Human Systems workshops: Learn how to prevent burnout and turnover
***All workshops available in person or via online platform***
Mindful Leadership for Individuals, Relationships, and Organizations
On the most basic level, leadership is any action for the purpose of making a change; management is any action for the purpose of creating stability. We need both for healthy individuals and organizations. Much of great leadership is simply creating a safe, stable environment so that the right kind of change can emerge – this is where mindfulness comes in. Mindfulness is simply becoming more aware of ourselves and our environment so we can make better choices. Mindful Leadership is making purposefulness change in a way that meets everybody’s needs, including those of the organization. In this workshop series, participants will learn how to practice Mindful Leadership and will also develop principles that will help them become Mindful Leaders. Visit our Assessments page for more information on Individual, Relational, and Mindful Leadership.
Closing the Communication Gap Between Individuals and Groups of Different Ages
Multiple times a day, we will read or hear about different generations in popular media and in conversation. The subject of intergenerational conflict is popular and prevalent, but more and more, social science researchers are showing that the concept of distinct “generations” with certain attributes is a myth, and that this myth may actually be contributing to workplace conflict. In this workshop, participants will learn about the latest research on the concept of “generations” and why people in different age groups may have different perspectives. We will also learn about how the popular media portrays different age groups and how those portrayals change over time. Finally, participants will learn techniques to resolve conflict in the workplace, including conflict between individuals and groups of different ages. Review sample Communication with Individuals of Different Ages PPT.
“Dr. Peters was personable, knowledgeable, and engaging. This course is by the far the best presentation I have seen on this topic. Dr. Peters absolutely gets that the heart of this issue is communication.” – Participant feedback
Beyond Emotional Intelligence: Emotional Competence in the Workplace
You have probably heard of emotional intelligence, but after we are able to identify our emotions and pinpoint their origin, what do we do with them? After developing emotional intelligence, the next step is emotional competence: the ability to balance between managing your emotions and using emotions to propel positive organizational change. Participants will learn why emotional competence is important for organizational functioning, and when and how to successfully use emotions in the workplace. Review a sample Emotional Competence PPT.
Using Emotional Granularity to Solve Workplace Issues
Did you know that if we don’t have a word for an emotion, we can truly experience that emotion? Did you know that foreign languages have thousands of feeling words that many of us have never even heard of? Emotional granularity is an aspect of emotional intelligence that refers to the ability to highly specify the emotion you are feeling. Are you angry, or are you feeling betrayed, indignant or outraged? Are you happy, or are you feeling accepted, powerful, or proud? In this workshop, we will learn the difference between affect and emotion, and how to identify your emotions so that you can find the best solution to the challenge that had you feeling that way. Applicable to both our professional and personal lives, emotional granularity is a skill that will help you truly harness the power of your emotions. Review sample Emotional Granularity Presentation.
“I have learned how to take more control of my emotions and I will use the tools I learned today – they have immediate application.” – Participant feedback
“Dr. Peters’ experience and qualifications showed clearly in her presentation of this topic. Her engaging manner and transparency kept us engaged.” – Participant feedback
“Absolutely awesome.” – Participant feedback
Professional Conflict Resolution and a Culture of Conflict Acceptance
Unresolved conflict impedes communication, contributes to inefficient systems, and often results in burnout and turnover. In this workshop, participants will learn first how to create a culture of conflict acceptance – an organizational culture that acknowledges the inevitability of conflict and enables the organization to manage conflict to its advantage. Second, participants will learn tools supported by recent scientific research to manage and resolve relational and group conflicts. Using the information they have learned, participants will create their own conflict resolution policy, and learn how to contribute to a culture of conflict acceptance in their organization. Review sample Conflict Resolution PPT.
“Dr. Peters is very good at linking theory and practice. She is an excellent communicator, with excellent hands-on activities.” – Participant feedback
Diversity Intelligence: Using Leadership to Realize the Value of Diversity in Your Organization
Our workforce is becoming racially, ethnically, and culturally more diverse. This change can bring challenges in the form of increased conflict and miscommunication, but it can also bring benefits. Scientific research demonstrates that diversity is unquestionably valuable to organizations; the problem lies in organizations’ ability to both diversify and successfully manage the diversity for maximum benefits. The development and cultivation of diversity intelligence, defined as “the capability of individuals to recognize the value of workplace diversity and use this information to guide thinking and behavior” (Hughes, 2016), can enable your organization to take full advantage of the knowledge, skills, and experience of an increasingly diverse workforce. Participants will explore the full meaning of diversity, learn about combining leadership methods with diversity intelligence, and discover practical and applicable ways to increase diversity intelligence in their organization.
