We are proud to announce the following consulting services through our People Development team.
There are two types of one-on-one coaching:
Coaching Program: The coaching program is available for staff and faculty who want to improve upon their skills, awareness, and/or behavior in the workplace. This involves establishing specific performance objectives (signed off/approved by the immediate supervisor) that drives the bulk of the coaching. A typical coaching program consists of two coaching sessions per month for three months.
Just-in-Time Coaching: Just-in-Time Coaching is available to staff and faculty for the purposes of working through an issue, concern, or simply seeking guidance. This could involve one or two sessions and does not include defined objectives or supervisory approval.
Facilitated Conversations: A facilitated conversation is a voluntary process to help individuals address, problem-solve, and resolve issues that prevent them from working effectively together.
What is a Facilitated Conversation? A Facilitated Conversation is a structured conversation between two or more parties involved in a conflict, disagreement, misunderstanding, or who are having difficulty communicating and talking through issues together.
Through Facilitated Conversation, participants can:
- Share their thoughts, feelings, and experiences with one another in a private and safe space
- Work toward mutual understanding of one another's opinions and beliefs
- Identify areas of common ground and make decisions about how differences of opinion could be managed
- Explore the possibility of reaching mutually agreeable solutions. While agreements can occur, they are not central to the Facilitated Conversation process.
- Participants – the parties who have voluntarily agreed to participate in this process.
- Facilitators – Greg Giesen or Ken Pinnock from People Development. Both Greg and Ken are certified conflict mediators/facilitators.
How does it work?
In a typical Facilitated Conversation:
- When all participants have agreed to participate in Facilitated Conversation, we will contact each participant to set up a one-on-one coaching session, first and foremost. This coaching session will be used to: 1) better understand the issue(s), 2) explain the Facilitated Conversation process, and 3) to provide some coaching on preparation for the Facilitated Conversation.
- When all participants have had a coaching session, we will arrange for a suitable day, time, and location where the Facilitated Conversation can take place.
- The Facilitated Conversation itself begins with a brief review of participant expectations. The facilitator will also assist participants in establishing ground rules.
- Each participant will share their concern(s) with each other and, with the help of the facilitator, participate in a dialogue to obtain greater understanding and potential resolution.
- Should more than one session be necessary, the facilitator can help schedule future meetings.
- If participants choose to create an Agreement, the facilitator can assist with drafting.
What are the benefits of using Facilitated Conversation to resolve workplace communication issues?
- Participants in Facilitated Conversation engage in an open‐ended exploration of the issues at hand ("How can we best achieve the outcomes we both say we're looking for?"), rather than remaining stuck in adversarial positions ("It's your fault that our program is failing!").
- Facilitators will act to ensure that all parties will have the opportunity to share their thoughts, feelings, and experiences about the concerns as well as what could be done to make things better.
What a Facilitated Conversation is NOT used for:
- To resolve a performance management dispute between a manager and employee.
- To show fault in the other participant.
- To be disrespectful or to disparage the other party.
* Please know that a facilitated conversation is merely a first step towards resolution. Because this is often the first time that two parties are attempting to talk through issues, it's not unusual for one or both individuals to feel uncomfortable with the initial experience. This is why we often recommend both a second facilitated conversation and one-on-one coaching throughout the process.
Contact Greg Giesen at (email@example.com), 303-871-3307 with any questions.
Team Building is a highly customized and recommended process for teams and work groups. Low-Impact team building is light, fun, and helps a group get to know each other better. Medium-Impact team building focuses on group cohesion and improved communication. High-Impact team building instills a deeper level of trust, open-communication, conflict resolution, and feedback. Contact us for a consultation.
Please note that before we lock in a team building event, we prefer to do an initial team assessment in order to better customize the team building design and activities. We find that participants are more open to the concept of team building when they can meet the facilitator(s) beforehand and have the opportunity for input.
The Manager 360-Assessment is a powerful tool with an important purpose – to harness the power of multi-faceted perspectives to identify strengths and weakness and develop performance.
Managers have a unique and often limited perspective when it comes to their employees. The Manager 360-Assessment gives managers the ability to gain insight from people who work closely with them (including their manager, peers & subordinates) about their strengths and growth areas as a manager.
For managers, the Manager 360-Assessment is more of a process than simply an instrument to complete. It requires one-on-one coaching throughout the process... from the moment a commitment is made to do a 360 to completing the action plan after the feedback loop is completed.
to download our Manager-360 workbook, which spells out the complete process. More information is available on our Self-Discovery Tools & Resources tab/
DU Contact: Greg Giesen, People Development, firstname.lastname@example.org, 303-871-3307
Cost/Material Fees: FREE
Presentation Skills Coaching
If you want presentation skills advice before a big speech or you'd like us to view and provide feedback during/after a speech, we'd be happy to help. Also know that we offer a presentation skills class and Lynda.com has two courses on Public Speaking as well. Contact
for more information.
Change Management Consulting
Thinking about making a major change in your division or department? Change Management Coaching & Consulting is available to staff and faculty. Changes in processes, systems, technology and people require that roles, jobs and working relationships be structured and performed differently. To enable and sustain lasting change, both the change itself and the transition (psychological acceptance) needs to be addressed to ensure success.
WORKFORCE PLANNING CONSULTING
Workforce Planning Consulting is the process of identifying the strategy of a division/department and aligning the talent needed to meet those goals and objectives; the result being an engaged, committed and productive workforce that yields measurable outcomes and impacts.
Customized In-Service Classes
We have a series of short topics (i.e., conflict, communication, teams, leadership, change, personal growth, etc.) that we'd be more than happy to provide monthly, quarterly, or annually to your team or department as an in-service. These topics can be between an hour to two-hours. It's a great way to provide ongoing professional development and to partner with the people development team. Contact Greg Giesen at x13307 or email@example.com.
If you would like a facilitator to help facilitate a particular meeting, let us know. We have trained facilitators on staff who can help.
Struggling teams and work groups can benefit by a team/manager diagnosis. This involves brief individual interviews with the whole group (plus a few pre-selected individuals who have impact on the group or are impacted by the group) in order to adequately assess the situation, identify growth areas, and suggest recommendations to move forward.
Oftentimes struggling teams and/or work groups request a team building session as a way of helping them get unstuck. Although this can work if the struggling issues are fairly easy to correct, you need to know that it could also backfire if the struggling issues are more in-depth and laced with emotion. Not to worry, we can help you sort out the appropriate action to take.
Warning: Only conduct a team/manager diagnosis if the manager and team are willing to address all identified issues. This process will bring to light any "elephants in the room".
Team/Manager Diagnosis FAQs