If you’re a person who has a passion for facilitating change and you’re committed to being an effective Change Agent and Leader….. you’re someone who wants to use your Voice to be an effective instrument of change…. someone who wants to keep learning alive in your organisation, then this invitation is for you ….read on.
You will also know that having this level of commitment to being an effective Change Leader and Facilitator can be tough. It may even leave you wondering, at times, if you have what it takes. Can you continue in your current environment even though it feels so out of alignment? Can you sustain yourself over the long haul?
We have been there too.
You’ve done everything you can think of at this point---- you keep your professional knowledge and skills up to date……you participate in training….. you join in webinars…. you read and study. And still there is something missing….
You have a sense that you are not getting the traction you want from your interventions, despite all your best efforts. Or…..
You feel like an outsider in your own organisation, like you don’t have your own tribe beside you to turn to. Or….
You simply don’t get enough opportunities to have the robust, in-depth conversations you want with peers that challenge and expand your thinking and practice. Or….
You find yourself struggling to bounce back from setbacks and stay optimistic. Or….
You find yourself feeling compromised as you navigate the jungle of your current organisational context.
Over the years we have found that these are the central challenges that all truly committed change leaders and facilitators of change come face to face with. So if you find yourself confronting some or all of these challenges it is a good indication that you have found the nexus of the work we do and …….you know what it truly means to do this work and fully engage with it.
It also means you have found the place from where you can have the greatest impact because you are willing to really engage with the work, the real issues, and what is really going on. Although it doesn’t always feel like this in the moment.
The challenge, as always, is how to stay true to the work you want to do and sustain yourself whilst working with these core challenges. Particularly when you feel like you have little or no leverage.
The questions then become …how can you provide real solutions ….. build relationships and trust that really assist people to stay open to new ideas and challenges? How do you generate real change and learning…. and build real social connection and collaboration? And how do you do all of this and at the same time hold and expand your own sense of agency?
If you’re currently grappling with these dilemmas, we would love you to join us for our upcoming “get-together”, where we will start to explore the core elements needed to sustain your professional identity and passion for the work you do whilst continuing to build and expand your capability. There is no charge for this “get together”. It’s preparation for our 2018 “Keeping your Inner Spark Alive” program.
To find out more and reserve a complimentary spot at the “get-together” please email Maureen with your name and phone number at firstname.lastname@example.org or phone her on 0449642776.
More about the “get-togethers” facilitators
Jane Morgan and Maureen Owen together have over 50 years of experience in making a real difference to people and organisations through learning. They personally know the delights and despairs of being a Learning and Development Practitioner in the organisational jungle…and are recognised for their success in coaching many people to keep their spark alight and keep innovating.
Jane Morgan is an innovative, versatile and committed professional, dedicated to making a real difference in how organisations realise the full potential and talent of their people, connecting them together to achieve business goals. She has a proven track record in all aspects of Talent Management and organisation development over the last 30 years. She has worked as an executive, a Human Resource practitioner and a private consultant at all levels of government in Australia.
Jane thrives on working with organisations who want to grow the talent of their people and coaching individuals to expand and adapt their capabilities in the midst of complex and inevitable change.
Maureen Owen is an internationally accredited coach, facilitator, mediator and consultant. She has over 20 years’ experience in human and organisational development as a successful consultant, change agent and senior manager in the learning and organisational development field. Her work has been devoted to supporting individuals, teams and organisations improve on the 30% success rate of change processes and achieve real change and learning. She supports people to do their best work and to bring the best of themselves forth to lead, create and sustain new levels of creativity, innovation and new ways of being.
Her clients have described her: as having amazing insight and a thoughtful approach, as being empowering, empathic and kind, with a remarkable ability to make you think outside your own perspective and gain an understanding of what makes others tick.
Managers wanting to build high performing and functional workplaces know that you can only bring out people's positive behaviour when you display this behaviour yourself. They also know that a couple of days of negative behaviour or poor attitude on their part can have negative behaviours and attitudes rippling across their entire department or team. In the end it almost seems as if the first rule of management becomes whatever happens, always display positive behaviour.
There is, however, much more to displaying positive behaviours than appears at first glance and from my perspective this is one of the most misunderstood aspects of being an effective and influential manager. I believe that the positive behaviour managers need to display is in fact mature behaviour. And mature behaviour is much more than just being positive, or taking a positive slant on the way we respond to what is happening, or offering room for others to respond in a positive manner.
I have seen, over and over again, managers interpreting the need to display positive behaviour as the need to be “positive”. Unfortunately, the more skilfully and earnestly the manager is able to apply “being positive” the more it seems to lead to a range of less than optimal outcomes. These outcomes often seem to result in random and unanticipated responses such as: people hiding things from them because they don’t want to be seen as “negative nellies”; and not being able to get beyond superficial conversations and responses because everyone is “being positive” and so the real issues are never articulated. Or even worse, the manager trying so hard to display positive behaviour is seen as having no idea, or of not living in the real world and so people work around them and avoid dealing with them. All of this less than optimal behaviour leads to an environment that is characterised by low levels of trust, avoidance and suspicion that are a long way from the “positive behaviours” being aimed for.
I believe, and research tells us, that managers need the ability to have real conversations that build and strengthen relationships, and reset relationships that have gone off track. This ability requires managers to display positive and mature behaviours and to develop the skill and internal awareness needed to reset, refocus and redirect conversations towards constructive relationships, better business results and greater trust. This ability to have these powerful conversations is called conversational intelligence and there is a growing body of research around how to work with and apply these powerful concepts.
Whilst it takes time and commitment to develop new behaviours and skills the good news is substantial improvements can be made remarkably quickly once the core concepts and fundamentals of trust and its impact on human behaviour are understood.
Article by Maureen Owen – Coach, Facilitator, Change Agent, Organisational Development Consultant
I work with individuals and teams to reclaim their responses, create momentum and get extraordinary result.
My clients describing me as having amazing insight and a thoughtful approach, and being empowering, empathic and kind.
If you would like to learn more about improving your capacity to have powerful conversations that will enable you to build trust, transform your relationships and get extraordinary results contact me on:
M: 0449 642 776