As an educator, speaker, and consultant, Nan is passionate about helping people play well together. Her offerings include training, speaking, and facilitated activities. Below are some of her most popular offerings.
Building Teamwork Using the Myers Briggs Type Indicator (MBTI)
The MBTI is an assessment to help you gain a deeper understanding of yourself and how you interact with others. Understanding your preferences will help you identify opportunities to improve how you communicate, manage conflict, solve problems, and work with others.
CRITICAL THINKING, DECISION MAKING, & PROBLEM SOLVING
“If I had 60 minutes to solve a problem, I’d spend 55 minutes defining it, and 5 minutes solving it.” – Albert Einstein
One of the biggest challenges of problem solving is being clear about what you are trying to accomplish. You need to be able to define problems in a way that you can easily explain the problem to others. To do this, you have to think critically – slowing down your thinking and challenging your assumptions. You also can’t solve the problems without understanding how to make effective decisions. Whatever challenges you face, this course will provide you with productive techniques and tools for moving forward.
DEALING WITH CONFLICT
Conflict is a normal by-product of communicating with other people. How we deal with conflict and differing perspectives impacts our ability to get along and work with others. Using assessment tools to identify your preferred style for dealing with conflict, through group activities we will outline strategies for dealing with differences, and build skills for positively resolving conflict.
ExperienceChange™ is an expert-guided workshop that teaches both the “what to do” and “how to be” of successful change. You’ll take a 12-month change journey in a single day. We pack 20 years of change research and industry insights into an intense high-impact and low-risk simulation experience that leaves you seeing the world differently.
If you are searching for ways to become a more effective strategic business partner, this is the course for you! Internal consultants don’t just react to stated needs, instead they utilize their expertise and relationships to help their client’s identify and address real issues. We will examine the role of the internal consultant, outline the phases of consulting, suggest ways to build effective coalitions, and assess your client’s readiness for change, and their possible resistance to change. You will leave the session with tips and tools that will help you increase your value in the organization.
MANAGING DURING CHANGE
“The ability to successfully manage change has become one of the most important skills needed for personal happiness, the prosperity of organizations, and the health of the planet” – Daryl R. Connor
Since we all experience change, the goal of this course is to help people and organizations better assimilate to the changes they face daily. Change is a manageable process with definite structures and outcomes that can be reliably anticipated. Thus you will learn the structure of change and how to work with it to make you and your team’s transitions smoother and more productive. In addition, you will learn how to help build your employees resiliency.
NAVIGATING OFFICE POLITICS
Office politics isn’t a dirty word and it isn’t just about “sucking up.” Office politics is about gaining visibility and improving relationships to help you be successful on the job. If you don’t participate in the political game, you risk not having a say in what happens and allowing people with less experience, skill or knowledge to influence the decisions being made around you. Your personal success, and often your work satisfaction, depends on your ability to collaborate with team members even when their goals may be different than your own.
“Life is not a matter of holding good cards, but of playing a poor hand well.” – Robert Louis Stevenson
Life is full changes, good and bad. Resiliency is the capacity to handle both types of changes with the same energy. In this session, you will assess your resiliency. This information will allow you to identify what causes you stress and how you can reduce that stress. Our ultimate goal is to find ways to help you develop greater resilience to succeed in the face of change.
SO YOU HAVE A STRATEGY, NOW WHAT? (STRATEGY IMPLEMENTATION)
Most strategic plans are great at telling us “what to do” but provide limited guidance on “how to do it.” As a result, the organization will obtain limited value from the plan as it often gets left unopened. The goal is to help managers articulate their priorities and action items to constructively support the strategic direction of their organization. To do this, we will articulate the key components of strategy implementation and outline the deadly sins of strategy implementation.
“We can’t solve problems by using the same kind of thinking we used when we created them.” – Albert Einstein
People often think that strategic thinking is only done in the boardroom during strategic planning. But strategic thinking is a necessary skill at all levels of the organization, especially if your organization is dealing with rapid change. Strategic thinking is about seeing a situation/issue from a broader perspective than our own, a perspective that consider multiple organizational needs. This session provides you the chance to practice techniques and tools for improving your strategic thinking.
The ability to work as a team member has been identified as one of the top non-technical job skills by employers. It isn’t enough to be good at your job. You also have to be good at working with others. The goal of this course is to help you become a top-notch team member who builds strong relationships and engages team members effectively to help your team be more successful and productive.
