Drawing on decades of advanced facilitation, coach and awareness training with some of the world’s leading practitioners, we are proud to offer advanced skill development programs for organisational development practitioners, psychologists, mediators and coaches. Join the dynamic community of practice adopting a Process oriented approach to organisational development, facilitation and conflict management. Our expertise in the field of Process Oriented consulting and facilitation has been recognised internationally.
For short or in-house coach training programs please also visit Coaching.
In a globalised environment our societies and organisations are becoming increasingly complex places. It is only when tensions break out that we recognise the power of thoughts and feelings that have been unexpressed and perhaps till now avoided – whether for fear of the backlash or because there is no room for them. Unfortunately this means that when they do break through it is a way which takes us by surprise.
To work effectively with people and the systems they live and work in, organisational development practitioners, consultants, mediators, leaders, activists and community facilitators rely on finely honed facilitation skills.
Participants of our advanced practitioner development program will learn about and experience a large and small group facilitation method known as Worldwork.
Worldwork is a powerful tool for working with complex social and organisational dynamics, supporting diverse voices to be heard, addressing conflict and creating awareness about the effect of our subtle biases and unconscious use of rank and power.
To facilitate teams and systems well, we must consider many factors including the group’s history, patterns and style of interacting, the context, rank differences, leadership, values, perceptions and more. Worldwork strengthens facilitators skills in working with the many and ever-present layers of group dynamics and diversity.
Worldwork is a powerful way to hear marginalised voices and perspectives that frequently offer new insights and breakthroughs for the society, organisations and culture. Offering a profound experiential learning, it supports participants to recognise the impact of their own behaviours and the conscious and unconscious rank dynamics at play in society.
Familiarity with the Worldwork methodology will deepen your own confidence in working in conflicted and potentially volatile situations. It equips you to think on your feet and work with what’s in the room.
This course will enable participants to:
There will be a strong focus on skill development but also on your personal development as a facilitator.
The course will comprise of six days of training including an initial introductory two-day workshop for those new to Worldwork.
Our first workshop will focus on key concepts and applications as well as the core skills underpinning the subtle art of Worldwork facilitation.
Topics covered in the first workshop include:
This workshop will be a strong grounding for facilitators new to or developing their confidence in Worldwork facilitation.
This workshop will include an Open Group process in which members of the group facilitate dynamic group interactions and receive private supervision feedback.
This workshop will cover:
Effective facilitation lies first and foremost with a facilitator’s own personal awareness. An advanced facilitator recognises they are in a relational dialogue and is required to track and anticipate a group’s needs and process along with their own personal process.
Participants will learn how to recognise roles, biases and beliefs within themselves and others. You will learn to use this information, rather than be caught by it, to deepen dialogue between parties with differing interests as a basis for shared understanding, decision making and consensus.
This workshop will develop participant’s capacity to:
This workshop will equip participants to work with conflict providing an understanding of the causes of escalation and de-escalation.
An open group process will be held, enabling participants to apply some of these skills in the heat of polarized debate.
Participants will develop techniques for:
The impact of rank and power on organisational, community and team dynamics is rarely discussed, and hence poorly understood. Yet the capacity to use power effectively is dependent on our understanding of the factors shaping our experience of power and that of our staff and colleagues.
This workshop explores ways to:
Workshops will run 9.00am-4.30pm each day.
Participants will be asked to undertake some reading to support their skill development.
For more information on the program please email or call 03 9077 2163.
If you are interested in this topic please read our blog “History Is Not In The Past“. While you are there, why not make a comment, and add to the discussion?
Reading The Signals is an intensive year long training for organisational development practitioners, consultants, coaches, HR practitioners and leaders interested in learning a Process Oriented approach to facilitating and leading organisations, teams, and communities.
This program introduces a powerful framework for recognising the emergent potential inherent in organisational visions, challenges, disruption and conflict. Participants will learn how to identifying and work with the edge – factors that maintain the status quo and serve to limit an organisation, team or individual’s capacity for change. The program also examines the impact of power and rank dynamics on communication and decision making.
