Coaching for Effective Change
OTHER TOPICS:
Peter's presentations range from 60-90 minutes. His groundbreaking, hands-on experiential workshops can be customized for you, at your site or at a location that suits your needs. Workshop formats range from four-hour, half-day to full day. Peter also facilitates retreats.
Three Keys for Overcoming Resistance to Change
Self-Management - The Key to Effective Time Management
Gossip — A Form of Workplace Violence
Integrity: How Are You Showing Up?
Stress – What's a Body to Do; What's a Mind to Do?
Anger Management: Two Tools That Work
Dissatisfied at Work? Perhaps It's You
Bringing Your Soul To Work
Trust: How to Keep It, How to Lose It
From the Language of Complaining to the Language of Commitment
Mindfulness, Meditation and Visualization: Finding Peace while Living with Cancer
Change is in The Air – A Non-Traditional Approach to Organizational Change and Talent
Effective Classroom Management – Fostering Socially and Emotionally Mature Citizens in the Classroom, and Beyond
Three Keys for Overcoming Resistance to Change
Genuine change begins with awareness of how we're conditioned to avoid and resist change. Common strategies and approaches to change, rather than producing desired results, more often lead to resentment, passive aggressiveness, sabotage and defensive compliance. This workshop guides you to: explore the obstacles preventing you from embracing change; understand the neuroscience of change; learn proven and effective tools, techniques and practices to lessen and reduce your resistance to change free you to be comfortable with change to fully embrace change.
Self-reflective exercise: Do I tend to be reactive, resistant and fearful around change? Is my mind working “for me” or “against me” when facing change? Am I sabotaging my own or others' efforts to change? Are my personal or professional performance and production threatened by my resistance and reluctance to change? (return to list)
Self-Management — The Key to Effective Time Management
"Time is more valuable than money, you can get more money, but you cannot get more time." Jim Rohn.
Everyone has 24 hours in their day – everyone. The difference is how we value time and what we do with it.
We can make smart choices or create excuses, rationalizations, justifications and stories for spending it vs. investing it.
The presentation/workshop explores the root causes of wasting time and provides a framework for making healthy choices on to how to make the most of time. It explores why time management is never about time, but about self-management.
Self-reflective exercises: Am I spending time and energy identifying current insignificant issues? Am I spending time and energy working on solutions to “in-your-face” problems? Am I spending time and energy keeping from feeling bored? Am I spending time and energy on distractions to avoid what I need to be focusing on? Am I investing time and energy creating my and my business’s future? Am I investing time and energy on measurable, observable, purposeful results and outcomes? Am I investing time and energy creating a quality of life and lifestyle? Am I investing time and energy focused on my core values, my purpose? (return to list)
Gossip — A Form of Workplace Violence
Gossip is one of the most insidious challenges. “Everybody does it.” Maybe not — maybe you don’t want to and don’t know how to stop. Or perhaps you want to know how to stop others in the act. Awareness through understanding is the doorway. Come explore. What is gossip and why do people gossip? What does it mean to say that gossip is "harmful"? What personal needs are met through gossiping? Why do people gossip even when they feel gossip is inappropriate behavior?
Self-reflective exercise: What is my history around gossip, in choosing to gossip or being the target of gossip? How can I free myself from the habit of gossiping? (return to list)
Integrity: How Are You Showing Up?
Integrity is your personal “bottom line.” Integrity is living your values. While integrity is a simple matter, it is the practice of living and working in integrity that is difficult. Why do some people act unethically? What causes you to be in conflict with your personal values at work, at home, at play or in relationship? Who are you in these various life areas? Are you living your real life or are you living a lie?
Self-reflective exercise: What are my core values, my personal code of conduct? Am I compromising my core values at work? If so, how? And, why? (return to list)
Stress: What’s a Body to Do? (Part 1)
Current research indicates stress is the number one obstacle in maintaining a healthy body. If your body could talk, what would it tell you about how you’re managing the stresses in your life? Come learn easy ways to respond to what your body is telling you as you acquire the tools to reduce and eliminate the effects of stress in your life. This hands-on, experiential workshop teaches you how to use Eastern healing principles and techniques (breathing, acupressure, self-massage) to effectively access and channel your body’s healing energy and alleviate stress and create a greater sense of well-being and harmony in your body. Loose clothing suggested, not required.
