Ideas of some here, only a few, of what I can do to meet training needs, getting teams working together, buzzing with ideas and moving on dynamically.
I have used these methods with Staff from the Corporate sector, with a £4b turnover, YMCA Teams and Boards, Young Humans, Prison Staff, Residents in Homeless Hostels - and more.
All sessions are conducted in a relaxed and active way.
'Motion changes emotion'
is a key - the aim is to keep everyone participating, stretched in a gentle sense and engaged::
1 Reality Mapping.
An exercise which involves all in an easy and relaxed way.
Inclusive and interactive.
Good for starting off a conference/session.
Helps to define the reality of the work situation
"The task of a leader is to help to define reality". Max Du Pree
Reality is a good place to start.
Getting the team to relax and open up is also a great place to start.
2 Needs Analysis Mapping.
Active, interactive activity that starts the process of identifying needs of staff and the target group the work with.
Opens up needs in the team.
Other staff and wider organisation.
It is based on the model created my Abraham Maslow and is great to help in approaching any issue 'Starting from the point of human needs'.
3 Transactional Analysis.
Training input and discussion relating to understanding communication between humans.
Awareness and skill in dealing with feelings and being able to have options in responding and managing a relationship.
This gives tools to add to the 'Life Toolbox'.
This is about raising awareness but also developing real skills.
Relevant to the workplace and the whole of life.
(Only this week - people working prison, and homeless hostels,
have told me that this tool has given them a sense of peace)
and an ability to manage relationships with competence.
The session includes watching clips from 'Inside-Out' 'East Enders' and 'Big Brother' - all to aid the develop awareness of a deeper need to communicate with freshness. It is especially good as a toll for the 'Life-toolbox' when dealing with humans with special needs, difficult behaviour and your Line Manager!
4 Key Areas and Key Targets.
This is a work session to activate the team as individuals and feeding back to the team.
Each works as an individual and presents back to the group.
First it is a methodology of dividing the persons job into Key Areas.
Then a process of setting strategic objectives for each key area of that individuals job.
Good for stimulating all to think deeper about their job and focusing on priorities.
Presenting to the group creates a climate of 'stretch' and mutual support and understanding.
Can be a great method which can be followed up in Line Management.
S.M.A.R.T. Targets are often used in our sort of work (Specific Measurable Achievable Realistic Targets) = Smarties!
I have a method which is about 'M & M's' (not Smarties!) - a fun way of setting targets - and has lots of motivating factors.
It has some direct links with item above, but both can stand alone.
5 Priority Mapping
An exercise of using small groups to think deeply about issues in the workplace.
That work is then mapped out on a wall-chart in a very quick and visual way.
All participating and involved with inclusion and equality in expression.
Outcome is a clear list of priorities issues - identified by the team.
Lots of individual and team satisfaction. Helps to define priority issues to work on.
6 Facilitating Debate and discussion.
I can facilitate discussion using buzz groups and plenary
to enable the team leader, and line managers, to be part of the discussion,
and give input, rather than them leading the process themselves.
7 Training in Conflict Management/People Skills.
Session one:: 'Love A', is a workshop to Train Staff in working with humans - equipping them in self awareness and skills.
Session two:: 'Love B', is about Preventative strategies and, if we have to, how to better Managing Conflict, Aggression and Violent Incidents with increased competence.
Reaching the Hard to Reach.
Participation or Paternalism. Developmental work through real Involvement and Participation.
8 'Level Five' Communication.
This is a session to introduce the communication model of L5.
It is simple and yet can be liberating in terms of understanding relationships and improving communication. It is relevant to the workplace and personal relationships. It is an experiential session which takes humans outside their comfort zones, in a gentle safe way. It gives satisfaction because humans have a new way of understanding and managing complex relationship in ever context.
9 Team Building
We have - Team Building and Team Working.
The former needs the latter to be effective in any team. The latter needs the former to enable the Team to jump the current groove before it turns into a rut. My facilitation will work the team to consider the reality of the team and team work. Then to move on to consider options for you, the Team Leader, and the Team - to consider change.
The session will work the team creatively hard to achieve a satisfying outcome because the experience of the team will be stretched to it's imaginative boundaries.
10 Gangs::
Understanding Gangs and working with them. This session will raise awareness, which always proceeds skills, which will demystify the culture and behaviour delivered by anti-social groups/gangs. It will raise confidence, awareness and skills.
11 Group Dynamics.
How groups work and how we can use the natural processes of all groups, to aid the development of individuals, groups, teams and into a wider community. The outcomes will include an increased level of awareness and skills which will feed the confidence to enable Developmental Group Work to be used as part of a programme.
12 Involvement and Participation of Young Humans.
I specialise in working with young humans with special needs. These will include resident members of hostels, youth groups, young workers and volunteers of all ages. I also with Boards of Management and Professional Staff, often together with young humans to assist in the development of confidence, awareness, skills and creating fertile ground fit for future planting.
13 Large Event Facilitation.
A large event often needs outside assistance to take the pressure from workers who are stretched in the day to day operations.
I am able to facilitate the preparation of Young Humans in such occasions to enable them to make impressive contributions. The preparation, and the event, can be a major motivational factor which includes building up emerging leadership from the grass roots.
Involving large numbers of humans is what I am able to do to meet your own objectives - which would include a memorable community experience for all.
14 Emotional Literacy
How do we encourage a freedom to talk, do the verbal thing, rather than explode with emotions?
What separates us, humans from the animals, is a possibility to chose how to behave and not be controlled by spurts of emotion.
We have prefrontal cortex, which is the thinking part of our brain that was added as an extra to humans.
The cortex allows us to think, believe, hope, create and dream....to feel these precious feelings and also transpose them into positive, creative words, music, getting to grips with our life, ability to work with homeless humans, do poetry and enjoy play - and more .........
Developing the skills of emotional literacy brings our emotions into balance. Then through a simple but challenging process of feeling them and translating them into words so that they can be reflected upon inwardly and outwardly. This is what allows us to become emotionally balanced humans. We are then able to use emotions consciously to fuel passion, communication and understanding.
This is such a massive issue amongst young humans with behavioural problems - and staff who work with them.
15 Your Objectives.
I am always start with your objectives, always-always, and then design sessions to meet them, and the needs of all humans involved.
These are just a few ideas to stimulate.
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