The Science of Belonging

Research has consistently shown that when employees feel that they belong, they will perform better and experience higher levels of commitment, engagement, and well-being. An absence of belonging increases risk of isolation, underperformance, and burnout. This session will examine what it means to belong at work, the harmful effects of exclusion, and the challenges that leaders face in creating a sense of belonging. Practical and evidence-based tools and strategies that support building, fostering, and nurturing a culture of belonging will be presented.

Redefining Resilience

Resilience is a powerful skill that can be developed. It is the ability to bounce back from obstacles and setbacks to achieve higher levels of performance. It requires the development of positive adaptation processes to help overcome the challenges that we face, and the use of positive experiences to build confidence in our strengths and abilities. It also involves interventions that support and develop self-trust, objective reasoning, perseverance and possibility thinking. This session focuses on how we can develop strategies to build our resilience by examining the capabilities of psychological capital, improve the experiences we have to navigate the change we experience, and reach our full potential.

The Science of Trust

Trust is in a state of crisis, and earning trust has never been more imperative for leaders than it is today. Trust helps to solve problems of risk, and is needed for collaboration and innovation. Embracing risk during this time can be challenging, especially when there is greater exposure to uncertainty with potential loss that truly matters. This session will examine the neuroscience of trust, misperceptions, and navigating distrust. The connections between transparency, vulnerability, and trust will be explored. Tools and strategies to foster trust will be presented.

Optional Add-On: Simulation – Creating a Culture of Trust

Change Styles

We’re experiencing it. What do we do next? Change Leadership offers an opportunity to engage in different experiences to help support leaders in understanding and responding to change with practical training, tools, and tactics. The Change Style Indicator measures an individual’s preferred style in approaching and addressing change. The instrument addresses both initiated and opposed change and places the respondent on a continuum between Conserver (prefers the known to the unknown), Pragmatist (prefers to explore the current situation in an objective manner), and Originator (prefers a faster and more radical approach to change). It provides leaders of all levels with insight on personal preferences for managing through change and context for how those around them might perceive and respond to their preferred style. This session requires the Change Styles Indicator assessment tool.

Tall Poppy Syndrome

A recent survey, led by Dr. Rumeet Billan, found an overwhelming number of women worldwide have experienced Tall Poppy Syndrome in the workplace. A term popularized in Australia, Tall Poppy Syndrome occurs when people are attacked, resented, disliked, criticized or cut down because of their achievements or success. This impacts everything from engagement to productivity to retention, as well as the emotional and psychological well-being of women. An immediate change is needed to support women in the workplace, encourage their accomplishments and shift the culture of toxic workplaces. This session will examine the results of The Tallest Poppy, and discuss how psychological health and workplace performance has been affected by this silent systemic syndrome.

Psychological Health and Safety

Psychological safety is the belief that one can speak up and share their thoughts, ideas, and feelings without risk of negative consequences. High performing teams require psychological safety for optimal creativity, risk-taking, vulnerability, and collaboration. As the boundaries between work and life continue to blur due to the ongoing pandemic, new forms of work are affecting the psychological safety that employees experience, making it both fragile and essential. This session will examine the 13 factors of psychological health and safety and explore its misconceptions, including unearned autonomy and a shield from accountability. Strategies and steps for leaders to create, boost, and nurture psychological safety among those that they lead will be presented.

Who Do I Want To Become?

The train-the-trainer course is designed for teachers and guidance counsellors who are interested in delivering the Who Do I Want To Become? workshop to their students online or in person. Aligned with Creating Pathways to Success, this workshop encourages students to shift from what they want to be to who they want to become. The course includes a teacher’s guide, an editable PPT, worksheets, and an assessment guide.

Online Course: Emotional Intelligence for Professionals

Develop your Emotional Intelligence to improve relationships, defuse conflict, reduce stress, and effectively overcome life’s challenges.

How we process our emotions impacts how we perceive ourselves and express ourselves to others. It also impacts our personal and professional relationships, the decisions that we make, and how well we are able to manage our stress. Being emotionally intelligent is about building self-awareness, and using our emotions in the most effective way in our day-to-day interactions, and the work that we are engaged in. This online course will focus on understanding the competencies of emotional intelligence for personal and professional development. A verified digital badge is available upon completion.

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