and Public Offerings
If you are interested in leading change
more effectively, enhancing leadership capabilities, teamwork, and
productivity, Karen offers several programs/workshops that can help
you and your team. Each program is designed to be informative, inspiring
and engaging, and to provide proven tools and techniques that can be
used by anyone.
Programs & Workshops
Applying Type, MBTI®.
Do you often
find yourself speaking before giving thought to what you were going
to say, and then wondering why you continue to do that?
Does the “big
picture” excite you, but often lead to a feeling
of being trapped by the details you overlooked?
Do you wonder
why some people always seem to be rescuing others – even those who don’t
want to be rescued?
Are you a person who would
be glad to get everybody organized, if only they’d let you?
self-report questionnaire and workshop
(half-day, full-day, or two-days) enables participants to understand
and better appreciate individual differences among
people. Standard offerings can be customized for a variety
of purposes to include improving communications,
team effectiveness, and leadership and change management
“It helped me to understand myself
better and to be less judgmental of other people/leaders.” - BG
Change Management is
a process of aligning and enabling the workforce to achieve strategic
and operational goals.
Have you assessed the readiness
Have you built support for the required
Have you developed strategies and
action plans to effectively manage the change?
Workshops, seminars and presentations are customized using a framework
for managing complex change.
an Inclusive Environment. Through personal storytelling, dialogue,
experiential exercises, and reflection, diversity and inclusion workshops
or full-day sessions) are designed with the intent of
- raising awareness,
- developing cross-cultural skills, and
- action planning.
“The course makes you think about things
that you may have never thought about before. The materials were good
and the discussions were enlightening.”
Development. Creating the story, nurturing the story,
and celebrating the story frame the design for Corporate Universities,
Mentoring and Rewards and Recognition programs that provide opportunities
for individual growth, success, and acknowledgement. These large-scale
change initiatives are long-term investments in employee development.
Management & Leadership
Development Curriculums. Programs are developed based on client-identified
competencies and/or skill gaps and focus on collaborative meaning-making.
There are two distinct offerings.
Kouzes’ & Posner’s
Five Best Practices, this
development program focuses on the adult learner, incorporating action-learning,
reflection, and an optional 360° feedback process using LPIonline.
2) A leader’s ability to craft a
story is not Storytelling
Through stories, leaders inspire, provoke, stir, excite, motivate and
engage others in ways meant to influence thinking and behavior. But to
believe the message, you must believe the messenger. This workshop examines
(and provides reflective exercises on) the four qualities – voice,
knowledge, multiple intelligences, experience - of the storytelling leader.
New Manager Transition. The overall purpose of transition planning is
to establish effective work relationships by identifying desired results,
clarifying roles, and assessing needs. There are various options to consider,
depending upon the context. For example,
- Was the outgoing
- Did (or will) the outgoing manager remain
in the organization?
- Has the transition already taken place?
basic process for managing a transition between a new manager and his/her
direct reports or staff include: planning, assessment, data feedback,
transition meeting, and follow-up.
“As a manager and new employee, this
process was invaluable. In a non-threatening way, my staff was able
to ask the questions that were important to them.” – M.M.
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Planning & Meeting
Facilitation. Done well, an offsite or retreat can be time well spent,
reaping benefits long after the participants return to their workplace.
Done poorly, they, along with in-house meetings, can be a terrible
waste of time, money, energy and creativity. Making the most of this
invaluable time requires planning and effective facilitation.
Having the right process is equally important
to having the right people, agenda and planning. Because it is challenging
to wear both hats, that of a participant and a facilitator, we find that
clients like to use an independent, neutral or 3rd party facilitator
who can keep the agenda on track and ensure that all voices are heard,
that the significant stories are shared, and that the questions that
matter are explored.
Reaching clear agreement on expectations
that the right people are there
prior to the event or meeting
the agenda and format for action planning
Team Development. Teams
are both business entities and social groups, composed of members with
diverse attitudes, values and backgrounds. Because of this diversity,
learning to work together requires time, patience, and effort. Questions
covered in team building workshops include:
binding (goals) the group together? What’s
the best way (roles and responsibilities) to do this to reach the
the best way (norms and procedures) to handle communication,
decision-making, and coordination?
the best way to celebrate (milestones & accomplishments)?
Public Offerings & Events:
A public workshop is not currently scheduled. Please contact me to learn
how to request a workshop.
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