If you are not sure which of our activities or workshops are best for your team, here are some suggestions to assist with narrowing down the options.
Difficult Relationships: Better is Possible
Are internal conflict, personality clashes and difficult relationship impeding team effectiveness? Recognizing dysfunctional patterns, understanding your role in your relationships and possessing a few tools for conflict resolution are important elements to help move a team forward.
- Our Dealing with Difficult People workshop reveals several approaches to navigating conflict, examines different personality types and provides a number of tools to help diffuse difficult relationships.
- The Style Matters: Kraybill Conflict Style Inventory introduces five common approaches to conflict and helps people better understand their responses to and reactions while under stress.
- Our Team problem solving challenges can offer great insight into group dynamics and allow for a conversation about team dysfunction in an open and neutral setting.
Getting to Know Your Team
Each person brings unique talent and perspective to a team. Knowing each person’s underlying motivations and leadership strengths is valuable information. Through the use of personality type inventories, team problem solving challenges and shared positive experiences, we’ve been helping teams know and understand each other better to create better relationships, lasting insights and long team success.
To learn more about the people who make up your team, consider one or a combination of the following:
- High Ropes Course Challenge: great for new teams or teams wanting to (re) build trust
- Personality Type Inventories: for deeper understanding of underlying motivations and working preferences (Strength Deployment Inventory, Myers Briggs Type Inventory, Clifton StrengthsFinder, Foursight)
- Team Problem Solving Challenges: for insight into group dynamics and behavioral patterns
- Corporate Canine, team building with dogs: to better understand alignment of strengths and purpose
Having the Right Conversation
When we ask clients to pinpoint what needs to happen to improve their working environment or resolve tension in their organization, many are unsure, often because the root cause remains unidentified, or unspoken. It often takes real courage and commitment to reveal or admit to organizational dysfunction. Our professional facilitators will work with you to identify and articulate the unspoken and ensure the right conversation happens. Through carefully designed experiences and use of focused discussions, new insights and resolutions will emerge.
To get the right conversation started, consider the following:
- Pacific Center for Leadership’s High Performance Team Indicator: gauges alignment and critical aspects of team functioning
- Conversation Café: generates discussion and ideas in an innovative and non-judgmental format
- Visual Explorer: animates subject matter through compelling images and metaphor, deepening conversations and understanding.
- High Ropes Course Challenge: builds trust and commitment amongst team members
Change, The Only Constant in Business
In business, nothing is as constant as change. Those organizations that openly acknowledge change, understand the stages people can go through on a change curve and work diligently to communicate through transition will be the most successful. If your organization is ready to examine and improve your culture around change we suggest a combination of the following:
- An exploration of the stages of the change curve and the notion of transition (a more sustained period of adjustment to a new reality).
- Team problem solving challenges to highlight feelings about and reactions to change
- Focused conversations using interactive tools to hone in on key issues
- Group coaching for team leaders designated as advocates of the change initiative
The Plan Around Strategy
Strategic planning is an important part of every business. Goal setting, articulating the methods by which you'll reach your goals and finally implementation are all known steps in the process. At Pacific Center for Leadership we've developed an effective session that allows participants to get some hands-on experience in a simulated environment to run through a strategic planning process in order to gain some knowledge and address the following important questions:
- What happens if you over-plan, or don't put enough time into planning?
- What happens if your business landscape changes half way through your implementation process?
- Is your plan flexible enough to absorb changing conditions?
- How does deviating from your original plan affect results?
For teams who want to bring new energy to their strategic planning process and gain knowledge and data around planning and implementation processes, we suggest the following:
- Strategic Planning Initiative: to animate the process and focus on collaborative actions
- Professional facilitation to effectively use planning time and focus conversations for maximum results.
Resilient Individuals and Organizations
As individuals and organizations struggle to keep pace or adapt to changes over which they feel they have little control, an understanding of existing strengths and ability to withstand adversity can be reassuring and empowering. To help individuals understand how their personal and organizational resilience can grow, we suggest the following:
- A facilitated conversation, focusing on personal capabilities and strengths each member brings to their team
- Our Resilient Leadership session, highlighting different responses to change through the metaphor of forests and fire
We’re Better Together: Collaborating for Success
Everyone agrees that teamwork is the key to success; no one can do everything themselves and no one person can be an expert in all areas. Sharing best practices and learning from those with previous experience are often the most efficient ways to produce better results. But, how do you convince those who like control that delegating is necessary and how do you engage those who would rather “do their own thing” to enter into the collective arena?
At Pacific Center for Leadership we’ve developed engaging learning modules that invite participants to try different methods of collaboration and explore different ways of communicating. The results are improved performance, efficiencies in resource allocation, and an appreciation for different roles on team. If you are looking to break down departmental silos, and collaborate for organizational success, we suggest the following: