Professional Development

The Extraordinary Workplace: Insights into What Fuels Connection and Engagement

Most Americans will spend about a third of their adult lives at work. So, it’s no wonder that we truly care about the culture in the one place where we spend most of our time. The pandemic has exacerbated challenges that already existed in most places of employment – people feel disconnected from one another and without solid relationships, a sense of belonging and purpose begins to decline. Over thirty years of Gallup research has repeatedly shown that workplace friendships are foundational for employee productivity and engagement. And the culture of the organization determines whether friendships can naturally develop and thrive. So, whose job is it to tend to organizational culture? You guessed it – it’s everyone’s job. We all play a role in creating the kind of culture that ensures that the Sunday night blues are a thing of the past. This workshop will introduce some basic strategies that can help advance your organization’s culture. We will explore how we can enhance the skills needed to improve how we communicate, handle conflict, build trust, and celebrate each other’s strengths and unique contributions. Whoever coined the term “soft skills” didn’t’ quite think it through. Former GE CEO Jack Welch once famously said, “The soft stuff is the hard stuff.” But it’s well worth the effort! We owe it to each other to be “all in” – after all, if you’re going to spend a third of your life at work, it might as well be a place that brings you fulfillment and joy.

Relationships First, Everything Else Second

Human resource professionals have long since understood the importance of employee engagement. Engaged employees are more productive, more innovative, and less stressed which means that they are less likely to be looking elsewhere for employment. One key predictor of engagement is whether camaraderie and meaningful relationships exist between employees. During these challenging times, stress levels are high, and patience is low. Now more than ever, we must build trusting teams where people feel safe to share concerns and ask for support. We must be able to work through conflicts effectively, withhold judgment, show compassion, and be aware of the impact we have on others. In this workshop, we will explore these concepts and brainstorm organizational practices that encourage psychological safety and connection. After all, “we rise by lifting others” (Robert Ingersoll).

Unlocking Your EQ to Enhance Personal and Professional Growth

Emotional intelligence (EQ) is the capacity to recognize the impact that our feelings have on us; to tune into the feelings of those around us; to manage our emotions and our actions; and to interact skillfully with the people around us (Goleman, 2017). For decades, people assumed that those with the highest IQs would naturally be the top performers. But by the mid-1990s, we finally had an explanation for why people with average IQs often outperformed those with higher IQs – emotional intelligence is the critical factor that sets star performers apart from the rest – not the traditional measure of IQ. Numerous studies have also shown that a high EQ can result in an individual’s ability to manage stress and maintain healthy personal relationships. The good news is that these skills can be learned at any age. In this interactive session, participants will explore the field of emotional intelligence by unpacking key EQ principles. Participants will engage in self-reflection and discover strengths and opportunities for personal and professional growth.

The “WOW” Factor: Tips for Delivering Amazing Customer Service

According to author, Jim Collins, “Good is the enemy of great. And that is one of the key reasons why we have so little that becomes great.” In a world where people only remember interactions that either exceed (or don’t meet) their expectations, businesses can’t settle for just “good.” When you factor in current technological advances that allow people to post their opinions and experiences for the world to see, the bar has been raised and successful businesses are paying attention. After all, the customer experience and subsequent loyalty significantly impacts the bottom line. In this workshop, participants will examine a variety of best practices from companies well-known for superior service. If participants are primarily in management roles, we will delve into organizational practices that contribute to a service-oriented culture and climate. This workshop can also be tailored to front-line service providers in which case, we will explore several strategies that can help create a “WOW” experience for customers.

Co-Creating a High Performing Team

Perhaps one of the best ways for an organization to distinguish itself from its competition and promote high levels of performance and successful outcomes is to work regularly on co-creating team excellence. Whether co-located or virtual, high performing teams can act as the portal for innovation and creativity, advanced problem solving and enviable engagement metrics. Indeed, a reputation for strong teams can increase an organization’s ability to attract, cultivate and keep top talent. In this robust educational program, based on Lencioni’s The Five Dysfunctions of a Team, participants will receive a thorough overview of the five dysfunctions that can thwart a team’s performance as well as strategies to overcome each dysfunction. Participants will explore the concept of trust as the foundation of high performing teams and what techniques build, maintain and restore trust.

