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Workshops and Seminars

We invite you to explore the possibilities of training and learning through the experience of workshops and seminars. We offer a wide variety of options for your organization and it is our preference to not offer a “canned” program, but rather work with you to design a program that best meets your needs. Please read through the many offerings and if you find something you’re interested in feel free to contact us. We are happy to combine topics and to design a workshop or seminar that meets your specific goals. Our workshops and seminars are led by experienced professionals with an expertise in the area of interest. Workshop prices are based on the number of participants and the length of time required to cover the material.

 

Click on a category that interests you below. You can then click on a topic to read more.

Leadership
Managing Motivation: A New Role for Managers

The purpose of this training session is to give each participant a working knowledge of three critical areas:

  • The relationship between employee aspirations and organizational commitment
  • The role of vision and risk, personality diversity, and employee rights in attracting and keeping high potential employees
  • Implementation of an easy-to-use, time-efficient, employee directed, motivational management program.

This session combines the use of brief presentations, participative exercises, and small group discussion. At the conclusion of the workshop participants should be able to: anticipate changes in employee or personal motivation and commitment; identify strategies for renewing employee or self motivation and commitment; and, assist themselves or employees in identifying and reporting motivational needs.

Conflict Management

This workshop will focus on understanding conflict. A practical training session designed to:

  • Understand how conflicts develop
  • Discover how we utilize unique approaches in dealing with conflict
  • Learn several strategies on managing conflict.

The workshop employs an assessment instrument, a dyadic encounter exercise, and brief presentations with open discussion. Role plays or videotaping may also be used to facilitate participant learning. At the conclusion of the session participants will have a clearer understanding of the term conflict in order to strip it of its mystique. In addition, creative and helpful techniques and styles for managing conflict in process will aid participants in framing constructive resolutions.

Getting Control: A Guide to Being an Effective Leader

This workshop is designed to help women leaders explore those hidden agendas that effect leadership. If focuses on five primary areas:

  • Getting Control of Yourself: Assessing personal leadership style strengths and weaknesses; Putting IMPRESSION MANAGEMENT to work for improving your image in an organization; Establishing vital relationships
  • Getting Control of Your Time: Learning how to set Goals and Priorities; Analyzing the best use of your time
  • Getting Control of Those Around You: Motivation and Negotiation; Creating the optimal communication climate; Active listening; Dealing with Change
  • Getting Control of Family and Career: Exposing the myths of the "Superwoman Syndrome"; Role Modeling; Effective Home Management;
  • Designing a Personal Action Plan

This workshop utilizes self-assessment instruments, film, small group discussion, interactive exercises, and brief presentations.

Supervision

This workshop is designed to help supervisors learn more about their management/leadership styles through the Myers-Briggs Type Indicator and to enhance their communicative effectiveness in supervising. It combines the use of short lectures, participative exercises, and group discussion. Myers-Briggs Type Indicator training offers instruction in helping participants to understand their personal management style and the differences in others' management styles. Objectives for the training include:

  • Participants gaining an understanding and greater acceptance of the natural differences between themselves and others and how those natural differences can affect communication, work execution, and team development.
  • Establishing vital relationships--building team players, networking, mentoring, and dealing with difficult people
  • Improving critical communication skills--the manager as conversationalist, giving feedback, developing strong verbal and nonverbal communication, and becoming a better listener
  • Participants receiving an increased awareness of how their management styles impact those they supervise.
Team Building

This workshop is intended to be used with intact work groups. It is designed to help a current work group function more effectively as a team. It provides both information and experiences that will aid in increased team performance. A combination of instructional methods will be employed, including: team-assessment questionnaires, group discussion, structured exercises, and brief presentations. Key issues include:

  • Assessment and discussion of prevailing levels of trust, openness, realization, and interdependence within the work group
  • Identifying and working with team diversity
  • Cooperation and competition within teams
  • Critical communication skills for team effectiveness
  • Dealing with team member conflict
The Transformational Leader

This seminar has been designed to help participants improve their understanding of leadership and to enhance their leadership skills. This seminar draws upon the experience-based knowledge of the participants. It is composed of several segments which can be modified to fit time frames or number of participants. These segments include:

  • Completing a transformational leadership self-assessment instrument and receiving feedback
  • Understanding the distinctions between "transactional" and "transformational" leadership
  • Recognizing the nine factors of effective leadership
  • Focusing on vision, change, people, and symbolic management
  • Reviewing your individual LEADERSHIP PROFILE (a 26 page report), identifying areas of strengths and weaknesses, and creating a personal development plan
Managing Virtual Teams

