Teamwork, Culture and Inclusion

Canada is becoming increasingly more diverse, and this brings new opportunities and challenges to respond to. Employers and employees have the challenge of working in new ways with other team-members, of being part of an effective team where the members are unlike each other in race, religion, gender, sexual orientation, culture, language, generations or customs. Managers need to create an inclusive environment in which all employees understand, value, and respect each others’ differences. These opportunities and challenges remain the same with other stakeholders such as clients, customers and the community. This program is designed to address all these in an interactive session.

Is your organization going through a shuffle or “reorg”? Is your team feeling disoriented and without focus?  Or is it struggling to hone a meaningful identity and purpose for itself in an environment where the culture is changing? Culture change is always going to happen. What’s important to recognize is that everyone reacts differently to it and will apply their particular coping mechanisms to deal with it. As a result, a team can lose its motivation, become fragmented and at worst, dysfunctional. What you need is a team that is cohesive, confident and impactful! Using the DISC personality assessment tool, you and your team will understand the drivers behind your behaviour and coping mechanisms, and how you can best leverage your strengths in order to rebound and build a team that is cohesive and resilient to change. In addition, you will develop a robust team strategy to help you embody and communicate your value proposition so that you can position yourselves as experts in an organization that needs you.

As diversity increases in the workplace, people from different backgrounds and orientations will integrate with the workplace culture and perform when they feel welcomed, safe and included to become a part of the organizational culture. The program is designed to create an interactive conversation to help understand what equity, diversity and inclusion (EDI) means and how people from different backgrounds and cultures may experience it in their daily lives. It is acknowledged that there is no one perfect or certain approach to dealing with EDI. It is very much related to the existing leadership and organizational culture and what the organization aspires to be in meeting its goals. The program will be facilitated through a mindfulness lens with a focus on unconscious biases and possible systemic barriers to inclusion and equity.  The facilitator will encourage self-reflection and a compassionate inquiry into how to effect change, and overcome biases and barriers, so every member of the team is valued as a part of an inclusive culture. The program will be facilitated in an interactive co-inquiring manner encouraging participants to actively contribute to the learning process.

Employee engagement is not a new concept. Lessons from psychology and the sociology of organizations have been with us for decades. What is new is the realization that various issues of policy, program, culture, leadership and several other factors form a strategic whole which can either maximize the full potential of “employee engagement” or detract from the psychological contract that drives performance. Surveys in Canada suggest that only two or three employees out of 10 are fully engaged in their work, yet 90% welcome challenges that allow them to grow. This stunning contradiction gets to the heart of the importance of employee engagement. This workshop deals with the broader issues of employee engagement but focuses specifically on equipping Managers and Supervisors with the understanding, tools and behaviours to maximize engagement within their area of responsibility. Tapping into discretionary effort is a critical management skill in our competitive world. This workshop will equip you to significantly enhance your ability to leverage actions and behaviours into high levels of commitment and engagement.

This highly interactive workshop focuses on building stronger teams by appreciating the unique strengths each personality brings. Participants will gain a deep understanding of the DISC model, explore individual styles, and develop the skills to read and adapt to different personality types. Throughout the workshop, participants will reflect on their detailed personality reports, examining their strengths, areas for development, and preferences in various work situations. They will also consider how their personality style typically interacts with others. The workshop includes team-building activities and discussions, allowing participants to experience their personalities “in action.” These exercises foster stronger team connections and enhance awareness of individual communication and problem-solving styles. Origins of DISC Both DISC Personality Profiles and Myers Briggs (MBTI) are based on the work of Carl Jung, the psychiatrist known for founding analytical psychology and for developing key personality concepts such as introversion and extroversion. DISC and Myers Briggs (MBTI) both measure our “hard wired” behavioural styles – as in, how we behave naturally in our “comfort zone”.

This highly interactive workshop focuses on building stronger teams by appreciating the unique strengths each personality brings. Participants will gain a deep understanding of the DISC model, explore individual styles, and develop the skills to read and adapt to different personality types. Throughout the workshop, participants will reflect on their detailed personality reports, examining their strengths, areas for development, and preferences in various work situations. They will also consider how their personality style typically interacts with others. The workshop includes team-building activities and discussions, allowing participants to experience their personalities “in action.” These exercises foster stronger team connections and enhance awareness of individual communication and problem-solving styles. Origins of DISC Both DISC Personality Profiles and Myers Briggs (MBTI) are based on the work of Carl Jung, the psychiatrist known for founding analytical psychology and for developing key personality concepts such as introversion and extroversion. DISC and Myers Briggs (MBTI) both measure our “hard wired” behavioural styles – as in, how we behave naturally in our “comfort zone”.

During our career, we are all required to work with others to reach a desired goal, and while being a part of a team can be rewarding, it can also offer challenges.  Research shows that building a more positive team in the workplace makes a significant difference in both an employee’s success and well-being. This can have a significant impact on the success of your team, and organization. This one-day workshop discusses the skills and behaviors that are necessary to develop a cohesive team that can work together to build success. This program explores what is currently working on your team, identifies team challenges, and will provide you with an opportunity to better understand yourself and your team. Discussions will focus on how creating an effective and results-focused team begins with improving communication.

Being able to get along with co-workers and cooperate effectively towards the achievement of common goals is a highly valued key competency that can open the doors to increased responsibility and opportunities in your career. This workshop will give you the insight you need to better contribute to your team’s success. Using an 18 point personal assessment tool you’ll gain a better understanding of your individual team style and learn how to identify team strengths and trouble spots. You’ll learn valuable skills to transfer knowledge and information to other team members in an effective way to maximize productivity. You’ll also learn how to improve communication and build rapid rapport using the True Colors model. Personalized Team Insights Report After the course completion, a concise synthesis of key challenges, solutions, and top-voted priorities generated during the World Café exercise, along with facilitator observations that highlight emerging patterns and potential areas for focus will be provided. It will be delivered as a clear, structured summary leaders can use to guide next steps.