Facilitating OD — Art and Theory

PURPOSE:
This workshop provides participants with an overview of the history of OD, tools and techniques, and competencies required as an OD practitioner. Participants identify how to initiate change management projects using an action research and appreciative inquiry model.

OBJECTIVES:
Upon completing the workshop, participants will be able to:

• Define Organization Development
• Define Change Management
• Explain Key Assumptions of OD and of Change Management
• Summarize and Apply the Action Research Model and Appreciative Inquiry Model

WHAT YOU WILL LEARN

• History and Theory Around Organization Development
• How to Consult Change Management initiatives
• Apply the Action Research Model and Appreciative Inquiry Model as an OD Consultant

DAY ONE

• Define the Keys to Change Management
• Use Action Research to Help Assess and Diagnose Change Needs
• Gather Perceptions, Feeding Them Back, and Planning for Action in a Change Effort
• Design and Implement Effective OD Interventions

DAY TWO

• Make Change Happen, Evaluate Results, and Consolidate Your Knowledge
• Demonstrate Selected Competencies of an OD Facilitator and Process Consultant
• Describe the Appreciative Inquiry Model (AIM) as It is Used to Guide Change in Groups
• Summarize Recent Developments in Organizational Development and Change Management

Course Length: 2 Days
 

Leadership Development Through Emotional Intelligence (EI)

PURPOSE:
This workshop focuses on building leadership bench strength through EI to impact an organizations bottom line. Participants will be exposed to a blended approach to leadership development consisting of assessment instruments, structured experiences, coaching, simulation activities, and case studies.

Talentsmart® research discovered that up to 58% of leadership performance can be linked to self-awareness, self-management, social awareness, and relationship management.

Most organizations have difficulty recruiting, retaining, and developing high performance employees. In a recent study, the number one reason employees quit is because of their manager. Most managers lack the knowledge, skills, and behaviors needed to lead the people, processes and technology necessary to achieve a competitive advantage.

OBJECTIVES:
Upon completing the workshop, you will be able to:

• Incorporate leadership appraisals and assessments into organizational effectiveness strategies.
• Diagnose Daniel Goleman's leadership styles
• Debrief the EI Appraisal™
• Diagnose Daniel Goleman's leadership styles and discuss implications to organizational effectiveness
• Utilize EI Appraisal and products through certification

WHAT YOU WILL LEARN:

• History and Theory of leadership development
• Contemporary leadership development strategies and best practices
• Useful leadership development applications
• Research-based leadership development tools and techniques
• The one-day Discovering Emotional Intelligence introductory curriculum (Talentsmart®)
• Enhanced credibility as a leadership development professional
• Facilitator techniques for Emotional Intelligence challenges
• Application of movie clips to Emotional Intelligence

LEADERSHIP ASSESSMENTS
Emotional Intelligence AppraisalTM -tests the four Emotional Quotient skills complete with a learning development guide. Participants will complete this instrument as part of the one-day certification process

Various leadership instruments

DAY ONE

• Overview of leadership history & theory and comparison to contemporary leadership practices
• Introduce Emotional Intelligence-core skill model and four Emotional Intelligence domains
• Discuss and summarize Emotional Intelligence research and apply to organizations
• Debrief and discuss self EI Appraisal results
• Explore and apply movie clips and experimental activities to enrich emotional intelligence discussions

DAY TWO

• Practice emotional intelligence facilitator techniques
• Experience emotional intelligence application through goal setting and action planning
• Participate in leadership styles group exercises
• Review Talentsmart® certification privileges and products
   

Course Length: 2 Days
 

STRATEGIC PLANNING - Development and Execution

PURPOSE
Participants will gain clear understanding of the strategic planning process, including how it guides the direction, structure and operations of all facets of the organization. The participant will recognize the importance of customizing the strategic planning process to suit the nature and needs of the organization. Several models for strategic planning will be introduced.

OBJECTIVES

• Participants will identify the six phases strategic planning process.
• Participants will recognize the tools to help them carefully analyze strategic issues and goals and then identify the most relevant and suitable strategies to address those issues and goals
• Participants will learn how to facilitate strategic planning, including the role, common techniques and when to use them, and how to address the most common challenges in facilitating strategic planning.

