Workshops

Accelerate Performance. Elevate Results.

To be effective and valuable, learning needs to go beyond the classroom and into the workplace. This type of learning doesn’t happen in an isolated workshop. That said, we know a workshop can be a good first step in getting to know us and experiencing our coach approach to learning.

We work within a coaching framework where inquiry and discussion are the focus and the lecture component is light. We believe real learning happens through demonstrations, discussion, practice, and powerful questions. We encourage real-play not role play and ensure you leave with usable takeaways and practical know-hows that you can put in action right away.

Our online or in-person workshops are designed to help leaders become more effective, conscious and inspirational, and teams that are more cohesive, relational and productive.

Duration: 7 to 8 hours total / delivered in 3 modules

It’s not the lack of knowledge, skills, or motivation, but the mismanagement of relationships that creates the greatest cost to organizations. Relationships built on trust play the central role in organization and team performance. Conflict impacts leaders, teams, and individuals, and frequently is the underlying cause of the most challenging issues that arise in today’s work environments. Studies show that more than 65 percent of performance issues result from strained relationships – up, down, and across the organization. So how do we improve trust, relationships and reduce stress and conflict?

This modular workshop explores a set of Relationship Awareness tools focused on understanding motive-based behaviours at both the personal and team level. It is ideal for any team who wants to build stronger, productive relationships that drive results by understanding motivation, intent and the use of strengths to achieve better outcomes.

Learning Outcomes
  1. Apply relationship intelligence to put everyone on a productive path to results.
  2. Discover how to use the right strength at the right time for greater effectiveness.
  3. Promote healthy opposition and resolve conflict without damaging relationships.
  4. Mobilize team strengths to execute strategy and accelerate impact.
    Develop effective communication that comes from authentic human connections.
  5. Our facilitators are certified by Core Strengths® to deliver this three-part workshop.
Before the Workshop

Core Strengths® is powered by the Strength Deployment Inventory 2.0 (SDI 2.0). This award-winning, scientifically validated assessment provides four views of you. It reveals why you do what you do, and how you relate to others. Using Relationship Intelligence (RQ), the SDI 2.0 provides a common language for understanding what’s important to the people around you, and how you can work together more effectively. It provides tools for choosing the right strengths to make the right decisions, even in high-stakes situations.

 

Session One: Assessing Motives – 2.5 hours

Module One: Driving Results and Our Motivations When Things are Going Well

 

Session Two: Assessing Motives – 2.5 hours

Module Two: Opposition vs Conflict. Our Motivations When There is Conflict

 

Session Three: Bring the Right Strengths and Communicate in the Right Style – 3 hours

Module 3: Know Your Reasons
Module 4: Prevent Overdoing
Module 5: Use the Language of SDI

 

Audience: Teams looking for a higher level of performance and fulfillment.

Duration – 3 – 10 hours (scalable)/Delivered in multiple modules

We have been operating in an uncertain and complex world for some time now, but never on a scale as big as 2020. We’ve seen massive change, social unrest, economic insecurity, and pervasive uncertainty. The work world has been transformed, blurring the lines between work and home, and forcing us to adapt and think differently.

If ever there was a time for leaders to show up and navigate their teams and organizations through this blended, distributed and tumultuous reality, this is it.

If ever there was a time for leaders to be inspiring, understanding, curious and human-first, this is it.

And to achieve this and ensure organizations can thrive, leaders must become fluent in a new leadership language that embraces this future, and empowers them to lead like never before. Through discussions, practice and demonstrations and application, participants learn the new language of leadership which we define in a connected framework built around the following five fluencies.

  • The Coaching Mindset
  • Communication
  • Adaptability
  • Clarity
  • Empathy
Learning Outcomes
  1. Understand how the Coaching Mindset unlocks learning, capacity and resilience.
  2. Illustrate the types of questions a leader asks to empower teams to find their own solutions.
  3. Formulate new communication strategies, rhythms and behaviours to address the new volatile and uncertain reality.
  4. Know the difference between certainty and clarity, and how to build fluency in the latter.
  5. Learn ways to build professional pliability to adapt to ever-changing conditions.
  6. Understand how empathy and compassion build trusting relationships that help teams and people thrive.

Audience: Current and emerging leaders.

Duration: 3 hours

People are likely to leave companies if their bosses are horrible, but according to Harvard Business Review, they are more likely to leave because their job isn’t enjoyable, their strengths aren’t being used, and they aren’t growing in their careers.

