Objective and
subjective experiences of all present are compiled and organized to
construct a multi- dimensional picture of the organizational issues that
are represented in the session.
Delegated
Meeting Process
We have
found that most organizations lack effectiveness in the area of meetings.
Organizations with competence in all other areas seem to lack basic skill
in structuring effective meetings.
Our
response to this situation is to tear down and re-create the process
whereby people gather to accomplish objectives.
This is a
session that can be introduced in 4 hours. However, for an intact team to
become competent in this process typically requires a full day session
with at least two 1/2 day follow-up sessions. This is a very small
investment for the instant tangible benefits that will be experienced.
Outcomes
of learning this process:
Clear,
concise, effective meetings
Shared
ownership of process and decisions
Built
in Leadership Training component
Meetings
are gratifying for all present
Learning
Process
Facilitator
sets context and co-creates objects with the participants
Facilitator
and participants examine the purpose of meetings and where they
typically break down
Facilitator
introduces the model, how to's, and roles for the delegated meeting
process
Participants
practice using the model in a facilitated setting, while making
decisions on agenda items that are real for them.
Empowered
Leadership
LIFE
TRACK offers an expanded and deepened version of Paul Hersey's powerful
model "Situational Leadership". It is the "nuts and
bolts" of effective leadership as it shows up in day to day human
interaction in the workplace.
Our
natural or default management style is certainly the most comfortable, but
it may be an ineffective leadership style in the circumstances. The
key is to diagnose the leadership style appropriate to the situation, and
then to flex your leadership style to meet the demands of each
circumstance. This Situational Leadership workshop will give
participants the skills to recognize and use the appropriate leadership
methods.
You
will immediately see the benefits of leading with the appropriate style.
This is a
4 - 8 hour module, 25% of
which is training, with 75% focusing on practical applications of this
model.
Outcomes
of learning this process:
Assessment
of individual and collective leadership styles and defaults.
Slide
show and lecture aimed at conveying a holographic context and
understanding of Situational Leadership and how it shows up personally
and historically.
Practice
assessing different situations and using various leadership styles in
engaging simulations and case studies.
Learn
to give and receive constructive feedback relative to leadership styles.
Learning
Process
Facilitator
sets context and co-creates objectives with the participants
Facilitator
introduces the Situational Leadership model
Participants
practice using the model in a facilitated setting, through the use of
simulations and case studies
Individual
Awareness
Using
2 personal profiling instruments, DiSC and MBTI, participants will
identify unique attributes and tendencies in themselves and others.
The
DiSC assessment is designed to accurately measure four dimensions of an
individual’s behavior: Dominance, Influence, Steadiness and
Compliance. These four dimensions provide valuable information on how: a)
the individual responds to problems; b) the individual influences others
to their point of view; c) the individual responds to the pace of the
working environment; and d) the individual responds to rules/procedures
set by others. The resulting analysis is designed to assess the
employee's strengths and possible limitations, and to assist managers in
creating an individual plan to enhance workplace communication,
effectiveness and satisfaction.
The
Meyers-Briggs Type Indicator (MBTI) is an assessment that is designed to
give individuals insight into how and why different people communicate and
approach their work in such different ways. The assessment and
debrief provides valuable information on personality preferences in four
key areas: a) extroversion vs. introversion; b) sensing vs.
intuition; c) thinking vs. feeling; and d) judging vs.
perceiving. Based on this, each individual learns of his/her
“type” and can learn to recognize characteristics of their co-workers
type. This is an effective means to improve individual awareness and
communication skills.
Individual
Awareness leads to better workplace communication and results
This
is a 4 - 8 hour module, 25% of which is training, with 75% focusing
on practical applications of this model.
Outcomes
of learning this process:
Participants
create a reservoir of well-organized knowledge about themselves, their
communication and learning styles, and the styles of their peers.
Increased
appreciation for diversity within the group
Participants
will learn to anticipate conflict and develop strategic ways to minimize
it.
Learning
Process
Participants
fill out assessments prior to workshop date
Facilitator
sets context and co-creates objectives with the participants
Facilitator
introduces the model
Participants
practice using the model in a facilitated setting through the use of
simulations, role plays and case studies
For Information on
Personal Coaching or Business Coaching, use the Links in the Navigation
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