Here is what we know doesn’t work about most training: learning a new concept, theory, or skill in the absence of practical application. Here’s what we know doesn’t work about most workplace initiatives: expecting employees to change their behavior, capacity, or performance in the absence of learning. For meaningful growth and improvement, you need both learning and real-world practice applying it. Our learning lab approach hinges on this premise, that learning and application must walk hand-in-hand. This is what we know does work about learning: experiential exercises, real-world activities, and the hard-hitting triumvirate of focus, repetition, and practice.
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Our learning labs challenge participants to test out new ways of thinking, doing, and showing up in the workplace. We integrate the neuroscience behind how people learn and change behavior. We tailor sessions (whether custom or off-the-shelf) to fit the context of your organization and incorporate multiple learning modalities to keep the learning applicable and interactive, including everything from multi-media and case studies to assessments and peer coaching.
What’s the secret behind the success of our facilitators? They are mindful and acutely attuned to the learning environment. They bring cutting edge business expertise into the classroom, allowing them to infuse the content with real-world examples that challenge participants to see, think, and act differently.
Clients tell us our learning labs support them in mastering new concepts, creating behavior change, and increasing their success.
Start small with our simple rules for deep learning.
We’ve compiled our tips for you in a free, downloadable PDF.
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A merger, 1800+ leaders, and a new culture…
A new CEO took the helm at this global corporation as it launched into an organization-wide change. The goal? To transform the company to be more customer-focused, agile, collaborative, and profitable. One of the key ingredients? A massive merger. Given the corporation’s size and geographic spread, the CEO knew his leaders (new and existing) would need support in understanding and implementing the change.
We brought our expertise in leadership and culture change to develop a series of senior leader trainings to support the merger and desired shift in culture. Our trainers facilitated over 125 deliveries of three, two-day training modules packed with experiential exercises, application-ready tools, deep thinking, and insight.
Over 1,800 leaders completed the program and emerged with new skills in leading change and collaborating across a global organization. They successfully began to model the new corporate culture and lead change across their diverse teams.
Thanks for the thought provoking and intense session. I am walking away with many more leadership options.
quality of program
facilitator effectiveness
What to do when you realize your impact on others…
The dilemma is recurring: You realize that despite your most renowned technical skills and capacity, it’s your impact on how others feel that makes a difference. But how do you change how you make others feel? Leaders, managers, and individuals in countless organizations have come to us for support in doing this through building their emotional intelligence. They know that to succeed, they need to harness the power of emotions for positive impact organization-wide.
We designed our two-day course Leading with Emotional Intelligence in response to this dilemma. The course embeds the EQ-i 2.0 emotional intelligence assessment into our unique approach to leadership, which is based in complexity science, organization development, and neuroscience. Using the assessment as a starting point for change, we equip participants to understand how their unique strengths and development areas combine to create their impact and how to use emotional intelligence as a powerful tool for positive change.
Within the first six months of developing this course, we had already graduated two complete classes. Through receiving individualized assessments and going through the course’s deep learning and practical application, participants gained the emotional intelligence skills they needed to maximize their personal impact for positive results and start making others feel good.
Thanks for the thought provoking and intense session. I am walking away with many more leadership options.
program effectiveness
facilitator effectiveness
of participants implementing specific change application plans
What to do when your business environment is constantly changing…
Today’s business environment is inherently uncertain and unpredictable. While many organizations are struggling to keep up with the pace of change and instability, many organizations are converting this uncertainty into opportunity and growth. These are the organizations that succeed and pave the way into the future. At their helm: leaders and change agents implementing new approaches to navigate and influence the pace of change. The question we keep hearing from leaders around the globe in different industries is: “How can I do this too?”
Our three-day course Leading Change in Complex Times is the answer to this question. We designed the course using the latest research in complexity science, leadership, and organization development. Participants go through deep learning and real-world, practical application. Using our proprietary Change Dials ™ we teach them a specific process to navigate change and give them the skills and tools they need to create organization-wide patterns of innovation, collaboration, and agility.
