(866) 304-7722
Relationships Drive Workplace Culture.
Key Indicators that you've got a culture problem:
"It isn't up to me. I just work here. I'm just a cog in the wheel."
"It's not my responsibility. This is a top-down problem."
"I can only lead. It's up to my department to follow."
"I had to pick a side in my department just to survive."
Empower Relationships to create a workplace culture that is forward looking and inclusive.
Create a
Workplace
Culture of
Every relationship at every level is important. Relationships drive workplace culture. The workplace culture is dependent on all members feeling valued, and having the necessary skills to develop relationships that positively navigate conflict and interact in forward looking ways.
Trainings & Workshops
Communication Sessions:
A common characteristic found in great teams and relationships is fundamentally...
LENGTH: 2 hours
OBJECTIVES: Communication, Morale, Problem Solving, and
Conflict Resolution
FORMAT: Available Live in-person, virtually, or hybrid
A common characteristic found in great teams and relationships is fundamentally sound communication. This session focuses on the foundations of good communication--what, how, and when to use them, and the importance of communication to solve workplace and relationship challenges. This session provides participants with tools to communicate their way to achievement, as well as empower people to respond to and address unwanted conduct at work. When a workforce is empowered with communication skills, there are very few things they cannot achieve.
Effective Communication for Workplace Success
READ MORE
Effective Communication for
Workplace Success
Many agencies find themselves in situations of having to deal with workplace behaviors...
LENGTH: 2-4 hours
OBJECTIVES: Communication, Conflict Resolution, & Emotional
Intelligence
FORMAT: Available Live in-person, virtually, or hybrid
Many agencies find themselves in situations of having to deal with workplace behaviors that are unacceptable. Rude behaviors, employees angry with one another, or a lack of civility can have an adverse impact on workplace cultures. Sometimes the problem is what we say, other times it is how we say it, our timing, or it's a lack of self-awareness on how our conduct adversely impacts our coworkers. Setting workplace behavioral expectations is the foundation for preventing such conduct at work. Conflict and misunderstandings will still occur, but each session participant will leave with the tools to respond to the situation and not let conflict define the team or the culture.
Successful Workplace Cultures
READ MORE
Successful Workplace Cultures:
Communication & Conflict Resolution Strategies
Because conflict will always happen, this is our most popular session. The difference between...
LENGTH: 2-3 hours
OBJECTIVES: Conflict Resolution, Leadership Development &
Team Building
FORMAT: Available Live in-person, virtually, or hybrid
Because conflict will always happen, this is our most popular session. The difference between great teams and dysfunctional teams is not the absence of conflict, it is the collective ability to not let the conflict define the team. When harmful conflict happens the byproduct is wedges driven into relationships. Wedges left unattended are the catalyst to destroy individuals, teams ,departments, and organizations. Each of us possesses a well-developed Human Interaction Toolbelt (Toolbelt ) with all the skills needed to successfully engage one another. This session will focus on helping participants sharpen some of those tools and obtain a Wedge Remover to add to their Toolbelt . When team members use their Wedge Remover and encourage others to do likewise, they can be assured that their teams will be characterized by greater harmony, productivity and efficiency.
The Wedge
READ MORE
The Wedge:
A Simple Metaphor to Improve All
Your Workplace Relation
TM
TM
TM
TM
MOST POPULAR
SESSION YEAR
AFTER YEAR
Public agency employees are often the first impression of the city, which makes...
LENGTH: 3 hours
OBJECTIVES: Customer Service, Workplace Morale
FORMAT: Available Live in-person, virtually, or hybrid
Public entity employees are often the community members' first impression of the city, which makes customer service skills essential. Customer service is inextricably intertwined with being a public servant. Local businesses, residents, and community leaders often feel that because their tax dollars pay public servant salaries they have an unwritten contract that requires public entity employees to be responsive to their needs. This makes the customer service context for public servants unique from just about any other customer service setting. Building public trust and overcoming negative perceptions about public servants are the byproduct of effective public servant customer service. This session will focus on providing participants with the necessary skills to improve the quality of customer service for both external and internal customers.
The Wedge
READ MORE
Customer Service:
Effective Strategies for Public Agencies
Increase Adaptability, Accountability, & Change
The pandemic generated one of the greatest workplace paradigm shifts and social...
LENGTH: 1.5 hours
OBJECTIVES: Belonging, Morale, Leadership Development &
Performance Management
FORMAT: Available Live in-person, virtually, or hybrid
The pandemic generated one of the greatest workplace paradigm shifts and social experiments in modern history. Almost overnight we removed millions of employees from the workplace and asked them to stay home and work. Over coming the work-from-home distractions, lack of in-person supervision, and accessibility issues will help employees. However, the greatest challenge for most remote employees is the isolation and lack of connection. This session focusses on solutions to these challenges, and best practices for creating the optimal structure to help employees succeed in the remote and hybrid environment. This session includes a discussion of leadership qualities necessary in times of crisis to bring peace, security, and confidence to employees.
Effectively Managing a Hybrid Workforce
READ MORE
Effectively Managing a
Hybrid Workforce
Returning to the workplace in 2022 allows organizations to address a long overlooked...