In today's dynamic organizational environment, virtual teams play a critical, if not dominant, role in an organization's success. Likewise, how virtual teams are managed often determines their success or failure. The Managing Virtual Teams workshop focuses on developing the necessary knowledge and skills effective managers employ when leading virtual teams. The workshop is designed to:

  • Help participants understand the unique nature of virtual teams
  • Clarify expectations for virtual team managers and members
  • Identify the necessary conditions for successful virtual teams and how to overcome typical barriers
  • Practice essential communication skills including setting goals and measures, relationship building, and reducing isolation within virtual teams
  • Aid participants in developing trust within the virtual team
  • Identify the available resources and develop the skills to effectively employ technologies which promote virtual team communication
Communication
Dialogue

 This is a program designed to explore new ways of functioning and communicating as an executive or process team. It will provide information on skills and techniques which contribute to enhancing team cohesiveness and facilitating cross-team/departmental relationships. The workshop also provides a forum to discuss best practices and cross-team/departmental issues. Participants will explore the role of dialogue in team learning, how to balance inquiry with advocacy, the difference between convergent and divergent thinking, and how to overcome the barriers to dialogue.

The workshop combines the use of self-assessment questionnaires, short lectures, small group discussions, and individual team sessions to develop the skills necessary for dialogue. In addition, an automated dialogue orientation assessment tool may be used to measure an individual's propensity to dialogue and can be cross analyzed with their team and/or departmental scores. Normative data is also available for comparison and the tool may be used for measuring trends across time. By the end of the program participants will:

  • Be aware of what constitutes dialogue and how it plays a role in organizational learning
  • Have a better understanding of the forms of group interaction
  • Be able to recognize the four necessary conditions for dialogue
  • Be able to identify common dialogue barriers
  • Have a more complete understanding of fair process, active listening, and appreciative inquiry
  • Have practiced and received feedback on their dialogue skills
Communication In and Around the Organization

This four hour workshop will explore the nature and importance of different formal and informal channels of communication within an organization. It combines the use of brief presentations, participative exercises, and small group discussion. The workshop is designed to assist managers and other professionals in analyzing and troubleshooting communication problems in the workplace. Key topics include:

  • Going through channels ... the three formal channels of communication in organizations, the messages they carry and the impact they have on the organization
  • Analyzing and troubleshooting communication problems
  • Determining the best form of communicating ... when to communicate verbally--when to put it in writing
  • Dealing with the grapevine ... knowing what it is, knowing where it is, knowing how it works, and using it to your advantage
Creating an Effective Communication Climate at Work

A practical four hour workshop on creating and maintaining a more effective communication climate in the work setting. The workshop will explore the difference between supportive and defensive communication climates and will assist participants in assessing their current work climates. It will also help participants to assess their own communication skills related to creating a more effective communication climate. The workshop will employ assessment instruments, brief presentations, role plays and group discussion to facilitate participant learning. Key topics include:

  • Assessing defensiveness and supportiveness in the workplace
  • Creating a more effective and supportive communication climate
  • Increasing productivity through communication, knowing four communication principles designed to improve worker performance
Teambuilding

This workshop is intended to be used with intact work groups. It is designed to help a current work group function more effectively as a team. It provides both information and experiences that will aid in increased team performance. A combination of instructional methods will be employed, including: team-assessment questionnaires, group discussion, structured exercises, and brief presentations. Key issues include:

  • Assessment and discussion of prevailing levels of trust, openness, realization, and interdependence within the work group
  • Identifying and working with team diversity
  • Cooperation and competition within teams
  • Critical communication skills for team effectiveness
  • Dealing with team member conflict
Empowerment and Collaboration

This workshop is designed to introduce the concept of empowerment, collaboration and participation as contemporary management practices in corporate settings. It will combine the use of short lectures, group discussion, structured exercise, case studies, and films. The workshop is intended to provide executives, managers, supervisors and non-supervisors with:

  • A common language related to the concepts of empowerment, change, collaboration, and participative management.
  • The basic assumptions about work and workers necessary for empowerment to be an effective management approach.
  • An understanding of the advantages and disadvantages of creating an empowering or collaborative work environment.
  • The realization of the various role changes that must occur for a successful shift to a system of empowerment and participation.
  • The ability to identify behavior that successfully supports a system of participation and empowerment.
  • An understanding of the roles of measurement and accountability in making a system of empowerment and collaboration successful.
Case Studies in Empowerment

Training using case study simulations offers a unique format for supervisors to learn more about overcoming challenging obstacles in the implementation of empowerment within a work unit. Successful completion of the training will enable supervisors to identify attitudinal and behavioral barriers to empowerment in their work environment and to develop constructive solutions.