Stress: What’s a Mind to do? (Part 2)
Shakespeare said it well: “An event is neither good or bad; only thinking makes it so.” Did you ever consider that you may contribute to your own stress by the way you view the world — by way you think about people, events and circumstances? Your perception — that is, your beliefs and views of your life — can often create more stress than the actual people or events you encounter. Come experience this interactive workshop and examine how the way you view your world and your life could make you “your own worst enemy;” acquire the tools and means to become “your greatest ally.” Learn how to quite your judgmental, critical mind, and eliminate fear-based thinking, as you access a deeper part of your self through which you can find the wisdom that leads to harmony and peace. (return to list)
Anger Management: Two Tools That Work
Anger shows up in the mind and in the body. Emotional maturity is about "having" anger but not "acting it out" (e.g., tantrums, road rage, desk rage, verbal abuse, stonewalling etc.) Diffusing the mental and physical energy that accompanies anger is a learned skill set. Both Guided Visualization and the Heart Focus Technique are two effective tools that can allow you to move from a state of anger/frustration/upset to a state of neutrality, serenity and peace. Empowered from within, you can speak with and respond to another in a heart-felt and respectful way that allows win-win conversations and mutually-supportive workplace relationships.
Self-reflective exercise: Choosing a recent upset, you will use Guided Visualization and Heart Focusing to help you move from anger to a place of neutrality, inner peace and calm. Centered in your own heart, you will find the intelligence, understanding and action that lead to a win-win resolution. (return to list)
Dissatisfied at Work? Perhaps It's You
Are you living “by accident” or “on purpose”? Why do people choose to do the work they do? What motivates the choice of job, career or profession? Are you suffering from the common work-related ills of stress, boredom, “presenteeism,” burnout and "rustout"?
Self-reflective exercise: Do you have a life vision, mission or purpose? What are your beliefs, assumptions, and values regarding the nature of "work"? Does your work allow you to express your Self? Do you have opportunities to experience personal growth and wellness at work? Does your work have meaning for you? What would make your work more meaningful? (return to list)
Bringing Your Soul To Work
When we bring our soul to work, we operate from the "inside out", that is, we look into our deeper self for guidance with respect to how we relate to others, how we determine "right action" in dealing with all stakeholders, how we look to merge personal values of honesty, integrity, sincerity, kindness, compassion, empathy, humility, dignity, respect and self-responsibility with organizational values in our day-to-day interactions, tasks and responsibilities. So, in this context, “spirituality” means the vital force, the energy that emanates from deep within our self and which manifests as joy, happiness, will, strength, courage, discipline, purpose, creativity, and right knowing, right action and right understanding which culminate in our "do-ings" and "be-ings" at work which reflect our true and real, honest and sincere connectivity with everything and everyone. When we bring our soul to work, we live and work from the perspective that organizations don’t have to exist solely for products and services. Organizations can also be fertile soil where we can support people to grow and develop as they create products and services.
Self-reflective exercise: Do you bring your soul to work? If so, how? If not, what gets in the way of doing so? How would you describe your relationship to your work? With your colleagues? Do you support others to grow and develop? (return to list)
Trust: How to Keep It, How to Lose It
Is low trust affecting your organization, your relationships? Are there disconnects between what people say they will do, what they promise to do, what they say they are committed to doing…and their actions? Openness, honesty, reliability and acceptance are critical elements of the trust equation. Creating a culture and environment of trust requires creating a culture and environment of commitment, transparency and participation. What obstacles stand in the way of commitment?
Self-reflective exercise: Are you aware of your team's/organization's goals and the strategies? Do you know how both your performance is scored and rewarded? Do you know the rules or operating principles of your team or organization and are you permitted to question whether commands or decisions are consistent with these principles? Do you feel you are being treated fairly? Are you given special treatment and are the reasons for this special treatment known and justifiable? Do you keep your promises and follow through on your commitments? (return to list)
From the Language of Complaining to the Language of Commitment
What sorts of troubling, defeating, diminishing or constraining things - at work, at home, at play or in relationship - if they were to happen less frequently — would you find more supportive of your personal and professional development? In other words, what are some common complaints, disappointments, or criticisms you have about your life? How do you experience various aspects of your life as obstructing your growth and development? The language of complaining, wishing and hoping is common, but seldom leads to personal learning, growth and development. Complaining never changes anything. However, complaining does have potential — we don't complain if we don't passionately care about something. Beneath the surface of complaining, lies caring, that which we most value or that to which we are most committed.