Through our experience, we’ve developed a deep understanding of what makes people stay and succeed, and it has a lot to do with how they are led. Yet, the importance of building leadership skills is often overlooked in favour of skills and technical experience. Those who are promoted to leadership are given little training and are expected to intuitively know how to lead. This workshop gives participants insights into what it takes to be an inspiring and conscious leader. It focuses on five game-changing attributes that leaders need to cultivate to help people learn, grow, engage and inspire their best work:

  • Self-Awareness
  • Curiosity
  • Emotional Courage
  • Accountability
  • Building

Trust Through interactive exercises and discussions, this workshop highlights each attribute, demonstrates why they are important, and explores how leaders can bring more of these attributes to their leadership presence.

Learning Outcomes
  1. Understand why knowing yourself and your motivations, strengths, weaknesses, and blind spots leads to better relationships.
  2. How telling less and listening and asking more empowers and motivates your team.
  3. Appreciate why direct and clear conversations are not only kind but essential to development.
  4. Understand why risking uncertainty and leading with confidence and courage creates brave teams.
  5. How to apply these learnings and create habits to grow your own leadership and strengthen your team.

Audience: Current and emerging leaders.

Duration – 3 to 12 hours (scalable/delivered in multiple modules)

We talk about culture, employee engagement, and ensure we hire for fit. With so much focus on individuals, we can often overlook how our collective team is functioning. We know high-functioning teams provide a concrete competitive advantage, but dysfunctional teams invariably impede results. High-functioning teams make better decisions and accomplish more with less. Dysfunctional teams waste time, energy and money. High-performers rarely leave high-functioning teams and, not surprisingly, they don’t tolerate dysfunctional ones.

Based on the methodology from Patrick Lencioni’s Five Dysfunctions of a Team model, this workshop explores the five foundational elements of what it takes to build a high-performing team.

  • Building Trust
  • Mastering Conflict
  • Achieving Commitment
  • Embracing Accountability
  • Focusing on Results
Learning Outcomes
  1. Understand the expectations for a cohesive team, based on The Five Dysfunctions of a Team model.
  2. Identify steps teams can take to improve their functioning.
  3. Develop a team action plan to apply the model.

Audience: For leaders who want to build high-functioning teams, and for teams who want to increase performance and results.

Duration: 3 to 12 hours / Delivered in modules

Many leaders think they need to have all the answers; in fact, what leaders actually need is all the questions.

As the work world shifts underneath us at unprecedented pace, leaders must lead remotely and adapt to massive change, along with ever-changing expectations. More than ever, leaders need their people to be more independent, self-reliant and self-motivated. And people need their leaders to empower them and hold them capable of solving problems and discover new learnings. This can be best achieved when leaders adopt a Coaching Mindset, using active listening skills, natural curiosity, and powerful questions instead of commanding, telling and solving.

Indeed, leaders who operate as coaches are game changers who have the potential to create the highest levels of performance, capacity, development and fulfillment for their teams, their organizations, and themselves.

Learning Outcomes
  1. Understand the case for coaching and why it will be a superpower skill for leaders.
  2. Clarity on what coaching is and isn’t.
  3. Illustrate how a coach approach fuels learning in others to create independent thinkers and future leaders.
  4. Clarity on what makes a powerful coaching question.
  5. How to put coaching skills into practice right away.

Audience: For current or emerging leaders who want to learn foundational coaching skills and approaches.

Duration – 3 to 4 hours / Delivered in 1 or 2 modules

When people are asked to list their most difficult conversations, feedback always emerges near the top of the pile. In general, people don’t give feedback well, and on the flipside, don’t receive it well.

Feedback makes us stronger and opens doors for growth, insight, and self-awareness. And without it, we stagnate. Learning the truth about ourselves can be simultaneously invigorating and painstaking. Being open to feedback doesn’t mean you have to take it all; but how you engage in the conversation makes all difference. Every feedback conversation, no matter how clumsy, has the potential to be constructive when we view feedback as a gift.

This highly participative workshop uses role-play, coaching and reflection to understand why feedback is hard to give and receive, and to hone our skills in doing both. This workshop is for any leader who wants to improve their ability to receive, give, and encourage feedback, to better develop people, clear obstacles, and improve performance and results.

Learning Outcomes
  1. Distinguish the three main types of feedback that work and when to give them.
  2. Illustrate why receiving feedback is hard – and the triggers that get in your way.
  3. Explain how to extract valuable info about you, your performance, and the giver’s true intentions when you’re on the receiving end.
  4. Clarify the secret to giving feedback.
  5. Select ways to encourage more feedback.

Audience: For current or emerging leaders or team who want to get better in giving and receiving feedback.

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