THINK.DO.SPRINTS

To have real impact, we need your help. From the options below, please tell us which scenarios are most frequently appearing in your business areas. Better yet, outline a challenge that is important to solve in your market instead.

Have your say. Make your mark!

MAKING IT HAPPEN

WORKSHOP NAME: FIVE GENERATIONS AT WORK

SESSION SUMMARY:

By 2020, there will be five generations working side-by-side in the workplace. We are all different and unique, but with this comes different ways of working, approaches, mindsets, feelings, behaviors, motivations and needs. This can lead to assumptions, misunderstandings, miscommunication, conflict and under-performance. Building a culture of psychological safety, where everyone feels accepted and respected, allows everyone to work in harmony, makes the most of their differences and drives a sense of empowerment to achieve anything.


In this session, we will explore the strength of working in a team that is diverse and inclusive. You will discover how to value difference to build connections that enable collaboration, healthy challenge and powerful outcomes. 

My colleague is a very different person to me. I don’t understand them. I want a better relationship so we can work effectively together. 

SCENARIO 5A

A team member affects me very easily and triggers a reaction. I become very self-aware of my emotional state and this impacts how I want to perform. I know I need to manage my emotions around her more effectively but I haven’t found a strategy to do this yet! 

SCENARIO 5D

My team-mate is a very lazy! I don’t know what value they add and I won’t change my mind.

SCENARIO 5B

My manager often wants me to give her an update on the phone – but I get quite nervous and would rather spend time writing an email as I feel more confident I can find the right words. How can we work better together?

SCENARIO 5E

I hate conflict. I’d rather avoid it, but I need to give this feedback to someone in my team. It’s affecting the whole team’s morale. I don’t know how to approach it because they are so different to me. 

SCENARIO 5C

GROWING TOGETHER

WORKSHOP NAME: NEXT LEVEL COACHING

SESSION SUMMARY:

Coaching doesn’t have to be a meeting or a process. It is highly likely that you are coaching others or being coached by others every day, even if you don’t realize it. Coaching is a powerful tool for growing skills and talent through listening to people and asking questions in a way that respects the person’s own knowledge and perspective, whatever job you do. 


In this session we will build your coaching confidence to help you and others tackle new situations and challenges by identifying coaching opportunities, practicing deeper questioning, flexing your approach and helping to set great goals. 

One of my team members has just begun their first management role and their direct reports are struggling to get to grips with a big project they need to collaborate on. How can I best support her?

SCENARIO 4A

I have been working in the same team for a while now and feel that everyone around me knows exactly where they are heading and what their future aims are. How can I make myself a solid plan in the right direction for me when I’m not even sure where to start?

SCENARIO 4D

A team member is struggling to perform effectively in her role. We have discussed new skills she might need and organised training, which she has now completed, but I sense she’s struggling to apply the training in practice. How can I help her?

SCENARIO 4B

A person I manage is good at their role but I feel they need something more to challenge them. Their network is small and limited to the department they work in, and they have mentioned a sideways move to gain more experience in other parts of the business during previous career chats. How do I help this person achieve their goal?

SCENARIO 4C

CREATING POSITIVE HABITS

WORKSHOP NAME: FEARLESS CONVERSATIONS

SESSION SUMMARY:

Trust is a corner-stone of any high-performing culture. Without it, we make assumptions that may not be true but that can drive our thinking and actions. Conversations become edited. Having high-trust conversations, formally or informally every day, is vital to individual and team performance, whether these are with the most talented people or when having to confront difficult issues with others.
 

In this session we will explore how to build and sustain a foundation of trust and create a more open culture by taking the fear out of everyday performance conversations.

A colleague and I just don’t get along. We started off wrong. A misunderstanding has created a lack of trust between us and now our relationship is impacting the team. What can I do?

SCENARIO 3A

I have recently taken on some new team members. One is particularly tricky to work with. Her attitude is different to the way we do things around here, and she isn’t a team player. She has even been rude to someone outside our team. I need to give her feedback but I’m not sure how to approach it.

