Workplace Learning

With a competitive market for talent it’s critical to understand what steps you should take to remain externally competitive and internally equitable.

How important do you think are well-written job descriptions are to your organization? No matter how small or large your organization is, every role should be defined.

Learn how to use a coaching model in leadership development, professional and personal development plans, as well as performance management.

Build trust through relationship building, honesty, recognition and follow through. Participants will gain a greater understanding of what gets in the way of building trust between leaders and their staff, and how to work through those barriers. As well, they will learn how to examine the fundamentals of conflict resolution, and work through a 6-step model for crucial conversation as well as reflect on the foundation of all trust-building and conflict resolution: transparency, clarity and empathy.

At the root of change management are the following topics: how to process change (EI); how to ensure the organizational culture is supporting staff through the change (building trust); and how to continue to help staff grow and develop during change (leadership coaching).

Emotional intelligence (or, emotional quotient) predicts job performance 2 to 1 over any other skill. Far more important than IQ or job experience, EQ is the ability to manage emotions and relationships. In this two-part interactive workshop, leaders will explore the fundamentals of EQ, work on strategies to apply them in the workplace and do an assessment of their own EQ skills.

Building an effective, high-performing team starts with assessing and understanding your personal leadership style, as well as the styles of those you lead—and how each style works together. In this workshop, we will work through each “letter” that is part of the Big Five Personality Traits, and use interactive exercises to explore how to function effectively as a team by understanding our individual styles and approaches.

Become a more effective problem solver and meeting your organizational objectives. In this workshop, participants will develop critical thinking, decision making and problem solving skills by examining two models as analysis tools (SWOT and SOAR).

Manage stress more effectively by examining definitions, best practices and tools for conflict resolution and stress management. Participants in this training will also identify methods to improve their individual approach to conflict resolution.

Learn how to extend talent management practices through customer service in this training. Participants will examine best practices and tools for effective customer service to all types of customers and think through ways to improve individual and team approach to customer service (including hiring and training).

Looking for ways to improve individual and team approaches to time management? In this training, participants will examine common time management challenges, personally and as teams/departments at the organization, as well as review best practices and tools for effective time management.

In this training, participants will examine definitions, best practices and tools for the most effective ways to communicate (verbal and written), as well as think through ways to improve communication styles, individually and as teams.

Foundational to building and leading high-performing and effective teams include understanding your personal leadership style and how to engage your staff, have difficult conversations and build trust. In this training, participants will learn the key leadership competencies and what it takes to be a great leader.

Master vision setting and strategic thinking to create impact as a leader. In this course, participants will work to understand and build proficiency with critical thinking and strategic decision making.

What does it take to be a great leader? Some key competencies include: communication, staff leadership, empathy, resiliency and compassion, conflict resolution, EI/EQ and time and priority management.

Creating an executive presence begins with influencing and inspiring others through relationship building. In this course, participants will walk away with techniques for persuading others, gaining cooperation, leading with credibility and communicating ideas and results with confidence and skill to diverse audiences.

Transformational leadership – what is it and how can you become a transformational leader and drive innovation? In this training, participants will learn how to plan for change by crafting a clear strategic narrative aligned with organizational culture.

This training will allow staff to move beyond allyship (a first step on the anti-racist journey) to becoming a co-conspirator, a committed champion and an accomplice in support of people of color (and other marginalized groups).

As part of a commitment to becoming a diverse, equitable and inclusive organization, please join us for a highly interactive virtual session that will provide a comprehensive introduction to equity. The content will provide a foundation for deeper engagement and ongoing learning.

Also known as implicit social cognition, implicit bias refers to the stereotypes that affect our understanding, actions and decisions in an unconscious manner. These biases ultimately shape how we engage others and make decisions in the workplace. The session provides an understanding of how bias shows up and to implement best practices on how to interrupt and mitigate bias and hold the organization accountable to inclusion.

Organizational culture provides the norms and values of how people approach their work, how they interact with their colleagues and how they interact with people served by the organization. This session will define and explore inclusion and belonging to provide tangible ways that your organization can take to build an inclusive corporate culture or an inclusive institutional culture that promotes a sense of belonging.

In this workshop, we will spend time connecting how racial battle fatigue, frequently created by microaggressions, must be understood and addressed across the organization at all levels. This requires an acknowledgement of systems that work to create the conditions (i.e. White supremacy), and what organizations can do to dismantle them. But it also requires personal responsibility in owning, stopping and addressing microaggressions when they happen. Participants will learn ways to accomplish this through intentional inclusive conversations, creating space for critical discussion and sharing between diverse groups of staff.

Race equity is when racial identity has no influence on how people experience and progress within an organization. Accomplishing race equity in the workplace requires transformative leadership and organizational change. This session will explore how senior leaders can and must play a critical role in building race equity into the culture of the organization through tangible actions and modeling race equity best practices.

Organizations are often confronted with significant priorities related to achieving mission-centered objectives while also navigating complex workforce considerations. This session will explore well-researched and foundational considerations related to the connection between an organization’s bottom line and the benefits of intentionally creating a diverse workforce.

As cultural competency is critically important, not only to internal organizational structure but also to the experiences of communities served by the organization, this session aims to enhance our understanding of cultural competency and its intersection with the principles of cultural humility. Additionally, we will spend time unpacking the ways that colonialism as a theory should inform our framing of cultural competency and cultural humility.

As organizations strive to integrate equity into everything they do, those who manage others have an important role to play. Supervisors must lead by example and model inclusive behavior and empathy. Being successful in this space will supervisors to lead with a lens of equity. Join us for an interactive session to explore your leadership role in building an inclusive team, creating equitable systems & processes and generating organizational accountability to equity.