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Available Workshops

Building Collaborative Teams

Meetings are an underused tool that can shape positive workplace cultures. This occurs when you combine a purposeful personal approach with a specific meeting design. You will experience and learn how you can create a truly collaborative and engaged team in your meetings. This session will develop your skills to keep your team focused, engaged and connected for the purpose of doing work together.

Learning Outcomes

  • Enhanced skills in designing meetings that engage others.

  • A greater understanding of how to use facilitation to engage teams in meetings.

  • An increased level of expertise with skills in communication and collaboration.

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Leader as a Facilitator

Whether operating in a virtual, in-person or hybrid environment, a purposeful

approach to facilitating teams and sessions supports foundations for system

change.
 

A well-designed and facilitated session creates safety, connection, and the

foundations of system change and relational learning. Relational learning occurs when you combine your identity as a facilitator with a specific meeting design. We will show you how you can support groups in making changes.

Learning Outcomes

  • Demonstrate core skills of facilitation (listening, paraphrasing, and questioning) to cultivate relationships and build trust.

  • Apply facilitation moves in groups.

  • Identify and analyze your personal mindset and leader as a facilitator

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Building and Navigating Culture

You will gain an understanding of organizational culture and tools to increase your team's capacity to assess, generate and sustain a positive, purposeful, professional and productive work culture.

Learning Outcomes

  • Increased understanding of Organizational Culture

  • Enhanced understanding of positive, purposeful, professional, successful, human, humane, and love-led culture.

  • Understanding why the examination of work culture is essential.

  • Increased capacity to generate & sustain positive culture.

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Impactful Feedback: Reimagining Performance Development

We have a society that is obsessed with feedback. From annual performance

reviews to 360 assessments to “balanced” feedback. We all think we need feedback to improve what we do. But what if all this effort was for nothing?

 

In this workshop, you will learn about the roots and the fallacies of feedback and

explore the ways in which our biology impacts how we best learn and grow. We

will provide you with an alternative perspective and a few tools to try out as

you rethink how you and your organization create opportunities for growth and development.

Learning Outcomes

  • Increased understanding of different types of feedback and the effectiveness of each.

  • Enhanced understanding of the linkage of psychological safety and evaluation.

  • Emerging understanding of approaches to foster safety

  • Increased ability to offer and support impactful professional development interactions.

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Cognitive Coaching

The mission of Cognitive Coaching    is to produce self-directed people with the cognitive capacity for excellence independently and as community members. The approach of Cognitive Coaching    holds the belief in the capabilities and capacities of people; therefore, this coaching model conveys valued people from where they are to where they want to be. A skilled coach draws from strategies to support the thinking and behaviours of people in achieving their goals and outcomes in their work, focusing and refocusing on increasing and enhancing performance and excellence.

Learning Outcomes

  • Develop trust and rapport.

  • Develop an identity as a mediator of thinking.

  • Use conversation structures for planning, reflecting, and problem-resolving.

  • Develop teachers’ autonomy and sense of community.

  • Develop higher levels of efficacy, consciousness, craftsmanship, flexibility, and interdependence.

  • Apply four support functions: coaching, evaluating, consulting, and collaborating.

  • Use the coaching tools of pausing, paraphrasing, and posing questions.

  • Distinguish among the five forms of feedback.

  • Use data to mediate thinking.

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Adaptive Organizations

Teams need to organize productive group work to grow and learn together. Adaptive Organizations aims to develop the organization’s collective identity and capacity as collaborators, inquirers, and leaders. It teaches the “what, why and how” of team collaboration. There is a focus on facilitating groups, developing groups, and becoming a more skillful group member.

Learning Outcomes

  • An increased capacity to initiate, develop and sustain high-functioning groups.

  • New lenses for diagnosing the stages and phases of group development.

  • An expanded repertoire of practical facilitation tools

  • Understanding when and how to engage groups in dialogue and discussion, the limitations, forms, and values of each.

  • Skills to move groups beyond consensus to a common focus.

  • Ways to value and use dissension, argument, and conflict.

  • Strategies for keeping group members on track, on topic, energized and resourceful.

  • An increased capacity to initiate, develop and sustain high-functioning groups.

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Coaching Skills for Leadership & Change

Communicating with people, supporting change efforts, and helping others learn and grow is a significant component of your job. Dedicating time to the art of coaching can give you the confidence and skills to manage challenging issues, create inclusive environments, and help others succeed and change. This course supports the practical application of the communication skills that support change and growth in others.

Learning Outcomes

  • Distinguish situations when coaching might be of benefit to your role as a leader.

  • Identify the alignment of neurocognition and other scientific findings and the activities of coaching.

  • Demonstrate an increased skill base in using the coaching skills in informal and formal conversations.

  • Assess how coaching might be a part of your personal identity as a leader and change agent.

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