Archive for category: Power

Conversation Catalyst (Nathan Bragg)

, , , , , , , , , , , , , , , ,

People often avoid talking about thorny issues together. This workshop provides an avenue into nonviolent discussion.

Treating a given space like a giant piece of graph paper, participants position themselves in specific places to silently declare their opinion of a concept. Individuals are then offered the opportunity to create a sculpture to help illuminate why they have chosen their position; this image is further defined in words by viewers outside the given sculpture. This is important because when viewers “read” a sculpture, they short-circuit any judgement which might arise from a Sculptor who would otherwise use spoken words. In addition, when those at the opposite pole help describe offered images in words it effectively humanizes all individuals who might otherwise appear to be in bitter opposition.

The participants will:

  • learn the power of making interactive non-verbal polls
  • practice creating images to illustrate a deep truth
  • be encouraged to practice deep, empathetic listening
/by

The Art of Human Interaction (Jouke Kruijer)

, , , , , ,

Organizations have an inherent world of values, emotions, fears and desires. This most human, and often unconscious or hidden, world is an important part of organizational life. It is the bedrock of power and trust – these two vital forces that shape an organization’s culture, its people’s day to day behaviours, and thereby the outcomes it creates. Those leading transformational shifts in organizations need to be able to work with these forces. Traditional interventions addressing the why and what of transformation are important but not sufficient. To get to the heart of transformation, we need to address the heart – the human dimension. For this, we can draw on work in these three domains:

  1. Organisational Change interventions like Deep democracy, Agile and Scrum, Design Thinking, Storytelling, Pattern Recognition to release creativity and help designing meaningful change.
  2. Coaching, workshops and events engaging people not only at the intellectual level, but also at the level of feelings and emotions, using mindfulness, interactive exercises, rituals, art, and bodywork, to connect people to their humanity and to each other
  3. Design a change process allowing groups and individuals to challenge established ways of doing and being, explore and establish new ones, to better serve the purpose of the organization

To illustrate this, we will present a case study of the European Investment Bank. In this we show why and how different forms of art and artistic expression are incorporated in training, team development and away days. And we will also share the initial results of a project about the development of constructive work relations through art and artistic interventions. This project is sponsored by the Bank’s Personnel Directorate, and at the same time intentionally set up and empowered as a bottom up initiative. In this project staff from across the organization design a series of events to bring about connection and dialogue between people in the organization, thus creating small steps towards a shift in the organization’s culture . Finally, we will engage and inspire participants to co-create their own change design using scrum methods to leverage art to surface Power and Trust in transformative design.

/by

Increasing your capacity to collaborate and communicate (Charo Lanao)

, , , , , , , , ,

“The world is getting more crowded. Depending on the circumstances, conversations across boundaries can be delightful, or just vexing: what they mainly are, though, is inevitable.”
   Kwame Anthony Appiah

Today’s rapidly changing and interdependent world has included a global migration where our society is increasingly ‘diverse’. In order to function effectively with a range of colleagues, service users, students and clients it is essential to improve one’s intercultural sensitivity (working with, understanding and being sensitive to cultural differences). Effective Intercultural Sensitivity is crucial to successful and optimum practice in all workplaces.

This training offers:

  • Tips and tools to improve specific intercultural communication skills
  • Visible and Non visible aspects of culture
  • Cultural self awareness: Own perspective on culture, cultural values, rules and behaviour
  • Cultural boundaries: influences in work, management, teams, meetings
  • The different ways people negotiate, communicate, agree and resolve conflict
  • Understanding the Five Frameworks for cross – cultural interaction

Tailored training modules specific to your particular working needs and circumstances are also available.

/by

Theory U as a change catalyzer (Barbara Zuber)

, , , , , , , , , ,

Experience Theory U by Otto Scharmer, MIT as a tool in an interactive setting to deeply understand its implications and collect ideas how you can implement it into your own work. Why Theory U? It implies Co-Initiating, Co-Sensing and Co-creation. It provides a sound orientation in change processes as it shows you where you are in your own process and what could be the next meaningful step. It helps you to generate solutions  from different perspectives, get in touch with your Future potential and activate the courage to prototype.

In our approach „ Facilitating Change“ we are using Theory U by Otto Scharmer as a change guideline. We combine it with the art of facilitation to deal with complexity and change dynamics.

/by

Cultural Change (James McCalman)

, , , , ,

Client organisations and individuals will be introduced to some of the important themes associated with leading cultural change in a dynamic organisation. Our objective is to raise the awareness of key issues related to leading cultural change and to introduce participants to some key concepts and analytical methods. The learning approach involves Behavioural Science; MBA analytical models; and NLP interventions. The aim is to engage in a learning process that connects theory with practice in an action learning setting. Ultimately, we aspire to provide a foundation from which participants can prepare to operate with impact as successful cultural change champions for their respective organisations.

Critical insights into the operating culture of client organisations and the various ways that established cultural themes either block or enable successful strategic change are explored. It is important to stress that the findings and recommended interventions are a direct product of the participants creative reflections as they engage with the analytical processes facilitated.

/by

Trusting the Power of YOU! (Minna Taylor)

, , , , , ,

This workshop will focus on developing authentic leadership skills through the distillation and experiential activation of core brand values and personal value propositions. We will explore tools and techniques for understanding and implementing leadership skills. We will seek to ultimately transform the personal perception of power, the fear associated with holding power, the fear around assertion of power, and responsible tactics for execution of power.

This experiential training aligns to the theme of building trust in power, through techniques and strategies for empowering emerging leaders to more effectively and authentically engage with organizations and communities to lead, make clear and focused decisions, and execute with confidence. The objective of this workshop is to help participants define their personal brand, explore and shatter limiting beliefs, & optimize their communication strategy to execute within teams, organization, and communities with confidence.

/by

Voice and Vocation (Martine Reyners)

, , , , , , , ,

Speaking with inspiration, projecting confidence in your abilities, feeling connected to your team and your job, transforming stress into creativity and inspiration; these are the themes central to the workshops I organize for businesses and organizations. Your voice is critical as a means for you to radiate presence, trustworthiness and authenticity. Learn to allow your own voice to resonate in harmony with your true nature and the message you want to convey. Through vocal and singing techniques to get in touch with your inner sound you will develop tools to deal with stress, and find that your speech and communication skills have a new and very different dimension. You will find out how unique your voice is, and that she has the power to guide you on your path in this changing world.

/by

How to build trust by using effective influencing styles (Holger Prante)

, , , , ,

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.

/by

Social Architecture (Luc Galoppin)

, , , , ,

“Tapping into Social Architecture – Unlocking the Power of Community to Enable Change” Today’s digital economy has changed the way we think and how we work. As command and control declines in its power to deliver the full benefits of organizational performance and change, collaboration through communities is emerging as the shortest path toward productivity. This unlocks new avenues to explore how to drive change and organizational transformation by tapping into these powerful networks of collaboration and community. In this session we will explore: How to rewire your change efforts using existing communities within your organization How to build relationships and help people move from being consumers to producers of change How to find balance between hierarchy and community by making conscious use of the white spaces between the boxes of your organizational chart to support transformation

/by

Lego-Together – How to Lead Change With Others (Rich Batchelor)

, , , , , , , , ,

Let your fingers do the talking! This Lego® Serious Play® activity, will encourage participants to think beyond their own world of change, extend their own change role and see how they depend on others to successfully deliver change. Tables will work together to build the best change team they can, using a range of unique and different Lego® bricks whilst also getting the opportunity to understand the power of collaboration, co-operation and change agent networks to deliver change.

/by

Our Privacy Policy