Possibilities World

We kick things off by exploring a model called "The Triangle of Trust" made famous by Harvard Business School professor, Dr. Frances Frei. 

Here, we look at concrete ways leaders can:

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• Foster a workplace where everyone feels as though they belong and can show up and actively contribute as their authentic selves.  We explore ways in which leaders can create inclusion through daily habits and communication practices that allow people to feel both seen and heard.

• Role model professional integrity by routinely delivering on their commitments and promises, and clarifying expectations and professional boundaries to their team so others can do the same.

• Cultivate a workspace that is open and empathetic where team members can voice opinions, ask questions, request support, and admit mistakes without the fear of losing face, harsh criticism or blame, rejection or retaliation.​

During the next part of the training, we equip leaders with:

• Game-changing communication tools that enable them to adapt to different team members' distinct communication style, making others feel at ease while bringing out the best in them, unlocking their potential.

• The ability to remain calm under pressure and keep volatile emotional reactions in check, focusing on a solutions-based approach and side-stepping the blame-game.

• A foolproof process for for giving and receiving intentional feedback as a consistent workplace habit, creating space for meaningful exchange that promotes continuous learning and professional growth.

• Basic non-violent communication strategies for diffusing conflict and empathetically listening to the needs and challenges of others.

In the final part of the program, we focus on specific ways nleaders can build buy-in, commitment and accountability in their teams, promoting innovative ideas and creative design thinking.  By the end, participants will: 

• Integrate leadership tools and techniques that encourage team members to experiment and "fail fast" in an ongoing effort to improve on the status quo.

• Develop a healthy workplace culture around mistakes and temporary failures so team members can readily share them while also providing ideas for "next steps" in resolving the situation at hand.

• Thoroughly examine workplace bias and micro-aggressions that block individual team members from feeling safe and performing at their peak, incorporating practices and tools to foster a genuine appreciation for diversity.​​

• Understand the value in making time to highlight and celebrate team achievements in pursuit of common goals.