Training Opportunities

There is a critical difference between an assertive response and an aggressive response. Assertive communication is respectfully clarifying your boundaries and your values. Aggressive communication is carelessly clarifying your rights and your values. In this workshop we will explore this important difference.

In this workshop, we will explore possible responses to conflict and the contexts in which the various responses make the most sense. We will explore how to engage with people who appear to be occupying an alternate reality. We will also discuss how the biology of our brain can get us into trouble despite our best intentions.

This subject is also addressed within the training on “Conflict Management” when time permits. This one-hour workshop provides a focused and deeper dive on the ways in which our brain may frustrate our best intentions to communicate thoughtfully.

This workshop requires at least 24 hours. It is scheduled over 5-6 days and includes multiple role plays. It is a deep dive into the skills utilized by anybody who must facilitate or mediate a conflict among others. It also contains content about mindful communication, relationship-building and how to prevent conflicts from spiraling out of control. It is relevant for anybody who works with people.

What would it sound like if everybody with whom we interacted thought about the impact of their words and their actions on others? What would it feel like? This is a one-hour workshop in which we will explore how best to verbally show up for others.

Bullying is a unique form of conflict.  Unlike all other forms of conflict, there is no aspect of mutuality to a bullying dynamic. People who are targeted by others for bullying behavior have not instigated this targeting nor intentionally encouraged it through their own behavior. There is a lot of confusion about how to identify it and how best to respond to it. In this workshop we will explore how it manifests, how to respond to it and how to prevent it.

There is a difference between having a difficult conversation and having a conversation with somebody who is difficult. In this workshop we will discuss this distinction and what makes some conversations so very difficult. We will also discuss how to constructively respond to communications that cause us grief.

This workshop focuses on the skill sets needed to facilitate difficult conversations between others. It is distinguished from the training on “Constructive Conversations in Difficult Situations” by focusing on the role of a third-party facilitator working on behalf of others.

There is a myth that emotions don’t belong in the workplace. As social beings, we humans respond with an emotional reaction to almost everything that happens to us. The challenge we will discuss in this workshop is listening to what our emotions have to tell us and then deciding what to do with them.

This workshop explores how trauma can manifest and how we can support one another through trauma-informed responses and structures. Often a colleague’s response will surprise us or offend us. We tend to jump to judgments and conclusions very quickly. We will discuss how to communicate so that we don’t re-traumatize somebody who is struggling to emerge from the grips of a trauma.

A psychologically-safe workplace ensures employees feel safe to ask questions without worrying about ridicule, judgment, or adverse evaluations. It is about role-modeling how to learn from mistakes. It is about how supervisors scaffold the skill sets of their supervisees. The content of this workshop is critical for creating spaces in which students and employees feel safe to learn and be themselves.

Resilience is the ability and confidence to tackle difficult situations. It is an attitude of life-long learning. It is possible to cultivate it. In this workshop, we will discuss how to practice and leverage resilience.

Most of us know that we need to take care of ourselves in order to show up for others with as much capacity as possible. It is often challenging, however, to put that knowledge into practice. We will talk about some things we can all implement during the workday, and at home, to honor ourselves.

There are a lot of working definitions about what it means to be an ethical leader. This workshop is based on my 20+ years of experience working with leaders. We will discuss what insight I have gleaned about the behaviors that motivate others to do their very best.

Every workplace needs effective managers and effective leaders. Understanding these different roles helps those who supervise others to know what behavior is needed and in what context. We will discuss what distinguishes management behavior from leadership behavior.

Leveraging the richness of our diverse employees requires considering the varied generations in the workplace. In this workshop we will discuss the strengths of mindfully encouraging collaboration among multiple generations.

This workshop focuses on how to constructively engage participants in a meeting. We will also discuss how to leverage the timing of the meeting as well as the agenda to ensure that everybody who participates feels safe honestly expressing their opinions.

In this workshop we will discuss the work involved in leading a change initiative to fruition. Successful change initiatives require mindful attention to the impact on those who are being asked to execute the change. We will also discuss how to engage those who are suspicious or weary of change initiatives.