Self-reflective exercise: What commitments, convictions or values are actually held beneath your complaints? What does your complaint say you care about most? What are you doing/not doing that keeps you from realizing your commitment more fully? What belief or assumption is getting in the way of moving toward what you say you are committed to? What one or two (baby) steps can you now take to move in the direction of your commitment or conviction? (return to list)
Mindfulness, Meditation and Visualization: Finding Peace while Living with Cancer
Mindfulness meditation, mindfulness practices and visualization are known to have a positive emotional and psychological impact on cancer survivors. Additional research has found that mindfulness meditation practices and visualization can positively affect the physical bodies of cancer survivors, with positive impacts extending down to the cellular level.
Practicing mindfulness meditative practices and visualization have caused positive cellular changes in breast cancer survivors, according to researchers (Alberta Health Services and the University of Calgary).
We know that psychosocial interventions like mindfulness meditation cannot only help one feel better mentally and emotionally, but now there is evidence that they can also influence key aspects of our biology ((http://www.ncbi.nlm.nih.gov/pubmed/23918953)
This presentation:
- Presents some of the research supporting the use of meditation, mindfulness and visualization practices as tools to be included in coping with, healing and surviving cancer.
- Defines, clarifies and provides examples of meditation, mindfulness and visualization.
- Explores (a) the brain science that explains how and why an individual gets and remains stuck in negative emotions (pain, anger, fear and worry…), negative thoughts and negative physiological states commonly associated with cancer and (b) the brain-based ways one can use to access positive states of happiness, joy, contentment, peace, love, hope, closeness and excitement that can make the cancer journey less frightening, and more tolerable and manageable – physically, mentally, emotionally, and psychologically.
- Describes the proven benefits of meditation, mindfulness and visualization.
- Engages participants in three different experiential and guided exercises: a mindfulness meditation, a mindfulness body-scanning practice, and a visualization practice intended to support one to heal whatever they feel needs healing in their life.
Change is in The Air – A Non-Traditional Approach to Organizational Change and Talent
Despite the 4,760,000 Google search results for Organizational Change Models, the American Management Association's 20 change management seminars, 76 books, 10 podcasts, 22 web events, 167 articles and white papers, and the Society for Human Resource Management's 5724 references to organizational change models and 14,429 references to organizational change, Google cites 751,000 results for "70% of change efforts fail."
This presentation/workshop takes you through a journey of exploration – deep exploration – of the root causes of the failure to create sustainable change. These root causes are not the "usual suspects" – i.e., no formal change structure, poor diagnosis, selecting the wrong leadership team, not envisioning the future, failure to execute and endorse, poor case for change, no short-term goals, not forming the right coalition, and on and on.
This presentation/workshop is not about typical change-related "technologies for change," processes, procedures or policies.
This presentation/workshop is about: healthy vs. toxic change cultures, psycho-emotional impediments to change, change leaders, managers and facilitators who lack the requisite self-knowledge and self-awareness to create, facilitate and invite others to engage in a collaborative, inclusive, "person-focused" (rather than "business-as-usual") change culture and environment.
We cannot speak about change management without including talent. Google cites 13,300,000 results references related to why talented leaders and managers fail. And, failure is not related to the degree, amount, or number of years of "talent" experience. Further, none of the top 20 talent management, applicant tracking, recruiting, acquisition or performance management tools assesses the one key element that leads to success, over and above talent. Many of these tools mistake the notion that passion is a direct corollary to success. It's not. Passion can be related to performance, but it also needs to be combined with one key ingredient for it to truly lead to success. Lacking this connection is why many talented and passionate leaders, managers and employee are frustrated, lost, unsuccessful and failing.
Objectives:
Understand the one key ingredient that supports employees to embrace change.
Understand how a toxic environment poisons any change initiative.