Finally participants are supported to learn about themselves as an instrument of change, appreciating a rich understanding of their own role in team, group and community dynamics.
The solution to the challenges faced by any group can be found in the signals that emerge in their dialogue or struggle. The skilled leader or facilitator’s role is to know how to follow these signals and assist organisations and communities to understand what is emerging and move forward based on new insight and understandings.
This series of five workshops is designed for leaders, facilitators, coaches, organisational development practitioners and consultants. It introduces the theory and practice of process-oriented facilitation including Worldwork and Deep Democracy, originally developed by Dr Arnold Mindell.
This program combines an introduction to Process Oriented leadership and facilitation with an opportunity for participants to investigate and receive input on case studies from their own organisations and consultancy practice.
Leaders, consultants and coaches develop the change capability of individuals, teams and divisions. At times their role is to disturb the status quo in order to effect change. At other times they may support staff to deal with the impacts of unexpected change. In an effort to maintain stability, individuals and organisations tend to resist change, marginalising information critical for their growth and survival.
In this workshop we will explore the concept of collective edges and cultural barriers to change. We will consider the ways organisations, teams, professions and individuals suppress certain characteristics in favour of a static and cohesive identity. Vitality, momentum and essential capabilities are lost as a consequence. A Process Oriented approach to leadership and facilitation reintegrates this lost potential.
Participants will develop methods for working with the dynamics of change in order to support organisations, teams and communities to find new ways of engaging with old problems.
A clear framework for understanding the complex and often confusing interaction between diverse interests in organisations, teams and communities is critical for leaders and consultants alike.
This workshop explores group dynamics and introduces strategies for engaging and working with the diverse roles that exist in organisational, team or stakeholder groups.
Participants will master the art of deepening dialogue between parties with differing interests as a basis for shared understanding, decision making and consensus. Finally you will learn to follow a group’s communication signals in order to recognise the missing elements essential for change.
Effective leadership is dependent on our capacity to occupy the authority inherent in the leader or facilitator’s role. Failure to adopt the legitimate authority of our roles can create a leadership vacuum. Conversely poor use of power impedes communication, stifles innovation, leads to costly workplace conflict and high staff turnover.
The impact of rank and power on organisational and team dynamics is rarely discussed in leadership circles, and hence poorly understood. Yet the capacity to use power effectively is dependent on our understanding of the factors shaping our experience of power and that of our staff and colleagues. This workshop investigates the often hidden diversity individuals bring to organisational and community life.
The Dance Between Vision, Issues, Workplace Relationships and Emotions
How can leaders, coaches and facilitators work with multiple dimensions of organisational and community life, including guiding visions, operational challenges, emotional and relationship dimensions? Failure to address any of these dimensions causes change initiatives, dialogue and consultation to stagnate – leading to organisational inertia, frustration and hopelessness.
In this final workshop participants will integrate their learning and refine their application of a process oriented approach to leadership and facilitation.
A range of scenarios from organisational and community contexts will be considered. Participants will design and road-test interventions and strategies for addressing common challenges.
Please contact email@example.com to register your interest.
As a facilitator or coach it is imperative that your own awareness is clear and unclouded. Yet our engagement with complex systems in a state of flux, organisational and psychodynamic fields, as well as our own psychology can leave us susceptible to losing awareness.
Supervision supports facilitators and coaches to work effectively with their clients by offering a touchstone and new detached vantage point from which to reconsider the systemic and personal facts influencing their perception and choices. It also plays a key role in helping practitioners to work on their own development, including an appreciation of their own edges and growing frontiers, so that they can show up with clients in a manner which is agile and aware.
Our sister company the Global Coaching Institute offers ICF Accredited Coach Training Programs based on depth psychology and systems thinking. To learn more visit: www.globalcoachinginstitute.org