Pics from Building Relationships (Conflict Management) Workshop for Leaders

We know that for a team to be able to deliver extraordinary performance, they should be extremely capable and coordinated, and be able to understand each other.

My insight - A key for teams to build sustainable relationships is how the team is able to manage disagreements and conflicts. This came out clearly during the facilitated discussion on what makes a High Performing team.  The participants got this realization through the facilitation processes they underwent, because "Conflict is inevitable but combat is optional."  

Here is some of the action captured for a workshop on Building Sustainable Relationships through Conflict Management for Leaders.  The workshop topic was covered over 2 days for different sets of leaders of the organization and is a part of the leadership journey program. 

Participants got an understanding of the Thomas Kilman Model, The Conflict Continuum and Conflict Circles Model of Patrick Lencioni.  They also applied the model to situations they were facing at the workplace and got ideas on how to address similar situations in future.  A combination of training, lecture and facilitator-led group discussions were  designed to achieve this.

They also understood that disagreements are good for the growth and performance of the team, as long it doesn't get personal.

In case you are wondering, they are reading the quotes that I had put up on the wall on coloured paper.

What they feel a high performing team consists of.

Overall it was an engaging session that all participants were actively involved in.  Do contact me on ryanbbarretto@hotmail.com or +919820155778 if you would like your teams to positively improve their performance.

Workshop Action - Behaviour Styles for Leaders

This is the next part of the Learning Journey for the two batches of Leaders, where Behaviour (Social) styles, The Tuckman Model, and Team management were covered.  We also worked on how to make performance discussions effective and discussed how to make our teams more effective and productive.  This organization is in the field of HR outsourcing.

This was the participants first experience of a workshop where a PPT was not used.  Participants felt more engaged and enthusiastically shared their perspectives during the discussions - thus enhancing their own learning.  This was made possible through some facilitative processes and lots of simple interactive discussion questions.

Here are some pics of the action from the workshop with the HODs:

Here are some pics of the action from the workshop with the direct reports:

The workshops ended with participants committing to ensure that they do their best to create environments where their teams are able to perform effectively and have effective performance discussions.

Do contact me on +919820155778 if you would like to have Leadership Development Workshops for your organization.

How I realized I made a positive impact with my workshop

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This happened to me during a recent series of Leadership Development workshops with a client, and a participant informed me that another participant would reach 30 minutes late because it was their birthday, though the company policy permitted them to stay home and celebrate with family.  Let me also mention that all the participants held work experience of 15 years to 22 years.

In my workshops over the years, I have always had participants come to me at the end of the workshop thanking me for helping them get their insights or results. This workshop too was no exception. 

But I was quite blown away by this revelation, more so, because the participant also offered me chocolates during the break and mentioned that they attended the workshop today because of me.

This gives me much confidence as a trainer and facilitator, since it tells me my workshop design met their learning needs, and my delivery approach made them want to attend the next session, even though they had a choice to take the day off.

I am extremely grateful to my mentors, clients and participants and the International Association of Facilitators who have been with me on this journey and provided these opportunities for me to perform, learn and grow.

Pics from Stress Management Workshop

 Here are a few pics of a workshop on Stress Management that I conducted for my client in the BFSI space.

The participants from the middle and junior levels from different functions of the organization.  I am thankful for their whole-hearted participation in the exercises and for their insightful questions during the workshop, which made the entire experience wonderful both for them and for me.  

While they identified the causes of stress on their own, I shared with them a guided meditation exercise, and a journaling method  both of which they found very useful.

Participant Expectations

Reviewing the Causes of Stress

Journaling

While they built their action play, they also shared on the sticky wall, specific things they will put into practice.

Learnings that they will put into practice

Pics from Conflict Management workshop

 Here are the pics from my recent workshop "Growth Through Conflict Management" for an organization in the BFSI sector.

Due to situational reasons, the start was delayed, so I had to adjust time for some of the activities. Some of the topics covered were the Thomas Kilmann model, Patrick Lencioni's Conflict Continuum and Conflict Circles models, how emotions impact conflict, and the Ladder of Inference. The topics were  partly facilitated and covered through self-reflection exercises, facilitator-led discussions, group discussions, and role plays.

The participants were enthusiastic and fully involved in the group discussions, asking me questions wherever they needed to, during the day.  Here's how it looked:

Expectations

Strategies for Managing conflict

Qualities of an Effective and Ineffective Listener

Participants summarized what they learnt during the day

Do get in touch with me on +919820155778 or ryanbbarretto@hotmail.com if your teams want to resolve some conflicts and collaborate effectively for success. Or any other topic you have in mind.

My Facilitation Tip

This was shared by the International Association of Facilitators (IAF) on social media.  Gratitude to IAF for the opportunity to run facilitation sessions for Mumbai hub, IAF conference at Delhi and IAF Asia conference at Hyderabad.  

Heartfelt thanks to the senior facilitators who spent time giving me feedback on how to improve my session design, particularly, Sekhar Chandrasekhar, Yateen Gharat, Ajit Kamath, Shyam Iyer,Varsha Chitnis.

Here's the link to the post.

Participant Feedback - Emotional Intelligence Workshop

Here are the pictures of my recent one-day workshop on Emotional Intelligence for participants from a financial organization.  The interesting point here is that the participants (not all were managing teams) have nominated themselves for this workshop.  Their interest was evident right from the start, with their questions and participants.

I was able to facilitate a couple of areas and not the entire workshop since there the participants needed content to increase their understanding the topic.  Hence the workshop was a mix of facilitation and training. 

Learning Expectations

 

Participants try to portray and identify each other's emotions

The participants thoughts about what makes a leader (hint - behaviours)

Participants identify ways to manage self, motivation and others

Learnings that participants wish to apply at the end of the workshop

The client feedback received was positive (they enjoyed it, were keen on applying their learnings), and participants wanted it to be of a longer duration.

Do let me know if you would like to conduct such workshops for your teams / organization. Write to me on ryanbbarretto@hotmail.com or call me on +919820155778 for a discussion.

Why Learning cultures need to be reframed as Awareness Cultures

Super read on how to improve your #trainingeffectiveness in the organization by creating a #culture of #awareness.

From the article" 'a culture of awareness that ensures that the learning that is offered is targeted appropriately to be efficient and personalized and leverages the power of self-direction and self-regulation in learners themselves'

Great to know that I (thanks to mentors and other #facilitators) already ask these questions of my clients so that we have co-designed a focused #learning #intervention .

Read the rest of the article here.