Crucial, High Stakes, Coaching Conversations

Having a difficult conversation with a colleague and/or team member is both inevitable and necessary. No one looks forward to these interactions. Typically, emotions are running strong, the stakes are high, opinions and interpretations vary and the issues are tough. If the full, unvarnished truth is told, some of us dread them and put them off until we have no other choice. This program offers participants the opportunity to do a deep dive into this specialty skill area and develop mastery and boost confidence. Best practices, both structural and behavioral, are highlighted, common traps are exposed and a simple framework for these types of conversations is offered. Participants should already have mastered basic communication and coaching skills prior to the program to maximize its value. NOTE: This workshop is an excellent supplement to “Manage Things…Coach People.”

Manage Things…Coach People

When it comes to fostering effective workplace relationships and building high performing teams, the framework and language of coaching can be a game changer and contribute to a fully engaged organizational culture. Coaching is truly about exploring new possibilities and thinking in radically different ways. Often it calls on us to abandon old patterns of thinking, believing, and acting. This dynamic, results-oriented education program challenges participants in exactly this way. In addition to providing an overview of the coaching model, including its history and a review of relevant research, the program will comprehensively introduce the art and science of coaching and allow participants to develop all of the core competencies necessary to practically apply the learning to help build and grow others. In the process, participants will discover specific ways to use coaching to elevate their own professional mastery level of skills such as active listening, collaborative inquiry and optimistic thinking.

The Power of Feedback/Feedforward

One of the most powerful development skills that we can cultivate in ourselves to successfully grow others around us is providing frequent, real time, high quality feedback and feedforward. Deeply rooted in the coaching philosophy, feedback and feedforward are direct, focused conversations intended to provoke thoughtful reflection, challenge habits of thought and behavior, enhance solution-seeking abilities and elevate overall performance. To be done well, such conversations require courage, art, confidence and first-class communication skills. Participants in this workshop can expect a practical approach to master the art of feedback/forward that includes self-assessment, best practice review, mini skill building, situation analyses and role play. NOTE: This workshop is an excellent supplement to “Manage Things…Coach People.”

Tips and Strategies to Create a Welcoming, Collegial and Productive Work Environment

Employee satisfaction and engagement are crucial components that contribute to a productive and efficient workplace. According to the Gallup Organization, “engaged employees produce better business outcomes than other employees do — across industries, company sizes and nationalities, and in good economic times and bad.” In today’s workplace, an engaging work environment is not optional and many employees simply won’t stay in organizations that don’t make this a priority. While there are several factors that contribute to satisfied and engaged employees, a great workplace culture and climate ranks among one of the top contributors. Individuals in leadership roles are key to creating work environments that bring out the best in staff. Too often, staff surveys reveal areas of opportunity, but managers and supervisors are left to figure out how to make those changes in order to improve the climate and boost morale. This workshop moves beyond the theoretical and addresses a variety of practices and strategies that leaders can use to build supportive teams, address challenging situations, support a growth mindset and cultivate a workplace that honors a work-life balance.

The Transformational Power of Servant Leadership

The phrase “servant leadership” was first coined by Robert Greenleaf in 1970. “A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the ‘top of the pyramid,’ servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible (www.greenleaf.org).” Most of us as leaders fall somewhere along the “servant first” and “leader first” continuum. While the concept has been around all throughout history and the phrase has been in use for decades, the research to support this philosophy is relatively new. It does show evidence that links servant leadership with organizational commitment, employee engagement and a sense of organizational justice which promotes positive behaviors between peers. This workshop will explore the ten characteristics of the servant leader. Attendees will engage in a variety of group discussions and activities designed to promote self-reflection and to provide new tools that can be used right away in the workplace.

Unlocking Your EQ to Enhance Personal Growth and Leadership

Emotional intelligence (EQ) is the capacity to recognize the impact that our feelings have on us; to tune into the feelings of those around us; to manage our emotions and our actions; and to interact skillfully with the people around us (Goleman, 2017). For decades, people assumed that those with the highest IQs would naturally be the top performers. But by the mid-1990s, we finally had an explanation for why people with average IQs often outperformed those with higher IQs – emotional intelligence is the critical factor that sets star performers apart from the rest – not the traditional measure of IQ. Numerous studies have also shown that a high EQ can result in an individual’s ability to manage stress and maintain healthy personal relationships. The good news is that these skills can be learned at any age and they are particularly important for individuals in leadership roles because these skills have a significant impact on the culture of the workplace and subsequent factors such as employee engagement, satisfaction and turnover. In this interactive session, participants will explore the field of emotional intelligence by unpacking key EQ principles. Participants will engage in self-reflection and discover strengths and opportunities for personal and professional growth.

