When invited to share how adapting, leading, learning, and unlearning are realized within the lives of an inter-professional team, unexpected stories took flight of what was noticed within themselves and others, and ways that they changed. This case study offers a theoretical and practical framework called Rhizomatic Learning and Leadership in Organizations (RLLO) and explores insightful stories through which individuals “become other” by stepping from what is linear or fixed, and awakening… Show more

When invited to share how adapting, leading, learning, and unlearning are realized within the lives of an inter-professional team, unexpected stories took flight of what was noticed within themselves and others, and ways that they changed. This case study offers a theoretical and practical framework called Rhizomatic Learning and Leadership in Organizations (RLLO) and explores insightful stories through which individuals “become other” by stepping from what is linear or fixed, and awakening themselves to new and authentic ways of being. Show less

Three rules launched the birth of improvisation comedy: 1) Don't deny. If someone says they have a bunny in their hands, they have a bunny in their hands; 2) Whenever possible, make a strong choice. The less obvious the better; and 3) You are you. What you think of as "your character" …just a magnified piece of you. Therefore…be you (Wasson, 2017). The first rule can be summed up as "yes, and", a virtue of agreement and embellishment, a practice that opens possibility and that deepens… Show more

Three rules launched the birth of improvisation comedy: 1) Don't deny. If someone says they have a bunny in their hands, they have a bunny in their hands; 2) Whenever possible, make a strong choice. The less obvious the better; and 3) You are you. What you think of as "your character" …just a magnified piece of you. Therefore…be you (Wasson, 2017). The first rule can be summed up as "yes, and", a virtue of agreement and embellishment, a practice that opens possibility and that deepens authenticity. Our daily lives, the news we see, and the lives we lead are inundated by both explicit and implicit opportunities for deeper authenticity. This workshop invites participants to actively wake up their curiosity and senses, and try on new concepts, language, and practices that lead toward deepening authenticity within themselves, and inviting it with those with whom they engage. By learning and practicing improvisation techniques, and by unlearning habits that stand in the way of authentic engagement, participants will develop capacity to expand relationships, deepen dialogue, broaden curiosity, and consider diverse perspectives to frame a new mindset in connecting authentically in today's contemporary world. Show less

There has never been a more compelling time to consider the idea of power in leadership. Reframing the notion of power to be employed through evenness instead of oppressed through dominance is an opportunity in a world calling for new ways of engagement. Honoring women-centered ways, participants engaged in experimenting with behaviors to accelerate collaboration through leveling power dynamics.

This interactive workshop engaged participants in experimenting with quieting the notion of… Show more

There has never been a more compelling time to consider the idea of power in leadership. Reframing the notion of power to be employed through evenness instead of oppressed through dominance is an opportunity in a world calling for new ways of engagement. Honoring women-centered ways, participants engaged in experimenting with behaviors to accelerate collaboration through leveling power dynamics.

This interactive workshop engaged participants in experimenting with quieting the notion of power dominance through the skill of examining established beliefs (both real and perceived) and habits, and co-creating new ways of being regarding employing both personal and positional power. Using real and practical scenarios, participants were invited to engage with partners in collaboration to generate results using techniques to transform the relational and evincive dynamics of power. Through this creative method we demonstrated how providing the space to exercise curiosity and intention to expand on the thoughts, ideas, and outcomes of the situation (rather than correcting mistakes or providing solutions) can reframe power dynamics and emergent potential. Session participants created space for others to grow and develop by engaging in mindful curiosity using real-life scenarios. Show less

Facilitated retreats for diocese leadership team focusing on relationship, agreements, cross-accountability, and delegation to each other and staff. Exploration of managing time and projects, deepening clarity of and capacity for establishing expectations and holding self and others accountable for decision-making and outcomes. Examined ways to equitably distribute work and further develop talent.

Worked with CEO and senior leadership team as their work intersected within a merged statewide healthcare system. Assessed leadership work styles using Everything DiSC Work of Leaders assessment and used results to identify strengths and areas of opportunities for the reorganized team's relationship building, work process clarity, communication plan, and independent decision-making.

Facilitated a retreat for cross-functional, Population Health team of directors and team members within a major, New Hampshire Healthcare system focusing on qualities, traits, and elements of high-performing teams, deepening self-awareness and other-awareness, functional over-arching goals, values, SMART objectives, and ways of being for both the leader and team members to increase empowered decision-making and accountability.