WHAT YOU WILL LEARN

• Preparing a thorough "plan for a plan" to customize your strategic planning process.
• Conducting realistic situational analyses, external and internal to the organization.
• Establishing consensus-driven strategic direction for the organization, including meaningful mission (and vision and/or values, if preferred), goals and strategies.
• Developing realistic and flexible implementation plans, including action plans, performance plans, staffing plans and an operating budget.
• Developing and communicating the strategic plan document, including thorough review and approval.
• Monitoring implementation and adjusting plans, including specific approaches and tools to track status of implementation, along with clearly making changes to plans as needed.

Course Length: 2 Days
 
 

Best Practices in Leadership Coaching

PURPOSE
Coaching is a key leadership tool used to develop and organizational talent and improve an organization's performance. Through coaching, leaders foster a culture of accountability, create high performance leaders, and impact the effectiveness, profitability and success of leading organizations.

The focus of this workshop is on your role as an internal or external coach and developing the skills needed to become effective coaches and increasing your influencing power in your organization.

OBJECTIVES

• Recognize a systematic and proven approach to coaching to achieve individual and organizational performance results.
• Review multiple coaching models and apply to various coachee and organizational situations:
  • Career Development
  • Executive Leadership Development
  • Working with High Performers
  • Coaching the Coach
• Identify and practice influencing behaviors successful in the coaching process.
• Recognize the value of influencing strategies to accomplishing personal and organizational goals.
• Build a business case and plan for implementing coaching in your organization.

HOW YOU WILL BENEFIT

1. Identify essential coaching elements in the coaching process.
2. Review research-based practical approaches to coaching.
3. Identify and apply a variety of coaching tools and techniques used in the
   coaching process.
4. Learn how to select appropriate assessment and diagnostic tools in the
   coaching process.
5. Learn to identify coaching opportunities and create developmental action plans
   that yield significant change.
6. Learn to identify a coachee resistance behaviors and how to remove/minimize
   resistance and facilitate personal change.
7. Learn how to apply influencing behaviors in a coaching and organizational
   setting.
8. Learn how to facilitate personal change with executives and develop a
   collaborative coaching relationship.
9. Learn strategies for developing coaches in organizations.
10. Learn how to use coaching as a consulting tool.
11. Apply coaching tools and techniques in a variety of skill-based activities.
12. Assess personal coaching and influencing skills and develop a personal
    action plan.

WHO SHOULD ATTEND
Internal managers and leaders, internal and external HR/OD professionals, HR/OD consultants and executive coaches who want improve their coaching potential.

Course Length: Two Days

Certificate Program 2

Organizational Effectiveness and Capacity Building

PURPOSE:
In this workshop, participants will gain an understanding of the analyzing Organizational Effectiveness through a variety of assessment tools and processes. Participants will recognize how to analyze the current organizational process, determine the gaps, and determine best practices for building organizational capacity.

OBJECTIVES:
Upon completing the workshop, participants will be able to:

• Identify strategies for selecting, implementing and evaluating survey instruments
• Diagnose what areas impacting organizational effectiveness and provide recommendations for improvement

WHAT YOU WILL LEARN

• Theory and Practice on Organizational Effectiveness
• How to select, implement, and assess organizational effectiveness
• How to debrief, diagnose and recommend solutions for achieving organizational effectiveness

DAY ONE

• Review the theory and practice of Organizational Effectiveness and Capacity Building
• Understand the need for building organizational capacity and why some organizations are seeking best practices
• Differentiate different types of assessment instruments for organizational needs assessment and individual needs
• Identify the client's needs and select the appropriate method for collecting data to analyzing the current situation.
• Creating interview and assessment instruments to collect data

DAY TWO

• Benchmark current practices against best practices/standards and determine opportunities for improvement
• Identify recommendations for improvement and gain buy-in
• Understand how to summarize findings and make recommendations
• Recognize how to create a summary report to provide feedback and executive debriefs
• Participate in a Case Study

Course Length: 2 Days
 

Certificate Program 4

Introduction to Organizational Development

Establish a foundation for understanding the principles of OD, theories, tools, and models to conduct successful OD interventions.

PURPOSE:

This Workshop Is Designed For Those New To The Field Of OD Or Those In Training Roles Who Are Currently Being Asked To Work With Groups Within Their Organization To Improve Performance Or Facilitate Change. This Workshop Will Provide You With A Foundational OD Model And Methods For Successful Organizational Development Interventions.

