Identifying your own preferences and behaviors when you interact with or lead others is key to being an effective leader. This workshop uses the Myers-Briggs Type Indicator which is known for the highest reliability and validity of any personal assessment. Based on Carl Jung's theory of types, the MBTI® helps participants better understand their personal preference for taking in and processing information. Understanding how your preferences may differ from others is key to improved communication, decision-making and practices in both your personal and professional life.

This workshop is designed to provide an overview of effective teams and being a team player. Participants learn about their personal preferences when working in a team and how different team styles interact and support the roles of both task accomplishment and team maintenance. Based on research by Bruce Tuckman, participants learn the typical stages in group development and strategies to facilitate members through these stages.

Discover and grow talents so that they become strengths that help individuals and communities thrive. Using the StrengthsFinder 2.0® assessment by Gallup, participants will identify their personal strengths and ways to develop effective teams and encourage member motivation and satisfaction. Participants also explore the science and research behind positive emotions and how to cultivate healthy environments at home, work, and everywhere in between.

A generational shift is changing the dynamics of the workplace – and this shift, a demographic reality – will continue to grow in the next decade. Plus, today’s work world is complicated by many factors: globalization, breathtakingly fast technology changes, flattened organizations, social media and increased expectations of customers and clients. If organizations want to attract and retain quality workers, they have to position themselves to meet or exceed the expectations of a multi-generational workforce. Questions need to be discussed to rethink policies and practices around management, training, and work-life balance.

This workshop explores what ethics mean for individuals and leaders in organizations in a world with many values and morals. Strategies are shared for how ethics can be developed within organizations. Tools for ethical decision-making are presented, including frameworks for deciding on “the right thing to do” when facing moral temptations and with ethical dilemmas with no clear “right” action.

Participants learn about typical patterns and dynamics related to conflict and ways to effectively deal with conflict situations. Using the Thomas-Kilmann Conflict Mode Instrument participants are able to understand their preferred conflict style and recognize the conflict styles of others. Specific techniques are shared and practiced to be more effective in situations where conflict is present.

Understanding the purpose and power of vision – a desired future - for yourself and organizations or communities, is the focus of this workshop. Participants reflect on their personal visions as a leader and consider the values and shared vision for their organization or community. Particular attention is given to tools and techniques to help name and frame visions – and to translate visions into actions and reality.

Historically, most leadership programs devote their focus on tenets of leadership. However, with the increase in collaborative and global perspectives in communities and organizations, the need to explore and develop followers is essential.  This workshop introduces participants to the practice of effective followership as well as its importance.  Based on recent research by Chaleff (1998, 2008), the focus is to offer insights, build knowledge, and develop new skills for effective followership.

A generational shift is changing the dynamics of the workplace – and this shift, a demographic reality – will continue to grow in the next decade. Plus, today’s work world is complicated by many factors: globalization, breathtakingly fast technology changes, flattened organizations, social media and increased expectations of customers and clients. If organizations want to attract and retain quality workers, they have to position themselves to meet or exceed the expectations of a multi-generational workforce. Questions need to be discussed to rethink policies and practices around management, training, and work-life balance.