Panel topic: Moving from Reductive to Integrative Practices: New Mindsets for Organizational Learning and Leading

Topic: Executive Coaching: What, Why, Who, and When.

What exactly does an executive coach do? How does coaching benefit the C-suite, those aspiring to greatness, and the overall performance of your workforce? In this participatory early morning session, you will observe and engage in a few executive coaching exercises and discuss ways to incorporate this HR process into your training and development package. You'll also hear a quick overview of the types of coaching models, ICF… Show more

Topic: Executive Coaching: What, Why, Who, and When.

What exactly does an executive coach do? How does coaching benefit the C-suite, those aspiring to greatness, and the overall performance of your workforce? In this participatory early morning session, you will observe and engage in a few executive coaching exercises and discuss ways to incorporate this HR process into your training and development package. You'll also hear a quick overview of the types of coaching models, ICF (International Coach Federation) standards, and a Code of Ethics. Show less

Topic: Conference Book Club Session

Renee Charney hosts the third annual rendition of this forum selecting the book "Dignity: The Essential Role It Plays in Resolving Conflict", by Donna Hicks, PhD. Hicks suggests that, “The desire for dignity is universal and powerful. It is a motivating force behind all human interaction—in families, in communities, in the business world, and in relationships at the international level. When dignity is violated, the response is likely to involve… Show more

Topic: Conference Book Club Session

Renee Charney hosts the third annual rendition of this forum selecting the book "Dignity: The Essential Role It Plays in Resolving Conflict", by Donna Hicks, PhD. Hicks suggests that, “The desire for dignity is universal and powerful. It is a motivating force behind all human interaction—in families, in communities, in the business world, and in relationships at the international level. When dignity is violated, the response is likely to involve aggression, even violence, hatred, and vengeance. On the other hand, when people treat one another with dignity, they become more connected and are able to create more meaningful relationships.” Through collective conversation we will explore elements of dignity, how we can recognize when dignity is violated, ways to respond when we are not treated with dignity, how dignity can restore a broken relationship, reasons that leaders must understand the concept of dignity, and more. Show less

Facilitated a World Cafe event with global Higher Education team (leadership and associates) to co-construct and transform business, relationship, and organizational elements in service to rapid growth and market demands. In the spirit of "when we are invited to co-create, then we'll more likely support the outcome", team members rotated through a series of organizational challenge statements that resonate most to provide creative input and recommended solutions. All voices were heard; all… Show more

Facilitated a World Cafe event with global Higher Education team (leadership and associates) to co-construct and transform business, relationship, and organizational elements in service to rapid growth and market demands. In the spirit of "when we are invited to co-create, then we'll more likely support the outcome", team members rotated through a series of organizational challenge statements that resonate most to provide creative input and recommended solutions. All voices were heard; all inputs consolidated for consideration and implementation. Show less

Topic: Co-Creating a Culture of Inquiry, based on Rosamond Stone Zander and Benjamin Zander's work, "The Art of Possibility: Transforming Professional and Personal Life"

Topic: Leaders Build Strong Organizations One Relationship at a Time | Increasing Capacity for People-Centered Leadership Through Trust, Collaboration, and Influence

Topic: Curious and Inclusive Ways of Leading

Topic: Co-Creating a Culture of Inquiry and Possibility based on Rosamond Stone Zander and Benjamin Zander's book, "The Art of Possibility: Transforming Professional and Personal Life"

Topic: Introversion in the Workplace, based on Susan Cain's book, "Quiet: The Power of Introverts in a World That Can't Stop Talking"

Topic: Introversion in the Workplace, based on Susan Cain's book, "Quiet: The Power of Introverts in a World That Can't Stop Talking"

Topic: Accountability, Empowerment, and Action -- Tools for Engaging Employees in Sustainable Decision Making

Topic: Accountability, Empowerment, and Action -- Tools for Engaging Employees in Sustainable Decision Making

Topic: Succession Management and High Potentials: How to Connect Your Most Critical Leadership Programs

Topic: Optimizing Your Talent Pool—Practical Actions for Succession Management

We are on a precipice of profound change. In countless ways we have crossed that threshold and have re-experienced what we know to be true—that change is a constant. Our lives are challenged by environmental, physical, and emotional provocations: social upheaval, mental illness, a warming climate, and a global pandemic, altering our present and future. As we yearn to return to normal, how might that be redefined? How will we find sure footing to navigate what is before us? These liminal times… Show more

