Get buy in from all your employees in a fun, participatory way.
Consensus building is best done in a fun environment that promotes a joyful connection and appreciation from every person involved.
My facilitation methods prompt your workforce to recognize their individual and collective value and put an end to growth resistance while they reach for their personal greatest vision. Then we show them how these fit into your organization’s larger vision.
While it is important to focus on the what and why of an organization, it is also important to get buy in on the how.
This is done by helping you articulate the kind of work environment you want to create. This is important, because support for their organization happens for employees when they feel they can be themselves and are appreciated for their contribution. My facilitation style encourages both workforce and management to appreciate the role of the other so they may create a friendly work environment where people are free to share dreams, ideas and concerns.
Create an open atmosphere where everyone feels free to share dreams, ideas and concerns.
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I have been pondering this question ever since an old memory of my father came up during my meditation time. This memory pertained to a time my father was giving me a warning about keeping my guard up to protect me from other people. His words of caution went like this;
I could have titled this piece “How to forgive your abusers”, but I think surviving a troubled childhood is about a lot more than forgiving those who made you suffer. It is about understanding how a troubled childhood has affected your life and kept you from becoming the best you were meant to be.
Setting and enforcing boundaries is necessary if you want to maintain healthy relationships. Many of us, however, were trained to do exactly the opposite. Our parents, teachers and mentors convinced us it was selfish to take care of our needs before the needs of others. They also taught us to adhere to rules of our family adults and those of people in authority.