Understand the one imperative element that's lacking from nearly every change model
Understand why compliance, rather than real commitment, is self-destructive to all concerned.
Understand why both an intelligent and healthy culture are required to make change sustainable
Understand how and why talent affects performance but not success.
Understand the one crucial intangible that talent assessments lack.
Takeaways:
Know when managers say, "I want you to feel free to speak openly and candidly with me," most won't.
To connect sincerely and honestly with others, you need to be able to tell your story.
You'll never understand others if you don't understand yourself.
If you cannot tell others, "Why I'm here," they'll probably not buy into your change initiatives.
If you cannot specify what you want others to think, say, feel and do at the end of your change training, you probably won't succeed.
Audience:
Leaders, managers, trainers, facilitators, change agents, Human Resource Executives, and those responsible, and accountable, for conceptualizing, developing, delivering and implementing organizational change efforts. Those who have experienced failure with previous change efforts.
Effective Classroom Management –
Fostering Socially and Emotionally Mature Citizens in the Classroom, and Beyond
The most overlooked misconception in education today is students come to writing centers with the social skills needed for learning to take place.
Anecdotal research tells us writing center staff lose precious minutes and hours per week dealing with low-level pesky behaviors.
Dealing with discipline matters taking up valuable teaching time? I'll share core beliefs and introduce you to theories that help you understand the impact of low level inappropriate behaviors on your students and your center. Learn research-based strategies of a fair and simple writing center management system that will eliminate unwanted behaviors by 70% or more. Learn to teach to expected behaviors. Discover the benefits/importance of positive interactions with your students.
Dramatically increase the amount of time spent on instruction; decrease the amount of time giving multiple warnings and repeated requests to stop misbehavior. Investing extra time in your students at the beginning of each writing program increases the amount of time for instruction throughout the program. Reduce your and your students' stress level while creating a working relationship that is built on caring and respect.
Audience: K-12 educators, administrators, and support staff; college/university schools of education instructors and administrators
What participants are saying about "Three Keys to Overcoming Resistance to Change" :
"Your presentation was phenomenal. It really resonated within me. I think it is the best presentation at any meeting I've attended." Alexander Davidson, Materials, Procurement, Lean Six Sigma Professional Consultant
"You spoke…last night & you were wonderful. Thank you for the advice on reprogramming." Dawn Payne, Project Manager, Cox Communications
"It was an amazing job you did Peter, I received lots of tremendously positive verbal feedback!" Stephen Burlingame, President Atlanta SPIN (Software and Systems Process Improvement Network)
"… Best presentation of 2012 so far…," "… Practical examples that made the "head nodders" stop and think," "…Thoughtful and practical for myself and dealing with others…" "… Peter broke down the source of fear; He gave tools on how to reprogram yourself…" "… Asking feedback from audience, clearly expressing concepts…"… Profound; not your usual topic…" "… Very knowledgeable presenter, involved the audience…"… Useful, now!..."
What participants are saying about Peter's presentations/workshops overall:
"Peter Vajda has been the keynote speaker at our meetings on several occasions. Peter offers an eclectic mix of topics which he is willing to address; all of them centered around conscious living. Each time our organization has invited True North Partnering to join us, the topics and the conversation have been lively and thought-provoking. You will come away with a better knowledge of how to work together with others as a team; how to nourish your mind, body, and spirit; and how to laugh and not take yourself quite so seriously!" Vikki Planche, Women in Electronics, Atlanta Chapter
…Outstanding presentations and information; we learned a lot; terrific food for thought"…Program Director, Women in Electronics, Atlanta, GA
"Great instructor, very informative…well presented, much to think about, excellent presentation…we need a longer session with this guy…the best approach to turning off past programming in the everyday work environment…thank you for these steps…" Roy Bohrer, Chair, National Associaton of Retail Property Managers
I loved the session and the topic (Integrity at Work-How Are You Showing Up?)....right now, this was right on point. We will need this for people to maintain positive attitudes to carry out the legacy of HR's goals." JH, Manager of Legal Support Services, major law firm, Atlanta, GA
To discuss how True North Partnering can support you, or to book a workshop, contact True North Partnering:
[email protected]
770-804-9125