COMMUNICATE TO INNOVATE: HOW TO LET THE BEST IDEAS WIN
What are the secrets behind getting the best ideas out of your team and generating new ideas? Using humor, insight and experience, we will explore tools that help eliminate employee silence using decision-making processes that result in smarter strategies, more engaged employees, and ultimately more innovative ways to enhance your bottom line.
WHY WOMEN DON’T ASK
Many of us are playing by rules we learned in grade school – rules that may not be serving us well as adults. We bite our tongues instead of sharing our thoughts and feelings. Have you ever swallowed your views only to end up feeling like a doormat? Whether it is asking for a raise at work, dealing with a bully in your life, or finding a way to give back to the world, it all starts with being clear about why the message is important.
How do we speak up for the things that matter to us? How do we find the voice to start difficult conversations? This session will give you tools on how to harness your personal story and find the confidence to address what matters most to you – and to address it with power and clarity.
CREATING CANDID CONVERSATIONS: WITHOUT TWISTING ARMS
People don’t stop sharing ideas because they don’t have or don’t know how to give an opinion. They stop sharing ideas because no one seems to be really listening. To help you generate honest conversations about how to bring about change and keep your Employees engaged, we will have fun practicing desired skills using business speed dating.
During this interactive session, you will explore one of the most sought-after workplace skill – critical thinking. In this low-risk, high energy session you will see how critical thinking can get derailed and what you might do differently to keep it on track.
LEADERSHIP FROM THE INSIDE UP!
Time and again, we’ve seen once-thriving organizations falter and fail under the guidance of leaders behaving badly. Yet we still don’t talk as much about character as we do the strengths of our strategy, our performance measures, and our business models. Strong morals and good character aren’t mere “icing on the cake,” they are the cake! If you want to be a more effective leader, join in on this high-energy and interactive session.
POWER: THE POWER OF WORKING WITH OTHERS
In this interactive session we will discover the difference between acting like a group of individuals seemingly working on a group goal and operating as a team truly motivated by a shared vision. We will explore collaboration when we have different work styles and, at time, competing values and goals. To truly collaborate, we have to stretch ourselves beyond our current way of thinking and acting.
Stretch yourself to:
- Understand the difference between “me” and “we” thinking.
- Discover how to think with others on behalf of what matters to all of us.
- Appreciate differences to spur contribution and creativity.
- Identify strategies for dealing with differences.
- Move forward to build a safe and trusting environment.
YOU DESERVE BETTER!
That’s right, you deserve better! Are you tired of people not doing what you asked of them or of people stepping over you on their way to getting what they want? We often look at “others” outside of us when things don’t go the way we want them to go: the “other” person, the “other” projects, etc.
While “others” might be part of the problem, “we” are the solution. If you think you deserve better, than you have to start being better. So roll up your sleeves and prepare yourself for some work.
Lets start by:
- Identifying our own insecurities that might be holding us back.
- Getting out of our comfort zone.
- Developing gentle reminders of your worth.
- Finding your purpose.
- Negotiating for change.
We often accept the certainty of bad results to avoid the possibility of uncomfortable conversations. A successful outcome will depend on two things: how prepared you are and what you say. How prepared you are will greatly influence what you say.
Challenging conversations are a normal part of life when making decisions, solving problems, and developing our people. Unfortunately most of us avoid challenging conversations for fear of how the other person might react or because we don’t feel heard. How this can help:
- Identify the issue from the perspectives of all involved.
- Prepare for the conversation by helping people master their own story and what they want from the conversation.
- Use activities to open the conversation up by asking effective questions and practicing good listening skills.
- Acknowledge issues and emotional energy tied to the issues.
- Develop alternatives and options working through the differences.
- Gain commitment and agree to a plan.
Could your team benefit by understanding your own flavor of craziness? People are complicated and we need to start helping our colleagues understand how we work. If you are ready to hold up the mirror and take a strong dose of self-awareness, we will work on how you can frame your challenges with diplomacy; in a vulnerable and strong voice.
These sessions are designed to reduce the potential dip in productivity associated with a change in management. The process provides a forum for managers and employees to discuss expectations, office policies and procedures, and significant outstanding issues. The process is a great first step in opening lines of communications. Transition meetings are most effective when held within 30 days of a manager’s start date.