Human-centred and systems conscious learning + development

Building truly inclusive, adaptive, and innovative teams is a top priority for the leaders we work with - the kind of team that meets challenges head on, collaborates to design meaningful impact, and has fun while working together. Human-centred and systems-conscious teams not only recognize the worth and contribution of each team member, they also share vision and a set of core guiding values for collaborating towards the transformation of the whole system.

Kimberley and Jeff conducting a workshop

Transformational learning experiences

Building inclusive, adaptive, and innovative teams requires learning and development experiences that go beyond table-stakes and buzzwords, and deeper than off-the-shelf webinars and annual training days.

Transformational learning and development experiences are built intentionally and inclusively, taking into account the unique context (systems) of the organization and the needs and goals of both individual team members and the team as a whole.

The leaders and teams we work with need and value personal and professional growth, because they want to have a more meaningful impact on our world - whether that is at work, or with their families, friends, and/or communities. Unfortunately, many of the learning and development experiences available today do not drive significant impact for the people participating in them (or for the companies and organizations supporting them).

To ensure that our learning and development experiences drive meaningful impact, we focus on three core design principles:

Co.created + client-centred experiences

We collaborate on every program we create for clients, and approach the design of our experiences from a learner-first perspective. From here, we aim to deliver in ways that foster engagement, deep learning, and alignment.

Our clients gain practical, simple, and powerful tools to meet their real world challenges, starting right away.

Real-world, practical, and actionable tools + strategies

We know that teams are facing real challenges and opportunities today, that they require new (and/or updated) skills, and need to be able to apply them immediately.

Our transformational learning and development programs are fun (obviously) and engaging. They are also hands-on and practical. Most importantly, we practice reflective awareness and develop skills in real-time, with real examples, so that our clients can move from learning to doing as quickly as possible.

Community-based support and accountability

The leaders and teams we work with are seeking connection, collaboration, and meaningful impact. Our transformational learning and development programs reinforce the awareness, will, and skill they need to be more effective as individuals and as a collective.

All of our programs include tailored pre- and post-support activities to help integrate and operationalize the learning.

Core learning and development programs

We believe that leadership is the conscious use of power to create the conditions for meaningful connection and positive action towards a better tomorrow.

Along with our clients, we focus on building awareness, competencies, and behaviours in three key leadership domains: power, communication, and tension + conflict.

A group of people smiling and clapping
Power dynamics

Power dynamics

This foundational module aims to provide a deeper understanding of power - what it is, how you get it, and how to use it well (with wisdom and skill) to transform your leadership and life.

We regularly find ourselves in competition to get our needs met, or to get our priorities to the top of ‘the list’ (sometimes, an outright conflict if the stakes are high enough). You name it, the underlying dynamics, and forces at play in all our interactions with others is the phenomenon of power.

Unfortunately, most of us don’t have a great set of tools, skills, and resources available to navigate the complexity of the many power dynamics that we find ourselves in. So, we lean on old habits and tendencies, coping strategies, and tricks that we’ve picked up along the way.

In this module, we explore:

  • The "at-risk" vs. "at-stake" paradigm
  • The five (5) types of power
  • Power dynamics at play
  • The shadow side of power (and how to avoid it)
  • Common obstacles and barriers to effective leadership

Inspired by and borrowing from The Right Use of Power Institute’s framework.

Agile leadership

Agile leadership

To be an agile leader in the ever-evolving world of work, requires an awareness and ability to blend competencies, successfully move people, and create meaningful impact.

This module aims to increase the level of ‘leaderful-ness’ on a team or within an organization, by exploring individual and collective awareness, empathy, communication, and actions.

The goal is to create more leaderful teams – people who take responsibility for themselves and their world. So, the learnings of this module are less about where someone is positioned on the organizational chart and more about how they make people feel and the impact they are creating.

In this module, we explore:

  • The five (5) Domains of Agile Leadership
  • Knowing which domain to utilize in different scenarios and systems
  • Leveraging the competencies of each to lead with increased impact and success
Conscious communication

Conscious communication

Building and maintaining open, healthy, and productive relationships is essential in effective leadership. The fundamental skill for this is conscious communication.

This module is aimed at increasing awareness and developing skill to meaningfully operationalize of power and leadership. We explore existing communication challenges and opportunities, helpful frameworks and models, and the impact of existing and new tools and channels.

In this module, we explore:

  • How to give clear and consistent direction
  • Engaging in meaningful and productive dialogue
  • Learning the art of deep listening
Meaningful connection

Meaningful connection

You might have heard about the “great resignation or reset”, which some people are reframing as the “great realignment”. People have been experiencing and living through the global pandemic in their own way and have been making choices to align their work with what’s most meaningful to them (their needs, values, and goals).

This module aims to meaningfully teams to a shared set of core values, vision, mission, and to each other - making them individually and collectively more resilient, adaptive, and trusting.

In this module, we explore:

  • The three (3) key motivators (needs, values, and goals)
  • Understanding the conditions for connection
  • Navigating the intention vs. impact gap