Areas of Expertise
The following training topics are areas Vedere coaches enjoy learning about and teaching. These can be incorporated in other development opportunities such as coaching, facilitation or organization development engagements.
Change and Transition:
Training in this area can draw from many great models including Chip and Dan Heath's groundbreaking work on the research that shows why change is hard, why so many change efforts fail and how we must draw on our rational and emotional sides to effect change, on John Kotter's work on organizational change, on William Bridges' work on the emotional side of change and how change agents can recognize and help others get through the stages of change, Rick Maurer's very practical work on how to lead change in the face of others' resistance, and on Kegan and Leahey's work on immunity to change. It emphasizes the importance of understanding human reactions to change and using that understanding to facilitate successful change.
Training on this topic can focus on any or all of the building blocks of communication: listening, giving feedback, powerful questioning, and expressing what you want clearly, directly and respectfully. The difference between effective and ineffective communication and common roadblocks to communication can also be explored. Usually training includes opportunities for practice and feedback and could incorporate videotaping. Key sources include Marshall Rosenberg's non-violent communication, Crucial Conversations, Susan Scott's Fierce Conversations, and the Awareness Wheel. Outcomes and design are tailored to the needs of the audience.
Two models are often highlighted in Vedere's workshops on conflict. The Conflict Dynamics Profile is both an assessment and model that identifies key behaviors that promote constructive conflict and behaviors that promote destructive conflict. Participants can learn the difference and receive feedback on their conflict behavior with either an individual or 360 assessment. Marshall Rosenberg's non-violent communication is a second model that is most effective in identifying the key elements of effective and compassionate communication and in identifying ineffective behavior that can escalate conflict. Skill building and practice are essential to learning successful conflict resolution strategies.
As professional coaches, we have developed a set of competences-contracting, building trust, listening, powerful questioning, presence, and follow up-that can be used in many other lines of work, such as management, human resources, financial advising, etc. Training that focuses on any or all of these competencies can help groups deal more effectively with others who need help solving a problem.
Workshops Vedere coaches have designed on emotional intelligence explore the following questions: What is emotional intelligence? How does emotional intelligence impact the workplace? How can I become more emotionally intelligent? The workshop is based on the work of Goleman and others.
A unique emotional intelligence assessment, the EQ in Action Profile can be used to provide an in depth roadmap of key components of emotional intelligence and a personal interpretation of how one can improve their emotional intelligence. EQ in Action Profile workshops are followed by at least one individual coaching session for each participant.
There are a number of wonderful models that provide a framework for understanding the leader/follower relationship and help leaders learn how to get the best from themselves and their people. Situational leadership, strengths-based leadership, resonant and primal leadership, the empowerment dynamic, and research outlined in Kouses and Posner's The Leadership Challenge are all ways to help leaders motivate, inspire, provide clear direction, manage performance, envision the future, etc. Assessments like The Leadership Circle, the LEAD or LBA II assessments, the LPI and others can give leaders a framework for future development and are sometimes used in leadership programs. Practice sessions, coaching, feedback sessions, videotaping, reflection time can all be built into the design. Each leadership development experience is tailored to the client's needs and can draw from other topics outlined in this capability statement.
Resilience and Stress Management:
We live in a world that is increasingly complex and demanding, where we are constantly bombarded by circumstances that knock us off center. Resilience is the ability to "perform in the storm" as expert Jim Loehr says, and to bounce back from adversity as strong or stronger than before. Understanding the nature of resilience and how we can build our own resilience in the face of complexity and pressure helps us perform more effectively every day. This workshop draws on research from the positive psychology movement, the Human Performance Institute, neuroscience, and the body. Participants will be better able to understand the nature of stress and recovery, to reframe obstacles into challenges, and to face the future with optimism.
Work/Life Balance and Time Management:
How can I operate at my best through a long day? How can I organize my space, my energy, my attention, others expectations, and my responsibilities so I can feel good about what I accomplished at the end of each day-that I did what was most important? How can I align my time with the things I most value in life? These are important questions and form the crux of the material in this development experience. The emphasis is placed first on "time management bright spots"-what the person is already doing well in order to manage their time. We then move from there to other ideas for making the day more productive.
Transformative Leadership Development:
Effective leadership requires a tremendous amount of personal power and integrity. The ability to influence and inspire others over the long haul flows from a self-understanding, authenticity and self-confidence that are best achieved by honest and deep engagement with oneself and with others. To increase one's effectiveness and sense of fulfillment in life and work, one has to learn more than tips and techniques. It requires exploring who you really are underneath the layers of interpretation, the "story" every person acquires. In this workshop, development is about understanding the assets and liabilities of your full leadership capability. Based on John Scherer's work, Five Questions that Change Everything, this training is designed to plumb the depths of individual's experience by answering five critical questions. These questions lead to greater self-awareness and more importantly, to self-mastery.
- Certified in the EQ in Action Profile, 2010, The Leadership Circle 360, 2009, the TLC Culture Survey, 2009, the Conflict Dynamics Profile, 2004, William Bridges Transitions Program, 1999, Myers-Briggs Type Indicator, 1986
- Experienced interpreter of VOICES 360, Benchmarks 360, OPM 360, LPI 360 assessments, SBA II Individual and 360 assessments, and the LEAD assessment.
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