Each of us has a specific (unconscious) way to influence others in order to reach a certain goal. Only few know that several influencing types have been thoroughly investigated and can be applied in various situations. For change programs as well as for other endevours it is important to understand the specifics and implications of each of the influencing types especially when it takes to build trust for reaching an extraordinary goal. The workshop enables participants to learn and to try out the various ways of influencing and building trust. Approx. 20% of the time is allocated for providing input to the group, the remaining time is reserved for role play and interaction.
Organisational change does not take place in a vacuum. The social systems surrounding an organisation seeking to change interact in ways that form a reality of social interaction which can help, hinder, or even stop change. Developing awareness and ability to explicitly manage social systems intertwined with a change effort requires a shift in paradigm from a rational to an interpretative perspective. A shift to an interpretive perspective paradigm rests on three key principles:
- life world that persons and real world are inextricably intertwined through lived experiences;
- social construction that knowledge of reality is results from communication and interaction with others;
- and understanding drives behavior and people act according to their understanding of the world.
The workshop will explore what is involved in such a paradigm shift and how change management efforts must be adapted to develop organisational ability or “collaborative competence”. The concept of collaborative competence represents a collection of knowledge, skills, and abilities needed to manage the shared understanding of an organisation or the organization’s reality. A key to both change management and collaboration is that very ability to manage shared understanding or reality of an organization.
What is it that you want to bring alive in your work? In this workshop you are invited to work on your story, dig deeper and lift it to the next level. A good story inspires heads, hands and hearts. A great story is connected to our dreams and hopes and speaks to issues and topics in the wider world. It is authentic and purposeful. It extends an invitation and makes ideas concrete and actionable.
These elements are part of a powerful story framework that we are going to explore in this session. After a short introduction we will revisit your personal backstory. With the gems and inspiration found there, we will travel to the future you want to create – constructing the building blocks for your story along the way. The session closes with a story circle in which you share your story, gather feedback and partake in the stories of your colleagues.
When doing facilitation and training, it is very important to understand the energy in the group, also is important that the energy flows in a reciprocal way. This introductory workshops to the Inka tradition offer a good mix of theoretical background information and practical exercises for connecting with the world of living energies and harmonizing your energy field. The workshop invites you to develop your personal and collective practice of Reciprocal Leadership.
The training offers:
- To learn what is Ayni (Reciprocation), Minka (Collective work), and Ayllu (Community)
- To reclaim and grow our relationship to Mother Earth
- To understand and grow our practice of Reciprocal Leadership
A workshop to strengthen the collective identity and shared values of your team, organisation or community.
Many signs indicate that complex human systems are fragmented by traditional management methods and techniques. Organizations and (urban) spaces lost their collective identity and shared values. Imagine you and your team re-discovering these core elements which are essential for development and growth in a fast changing world.
How it works? We will facilitate an interactive and playful workshop in which team members answer two online questions on a tablet. This takes 10 minutes. From their answers, a unique profile with collective identity and shared values is created. This can be a profile of a team, department, organisation, community or even a urban place. The profile stimulates participants to become aware about what keeps them together, what thrives them and how to further develop. During the conversation participants share observations, gain insights and agree on how to take action. It’s this collective experience that creates necessary commitment for action. The basic set-up is easy, it always works.
“The problem with listening is that it is so easy not to do. Listening is very hard work.” (Emma J. Justes)
Most of us believe that we are good listeners. In fact, few of us are, and many of us have little to no awareness, let alone control over our listening skills. It takes lifelong and constant practice to develop our listening skills.
In this workshop, I will give an introduction to the larger concept of Deep Listening, a skill that enables those who master it to focus on other persons while not losing themselves and their purpose in the conversation. It is based on a mixture of neuro-physiology and psychology with a dash of spirituality and philosophy. It helps us as change practitioners to grow our professional capacity and as human beings to mature.
After a short theoretical introduction, participants of this short workshop will practice fierceful listening by:
- Listen to self: learning to observe distractions, suspend assumptions and turn down inner voices
- Listen to others: increasing curiosity and search for other people’s purpose
- Search for alignment: finding the sweet spot that lies between both conversation partners.