Online & Offline Offerings:
Leadership Development
Creating self-awareness for individuals
Turning employee engagement into energized, focused commitment to their work
The premise: How would our workplaces change if people had a deep awareness of themselves and were deeply connected to their work? What if we acknowledge that love and care are as important for that connection at work as it is in the private lives of people? What if we banish the notion that organizations can not be both a caring and successful?
The focus: We develop people so that they can lead their themselves, their teams, their communities and their organizations from a place of genuine care.
The process: In our programs we combine cutting-edge experiential exercises with wisdom practices to help create new levels of energy, clarity and fulfillment.
Team Development
Creating exceptional synergy in teams
Helping teams to experience deep connection
Resulting in an added value way beyond the individual capabilities of its members
The premise: The cost of disengagement these days shows itself in burn-out and depression rates soaring and retention rates plummeting.
We develop the antidote, so that ALL team members are deeply engaged around core values.
The focus: Synergy is the magnifying of team members’ contribution beyond their individual capabilities. It occurs when they care about others’ success as much their own; they focus on what matters most to the whole team; they own the outcomes and how they contributed; positive or negative.
The process: In our team development sessions, participants align on the future the whole team wants, reflect on questions that need addressing and redirect their focus to co-creating that future. Through experiential exercises and guided practices, new ways of being together are discovered that leave the team empowered and creative.
Organizational Development
The premise: To help create operating cultures* that fully mobilize the best in people throughout the organization.
The focus: Agree on how work gets done; the organizational structure, the principles, the values, the decision-making processes. The question: is the desired culture, also the culture in use? Does the way things actually get done reflect deep caring about people?
The process: We work with leaders to define the operating culture they want, guiding them to include authentic, deep caring of people as part of how work gets done. Then we help them communicate their ideas, measure their reality and guide them on how to reduce the gaps between the espoused and in-use cultures
*Operating culture is a fancy term for a not so fancy idea. It defines how work gets done.
Leadership Development
Creating self-awareness for individuals
Turning employee engagement into energized, focused commitment to their work
The premise: How would our workplaces change if people had a deep awareness of themselves and were deeply connected to their work? What if we acknowledge that love and care are as important for that connection at work as it is in the private lives of people? What if we banish the notion that organizations can not be both a caring and successful?
The focus: We develop people so that they can lead their themselves, their teams, their communities and their organizations from a place of genuine care.
The process: In our programs we combine cutting-edge experiential exercises with wisdom practices to help create new levels of energy, clarity and fulfillment.
Team Development
Creating exceptional synergy in teams
Helping teams to experience deep connection
Resulting in an added value way beyond the individual capabilities of its members
The premise: The cost of disengagement these days shows itself in burn-out and depression rates soaring and retention rates plummeting.
We develop the antidote, so that ALL team members are deeply engaged around core values.
The focus: Synergy is the magnifying of team members’ contribution beyond their individual capabilities. It occurs when they care about others’ success as much their own; they focus on what matters most to the whole team; they own the outcomes and how they contributed; positive or negative.
The process: In our team development sessions, participants align on the future the whole team wants, reflect on questions that need addressing and redirect their focus to co-creating that future. Through experiential exercises and guided practices, new ways of being together are discovered that leave the team empowered and creative.
Organizational Development
The premise: To help create operating cultures* that fully mobilize the best in people throughout the organization.
The focus: Agree on how work gets done; the organizational structure, the principles, the values, the decision-making processes. The question: is the desired culture, also the culture in use? Does the way things actually get done reflect deep caring about people?
The process: We work with leaders to define the operating culture they want, guiding them to include authentic, deep caring of people as part of how work gets done. Then we help them communicate their ideas, measure their reality and guide them on how to reduce the gaps between the espoused and in-use cultures
*Operating culture is a fancy term for a not so fancy idea. It defines how work gets done.
