| 12 |
1 hour or 2 hours |
Creating Safe and Inclusive Environments
  
It is essential that today's business leaders create safe and inclusive workplaces where employees feel comfortable and welcomed. This type of environment increases worker satisfaction and, ultimately, organizational outcomes. This session will focus on effective strategies and how to implement them at your organization.
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All Employees and Subgroups |
| 11 |
1 hour or 2 hours |
Work-Life Balance and Burnout (Board/Management/Leadership of Organization)
Work-life balance practices are institutionalized arrangements that make it easier for employees to manage their work and personal lives. Employees that feel their companies invest in them are then typically more invested in the success of their organization. This session will help participants discuss steps to address and enhance a positive organizational culture, through the use of their organizational policies, benefits, and services.
|
Leaders |
| 10 |
1 hour or 2 hours |
Work-Life Balance and Burnout (Employees/Staff)
Work-life balance describes the time working individuals need to allocate for their professional and personal lives to be in balance. Participants will identify cues of burnout and create facets of work-life balance options that they can implement into their lives.
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All Employees |
| 9 |
1 hour or 2 hours |
Group and Team Development
The term "group dynamics" describes the way in which people in a group interact with one another. When dynamics are positive, the group works well together. When dynamics are poor, the group's effectiveness is reduced. Essentially, "the whole is greater than the sum of its parts." Based upon the organization's request, this session will focus on expanding the content (from one of the earlier sessions) to a specific team or group (i.e. CliftonStrengths, KLC, MBTI®)
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Teams |
| 8 |
1 hour |
Motivational Approaches
Motivation is the force that draws one to move toward something. Participants will examine various types of motivation approaches and identify the type of incentives in which they respond. In turn, this will help drive themselves and others toward success.
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All Employees |
| 7 |
1 hour |
Personal Learning Styles
Based on David Kolb’s Experiential Learning Model, participants will evaluate their learning style by a cyclical process of experiencing, reflecting, thinking, and acting. The Learning Styles Inventory serves as a catalyst for participants to interpret and reflect on the ways they understand and process information.
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All Employees |
| 6 |
1 hour |
Effective Communication Techniques
Communication is one of the most important aspects of interacting with others. In this one-hour session, participants will practice the communication strategy of “Describe, not Evaluate” and learn specific techniques to use when requesting something from someone.
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All Employees |
| 5 |
1 hour |
Conflict Management and Resolution Strategies
Based on the Thomas-Killman Model, participants will take a Conflict Styles Inventory. This self-assessment provides participants with feedback on their preferred conflict management styles. Managing conflict is assessed on a scale of assertiveness and cooperativeness. Assertiveness is the extent an individual will attempt to satisfy their own concerns, while cooperativeness is the extent of trying to satisfy the other parties.
With this instrument, our facilitator helps participants understand how using different conflict management styles affects relationships and group dynamics, empowering them to choose the best approach for any situation.
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All Employees |
| 4 |
2 hours |
TypeFinder Personality Test (MBTI®)
The Myers-Briggs Type Indicator® (MBTI®) is based on psycho-social preferences in how people perceive the world and how they make decisions.
During this session, participants take an inventory to discover their four principal psychological functions - sensation, intuition, feeling, and thinking. With these insights, participants can make more informed decisions, better communicate with others, and build stronger relationships.
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All Employees |
| 3 |
2 hours |
Supervisor and Manager Training - Situational Leadership Model
Management styles based on the Situational Leadership Theory, developed by Hersey and Blanchard, are flexible. Leaders modify their style of management to suit the existing work environment and requirements of the organization.
During this session, leaders will gain insight to understand when to change their management style, and what leadership strategy might fit each new situation.
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Leaders |
| 2 |
2 hours |
Kansas Leadership Center Competencies
The Kansas Leadership Center (KLC) is a non-profit organization committed to fostering leadership for stronger, healthier, and more prosperous Kansas communities.
Our certified KLC teacher and facilitator will engage your team/staff with the KLC's principles, competencies, and definition of leadership. Using the KLC framework, participants will identify key areas where they need to stretch, grow, and experiment. Content may include any of the following:
Diagnose Situation: Distinguishing Technical and Adaptive Work, Understanding the Process Challenges, Explore Tough Interpretations, Take the Temperature, Identify Who Needs to Do the Work, Test Multiple Interpretations and Points of View
Manage Self: Know Your Strengths/Vulnerabilities and Triggers, Get Used to Uncertainty and Conflict, Choose Among Competing Values, Know the Story Others Tell About You, Experiment Beyond Your Comfort Zone, Take Care of Yourself
Energize Others: Engage Unusual Voices, Start Where They Are, Work Across Factions, Create a Trustworthy Process, Speak to Loss, Inspire a Collective Purpose
Intervene Skillfully: Make Conscious Choices, Raise the Heat, Speak from the Heart, Give the Work Back, Act Experimentally, Hold to Purpose
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All Employees and Subgroups |
| 1 |
2 hours
|
Gallup® CliftonStrengths®
More than 90% of Fortune 500 companies have used CliftonStrengths® to bring the power of strengths-based development to their workplace culture. Over 22.7 million people have taken the assessment and according to Gallup, Inc. research, people who know and use their strengths are:
- more engaged at work
- more productive in their roles
- happier and healthier
Our Gallup-Certified Strengths Coach will help participants identify their strengths using a common language. By naming the individual talents of each member of the organization, its employees can be utilized in the most effective positions. In turn, this will allow them to develop their required skills, help reduce turnover, improve employee morale, and ultimately improve the organization's overall performance.
Individual coaching is available for follow-up sessions.
Additional Cost: All participants must complete the online assessment ($10/person for top 5 Strengths Report, or $50/person for all 34 Strengths Report.)
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All Employees and Subgroups
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