Workshops & Retreats

  • This workshop teaches leaders foundational coaching skills they can use with employees, teammates and in their day-to-day work. Participants learn about different types of listening and practice listening deeply, asking meaningful questions, helping others create a vision for moving forward and identifying clear action steps to get there.

  • Learn how to share feedback and raise concerns clearly while making it easier for the other person to hear and respond. Participants explore how psychological safety affects honest communication and why feedback often breaks down, including vague or judgmental language, poor timing and unclear next steps. They learn and practice a research-based framework for describing a specific behavior, explaining its impact and making a clear request.

    The workshop also addresses how to receive feedback through acknowledgment and open-ended questions that support understanding and keep the conversation constructive.

  • Explore four common patterns of thinking that can limit perspective, affect communication and decision-making and make it harder to move work forward. Participants learn to recognize how these blockers show up in their own thinking, workplace relationships and team challenges. They practice questions and tools for looking at situations differently, then apply the learning to a current workplace challenge and develop a new approach.

  • The energy we bring into the workplace stems from how we view the world around us. This energy has a direct impact on others and our workplace culture.

    Participants learn a framework for understanding how different patterns of thought, emotion and behavior show up during everyday circumstances and times of stress—both individually and across a team. They build awareness of these patterns, explore how they affect communication, decision-making, relationships and results and learn how to shift their energy and perspective so they can respond more intentionally.

  • Explore what organizational research tells us about employee motivation, engagement and performance—and how leaders can adapt their approach to different people and situations. Participants learn to clarify expectations, understand what may be getting in the way, recognize progress, address performance gaps early and follow through with meaningful accountability.

  • Learn a practical model for making decisions, solving problems and proposing solutions. Participants practice identifying and clearly defining the issue, exploring and evaluating possible options, determining a course of action and reflecting on the result. They also learn a communication framework for describing the situation, explaining the options they considered and bringing forward a clear recommendation—including what is needed to move it forward.

  • Developing Leaders Over Time

    A leader and manager development cohort gives participants the opportunity to build multiple leadership skills over a series of facilitated sessions. Each session builds on what came before, giving leaders time to apply the learning in their work, reflect on real challenges and receive continued coaching, practice and accountability. Over time, participants also develop greater trust and a shared language for leading within the organization.

    Topics are selected based on the organization’s priorities and the participants’ current strengths and areas for growth. They may include:

    • Shifting from peer to manager

    • Creating role clarity and healthy boundaries

    • Coaching and developing employees

    • Sharing feedback and raising concerns

    • Communicating directly and navigating difficult conversations

    • Driving performance through motivation and accountability

    • Decision-making, problem-solving and proposing solutions

    • Strategic thinking and prioritization

    • Leading through change, uncertainty and frustration

    • Building trust and developing leadership team norms

    Cohorts can combine interactive workshops, group coaching, individual reflection, practical tools and opportunities to apply the learning between sessions. This creates space for participants to work through real leadership challenges while developing approaches they can continue using long after the cohort ends.

  • When a team has a specific challenge or area of growth that is not fully addressed by the offerings above, an existing workshop can be adapted or a custom workshop developed around that need. Each experience combines targeted learning and coaching with reflection, conversation and practice so participants can apply the learning directly to their work.

    If you have a specific request, reach out and we can talk about what would best support your team.

Workshops create an engaging space for leaders and teams to learn new concepts, explore different perspectives and practice applying practical tools to their work. Sessions combine focused learning with reflection, discussion and real-world application around topics such as communication, emotional intelligence, feedback, decision-making and more.

Workshops

Workshop Offerings

Retreats give teams dedicated space to step away from their day-to-day work, have important conversations and move toward greater clarity and alignment. Depending on the team’s goals, a retreat may include focused learning, team development, facilitated discussion, visioning and planning, and group coaching. Each experience is designed around the team’s goals while drawing from established tools and approaches.

Retreats

  • The learning workshop portion of the retreat is to up-level the team, help them develop new skills and create a common language. We can incorporate one of the workshops on the left or develop a custom one.

  • The team building exercises that are incorporated will be specifically tailored to the challenges the team is experiencing and what success looks like as it relates to those challenges—meaning the team building will be very intentional and not simply for the sake of team building.

  • There are numerous exercises that we can do around visioning, goal-setting, prioritization and more to help the team get into alignment about where they’re going next. For example, we can create a vision of what the team wants to be experiencing one year from now and work backwards, or use an exercise called a nine-up to create ideas and solutions for a particular challenge. These exercises can be for the immediate future, the next six months, the next year or more.

  • Group coaching provides a space to have a targeted discussion around a specific goal. During the session, we will directly address any challenges that are impacting the team, such as operating more strategically or communicating more effectively with each other. We will do this in a way that builds on the content from the day, overcomes blocks in mindset, and moves the team into action.

  • We can take any specific area the team wants to work on and develop specific components to incorporate during the day. There are hundreds of exercises that we can incorporate into the facilitation to help the team achieve exactly what they want to.

Retreat Components

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