those questions and more. Below are some of the ways in which our team can support Board Development. – Annual Board Retreat – Strategic Planning – Board Development o Roles & Responsibilities o Strategy and Planning o Advocacy and Allyship – Assessing Board Performance
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