Creating Healthy Teams

Businesses rely on teamwork across departments and physical distances to bring quality products to their customers. I work with companies to help them improve team performance, break down silos, and create a culture of collaboration through a structured professional development program.

Needs Analysis

We perform one-to-one interviews, focus group sessions, and an online questionnaire to gain an understanding of the current state of the team. Our goal is to understand how the team is perceived by others, demonstrated strengths, weaknesses they display, work effectiveness and get a glimpse at what success could look like for them in the future?

Team Development

Team Assessment & Development: We use the results from the needs analysis to help the team understand where they are currently, then work with them on a multipronged approach to improve team performance.

Improving Interpersonal Relationships

Improving Interpersonal Relationships: Integral to team development is the individual and collective work on improving relationships through effective communication strategies.

Cross Team Relationship Building

Cross Team Relationship Building: We continue to use needs assessment data to help teams work to break through silos that and work with external groups.

Cross Team Communication Building

Cross Team Communication Tools: Integral to the Team Healing program are communication tools that help to reduce conflict, improve interpersonal interactions, effectively present ideas, negotiate effectively, and communicate a compelling vision.

Transformation LLC

Transforming Leadership, Learning & Corporate Culture

Leading Cross-Functional Teams

In business, a consciously competent team brings together varied perspectives, experiences, and skills, which can lead to more innovative solutions and better decision-making. However, leading such teams requires a nuanced understanding of each member’s unique background and needs, as well as the collective needs of the team. Promoting competence is not merely about numbers; it’s about fostering an inclusive culture. Leaders can start by actively seeking out and listening to the voices of professionals at all levels. This could involve mentorship programs, regular check-ins, and creating platforms for open dialogue.

Take Away Skills:

  • Awareness around underrepresented populations on individual teams
  • Strategies to build and support your leadership sphere of influence

Duration:

  • This course is presented as a series of 4 sessions, delivered in 2-hour time blocks, over a minimum of 2 months.

Audience:

  • Managers, Supervisors, and other people leaders.

Course Outline

  • Technical Leadership Types and how to effectively use them
  • Promoting interpersonal skills on Technical Teams
  • Engaging Underrepresented Population on the Team
  • Creating a “Listening Station”
  • Creating commitments

Understanding Talent – Managing Assimilation

After successfully building the workforce, the next critical step towards competence is to ensure that these employees are not just present, but are fully integrated and engaged within the organization. This involves creating an environment where all employees feel valued and empowered to contribute to their fullest potential.

Take Away Skills:

  • Creating awareness around underrepresented populations on individual teams
  • Strategies for underrepresented professionals to become active members of the organization and the team
  • Strategies to create welcoming environments for special populations

Duration:

  • This course is presented as a series of 6 sessions, delivered in 2-hour time blocks, over a minimum of 2 – 3 months.

Audience:

  • General audience and decision makers

Course Outline

  • Corporate Culture: What is it?
  • Hierarchy: The Speedbumps of Assimilation
  • Underrepresented People and Assimilation
  • Competence in Hierarchy
  • Summary & Reflection
  • What can I do next?

Strategies to Retain Top Talent

In recent years, there has been a significant shift in the corporate landscape of the United States, with companies increasingly recognizing the importance of conscious competence in the workplace. Many companies have made strides in identifying candidates from underrepresented populations. However, the challenge of not only hiring but also retaining these individuals persists. Why is there such a discrepancy between attracting high potential talent and keeping them within the company? The answer often lies in the company culture and the opportunities for growth and advancement. For newer executives, the lack of mentorship, sponsorship, and equitable career development paths can be discouraging, leading to higher turnover rates.

Take Away Skills:

  • Strategies to equitably promote competent candidates into leadership
  • Strategies to create an inclusive environment for professionals new to leadership roles

Duration:

  • This course is presented as a series of 4 sessions, delivered in 2-hour time blocks, over a minimum of 2 months.

Audience:

  • Managers, Supervisors, and other people leaders.

Course Outline

  • Competence in Hiring and Promotion
  • Getting a Seat at the Table
  • Succeeding in the Dominant Culture – A Technical Focus
  • Close & Commitments
  • Creating a Retention Action Plan

You’re Hired…Now What!

The corporate world is evolving, and with it, the role of leaders to foster a consciously competent workforce. They are becoming increasingly adept at identifying a broad array of candidates, ensuring that the hiring process is both equitable and competitive. The result is a more varied corporate culture that benefits from a multitude of perspectives and experiences. However, the work doesn’t end with the hiring process. For many leaders, the real challenge begins after they are fully onboarded. The first 90 days are crucial for setting the tone of their tenure, the first year is about proving their value, and the five-year mark is often seen as a milestone of longevity and commitment. This course helps executives understand of the business culture each professional was promoted or hired into, learn techniques to build alliances within the organization, and techniques to manage their professional career within the organization

Take Away Skills:

  • Understanding of the business culture each professional was promoted or hired into.
  • Techniques to help them manage their career within the organization
  • Techniques to build alliances within the organization

Duration:

  • This course is a combination of facilitated classroom instruction and executive coaching for participants. It is presented as a series of 4 sessions, delivered in 2-hour time blocks, over a minimum of 4 months. Eight (8) hours of Executive Coaching is offered between sessions and up to one month after the last facilitated session.

Audience:

  • Managers, Supervisors, and other people leaders.

Course Outline

  • You’re Hired! Now what?
  • Taking the Long View – Understanding Promotion and Creating Longevity
  • Dealing with Challenges: Avoiding the Imposter Syndrome
  • Help is on the way! Conversations with Leadership and Influencers
  • Creating a Leadership Retention Action Plan