Almost everyone has to work in teams of some sort, whether we are students, professionals or stay-at-home parents. How has working in a team looked like for you? Are there recurring issues with the same roles/people that keep cropping up? And what can be done about it so that the team in question can work more efficiently?
Communication can take many forms, and can have many barriers. This scope is aimed at figuring out what communication looks like for each individual and/or team, what can be improved and what should be reinforced.
Almost everyone has to work in teams of some sort, whether we are students, professionals or stay-at-home parents. How has working in a team looked like for you? Are there recurring issues with the same roles/people that keep cropping up? And what can be done about it so that the team in question can work more efficiently?
Communication can take many forms, and can have many barriers. This scope is aimed at figuring out what communication looks like for each individual and/or team, what can be improved and what should be reinforced.
Aimed at identifying and resolving repeated toxic patterns in relationship dynamics, be it workplace relationships, student-teacher connections, romantic partnerships, parent-child dynamics and many more. This can include issues related to overbearing superiors, not being seen, heard or acknowledged for work being done, and an imbalance in responsibilities.
This scope is about defining what motivation means to different people and groups, and to explore it through the lens of intrinsic motivation. An exercise can be built around this to explore what is demotivating to an individual/group, and how to move towards an ideal scenario of being motivated and empowered.
Aimed at identifying and resolving repeated toxic patterns in relationship dynamics, be it workplace relationships, student-teacher connections, romantic partnerships, parent-child dynamics and many more. This can include issues related to overbearing superiors, not being seen, heard or acknowledged for work being done, and an imbalance in responsibilities.
This scope is about defining what motivation means to different people and groups, and to explore it through the lens of intrinsic motivation. An exercise can be built around this to explore what is demotivating to an individual/group, and how to move towards an ideal scenario of being motivated and empowered.
Aims to work with individuals or groups that have always struggled around the theme of not being seen and/or heard, be it in the workplace or in personal spaces. Where did these themes begin in the first place? And how can we take it a step (or a few steps!) further, moving towards resolution?
Whilst a certain degree of normal stress is to be expected day to day, chronic issues related to stress and anxiety should not be normalised. This topic is built around identifying the root causes behind chronic stress-based issues that clients are manifesting, acknowledging them and working towards the ultimate aim of leaving them behind one layer at a time.
Aims to work with individuals or groups that have always struggled around the theme of not being seen and/or heard, be it in the workplace or in personal spaces. Where did these themes begin in the first place? And how can we take it a step (or a few steps!) further, moving towards resolution?
Whilst a certain degree of normal stress is to be expected day to day, chronic issues related to stress and anxiety should not be normalised. This topic is built around identifying the root causes behind chronic stress-based issues that clients are manifesting, acknowledging them and working towards the ultimate aim of leaving them behind one layer at a time.
The objective of this work is to identify what healthy boundaries are, and whether we employ them in our lives, be it in the work or personal space. Not employing healthy boundaries can result in patterns of people pleasing and always shifting one’s own priorities further and further down the list. What does a good boundary look like for you? And what can we do as individuals or within a group to employ healthy boundaries?
A large number of people struggle with both conflict and disconnection in their day to day work. Whilst on the face of it this is not ideal, these issues, when looked at as symptoms of a deeper root cause, can provide valuable insight into what really requires focus. For example, team imbalances in terms of taking on more or less than is ideal, seeing something/someone differently from what they are and the pattern of pitting people against one another in an unhealthy dynamic. What does your conflict say about your own situation?
The objective of this work is to identify what healthy boundaries are, and whether we employ them in our lives, be it in the work or personal space. Not employing healthy boundaries can result in patterns of people pleasing and always shifting one’s own priorities further and further down the list. What does a good boundary look like for you? And what can we do as individuals or within a group to employ healthy boundaries?
A large number of people struggle with both conflict and disconnection in their day to day work. Whilst on the face of it this is not ideal, these issues, when looked at as symptoms of a deeper root cause, can provide valuable insight into what really requires focus. For example, team imbalances in terms of taking on more or less than is ideal, seeing something/someone differently from what they are and the pattern of pitting people against one another in an unhealthy dynamic. What does your conflict say about your own situation?
What is the leadership culture in your team or company rewarding? Speed, accuracy, quality or service? Often one thing is promised and/or said, but KPIs and reward systems reflect something completely different which can lead to disconnection and dissatisfaction. How would one use the systemic approach in reconciling leadership culture, vision and mission?
What is the leadership culture in your team or company rewarding? Speed, accuracy, quality or service? Often one thing is promised and/or said, but KPIs and reward systems reflect something completely different which can lead to disconnection and dissatisfaction. How would one use the systemic approach in reconciling leadership culture, vision and mission?
The above is a non-exhaustive list; other options can be discussed based on the individual client’s requirements. All topics will be explored from the systemic angle, which aims at considering the issues as symptoms of a deeper root cause. When the root cause is addressed, more often than not, the issue subsides and/or improves. All options can be conducted in the form of talks, or developed further into half-day/ full-day workshops.
Package options are available.