  • Participants will be able to identify the following empowerment issues: employee readiness; situational risk; level of empowerment; inappropriate/appropriate supervisory action for case studies.
  • Participants will understand the impact of their supervisory behavior and where necessary, make modifications to successfully promote and implement empowerment.
  • Participants will be able to generalize principles of effective supervisory empowerment to their work settings.
  • Participants will be able to distinguish between supervisory behavior which is empowering and that which is disempowering.
On Being a More Effective Listener in the Workplace

This is a workshop designed to explore the good and bad listening habits developed by individuals in the workplace. It will assist participants in assessing their own current listening habits and provide information on skills and techniques which contribute to more effective listening. Participants will also have an opportunity to practice listening skills and form new listening habits during the workshop. The workshop combines the use of self-assessment questionnaires, short lectures, small group discussions, and video-taped practice sessions to facilitate participant learning. By the end of the workshop participants will:

  • Be aware of the number one problem in communicating and its relationship to listening
  • Have a better understanding of the role of listening in developing effective work relationships
  • Be able to recognize the specific communication behaviors related to being an "effective listener."
  • Have assessed their own strengths and weaknesses as a listener
  • Have practiced effective listening behaviors and received feedback on their listening skills
Myers Briggs Type Indicator Training

Myers-Briggs Type Indicator Training offers instruction in helping participants to understand their personal management style and the differences in others' management styles. Objectives for the training include:

  • Participants gaining an understanding and greater acceptance of the natural differences between themselves and others and how those natural differences can affect communication, work execution, and team development.
  • Participants receiving an increased awareness of how their management styles impact those they supervise.
  • Specifically, this training will allow a participant to understand which of the 16 "types" most describes him/her by measuring their personal differences on four scales: Extraversion vs. Introversion, Intuition vs. Sensing, Thinking vs. Feeling, and Judging vs. Perceiving.

Coaching & Collaboration

Coaching & Collaboration: Critical Skills for Empowerment represents a second phase of empowerment training designed to equip participating supervisors with specific empowerment skills. The workshop provides:

  • An explanation of the difference between directive and facilitative supervisory skills and the role of facilitative skills in creating an empowering work environment.
  • An understanding of how to assess and identify their personal orientations and skills regarding empowerment.
  • Instruction in identifying specific supervisory behaviors related to catching people doing things right, interpersonal negotiation, and establishing an effective system of feedback.
  • Knowledge of, and practice in, the proper skills of facilitation and giving and receiving feedback.
Valuing Diversity

This workshop includes sections on education and increasing awareness of cultural, ethnic, gender based and orientation differences that are prevalent in our ever changing society and workplace. Methods for valuing ourselves and others in our environments are also emphasized. Primary discussion issues include but may not be limited to:

  • Increasing understanding toward the importance of valuing cultural, ethnic, gender, physical and personal orientation differences.
  • Identifying essential elements for managing a diverse workforce.
  • Learning how to communicate more effectively across cultures.
  • Building awareness concerning the impact of stereotypes and assumptions.
  • Learning the process of healing old hurts, clarifying misinformation and removing the guilt which keeps racism and other forms of prejudice in place.

The format of the seminar is participatory. Participants are not "put on the spot or given shock therapy." They are involved in dyads and small group exercises with an emphasis on individual sharing and disclosure at the level which is comfortable for each person.

Implementing and Leading Self-Directed Work Teams

The workplace is constantly evolving into work "teams" that share responsibility for quality, productivity, and costs. Organizations attempting to make such transitions and leading such teams can be a challenge. This program offers the following objectives:

  • Participants will understand the evolution of the workplace to self-directed teams and have an implementation strategy for the development of these teams in their own organization.
  • Participants will gain training in skill areas that are critical to the success of leading self-directed teams, such as: creating accountability, measuring success, essential "people" skills, and how to strategically apply these skills across a variety of situations and contexts.
  • The format of this program includes brief presentations, groups discussions, and participant involvement in role plays and small group encounters.
Partnership Through Facilitation

This workshop is designed to provide participants with an understanding of their facilitative role in a collaborative environment. Objectives of the workshop are:

  • To demonstrate the difference between directive and facilitative skills in creating a collaborative environment.
  • To allow participants to assess and identify their current communication styles and skills.
  • To give participants an opportunity to practice the skills of facilitation.
  • To provide participants with an understanding of how to strategically apply facilitative skills across a variety of situations and contexts.

