ORGANIZATIONAL DEVELOPMENT WORKSHOPS

A one-day workshop identifying historical legislation and colonial events impacting current challenges Indigenous people face in Western Culture, an overview of Residential Schools, and the residual impact inter-generationally. This powerful workshop exposes Canadian history through visual and experiential learning techniques influencing comprehension from a mind, body, and spiritual approach rather than an intellectual approach, which often minimizes the effects. Further, this workshop includes an Indigenous worldview, shared values, and principles while offering the opportunity for participants to reflect on unknown personal biases.

A 4.5-day workshop for Organizations understanding the importance of employee wellness. Incorporating information about colonization, residential schools, and the multi-generational impact while exploring our own understandings of these concepts while working in Aboriginal communities strengthens our ability to communicate effectively with those we encounter. Employees often need inspiration, appreciation, and to feel valued to create high-performance Organizations. This workshop is filled with concepts and models for understanding the impact of our actions in our work environment, how "we" contribute to the organizational culture, and being personally responsible, accountable, and a team builder. Examining alternative perspectives offers other possibilities to respond more positively in all areas of our lives.

This two-day workshop encourages personal responsibility in the workplace. With today’s fast-paced expectations and environments, employees can become stressed while short-cutting on communication. This deadly combination erodes our work environments quickly as medical leaves, sick days, stress leaves, lateral violence, and less efficient work performance begin to appear.

Personal responsibility for one’s own wellness directly impacts the wellness of the Organization. Systems theory states, “the whole is greater than the sum of its parts”; therefore, we need all “parts” fully functioning for high-performance Organizations to effectively reach desired outcomes. Through experiential exercises, communication models, and innovative concepts, participants are able to identify their own strengths and areas of required growth for their own personal job satisfaction, directly impacting the Organization’s success.

This  workshop requires an investment and commitment from both the Organization and the employees. A high-performance organization's biggest challenge is Human Resources. By investing in our own advancement through communication, we develop consistency, synchronicity, and, most importantly, high-powered teams within our organizations. Identifying the current culture subtly developing over time within the Organization, the roles we play, and our contribution to the status quo involves honestly exploring the current realities, resulting in less than efficient productivity. However, through exploration, leadership, and assessment, we are better prepared to actively distinguish revolutionary approaches to moving forward collectively. Moreover, creating success for everyone involved!

This intensive workshop is a combination of the two other organizational workshops, with the opportunity to build relationships with and between teams. Team building is exactly as stated; we have better efficiency when teams work collaboratively. However, commitment is vital; therefore, by recognizing those who are willing participants, Organizations are better equipped to recognize their true leaders. Energetic teams create dynamism with significantly improved outcomes. Hence, the return on investment in highly productive teams is recuperated quickly through their newly inspired vivaciousness. Essentially, all teams require maintenance to continue high-performance outcomes, or we risk becoming complacent. Invest in your team now!

Organizations are in a constant state of change. Being prepared and planning is key to successful outcomes; otherwise, we will continually try to cope with changes beyond our control. Therefore, strategic planning and organizational reinvention are necessary for all components of a team to know the direction we are all aiming for. When employees are invested in the goals and direction of the Organization, we capitalize on our teams’ ability to perform collectively. Realigning in collaboration inspires high performance, and the re-invention of self ripples out to the re-invention of organizations.

“It is not the strongest and fittest that survive; it is those most capable of adapting to change.” Charles Darwin