Workshops and Engagements

This process invites the emerging leader to consider and respond to the effects of transitions and other stressful circumstances on themselves, on teams and individuals. 

There are probably times when you feel or behave quite differently from the way you usually do. At other times, you’ll notice others seem out of character. This is typically in one's blindspot and can cause unnecessary damage. This workshop brings greater awareness and mastery over the impacts of stress.

Courage, high integrity, and self-awareness require intentionality and proactive practices.  It explores proven leadership and practices, engages the narrative of the participant, then revitalizes the leadership wisdom essential for positive performance. Learning Outcomes:

*Curiosity about one’s own reputation and impact on others 

 *Balancing critical self-reflection and appreciative feedback.

*Reduction of fear in seeking and offering feedback.

*Building essential critical self-awareness.

Table 6 is code for a favorite restaurant spot where leaders are welcomed to come as they are and dialogue and learn in a safe, confidential environment. .

This process introduces the Myers Briggs Type Indicator and the Leadership Architect to engage the fundamental similarities and varietal differences in the manner and choices active in a team or any in any collaborative leadership endeavor. 

SO, how am I doing? Do I really want to know?  It may be the folks around you would love for you to have an accurate self-appraisal.. This exercise provides vital feedback on the strengths, vulnerabilities, and blindspots of the emerging leader, and how that leader is perceived by his colleagues, versus the story one tells oneself. . It goes on to instill the specific behavioral change strategies necessary for greater engagement and success.  "I wish I did this 25 years ago."

There are many reasons why someone signs for  up or is assigned coaching. There are as many methodologies to meet the growth and success expectations of the business, the executive, or the leader. Processes are tailored to meet those unique needs and flex as the individual benefits from  the  coaching opportunity.

Dig in! This exercise invites CEO’s to commit to a confidential space to connect and benefit independently outside the demands and hazards of internal company leaders and officers. Time to think, safely critically reflect, reduce natural isolation, remember, and cultivate core intentions and beliefs, get unstuck, share concerns and experiences, and frame challenges are the hallmarks of this exercise.

Given everyday distractions and challenges, how do I continue to live out my deeper leadership aspirations? How do I think this through?

This exercise uses dialogue and assessment processes to move the participant to deeper self- awareness of natural strengths and challenges. What are your Super-visions? Genius’s? Powers? Villains? This process invites active reflection in a 1:1 confidential and safe environment. Because of the time and commitment involved, this level of awareness building natura

Table 6 is code for a favorite restaurant spot where leaders are welcomed to come as they are and dialogue and learn in a safe, confidential environment. 

This survey exercises  a critical step in intentional culture building: vision. This process engages the notes the Myers Briggs Type Indicator and the Leadership Architect to engage and uncover the quiet needs and expectations in the room. The core questions become 'Why" and "What"  in this endeavor with "Where, When and  How." in follow-up.

Take the time to further discover and exercise your Authentic Leadership Design. Shape the practices and habits that build a more satisfying and profitable leadership experience.

This series combines Korn Ferry Leadership Architect exercises, a structured at-home assignment, and the Myers Briggs Type Indicator to further discover and build upon an effective leader’s natural competency preferences, foundational personal narrative, strength and challenges impacting business.