Training & Development

Our clients have shown us some common themes occurring in the workplace.  In response, we have designed several training and development opportunities intended to positively impact the leader, team and entire organization.  Sessions are customized for each client's unique learning needs.  Consider engaging with Stone Arch for a full or half-day high-impact initiative on:  Building A Culture of Trust, When Generations Clash in the Workplace, Organizational Conflict, Measures of Organizational Health, Employee Resistance, Building Your Professional Brand, Change Management, or Beyond SWOT Analysis.

Building A Culture of Trust



Any lasting structure is built upon a solid foundation or bedrock.  So, too, does an organization rise and fall based on the foundation of trust within its corporate culture.  Perhaps trust is holding your organization back from producing better results?  Is leadership trust or team trust affecting the productivity of your workplace?  This workshop examines the thoughts and behaviors that advance trust.  Participants build a plan toward a shared future and leave feeling a significant contribution on Building a Culture of Trust.


By the end of the session participants will: 

  • Diagnose economic waste present in low trust environments
  • Recognize the conditions for building an increased culture of trust
  • Prioritize behaviors necessary for building a culture of trust
  • Understand how a high-trust environment increases organizational outcomes


 

When Generations Clash in the Workplace



We live in unprecedented times where a Baby Boomer born in 1960 leads a division of employees, a Generation X'er born in 1975 manages a team of Millennials born in 1988.  They grew up with different role models, music, clothing/hairstyles, technology and philosophies for life and work.  Organizations that recognize the differences of each generation and leverage the strengths of those generations are more likely to outperform those that do not.


By the end of this session participants will: 

  • Identify the four generations at work and the unique characteristics associated with each
  • Understand broad generational trends placing pressure on the work place
  • Gain skills to leverage generational strengths
  • Take tangible steps to manage generational differences

     


    Organizational Conflict: A Necessary Business Objective



    Is conflict avoided in your organization? Is a power-grab taking place? Have you heard yourself say, “Can’t we all get along?” This conflict management workshop is designed for participants to understand conflict in the workplace, assess their personal conflict style and learn skills to practice managing conflict constructively.


    By the end of the session participants will:

    • Define conflict in work and personal environments
    • Understand five conflict styles
    • Identify dominant conflict styles in work and personal life
    • Gain skills in negotiation
    • Assess situations where constructive conflict can be used for mutual benefit


        Measures of Organizational Health



        Some say securing the best talent will ensure organizational success.  However, talent alone doesn't make a winning team.  Organizing the team is key!  Whether its bringing in new talent or maximizing and leveraging existing talent, Organizational Health is key for success.  Organizational Health is visibly seen in organizations that have high morale, productivity and efficiency with minimal dysfunctional politics and confusion.   

        By the end of this session participants will: 


        • Identify what is meant by organizational health
        • Understand the role a cohesive leadership team plays in organizational health
        • Understand the role clarity and communication play in organizational health
        • Receive a diagnostic checklist for assessing one's own organization

             


            Employee Resistance:  Leverage Organizational Tensions



            The pressure has never been higher for organizations to continually change.  However, management literature suggests most organizational change initiatives fail.  Why?  Why do employees, teams and/or entire organizations resist change?  What is resistance in the first place?  And how can leaders recognize subtle resistance and leverage it?


            By the end of this session participants will: 

            • Identify that not everything is a problem to solve
            • Recognize the difference between problems-to-solve ("either/or" thinking) and polarities-to-leverage ("both/and" thinking)
            • Understand various types of resistance in the workplace and see the upside to employee resistance
            • Leverage key interdependent pairs within organizational climate


             

            Building Your Professional Brand



            Your professional brand is critical in today's uncertain economic environment.  Your brand goes beyond your image.  In truth, a well-developed brand speaks to your true character, integrity and advances genuine trust.  Don't think you have a brand?  Think again!  We all have a professional brand.  Your brand can be cultivated, developed and refined to meet and exceed your professional aspirations.  Learn how to develop and cultivate a living and breathing network that takes of care of you when you need it.


            By the end of this session participants will: 

            • Appreciate the importance of your brand identity
            • Understand the process of conducting a brand audit
            • Define your professional brand now and in the future
            • Gain skills in making your brand alive
            • Take action on living into your brand


            Change Management:  A Receiver's Perspective



            There are many models in the marketplace on how to implement change. However, there seems to be a void of content on preparing oneself for change initiatives in this rapid-fire work culture. How should we emotionally respond and anticipant change? What are the predictable stages of change that will help me best navigate the process? How do I remain resilient?


            By the end of the session participants will:

            • Understand the realities and pace of change organizations
            • Understand why we resist change
            • Understand  the value of “both/and” thinking with change
            • Know about the emotional side of change at work
            • Navigate the predictable stages of a change model
            • Be equipped with the predictable stages of the change curve
            • Sharpen your resiliency skills for when change occurs
            • Have tools, models and change language for application


            Beyond SWOT Analysis: A Review of Four Planning Models



            What’s wrong with the SWOT Analysis?  You know, the “tried and true” Strengths, Weaknesses, Opportunities and Threats model for strategic planning.  Ok. There’s nothing wrong with the SWOT Analysis. However, organizations may fall into a comfortable pattern when limiting their strategy formation activities to the “same old, same old” planning model.  Many planning models exist that gather comprehensive and systematic feedback from an organization’s ranks-and-file, consumers, stakeholders, alumni, communities and so on leading to valuable intelligence not otherwise cultivated. This session equips human resource leaders with supplemental planning approaches beyond the SWOT that will strengthen their organization planning efforts. An added plus – the HR leader will be positively perceived by contributing to the strategy formation efforts!


            By the end of the session participants will;

            • Review the traditional strategy formation SWOT Analysis Model
            • Be introduced to four comprehensive and systematic planning models: Future Search, Whole Scale Change, Appreciative Inquiry and World Café.
            • Analyze each model’s strengths, weaknesses and application
            • Prescribe the best-suited strategy formation framework for their organization




                  "Scott provided a safe and nurturing environment for our team to have meaningful and worthwhile discussions that enabled us to find ways to better understand and collaborate with each other.  Change doesn't happen overnight but through team building sessions he has provided us the tools and resources we need to be successful.  Also, I am amazed by his overall insightfulness and his ability to quickly build rapport and trust with all our team members through his sincere, pleasant and thoughtful demeanor.  I would highly recommend Scott to any team or organization that is in the search for professional leadership and organizational development services!"

                                              

                  Andrew Thelander, MBA,

                  Associate Financial Advisor,

                  Wealth Enhancement Group






                  "Scott took the time to listen to and understand our organizational needs. He designed, delivered and facilitated a leadership summit for the shared expertise to emerge from our senior leaders that has contributed to an actionable pathway to achieving the leadership qualities and expertise our business needs to meet its aggressive growth objectives. We continue to view Scott’s relationship as a trusted business advisor."


                  Jim Hall, 

                  Vice President and General Manager

                  Lifecore Biomedical 






                  "Cushman & Wakefield/NorhtMarq benefited from Scott's collaborative approach when providing a dynamic learning session on Multiple Generations in the Workplace.  Scott has a sense of the room, drawing expertise out from participants and adding just the right mix of knowledge to keep the constructive conversation flowing.  I would not hesitate but to positively recommend Scott's organization development work."


                  Carrie Patterson,

                  Vice President of Human Resources,

                  Cushman & Wakefield/NorthMarq