Training focused on Successful Human Relationships

The trainings I offer build on the insights I’ve gained over two decades of coaching, my own professional experience in the worlds of art and business, and formal training I have received in optimizing professional effectiveness and improving the climate and culture of work organizations. My current training programs also reflect lessons learned from previous training I’ve led or co-led.

An overview of each of my five trainings, grouped in two main categories, Leadership Development and Interactive Human Relationships, appears below.

Leadership Development

1. Role and Leadership Effectiveness Workshop

This workshop is intended for “high potentials,” that is, individuals who are judged by their organization to have an especially high potential for assuming organizational leadership positions. In the workshop, professionals explore leadership and decision-making styles and gain a deeper awareness of their own styles. Further, participants enhance their skills in goal-setting, goal-based progress monitoring, and troubleshooting and resolving workplace  conflicts. Overall, participants become more fully aware of themselves as leaders and become more skilled in strategic thinking and action.

2. Vision-in-Action Training

This training is designed to help professionals align their decisions and practices, as individuals and as team members, with the overarching vision, and underlying values, of the organizations they work for. Among the activities that participants engage in are a personal strength analysis and vision-based action planning. As a result of the training, professionals report that they have a clearer, sharper sense of how their thinking, behavior and decision-making contributes to the broader mission and vision of their organizations.

 

Interactive Human Relationships

3. Interpersonal Skill and EQ Atelier

This workshop helps professionals to communicate and relate to others with the highest levels of respect, clarity, and integrity. Through the workshop, participants deepen their social awareness, maximize their skills in relationship management, and explore ways of building even greater bonds of trust with colleagues, supervisors, staff, and customers and clients. The skills addressed in the workshop can also be applied to home, family, and community life.

4. Team-building:  Consensus, Cooperation, and Synergy Atelier

This workshop is intended to help teams create the most collaborative, interdependent and effective force they can be. With support and guidance from the workshop, teams enhance their cooperative and consensus-building practices and achieve a higher degree of internal accountability and productivity.

5. Work-Life Balance Mindset Training

This workshop is designed to help participants integrate their work and home lives more seamlessly, in accord with their individual values, personal commitments and organizational responsibilities. The workshop looks at the person inside the employee. It helps each participant to build a “resource motor” both on and off the job. Ultimately, the workshop contributes to employee’s work satisfaction and wellness.

 

Are we a Match?

These trainings for successful human relationships are most suited for small and medium sized businesses, non-profit organizations and government agencies that want to heighten the effectiveness within their departments, work groups and management teams. The trainings may also help client organizations to outreach to constituents, mixed stakeholder groups, vendors, local communities and even industry partners or like-minded allies. More specifically, Successful Human Relationships trainings can be helpful when:

1. members of your organization aren’t cooperating in optimal ways, and improving cooperation would certainly lead to better outcomes.
2. your organization is pursuing multiple inter-related initiatives, but people working on one initiative aren’t necessarily communicating and collaborating with people working on other initiatives, so there is little synergy across the project; the initiatives as a whole therefore feel like “loose sand.”
3. an organization has projects or initiative on the frontier of innovation, pioneering ideas and breaking new ground within or across accepted internal or external boundaries, and some affected staff members or managers may lack awareness of their role in the change or lack a sense of being “on board” or lack creativity to address the issues and solve the problems that arise with pioneering.
4. awareness-building can improve stakeholder, constituent and community buy-in to an initiative, a service or a product line.
5. cooperation-building outside of your organization yet within your industry, branch or like-minded allies needs successful human relationships for optimal success.

 

Price & Fees

Once you, or representatives from your organization, and I complete an intake assessment of your organization’s needs, goals and recent history with change and improvement efforts, I will develop a training proposal, including projected fees and costs, for your review. The proposal will not only include plans for training but options for supplementing coaching with either group or individual coaching, or a combination of both. Further, the proposal will take into account organizational “readiness” issues for change and improvement as well as goals, content, and form of current initiatives. I know that training always takes place in a complex organizational context, and I strive to build in contextual sensitivity in my training proposals.