Key Note Speaker–Carol A. Linden
My message is simple–we have differences so let’s work with that!
People naturally view things differently and go about doing things differently and deciding things differently. That can either drive us nuts and get in the way of getting things done, or we can understand and manage those differences so that we can capitalize on them.
Topics for conferences and dinner events include:
- Are They Crazy or Is It Just Me?
- Introverts and Extraverts: Oh what a tangled web we weave!
- I’m Not Asking You to Change, I’m Just Asking You to Manage It Better
- “Communicating for Both Buy-in and Clarity”
- “Introverts and Extraverts in the Workplace: Oh, what a tangled web we weave”
- “The Z Method for Problem Solving” (Using all mental functions for maximum problem-solving impact)
“Working Effectively With Others” Series
Understand how you and your team members are different and what to do about it. Natural, healthy differences can be barriers to effective work. But it doesn’t have to be that way! Instead, by understanding these differences and flexing when appropriate, you can turn these potential barriers into strengths. A team member or peer who sees things differently is potentially a team member who is standing in your blind spot, and, therefore, your best defense against problems that can blindside a team effort.
Applications include everything from communicating more effectively both up and down the corporate “food chain” to understanding how to frame change and how to engage others’ core drivers for maximum impact.
- Working Effectively With Other Interaction Styles
- the 4 basic ways people naturally go about doing their work and engaging others
- how each of the styles can naturally misunderstand each other
- how each of the styles can flex to make them more effective when working with others’ styles
- Working Effectively With Other Temperaments
- the 4 basic core drivers that determine what people are trying to accomplish when they approach a situation
- how these differences help us misunderstand each other
- how to flex your style to overcome your own blind spots (we all have them!)
- how to flex your style to prevent misunderstanding and mistrust with other preferences
- Working Effectively With Other Psychological Types
- how to get the best of out both introverts and extraverts in meetings
- how to take natural differences and turn them into strengths
- how to combine both detail focus and big-picture thinking to create solutions
- how to make sure that all mental functions are brought to bear to solve a problem
- how to balance the needs of the early-starting team member with that of the pressure-prompted tea members.
- how to use two basic kinds of analytical thinking to create better solutions instead of barriers
You can’t get the best out of your people until you understand how both your and their natural communication styles, assumptions, and core drivers impact how you work with each other on a day-to-day basis. You can help your staff reach their potential and work most effectively by understanding how to maximize the use of that team members’ natural work style and strengths. You can also help high potentiasl not shoot themselves in the foot before their real value can be realized to the company’s benefit.
- Working Effectively workshop series for managers
- Coaching services for your own professional development
- Coaching services for high potentials on your staff
- Team Development:
Help teams achieve their business goals by helping them understand how to communicate with each other most effectively. You would be amazed by what you can do to improve team performance once they understand how their own filters get in the way and cause misunderstandings and missed opportunities.
- Working Effectively workshop series for team development
- Tailored Interventions for teams that are struggling
The research is in! Supporting professional development by providing ongoing support after a learning event increases both knowledge retention and actual behavioral changes. Get more out of your management development dollars by providing ongoing support for mangers and staff as they develop their skills at working effectively with the differences in people.