Building Resilience: “Upstream” Approaches for Suicide Prevention

Suicide is the second leading cause of death among individuals between the ages of 10 and 24 (cdc.gov) and rates have been increasing in every state over the past decade. Suicide is complicated and is rarely caused by one factor or event. It is a serious public health problem which affects families, schools and communities and has a long-lasting impact on the people left behind. But suicides are preventable. Suicide prevention efforts have largely focused on strategies to identify and get help for those who are at risk for suicide or who have shown warning signs of concerning behavior. There is a growing focus on prevention efforts that are more proactive. This “upstream” prevention approach involves working to reduce risk factors and enhance protective factors prior to the onset of suicidal thoughts and behaviors. This workshop will move beyond the basics of traditional suicide prevention workshops in order to provide practical strategies and tools that inoculate students well before suicidal thoughts or behaviors ever emerge.

Conflict Resolution Strategies that Strengthen the School Community

According to the National School Climate Center’s Lessons from the Field, “Dealing with conflict is an inevitable element of school life, and the manner in which it is done has a significant bearing on students’ experiences of their school. Students must be provided with the appropriate tools to effectively deal with discord.” No matter what type of school you work in, conflict is bound to arise, and we can view it as an opportunity for growth and stronger connections. This workshop will begin by clarifying the difference between conflict and bullying/peer abuse. While conflict cannot be avoided in school and in life, bullying must not be confused with conflict and allowed to infiltrate the school experience. Once we have established a common understanding of conflict, why it often arises and what common responses are to conflict, the workshop will delve into a variety of strategies that can be used in the classroom to address challenging situations in a healthy manner. Examples from a variety of resources and curricula will be explored as well as research-informed tools that are age appropriate.

Cultivating Student Belonging and Engagement

In the words of Dr. James Comer, “No significant learning occurs without a significant relationship.” Healthy and respectful relationships are foundational to a safe and supportive learning environment where students feel that they belong, where they can be authentic without fear of rejection, and where they know that others care for them. When students feel safe and connected to others and have meaningful opportunities to be decision-makers and problem-solvers, they demonstrate curiosity, interest, optimism, and passion for learning. But this type of learning environment does not happen by accident – it takes intentionality and effort. This workshop explores the ways in which we can cultivate safe and supportive learning environments. We will examine strategies and mindsets that increase students’ sense of belonging, offer voice and empowerment to all students, and ultimately maximize motivation and engagement in the learning process.

Emotions are Contagious Too! The Biology of Stress and Power of Self-Regulation

Have you ever tried to reason with a child (or adult, for that matter) who is in an agitated state? In all likelihood, not only were you unsuccessful but, despite your best efforts, their foul mood affected yours too! There’s a biological reason for that which is both fascinating and insightful. In this workshop, we will begin by exploring the concept that emotions are biologically “contagious,” and a dysregulated adult simply cannot help regulate a dysregulated child. In order for a child to be able to recognize unpleasant emotions and manage them effectively, the adult must be able to do the same and model the behavior that they wish to see in that child – a concept called “co-regulation.” In addition to examining co-regulation principles, we also introduce the fundamentals of brain science and the “window of tolerance.” The window of tolerance is the zone where a person can function at their best, handle emotions in socially appropriate ways, and make rational decisions. We will examine a variety of strategies that help us and our children get back into that optimal zone so that unpleasant feelings are not all-consuming and potentially harmful to ourselves and those around us.

The Extraordinary Workplace: Insights into What Fuels Connection and Engagement

Most Americans will spend about a third of their adult lives at work. So, it’s no wonder that we truly care about the culture in the one place where we spend most of our time. The pandemic has exacerbated challenges that already existed in most places of employment – people feel disconnected from one another and without solid relationships, a sense of belonging and purpose begins to decline. Over thirty years of Gallup research has repeatedly shown that workplace friendships are foundational for employee productivity and engagement. And the culture of the organization determines whether friendships can naturally develop and thrive. So, whose job is it to tend to organizational culture? You guessed it – it’s everyone’s job. We all play a role in creating the kind of culture that ensures that the Sunday night blues are a thing of the past. This workshop will introduce some basic strategies that can help advance your organization’s culture. We will explore how we can enhance the skills needed to improve how we communicate, handle conflict, build trust, and celebrate each other’s strengths and unique contributions. Whoever coined the term “soft skills” didn’t’ quite think it through. Former GE CEO Jack Welch once famously said, “The soft stuff is the hard stuff.” But it’s well worth the effort! We owe it to each other to be “all in” – after all, if you’re going to spend a third of your life at work, it might as well be a place that brings you fulfillment and joy.

