Teams are more likely to collaborate ( share information, learn each others interests and seek to seek win-win opportunities) when they trust their colleagues. This session supercharges collaboration by growing the skill of trust building. Participants self-assess to understand how their (conscious and unconscious) behaviors form obstacles to trust-building, learn key behavioral factors to enhance trust (across body language, tone, and what they say and do) and then practice deploying trust-building skills with peer and faculty coaching. 

This workshop equips leaders with the tools to create and sustain a high-accountability culture in their teams. Perfect for leaders who already are strong people-leaders but who need to drive better results, this workshop uses experiential learning, client-related exercises, and coaching to help leaders set clearer expectations, give feedback, and navigate performance conversations with confidence. Participants walk away better prepared to drive meaningful business results through a culture of ownership and performance.

Stepping into management means a big shift from doing the work yourself to creating the conditions for others to do it. This program offers new managers a crash course in the mindsets and habits to make that transition successful, including: how to accept (and use) their authority to create high performing teams, how to build and repair trust, resolve conflict (including how to help the team disagree and commit), communicate a clear vision, manage performance, give feedback and coach.

This experiential workshop supports senior leaders stepping into head-of-function or C-suite roles as they shift toward leading the enterprise. Through simulations, case work, and peer dialogue and coaching, participants practice enterprise-level thinking, strategic prioritization, and navigating complex stakeholder dynamics. The workshop helps leaders balance functional advocacy with shared accountability for the whole organization’s performance and culture.

This workshop helps leaders create psychologically safe teams where members feel comfortable speaking up, taking risks, and learning from mistakes. Through interactive exercises and client-based scenarios, participants learn the principles of psychological safety and practice the behaviors that foster trust, inclusion, and how to respond productively to candor, dissent, and failure without shutting down engagement.

This workshop builds organizational and team leaders’ ability to create a culture that is deliberately developmental. Leaders learn to create norms, habits and rituals that inspire a growth mindset and cultivate psychological safety so employees feel empowered to give (and receive) feedback. Participants explore common feedback triggers (truth, identity, relationship) and how to shape and lead systems that avoid them so that feedback becomes the norm.

Teams need to make complex decisions with limited information, competing priorities, and time pressure. This workshop equips leaders with tools to make high-quality decisions that align with long-term business goals. Through real-world simulations, decision-mapping exercises, and facilitated discussions, leaders sharpen their judgment and elevate their executive decision-making to walk away with a practical decision-making toolkit they can apply to pressing business challenges.