OBJECTIVES:

• How to use the action research method to plan and design an OD intervention
• How to determine the appropriate elements, techniques, and tools to create and evaluate the right intervention
• How to collect data to assess the need
• How to implement an OD strategy for change
• How to design and facilitate various types of interventions
• How to evaluate the effectiveness of the intervention

WHAT YOU'LL LEARN:

• History of OD and OD's contribution to Business Success
• Why OD is important to Organizations
• Your Role as an OD Consultant
• What Competencies Required
• Fundamental OD Models
• Action Research Model for Change
• Internal Consulting Techniques
• How to Conduct an OD intervention
• Conducting Large and Small Group Interventions

WHAT YOU'LL RECEIVE:

• Valuable OD Workbook
• Assessment Tools
• Problem Solving Models
• Models to Conduct OD Interventions
• Change Management Models
• OD Self Competency Assessment
• References, Case Studies, Activities

Course Length: 2 Days
 

Talent Management Workshop

PURPOSE:
This workshop provides participants with an overview of five components of talent management as a strategic approach to managing human capital - Hiring and Selection, Retention, Workforce Development, Succession Planning

The Talent Management provides tools for supporting employees, managers, teams, and organization goals. Participants will identify and discuss a variety of processes that support a talent management system.

OBJECTIVES:

• Recognize the components of Talent Management
• Determine the processes for Retaining Talent: Reducing Turnover and Aligning Talent with Organization Goals
• Developing Talent: Challenging Your People with Executive Coaching, Succession Planning, and Leadership Development Programs
• Managing Talent through Performance Management Systems
• Transitioning Talent; Creating Goodwill through Career Transition and Development Programs

What You Will Learn

• What are the key elements of Talent Management
• How to align talent with the current and future needs of the organization? How to select, develop, and retain top performers
• How to design and implement competency-based management/leadership development programs
• How to develop succession planning systems, and accelerated or "fast track" development programs for your high potentials - and the key elements needed to execute action plans for each
• How mentoring, coaching and work experience fit into the development process

Course Length: 2 Days
 

Building High Performance Teams To Manage Change

PURPOSE

When organizational change occurs, team members need to understand the whole picture to make connections between how the current change impacts them. In this highly interactive workshop, you learn how to lead teams through organizational change to move beyond the change and sustain performance. Building on a Model for Change for High Performance Teams, you will recognize a clear framework for developing teams and managing the dynamics through the change model. Participants expereince a variety of techniques, approaches, and tools and engage in a simulation that ensures that you have fully mastered the principles of true systems thinking.

OBJECTIVES

• Understand how change impacts team performance in complex systems
• Learn how to facilitate teams through change and sustain performance using High Performance Team Model and faciltation techniques.

WHAT YOU WILL LEARN

• Enhance your understanding of how change impacts the organization
• Develop your ability to move teams through change resistance to get them back on track and move toward high performance
• Demonstrate a variety of HPT Models, Tools and Techniques to facilitate High Performance Teams
• Demonstrate the High Performance Team Model and Tools in a real-life scenario

Course length: 2 days

Internal Consulting - Using the Action Research Model to Assess Client Needs

Purpose
The purpose of this workshop is to provide participants with a process to develop internal consulting skills. They will learn how to contract with clients (internal or external), understand the client's past and present state, to assess their needs and to prepare for the strategic planning session with the client.

Participants will learn how to engage with a client to facilitate planning sessions. They will learn how to establish a relationship with the client and the sponsor, understanding the client's environment, establish consultant credibility, assess the alignment of values and internal systems, and conduct a diagnostic scan, and finally define a contract of what, who, how, and where it needs to be done, define the relationships, resources, and other needs.

Participants will learn how to use assessment tools and feedback to understand the problem that prompted the intervention. They will recognize various information-gathering methods such as surveys, questionnaires, focus groups, interviews and the advantages and disadvantages of each method, and learn how to develop assessment tools.

Participants will learn how to use the action planning process and tools and techniques to prepare for the initial planning session to help the client manage the transition between the present and the future.

Participants will view several case studies and apply the action planning tools.

Course Length: Two Days