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Engaging. Effective. Fun.

We design and implement experiential trainings that are tailored to your organizational needs. We use Participant-Centered Training techniques that are based on leading-edge cognitive and adult learning research.  Our design expertise supports training that fully engages participants and maximizes training value.

Our tools

  • consistently create a transformative learning relationship with training participants
  • effectively evoke the intelligence of participants and deliver specific concepts and skill sets.

We use Participant-Centered Training Techniques

A Trainer, as you suspect, has a wide range of responsibilities. His or her chief responsibility is always to the participant, to provide effective learning sessions directly suitable for each group of adult learners, to encourage the participant to be active, to recognize and accommodate individual differences in participants, and to enable participants to contribute their knowledge to the learning group.

The dominant pedagogical paradigm is based on having a trainer present good information skillfully (and passionately) and having learners responsible for processing, sorting, retaining and applying it, however this dominant paradigm is not as effective or responsive to what adult learners want. Offering information to the intellect of the participant means that they have to work very hard to learn it. Participants are selective about what they take in. They must be selective for survival. If adult learners are resistant to a message, they can actively inhibit receiving it. Trainers have the opportunity to encourage participants to want to receive new ideas, skills, attitudes and to want to put energy into active practice which will lead to permanent change.

The Participant-centered training model is based on the following operating principles:

  • Learning is change that takes place inside the participant; the trainer can facilitate this change, but cannot directly create this change in the participant
  • The trainer can best facilitate this change by providing learning events in which the participant has the central role

Our Signature Trainings

Below are our signature trainings which also can be tailored to your needs. You can read more information for each one below.

  • Become an Engaged Organization
  • Social Network Analysis (SNA): Build a Collaborative Network
  • Conflict Resolution and Reconciliation through exploring Self Organizing Systems and using the Expressive Arts techniques

Become an Engaged Organization Bring Your Passion To Work

Objective: Participants learn the skills to increase their own organizational engagement as well as how to encourage engagement among their colleagues

In today’s organizations, we are a part of a web of relationships within, across, between, and among many teams and organizations.  It is not enough to encourage our employees to become more engaged with their jobs, but we also need to acknowledge the importance of the engagement with each other, to the organization, and to the community and the rest of the world.

This cutting edge employee engagement workshop gives managers the skills to increase their own organizational engagement as well as to engage their employees individually, and in groups, and to structurally support engagement in the organization. They will learn to apply an employee engagement model, which includes:  challenge & skill balance, job satisfaction, empowerment, autonomy, transformative leadership, trust, and organizational commitment.

This workshop is most often preceded by a validated employee engagement survey.

Social Network Analysis (SNA):  Build a Collaborative Network

NetworkDrawing

Objective: Participants learn how to identify the successes and the gaps in their internal organizational network, and how to build a fuller more interconnected network 

Relationships between and among members and departments in an organization are as important as the work that members individually contribute.  The dynamic and innovative organization requires leaders who can think strategically, make intelligent decisions. Learning to be part of a network increases managers’ productivity because they are able to identify resources more quickly, and contribute resources more readily. The work flows better, helps with task allocation and accountability. This level of understanding supports intelligent strategic decisions.

SNA provides a snap shot of current relationships; the statistical information about social relationships in the organization rapidly identifies the quality of these relationships.  SNA identifies the current level of collaboration among individuals, and among groups; identifies champions, and highlights the gaps in organizational relationships.

This workshop teaches leaders and managers the fundamentals of SNA, and gives them a basic understanding of what a network is, what effective connections are, and, why and how to build more collaborative relationships within their departments and within the organization.

This workshop is most often preceded by a social network analysis survey of the participant group; a statistical software analysis produces visual maps of current relationships to give a realistic scenario for learning.

Conflict Transformation using Expressive Arts Methods

04.workshop picture

Objective: Exploring our stories through Expressive Arts methods. This workshop focuses on resolving our current or historical conflicts and opening pathways for reconciliation. 

Adapted from Armand Volkas’s Healing the Wounds of History process, this workshop uses experiential techniques to work with a group of participants who are currently in conflict with each other. This is also useful for departments who have experienced historical conflicts.

Often includes: Exploring Self Organizing Systems and how to adapt their principles for resilience in our communities

According to sociologist Philip Slater, in the last two centuries we have been transforming from thousands of years of Control Culture (e.g., authoritarian, hierarchical societies) to Integrative Culture (e.g. democratic, egalitarian). A recent rapid and accelerated change in culture has gained serious momentum in the second half of the 20th century, as in the sixties civil rights, feminist movements, change in technology, etc.

As the global culture shifts, more and more people are looking for ways to adapt to the new Integrative Culture. Humans are so used to looking for a leader. Some are struggling to restructure the hierarchical model into something more suitable for today and future. National Geographic senior editor Peter Miller writes that Smart Systems have been doing this for thousands of years. In fact they are the most flexible and adaptable systems, he says, and can accomplish great things e.g starlings, ants, and termites.

As apposed to hierarchical (controlled) model, the first part of the workshop focuses on how we can apply self-organizing systems in today’s changing and complex world. Workshop participants will learn what is self-organizing system; how starlings dance in the sky; and how we can mimic and apply their science in our daily lives.

As part of this global cultural shift, in order to do it successfully, in this workshop we explore and resolve our personal and cultural conflicts of past and the present. Second part is story sharing and exploring our stories through Expressive Arts methods to resolve our conflicts and open pathways for reconciliation.

 

For more information or if you want to schedule a training, reach out to us.

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