Modern Manners: The Best Way to Use Different Forms of Communication in the Workplace
Have you ever been flummoxed and frustrated with how individuals in your workplace use email or other forms of communication? When is a meeting best, and when is a phone call best? The way we communicate and the methods we use have a huge impact on our professional relationships and, in turn, service user outcomes. Participants will learn the most efficient and effective way to use e-mail, written, and face-to-face communication, and will also have the opportunity to develop a communication policy for themselves that can be shared with their organization. Review the Communication Policy Worksheet.
Circles of Influence (CIM): An Easy Way to Learn Systems Thinking
Systems thinking is a critical tool for modern employees at all levels of an organization. Understanding how employees’ actions influence others across the organization, how processes really work, and where gaps in functioning can occur can really motivate your employees to make changes that will improve organizational outcomes. The Human Systems Circles of Influence Method (CIM) is an innovative and exciting tool that teaches systems thinking while allowing employees to organize knowledge they already have about relationships and processes. The organization of this knowledge will offer a wealth of information about how to improve organizational functioning in a variety of ways. Learn more about the CIM.
“This tool helped me look at the structure of my agency and how a few changes could really reduce conflict.” – Participant feedback
A Model for Ethical Leadership
Leaders make change – how do you ensure that you are leading and making changes in an ethical way that maximizes positive outcomes for both your organization and your service users? What is the difference between leadership and management, and when do you use each? Participants learn about the new Human Systems leadership approach, the first scientifically validated leadership and organizational development model designed for use in organizations with chronically limited resources and high-needs populations. An overview of the rationale and research behind the model, as well as current critical leadership issues in social work, will be provided. Participants will also explore practical applications of the model, including creating their own definition of leadership. Review sample Ethical Leadership PPT.
Highly Sensitive People in the Workplace
Are you extremely sensitive, emotionally and physically? Do you know or work with someone who is? Participants in this workshop will learn about sensory processing sensitivity, or individuals who are Highly Sensitive Persons (HSPs), how they might be able to identify it in themselves or in others, and the potential effects of adverse work events on HSPs. Participants will also learn what individuals who are highly sensitive can contribute to the workplace, and how to best support HSPs, especially in a social work or human services organization. Review sample HSP PPT.
From a Compliance-Based Risk Culture to a Cognitive Risk Culture
Do you feel like a lot of what you do is about compliance with risk-related policies? These kinds of policies and related activities can be frustrating, time-consuming, and leave employees feeling like they lack autonomy and creative initiative. What if you could move your department or organization from a compliance-based risk culture to what is known in scientific research as a “cognitive risk culture”, in which everybody has a thorough understanding of the risks and how they contribute to risk management? This workshop will help your group develop practical plans and tools to better communicate risk throughout the organization and effectively reduce risk through an understanding of systems thinking.
Program Evaluation - An Overview
Evaluation is a critical, and often overlooked, step in ensuring a successful program. Ideally, the methods of program evaluation should be built into your program plans. Even if you are asked to evaluate a program you did not develop or implement, you can follow some specific steps to determine whether the program is achieving its goals, and how efficient it is. Participants in this workshop will get a broad overview of each of the steps of program development, implementation, and evaluation, and have the opportunity to practice applying program development tools to their own work. Learning objectives include: 1) Learn the five steps of developing and maintaining a successful evidence-based program; 2) Practice applying tools of program development, implementation, and evaluation, including program statements, logic models, and surveys and 3) Have a beginning understanding of how to apply evaluation results to the program budget. Review a sample Program Evaluation PPT.
Incorporating Scientific Research into Your Organization
You may have heard about the importance of using evidence-based practices and implementation in your organization, but what does that mean, and how do you do it? Participants in this workshop will learn what “evidence-based” means, and how it applies to programs and services. Participants will engage in hands-on activities to learn how to find out how to make their programs or services evidence-based, including where to go to find reliable research online; how to interpret the research; and incorporating that research into services and programs. Review a sample Scientific Research PPT.
What People are Saying about Dr. Peters and Human Systems Workshops
From confidential workshop evaluations:
“Very personable, very likable. I would attend another one of her trainings…”
“Extremely supportive and enthusiastic of attendees’ ideas and input. Very nice demeanor and knowledgeable….”
“Interactive, helpful, and open to new ideas.”
“Great use of group work paired with content delivery.”
“Informative, creative, open, and educational.”
“She made the information clear and accessible.”