“Kids These Days:” Using Pop Culture to Maximize Engagement

Just about every generation of adults has lamented about “kids these days” and how their behaviors are questionable and their taste in music is on the decline. But a fascinating new study out of the University of California, Santa Barbara, suggests that part of why we judge teens so harshly is because we forget about our own youthful foibles and how much development it actually took to become who we are today. So, to really connect with youth, we have to try hard to remember what it was like as a teenager; how our own music sounded like noise to adults; and how we made our own share of mistakes. This approach takes empathy and a willingness to step back in time and remember how powerful pop culture was in our lives. In this workshop, we will explore elements of pop culture today that can be useful in engaging youth and building trust. In particular, because our contact with youth is currently virtual in a lot of instances, we must be incredibly creative when we engage with teens and utilize music, video, and social media to “speak their language.” Participants will be challenged to try new strategies and techniques with the ultimate goal of engaging even the hardest-to-reach students.

Practical Strategies for Encouraging a Growth Mindset

A growth mindset embraces the idea that regardless of who you are and what abilities or talents you are born with, you can always get better at something with the right conditions and support for learning. This mindset is crucial for academic achievement – students with a growth mindset welcome challenges, view setbacks as opportunities for improvement and are more likely to persist in the face of adversity. While these concepts have been around for years, educators still struggle with how to bring this mindset to life in the classroom. Beyond just a bulletin board and some encouraging classroom signs, what else can be done to cultivate a growth mindset in all grade levels? In this session, unique and practical research-informed strategies will be shared which include everyday rituals, routines, grading practices, and creative approaches for engaging students of all ages. In addition, suggestions will be provided to help participants think about how these strategies can be customized for a variety of learning environments.

Relationships First, Everything Else Second

In the business world, human resource professionals have long since emphasized the importance of employee engagement and one key predictor of engagement is whether camaraderie and meaningful relationships exist between employees. Yet, when it comes to our schools, we often focus solely on the relationship between the adults and the students. For as important as those connections are, there must also be healthy relationships amongst staff and between staff and administrators. A sense of safety and belonging doesn’t just matter for kids. These two workshops focus on the adult relationships in the school community. During these challenging times, stress levels are high, and patience is low. Now more than ever, we must build trusting teams where people feel safe to share concerns and ask for support. We must be able to work through conflicts effectively, withhold judgment, show compassion, and be aware of the impact we have on others. We will explore these concepts and brainstorm organizational practices that encourage psychological safety and connection. After all, “we rise by lifting others” (Robert Ingersoll).

The Resilient Educator: Strategies for Finding Work-Life Synergy

As an educator during these challenging times, you’re doing your best to take care of your students but who is taking care of YOU? The demands and expectations for educators are beyond challenging and many are so consumed with insurmountable workloads that making time for friends, family and interests outside of work feels impossible. When our jobs become all-consuming, we can experience both physical and emotional exhaustion which can lead to a variety of unfavorable outcomes. This workshop was designed to encourage wellbeing and to build a sense of community and encourage a movement amongst educators – one that insists that boundaries be honored and that expectations be reassessed. Together, we can begin to make changes that prioritize our own mental health and wellness, which ultimately benefit the entire school community.

Self-Regulation in the Classroom: What You Wish You Had Known When You Started

Of the five core social and emotional learning (SEL) competencies, educators are often most interested in the self-management/self-regulation competency. Every day, they see students in distress whose emotions take over and manifest in disruptive classroom behaviors. Self-regulation is often viewed as the solution to classroom management concerns. This workshop focuses on self-regulation – but through a brand new lens where the adult is an integral part of the regulation process. We begin by exploring the concept that emotions are biologically “contagious,” and a dysregulated adult simply cannot regulate a dysregulated child. In order for a student to be able to recognize unpleasant emotions and manage them effectively, the adults must be able to do the same and model the behavior that they wish to see in their students – a concept called “co-regulation.” In addition to examining co-regulation principles, we also introduce the fundamentals of neuroscience and the “window of tolerance.” We will examine a variety of strategies that help us get back into our optimal zone where even unpleasant feelings are tolerable and our reactions are appropriate and respectful.