SCENARIO 3B

I have a keen, high performer in my team. He is very ambitious, but lacks some basic workplace skills. I sense that he has an agenda to succeed quickly and I don’t want to lose him from the team, but I also don’t want to limit his potential for growth. I want him to be able to trust me so I can help him but he seems to be holding back in our 1:1 conversations to date. Help!

SCENARIO 3C

SHAPING THE FUTURE

WORKSHOP NAME: PURPOSE & VALUES DRIVEN DEVELOPMENT

SESSION SUMMARY:

When someone asks you important questions such as: ‘What do you stand for?’, What drives you?’ and ‘What are your values?’, it can sometimes be hard to articulate. Our purpose and values reflect the things that are important to us; they describe our individual motivations and the fundamentals that drive us everyday. When our values are met and pair up with our beliefs, we perform at our best and feel fulfilled.
 

In this session, we will explore how to build a development plan through having conversations with others that count. We will help crystalize your purpose and values into something you can share and use as a compass to shape your day-to-day life. We will discover how to reframe limiting beliefs to ensure your future performance stays on track.

I have beliefs that hold me back and can make me censor conversations that matter. For example:

  • I’m no good at being assertive.

  • I’m scared of having crucial conversations with others.

  • I’m fearful of being rejected by others. I need to be liked by everyone. I don’t like to upset anyone.

  • I’m no good at leading others; no one takes me seriously.

  • I am not that creative. I’m not very good at having new ideas.

SCENARIO 2A

I feel like a peer of mine is constantly undermining me and doesn’t value me. I hold very different values to him and we can’t seem to find any common ground to improve our relationship. I need some help.

SCENARIO 2D

I don’t have a strong, positive relationship with my manager, so I feel I cannot start a conversation about what I want in the future…

SCENARIO 2B

I’m good at my job but the role doesn’t let me fully utilize all my strengths; I sometimes feel that my values are compromised. I love working in teams and feel energised around others, but the role is quite isolating and this demotivates me. I want to be able to explore a new career that is more aligned to my values.

SCENARIO 2C

BE INSPIRED TO THINK DIFFERENTLY

WORKSHOP NAME: THE LEADERSHIP PARADOX – COURAGE & VULNERABILITY

SESSION SUMMARY:

Great leaders are very self-aware: they recognize their unique strengths, what their purpose is, and are willing to express their weaknesses, mistakes, fears and behaviors. They aren’t afraid to show a side of them that isn’t expected or taught. This honesty to disclose more about themselves, to be human and to share vulnerability at times, builds a deeper foundation of trust gives others permission to do the same.

In this session, we will explore how to discover your own personal leadership courage to build resilience and credibility through openness with others.

I have to lead a team through some difficult, challenging times in the near future. The changes that are proposed will really impact a number of people and I’m not sure how to begin conversations about it.

SCENARIO 1A

In one weekly meeting I attend I just don’t speak. I can’t find a way into the conversation and feel that any ideas or thoughts I may have won’t be listened to. I have received feedback that I need to be more assertive in the meeting, but I don’t know how to show up and create more of an impact.

SCENARIO 1D

I’ve made a mistake on a high-profile project at work. I’ve been trying to rectify it for weeks and I know that the truth will come out eventually. I need to take ownership of the mistake and resolve the issue but I don’t know how to admit what I’ve done.

SCENARIO 1B

I need to speak with one of my team members about their performance. It’s been dropping in recent weeks and the rest of us have to cover the gaps and smooth out the mistakes. I was hoping that it was just a temporary issue but I’m not so sure now. I really like this person but I can’t ignore it anymore.

SCENARIO 1E

I received a promotion at work recently. I’m worried the job isn’t working out for me but I don’t want to admit defeat. I feel a bit of an imposter and feel that others are starting to notice. I need to ask for help or be honest about the job and my feelings, but I know this will affect my reputation in the company.

SCENARIO 1C