Creating Psychological Safety in the Workplace
Session Description: This course is going to help you manage image risks, form a different perspective to interpersonal risk and failure and build a balance between avoiding interpersonal risks and being overly risk-taking. Overall, the course is aimed at fostering psychological safety through engaging in effective learning behaviors that create a working environment conducive of taking interpersonal risks. There are four different drivers of psychological safety. Drawing on the results of the survey, the driver attitude to risk and failure had the lowest average score (5.4/7), meaning that on average the employees somewhat agree with feeling safe when taking a risk on their team. Since each driver of psychological safety is crucial for building high-performing teams, it is critical that the employees build a constructive attitude to risk and failure and find a balance between taking a well-intentioned risk and not being overly risk-taking. Learning Objectives: Explain what psychological safety is and why it is crucialAsk questions or for information without being afraid of being seen ignorant or intrusiveAdmit mistakes and ask for help without feeling incompetentReflect critically on current and past performance, accept negative and/or constructive feedbackPropose new ideas without having a fear of being hurt, criticized, or embarrassed Methodology: LectureInteractive discussionTarget Audience: Leaders at all levelsHigh-potential individual contributorsProject/Program Managers
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5 Strategies to Maintain Employee Engagement Through Turbulent Times
Session Description: Now, more than ever, leaders need to develop skills to help themselves and their teams effectively cope with uncertainty. Amidst turbulent times, organizations call upon employees not just to carry on but to remain engaged and highly productive. This practical online workshop will allow you to reflect and compare notes on your biggest challenges as leaders – from maintaining morale and motivation in remote environments to managing impossible workloads. It will give a practical set of tools (particularly relevant in a virtual or hybrid set up) to apply with your direct reports to maintain trust and productivity under constantly changing organizational conditions. It will help you to model and facilitate productive behaviors despite environmental uncertainty and turbulence Learning Objectives: Remain engaged and highly productive during the turbulent timesStrategize for current or anticipated changesIdentify and manage resistanceAcquire a practical set of tools to apply with their direct reports to maintain trust and productivityMethodology: Mini-lecture with relevant examples Interactive exercisesIndividual reflectionSmall group discussionsApplication & action planningTarget Audience: Leaders of organizations, departments, units, volunteer teamsAnyone with direct report(s)
Building Effective Relationships at Work
Session Description: “If you want to go fast, go alone. If you want to go far, go together” – African proverb It’s rare at work that we can achieve everything we want to on our own. Working with other people and building effective relationships at work is the key to success – ours and our team’s. In this session, we will explore what makes some relationships work better than others, how trust can be built quickly and effectively, strategies for identifying and investing in our most important relationships as well as some tips for what to do when it all goes wrong! Learning Objectives: Identifying the relationships at work that are most important to usLearning techniques to create rapport and build trustExploring how to defuse common tensions and resolve misunderstandings earlyUnderstanding what to do to make authentic investments in the relationships that really countMethodology: Highly interactiveSharing strategies, tips, and toolsFacilitated group discussionsIncludes introduction to DiSC behavioral styles modelAction planning for accountability and sustainable changeTarget Audience: Leaders at all levelsHigh-potential individual contributorsStaff at all levels