Unlocking Your EQ to Enhance Personal and Professional Growth

Emotional intelligence (EQ) is the capacity to recognize the impact that our feelings have on us; to tune into the feelings of those around us; to manage our emotions and our actions; and to interact skillfully with the people around us (Goleman, 2017). For decades, people assumed that those with the highest IQs would naturally be the top performers. But by the mid-1990s, we finally had an explanation for why people with average IQs often outperformed those with higher IQs – emotional intelligence is the critical factor that sets star performers apart from the rest – not the traditional measure of IQ. Numerous studies have also shown that a high EQ can result in an individual’s ability to manage stress and maintain healthy personal relationships. The good news is that these skills can be learned at any age. In this interactive session, participants will explore the field of emotional intelligence by unpacking key EQ principles. Participants will engage in self-reflection and discover strengths and opportunities for personal and professional growth.

The Leader’s Guide to Comprehensive SEL Implementation

In recent years, extensive research has shown that in schools where social and emotional learning (SEL) is a priority, students feel safer and feel a greater sense of belonging and purpose. They demonstrate higher academic achievement, display less disruptive or risky behavior and have an increased ability to manage stress, anxiety, and depression. Systemic schoolwide SEL implementation requires an infrastructure where all stakeholders understand the value of SEL, where SEL is woven into the fabric of every aspect of school life, and where existing programs are honored but enhanced by this new emphasis. In this hands-on intensive learning session, participants will examine the process for creating an infrastructure in a district/school to initiate, guide, and support the systemic implementation of SEL. In addition to exploring the impact of SEL and the neuroscience of learning, participants will be offered the opportunity to explore their own SEL competence and how to amplify those skills for the adults in the district – a key ingredient in a district where SEL thrives. Specific examples and discussions of challenges and opportunities will be elements of this informative and engaging training.

The Resilient School Leader: Strategies for Finding Work-Life Synergy

As a school leader during these challenging times, you’re doing your best to take care of the needs of your staff and they are doing their best to take care of the students. But who is taking care of YOU? The demands and expectations for administrators are beyond challenging and many leaders are so consumed with insurmountable workloads that making time for friends, family and interests outside of work feels impossible. When our jobs become all-consuming, we can experience both physical and emotional exhaustion which can lead to a variety of unfavorable outcomes. This workshop was designed specifically for administrators and while the ultimate goal is to provide strategies that encourage wellbeing, balance and self-care, the activities and topics of discussion also build a sense of community and encourage a movement amongst school leaders – one that insists that boundaries be honored and that expectations be reassessed. Together, as a leadership community, we can begin to make changes that prioritize our own mental health and wellness, which ultimately benefit the entire school community.

The Transformational Power of Servant Leadership

The phrase “servant leadership” was first coined by Robert Greenleaf in 1970. “A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the ‘top of the pyramid,’ servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible” (www.greenleaf.org). Most of us as leaders fall somewhere along the “servant first” and “leader first” continuum. While the concept has been around all throughout history and the phrase has been in use for decades, the research to support this philosophy is relatively new. It does show evidence that links servant leadership with organizational commitment, employee engagement and a sense of organizational justice which promotes positive behaviors between peers. This workshop will explore the ten characteristics of the servant leader. Attendees will engage in a variety of group discussions and activities designed to promote self-reflection and to provide new tools that can be used right away in the workplace.

Unlocking Your EQ to Enhance Personal Growth and Leadership

Emotional intelligence (EQ) is the capacity to recognize the impact that our feelings have on us; to tune into the feelings of those around us; to manage our emotions and our actions; and to interact skillfully with the people around us (Goleman, 2017). For decades, people assumed that those with the highest IQs would naturally be the top performers. But by the mid-1990s, we finally had an explanation for why people with average IQs often outperformed those with higher IQs – emotional intelligence is the critical factor that sets star performers apart from the rest – not the traditional measure of IQ. Numerous studies have also shown that a high EQ can result in an individual’s ability to manage stress and maintain healthy personal relationships. The good news is that these skills can be learned at any age. In this interactive session, participants will explore the field of emotional intelligence by unpacking key EQ principles. Participants will engage in self-reflection and discover strengths and opportunities for personal and professional growth.