Using this approach, we have worked with over 250 leaders to build their capacity to influence and navigate change. This course is one of our most popular training offerings and has brought us around the world to teach in places like the United Kingdom and Singapore (to name a few). Our unique approach to change has also led us to publish peer-reviewed articles and present to colleagues in our field at national and international conferences. Why not see what the buzz is all about?
quality of session
facilitator effectiveness
of participants agree they have an entirely new way to think about and lead change
How to jumpstart your managers…
This federal client found itself in a culture dilemma. Employee engagement was at a low and all signs pointed to a need for a new management approach. This agency had a long-standing norm of traditional, directive management practices and needed a culture that hinged on collaborative, engaging manager-employee partnerships. The first step in achieving this was clear: its managers needed to become people experts, not just technical experts.
We worked in close partnership with this client to customize an in-person version of our QuickStart for Managers program. We zeroed in on critical management skills and the mindset necessary to be an effective people manager. The result was a four-month program with eight in-person training modules, real-world application exercises between sessions, and on-call individual coaching.
The QuickStart program quickly gained credibility and is now consistently this client’s highest rated internal training program. The program is still up and running today; it is considered a true “must” for all managers. As of early 2015, the program boasted over 100 graduates and they are an impressive group of people experts applying top management skills and practical tools to engage their employees and achieve new results.
This program has built my confidence in my ability to manage; I now have a host of tools to help me be effective.
program quality
agreed this program increased effectiveness
agreed they frequently apply what they learned on the job and feel better prepared and more confident to do their job as a manager
What does it really take to sculpt a leader?
This client needed to grow its leadership bench quickly. It faced a large number of senior leader retirements and it wanted to make sure the organization had continuity (and an increase) in leadership expertise. Its future leaders would need to tackle an increasingly complex external environment and a rapidly changing workforce. To get this high-caliber leadership cadre ready, it needed a hard-hitting training with the latest in leadership theory, science, and application.
We partnered with this client to design and run a yearlong leadership development program. We infused the content with our unique approach to leadership, focusing on executive presence, the ability to build and influence relationships, and leadership actions to set direction and lead change with clear vision. To give the program an extra edge, we included one-on-one coaching, personal vision videos, 360 assessments, and the latest science on leadership effectiveness.
Over the course of the year, we watched these voracious learners transform into skilled (and still voracious) leaders. The program created a tight-knit leadership community determined to take its agency into the future with a vision and a plan. These leaders are now working collectively to overcome significant strategic challenges and achieve new results. Needless to say, this client’s bench is now strong and deep.
This program was transformational, both professionally and personally. I feel fully equipped to lead effectively.
overall program effectiveness
program quality
facilitator effectiveness
How to help your managers excel
This organization faced a rapidly changing workforce, declining employee engagement, and a need for greater staff accountability and contribution. At the same time, however, it also faced an influx of new managers who, though highly competent in their technical expertise, needed support with the people-side of business. This organization knew it needed to give its managers support to unlock peak performance and increase results and engagement organization-wide.
We partnered with this client to develop a concrete plan for manager development. Our joint plan honed in on two essential aspects of performance management: conversations and partnerships. We custom designed a two-course training series using Conversations@ the Core and Partnering for Success to support these managers in gaining the skills they needed to unlock the results of their employees and teams. By offering both employee and manager versions of the courses, we engaged staff across the organization in creating a new performance culture where employees asked managers for the feedback and resources they needed to succeed.
The success of this two-course program surprised us all. The courses quickly gained momentum and their popularity led to long waitlists and an additional year of course offerings. Many participants completed the courses and the organization’s managers are now using the skills they learned to have conversation that matter and build relationships that harness each employee’s best to achieve and succeed.
I can actually recognize when I am in a conversation that is of low value and I am using the tools I learned to have better conversations.
facilitator effectiveness
quality of program
“I am better equipped with management skills”
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