LENGTH: 2 hours
OBJECTIVES: Workplace Morale, Engagement & Productivity
FORMAT: Available Live in-person, virtually, or hybrid
Returning to the workplace in 2022 allows organizations to address a long overlooked workplace challenge: burnout. In 2019, the World Health Organization (WHO) defined it as an "occupational phenomena" and defined it as a "syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed." This training gives all employees the skills necessary to identify, work though, and overcome burnout. All participants will leave this session with a revitalized passion for work and concrete strategies to create a resilient team. Participants will be equipped with tools to improve team performance, efficiency and connection.
Revitalizing a Resilient Workforce
READ MORE
Revitalizing a Resilient Workforce:
Mitigating Burnout
Shifting a culture must be addressed at the foundational level for it to have lasting...
LENGTH: 2 hours
OBJECTIVES: Culture Shifting, Leadership Development,
Performance Management & Morale
FORMAT: Available Live in-person, virtually, or hybrid
Shifting a culture must be addressed at the foundational level for it to have lasting effect. Issues plaguing a workplace culture must be removed at the root level to achieve sustained change. Anything less is a temporary band-aid approach. Creating sustained change in relationships and workplace culture requires use of these four maxims of change.
1. Walk the Talk - Credibility Maxim
2. Encourage Authentic Participation - Buy-In Maxim
3. Champion the Cause - Momentum Maxim
4. Encourage Accountability - Morale Maxim.
Any organization can achieve the change objectives they desire. This session will empower all participants to understand how to achieve sustained change to a more positive workplace culture, a culture defined by support and teamwork, or a culture of belonging.
The Maxims of Change
READ MORE
The Maxims of Change:
Four Keys to Positive Sustained Change
Shifting a culture must be addressed at the foundational level for it to have lasting...
LENGTH: 2 hours
OBJECTIVES: Culture Shifting, Leadership Development,
Performance Management & Morale
FORMAT: Available Live in-person, virtually, or hybrid
We could continue to rely on a tradition of annual performance evaluations to document that good employees are doing well and bad employees need to improve (and make our employment defense counsel very happy). Or we could reimagine a traditional practice and revitalize our workplace with more regular Check-Ins.
​
This session will focus on how to implement a process for regular employee coaching and Check-Ins with employees to remind those good employees how great they are and how much we value them in our organization. These regular Check-Ins also serve as a reminder for those employees that need to improve their performance. Our discussion will focus on how these Check-Ins should be structured (e.g., how long, how often, who should attend, and where should they take place), what should be covered during the Check-In, and how the messaging is critical. Easing the annual burden felt by managers and supervisors who procrastinate the task of writing and delivering annual performance evaluations. Through this process and structure good employees will be consistently reminded they are valued and thus increase their organizational commitment and engagement, while underperforming and underachieving employees will realize they cannot escape accountability so they will need to improve or move-on. The result: a revitalized workforce where people feel they are working in an appreciative and equitable environment.
Reimagining Performance Management
READ MORE
Reimagining Performance
Management
Inclusion & Belonging Sessions:
For several decades now we have been focused on programs devoted to Diversity, Equity, and...
LENGTH: 2 hours
OBJECTIVES: Elimination of Bias, Team Building, Morale &
Belonging
FORMAT: Available Live in-person, virtually, or hybrid
For several decades now we have been focused on programs devoted to Diversity, Equity, and Inclusion (DEI). The objective of DEI programs was to address patterns of bias that create inequities in our culture, including our workplace environments. These efforts have been focused on groups that have been historically discriminated against. However, research has revealed that most of these DEl programs are ineffective and yield few results.
Eliminating bias from our workplaces must be done using a broader holistic approach. This approach should include training and education, development of a team based Bias Elimination Plan (BEP), coaching and conflict resolution, and a plan for measuring results. These efforts are focused on all personnel in the culture, not just the historically marginalized groups.
It all begins with education sessions to develop a common objective for the organization. That objective is (1) that every employee deserves to feel like they belong and are a part of the organization; and (2), every employee is entitled to authentic equal access to opportunities within the organization. The inherent challenge is educating all on the existence of bias in virtually every organization in the systems of hiring, advancement, and work assignment distribution, and leadership opportunities. This session accomplishes this education purpose without placing blame or identifying participants as part of the problem or the solution. The subject is approached positively with a focus on the future because that is all we can successfully change.
Diversity, Equity, & Belonging
READ MORE
Diversity, Equity & Belonging:
Developing a Sense of Belonging
& the Elimination of Bias
With the news is full of bullying and harassment headlines, it is evident that some folks in....
LENGTH: 2 hours
OBJECTIVES: Compliance training for harassment and
discrimination prevention
FORMAT: Available Live in-person, virtually, or hybrid
With all the sexual harassment and bullying in the news, it is evident that some folks in the workforce are not getting the message. All employees, elected, appointed officials, contractors, and volunteers are entitled to a workplace free of unwelcome bullying, sexual harassment, discrimination, and retaliation.
This session is designed to provide participants with the knowledge and tools to identify, address, and respond to such unlawful conduct. This session will focus on educating participants on what constitutes sexual harassment, forms of discrimination, and the legal definition of retaliation. This session also includes a discussion on abusive conduct, i.e., bullying, and how to prevent it or respond to it when it occurs at work. The discussion will include the adverse impact of such behaviors on a workplace culture, ways to prevent them from occurring, and also how to respond to allegations of harassing and bullying behaviors in the workplace.
Harassment Prevention
READ MORE
Workplaces that Work for All of Us:
A Harassment Prevention Session
Session meets the requirements of AB1825 & SB1343; and AB1661
MOST
POPULAR
NEW SESSION
OF 2022
Download Training Catalog Here: