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It's all in the communication.

Working Together

"I have used your constructive confrontation tool this week and I was amazed by the result, especially the part related to the consequences. The person came to my office in a denial frame of mind and left an hour later in a very different mood."

Nathalie R., FAO

organizational communication training

An Organization, Not A Crowd

The only difference between your organization and a random crowd of people is communication. The people in an organization are working together to accomplish a common goal. That goal, and each person's role in its realization, is established by communication. Acheiving that goal includes lofty communication pursuits such as "sharing the vision" and daily routines as simple as asking someone to provide you with something you need to complete a task.

Effective organizations have effective communicators and communication practices.

Training, consulting, and coaching can be customized for you and your organization's specific needs.

A sampling of topics

I-Skills Zone Communication Skills System for Organizations

This comprehensive training programs addresses the fundamental aspects of communication with five talking skills and four listening skills. When a communication system is in place that empowers everyone to communicate clearly, everything becomes more effective. Decision making is improved because all the information needed to make the decision is available; that's a rare thing. Relationships improve because everyone feels understood and is able to more fully understand others in an atmosphere of mutual respect and collaboration.

The training uses real issues and conversations so you're making progress on real issues even while learning how to communicate better. Kinesthetic learning techniques ensure everyone remembers their newly learned skills.

Collaborative Team Skills gives your team the skills they need to work together most effectively with a constructive approach to conflict and all the tools they need to make well-informed decisions.

The Full I-Skills training adds a half-day of work on using the skills in every interpersonal situation with special application to organizational scenarios.

Visit the I-Skills Zone website for more detailed information.

Formats:

I-Skills Zone: 3 half-days
Collaborative Team Skills: 2 half-days, or 1-full-day
Other formats can be arranged according to your specific needs.

Conflict Dynamics Profile

Conflict is a natural occurrence when people work together. We all have weak spots before, during, and after a confrontation. TheĀ Conflict Dynamics Profile, an assessment instrument dealing with conflict behaviors in the workplace, provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict. Two versions of the instrument - the CDP-Individual (CDP-I) and CDP-360 - provide practical solutions for promoting more effective conflict resolution. Based on these triggers and responses, the Conflict Dynamics Profile then provides practical approaches for improving behaviors that promote more effective workplace conflict resolution.

Once your results are determined, we can make a plan for how to best help you become more effective. The ultimate solution being the I-Skills Zone training which the Center for Conflict Dynamics offers as a program called Becoming Conflict Competent.

Visit the Center for Conflict Dynamics website for more detailed information.

Constructive Confrontation

It happens to us all. We have to confront someone about something that needs to change. We put it off because we don't want to damage the relationship, but we really need to address the situation. This can be a common occurrence in any organization as people try to work together from different view points and with different personalities. It doesn't have to be so uncomfortable or threatening to the relationship.

This training session discusses perspective, listening, and how to construct an assertive message that gets your point made without triggering defense mechanisms. Real world examples are used during the session so you can begin to refine your approach to recent or current situations.

You will learn how to better understand the other person's perspective; how to control your emotions; and how to craft a message that will get your point across and leave the relationship undamaged. You will use actual conversations you have recently had or need to have as you apply the principles learned.

Formats:

90 minute group training
One-on-one coaching for a specific difficult conversation.

A Conversation for Action

Conversations create the future. As part of an organization, your days are filled with conversations about getting something done. These "conversations for action" seem simple enough because you do them all the time. But when examined (and researchers have recently done this) they are rather complex and include unspoken assumptions, statements of trust and commitment, and misperceptions. This requires that the conversation be engaged multiple times to clarify expectations and to correct problems, and still the result is too often not exactly what you had in mind. This training session will discuss the process of perception, trust, expectations, timing and other factors.

You will learn how maximize your effectiveness in these frequent and seemingly simple conversations. You will spend less time refining your requests, and you will more often get exactly what you need. You will use actual conversations you have recently had or need to have as you apply the principles learned.

Format:

60/90-minute training session
Four-Hour Workshop