We are on a precipice of profound change. In countless ways we have crossed that threshold and have re-experienced what we know to be true—that change is a constant. Our lives are challenged by environmental, physical, and emotional provocations: social upheaval, mental illness, a warming climate, and a global pandemic, altering our present and future. As we yearn to return to normal, how might that be redefined? How will we find sure footing to navigate what is before us? These liminal times call for leaders to develop mindsets of adaptability, curiosity, and capacity to fully serve within the unknown. Show less

Incorporating models and tools such as Ladder of Inference and Myers-Briggs Type Indicator Individual and Team results, a finance leadership team explored how their personal work-style preferences and the preferences of their team mates contribute to elevating their capacity to be more effective while working together, and working with their functional customers. By co-creating an action plan, the team took away steps that they could immediately apply to shift their approach when communicating… Show more

Incorporating models and tools such as Ladder of Inference and Myers-Briggs Type Indicator Individual and Team results, a finance leadership team explored how their personal work-style preferences and the preferences of their team mates contribute to elevating their capacity to be more effective while working together, and working with their functional customers. By co-creating an action plan, the team took away steps that they could immediately apply to shift their approach when communicating by being more open, curious, and inclusive. Show less

Facilitated workshops for four groups of directors, managers, and team leads within a Southern NH Higher Education institution which focused on qualities, traits, and elements of high-performing teams, deepening self-awareness and other-awareness, and ways of being for both the leader and team members to increase empowered decision-making and accountability.

Topic: Ladder of Inference: A Tool for Balanced Decision Making

As an ongoing team building and awareness effort, continued working with a customer service team towards their goal to build self- and team-member awareness regarding work style preferences using the DISC profile assessment.

Workshop goals met were: 1) create a more effective and unified team through increased interpersonal effectiveness; 2) provide individual team members, and the group as a whole, with insights into behavioral strengths and challenges; and 3) provide and practice… Show more

As an ongoing team building and awareness effort, continued working with a customer service team towards their goal to build self- and team-member awareness regarding work style preferences using the DISC profile assessment.

Workshop goals met were: 1) create a more effective and unified team through increased interpersonal effectiveness; 2) provide individual team members, and the group as a whole, with insights into behavioral strengths and challenges; and 3) provide and practice techniques for adapting styles for improved interactions with other team members. Show less

Facilitated a two-day global HR team retreat with the purpose of assimilating a new Chief HR Officer onto the team; work with the team to build trust, engagement, and agreements around goals, roles, and responsibilities. Using the Appreciative Inquiry model, guided discussion, development, and agreement regarding the team's global HR vision and charter in alignment with global organizational vision and goals.

Facilitated strategic goal development process with University leadership team; goals were developed and measured as being "in service of" each leader's goals to ensure that cross-team alignment and support exists. Outcomes were assessed to be "in service of" the overall organizational, university-wide goals for further alignment, continuity, and support.

Facilitated in-the-moment coaching skill-building for retail leaders to use as performance effectiveness technique while working with and leading retail employees. Experiential practice using real-life scenarios allowed for observation and feedback while practicing the coaching process.

Facilitated team effectiveness program using Myers-Briggs Type Indicator (MBTI) individual and team results for Sr. Leadership team that resulted in insights, awareness, and new practices regarding deeper understanding of individual team members' gifts, strengths, and blind-spots. This awareness facilitated conversations regarding how to communicate, make decisions, and overcome conflict in more effective ways.

Facilitated a multi-day World Cafe event with senior business leaders to create and transform Operations business area into new organizational structure that would meet and exceed customer and department of defense expectations. Structure was reshaped and restructured to be able to initiate and implement nimble and agile business practices and delivery.

Worked with business leaders and teams to reshape how they worked together for purposes of engagement, empowered and informed decision-making, accountability for self and peers, creativity, and trust. Using a tool called, "Levels of Action", leaders and teams re-tooled their expectations and language in service and support of building capacity to work independently of micro-managed leadership instruction.

Results included: leaders able to spend more time on strategic thinking and… Show more

Worked with business leaders and teams to reshape how they worked together for purposes of engagement, empowered and informed decision-making, accountability for self and peers, creativity, and trust. Using a tool called, "Levels of Action", leaders and teams re-tooled their expectations and language in service and support of building capacity to work independently of micro-managed leadership instruction.

Results included: leaders able to spend more time on strategic thinking and decision-making, employees encouraged and able to learn from mistakes, employees engaging in independent decision-making and cross-team accountability and support. Show less