Utilizing small group discussion, brief presentation, interactive exercises, and self assessment instruments, the participant will leave the seminar with an understanding of the importance of facilitative skills in the workplace and an action plan for implementation.

Women Working in Non-Traditional Roles

In the 1980's, women moving into organizations in larger numbers created a demand for workshops to help them deal with the frustrations of discrimination and harassment. Interestingly, today, we see a resurgence of requests for these workshops. Therefore, we have designed a program menu from which to choose the best seminar or series of seminars to meet your needs. The components of our program include:

  • Orientation Session: This session seeks to focus on two primary areas: What are the issues facing women working in non-traditional jobs (change, stereotypes, power, alliance building, sexual tensions, communication, balancing family and career, etc.) and developing skills to make a difference in dealing with the issues (managing conflict, assertiveness, networking, etc.)
  • Assertiveness Training - Utilizing a variety of approaches this session defines the difference between assertiveness, aggressiveness, and passivity; assesses your own preferences; and discusses the steps to changing your behavior
  • Conflict Resolution, Dealing with Difficult People, and Using Effective Communication
  • How do Women and Men Think? This session utilizes an assessment of personal preferences, discusses socialization processes, power, values, communication differences, and leaves the participant with a strategy for building partnerships in the workplace
  • The Professional Woman seminar focuses on Balancing Family and Work; Getting Control of Your Time; and Self-empowerment

These sessions can be designed for all women or both men and women. We recommend that the Orientation Session be done first, then as follow up, a series of the other sessions can be arranged. These sessions can also be designed specifically for those who supervise both men and women and deal with these same issues from a leadership perspective.

Strategy
Strategic Planning

A workshop designed for managers and administrators on the critical and practical aspects of strategic planning. The workshop provides critical information on goal setting, group process, and the role of planning in organizational life. Brief presentations, small group discussions, and structured exercises will be used to facilitate the workshop. Key topics include:

  • Developing a planning model
  • Understanding group process and planning
  • Setting measurable goals
  • The importance of follow-up in planning
  • Understanding the difference between strategic thinking and strategic planning
  • Reviewing S.W.O.T and forecasting
  • Exploring newer techniques; scenario based planning and futurescapes
Program Planning For Staff Development

A practical workshop on the specific aspects of generating a systematic program for staff development. Designed for supervisors, the workshop will offer ideas and techniques on establishing and maintaining a staff development program regardless of staff size. Issues addressed in the workshop will be:

  • Assessing individual staff needs
  • Creating a staff development initiative
  • Establishing a systematic program and review process
  • Developing your personal plan for staff development
Managing Change in a Changing Environment

Organizations are constantly changing. Change is all around us and inevitable, but continues to be an issue that hampers our success because typically we're not skilled at it's management. This session is designed to:

  • Create a frame of reference from which participants can see change as a necessary, appropriate, and manageable.
  • Provide feedback to participants on their organization's readiness for change.
  • Help participants to understand the structure and nature of the change process and to identify effective responses to change and to the resistance that accompanies change.
  • Aid participants in developing personal and organizational action plans regarding change which will support them in taking a lead role in necessary change at their work sites.
Open Space Technology

Open Space Technology is a workshop technique developed by Harrison Owen specifically designed to capture many of the most important conversations which frequently occur informally, outside of meetings. The technique focuses on enhancing dialogue while providing a model for designing action plans. It is based on four principles:

  • Whoever comes are the right people
  • Whatever happens is the only thing that could have
  • Whenever it starts is the right time
  • When it is over it is over

Likewise, Open Space Technology involves two fundamental laws:

  • The Law of Open Space: People take responsibility for what they truly care about which involves showing up and paying attention to what matters and has the most meaning
  • The Law of Two Feet: If what is being talked about has no meaning or passion for a person then the person must use their two feet to move to whatever place they can best contribute

Together, the principles and laws of Open Space Technology promote communication by allowing learning of new ways of working and being together in a relaxed natural manner. The technique enables organizations to directly address complex issues in which nobody knows the answer. It provides participants with an opportunity for self-actualization and facilitates idea generation and creative energy.

Typically, Open Space Technology works best with issues such as strategic planning, new product development, conflict resolution, and market research. However, Open Space Technology is an effective technique for broad or narrow topics and for groups of any size.

 


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