Strengths-Based Coaching and Workshops
When you invest in your people, you’re investing in the success of your organization.
Concurrence Consulting engages with organizations that seek to engage their staff, cultivate a high-functioning team, improve organizational effectiveness, and/or successfully deal with change.
A Four-Step Framework for Success
A successful engagement with Concurrence Consulting is a commitment — not a quick, one-day workshop. A “one and done” approach won’t lead to improved individual performance and achievement of organizational goals. Our framework is designed for the best return on your investment.
1. CliftonStrengths Assessment
Each participant takes the online CliftonStrengths assessment. They will then receive a full report of the 34 themes that explain how people work. We complete a one-hour debrief to review their top five strengths so that they can “name and claim” their strengths. When individuals use their top five strengths daily, they are more engaged and more productive. Read more about why we use CliftonStrengths.
2. Foundational Workshop
Each person in a team brings specific knowledge, skills, talents and resources necessary to do their job. When each person learns about and understands the strengths of their other team members, we can build a team maximized for success.
In a team workshop, participants learn about each of the 34 themes. Team strengths are identified and discussed and then the group identifies their most pressing goals requiring the full strengths of the team. We’ll work together to develop plans to achieve those organizational goals using the 34 themes.
3. Leader Debrief and Plan Development
Team leaders receive a debriefing and a plan to guide them as they maximize their team’s individual strengths to meet organizational and departmental objectives.
4. Individual Coaching
Each participant will receive a one-hour coaching session to develop their personal plan to stay on target.
Building on Strengths: In-Depth Sessions for Further Skills Building
An effective engagement continues past the initial team workshop to include quarterly team sessions. Participants gain in-depth understanding and skill building in four key domains: strategy, execution, relationship building and influencing. These four domains are explored in relation to the goals that were established in the first team session.
In working with clients, we consistently see that individuals often have a difficult time expressing their thinking, or how they know what they know. For this reason, Concurrence Consulting integrates Lego Serious Play® into each workshop. Each participant builds their own 3D models before participating in group discussions. By first giving each person time to build their own model, they first solidify their own thoughts, and are then better able to listen to others. he process of connecting our hands to our thinking stimulates clearer thinking and encourages creativity. With Lego Serious Play ®, we see better communication and understanding because of 3D visualization, metaphors and stories. In traditional settings, meeting and workshops can be dominated with those who are verbally strong. With Lego Serious Play,® everyone builds, everyone participates.
Supervisor Development and Support
Once you have made the initial investment in strengths, our ongoing support ensures that the framework is integrated into your daily operations. Supervisor work sessions ensure that supervisors have the skills and knowledge to develop and reinforce a strengths-based culture.
Additional Coaching Opportunities
after the Foundational and Building on Strengths workshops
Teams and individuals may opt to engage in a six-month or year-long custom coaching program to stay focused and accomplish their personal and professional goals.
Here are examples of some of the ways we engage with leaders through our strengths-based coaching:
There are four key areas of performance management: Recruitment and Selection, Employee Engagement, Performance Management, and Development. Within each of these areas we provide information and opportunities for you to develop an understanding of your leadership role.
The Role of Trust, Compassion, Stability and Hope
Gallup research tells us that the chance of people being engaged in work when they do not trust their leaders is just one in 12, while the change of being engaged when they do trust their leaders is one in two. In a random sampling, 10,000 individuals were asked “What has a leader contributed to your life?” Four key concepts were repeated among respondents: Trust, Compassion, Stability and Hope.
Concurrence Consulting will explore these themes with you to first identify how these concepts have added to or detracted from your development, and then to determine how you can internalize these themes to create an environment with these foundational concepts for others.
Change Management and Stakeholder Engagement
Every leader within an organization is responsible for change initiatives on some level. Understanding how to lead and manage change, as well as how to engage stakeholders and address their concerns is typically a component of our engagements.