Human Resources puts out fires. We are the hose that they use.

Human Resource is typically the first responder to conflict and chaos in the workplace, but where do they go for their training and support? They come to us.

  • Need an outside facilitator to help a team work through icky stuff? We do that. A lot of that.
  • Need someone to mediate a conflict between team members? We do that too.
  • Looking for someone to coach a leader (or an up-and-coming leader) in key leadership competencies? Yep, we do that.
  • Searching for an expert to deliver professional development training to staff? Yes! We do that and love doing it.
  • Want to improve your own conflict resolution skills? We do that, too. We have speaking topics just for Human Resource Pros. Take a look.
The Real Deal!
No-Nonsense Mediation Skill Training Exclusively for HR Professionals

So what is so special about mediation skills? Simple. When learned and executed, the skills used by mediation professionals save time and money, help increase employee engagement, build on diverse ideas to create dynamic solutions, and build working relationships to help people get back to work.

Mediation Skills are Essential to Delivering the Promise of HR

The HR professional wears hats very different from the “impartial and independent mediator.” You are part of the management team. You must serve as a liaison for the employees and safeguard the organization. You are called upon to help with employee improvement plans. You have to advise, coach, and facilitate decisions in which you have a stake. You need training that recognizes and addresses the unique needs and responsibilities of the HR professional.

The Art of Negotiation
How to Become the Negotiation Expert Everyone Expects You to Be

As an HR Professional, people depend on you and expect that you are a skilled problem solver and negotiator. People assume that you are comfortable negotiating all aspects of employee performance, organizational development, and strategic planning.

Yet most people, including HR Professionals, are very uncomfortable with negotiating. They fear hardball tactics or believe that the process of negotiation will negatively impact important relationships. Consequently, HR may avoid directly negotiating or may soft-peddle their proposals in a way that the Human Resources perspective is not heard or appreciated.

Become a more competent and powerful negotiator while simultaneously having productive conversations that preserve, rather than destroy, working relationships. You will learn how to recognize the differing styles of negotiations and negotiators, a method to effectively assess and present proposals, the power of a well-crafted agenda, and the unspoken steps that are the dance of negotiation.

Intersection of Change Theory and Grief Process
Organizational and Behavior Change

Organizational Development and Personal Development hinges on facilitating behavioral change, yet individuals may not be ready, willing, or able to execute that change. The theories of “The Stages of Change,” developed by Prochaska and DiClemente, and the “Stages of Grief,” explored by Kubler-Ross, provide critical insights into human behavior that the Human Resources and Organizational Development Professional can utilize for significant results.

Assessing Organizational Risk
How Risky Do You Like It?

How much do you love or loathe risk? How much is too much? How much do you need to adapt to external forces and stay relevant? Individual risk tolerance is an invisible force that affects everything around it: interpersonal relationships, inter-departmental cooperation, and leadership’s effectiveness. Ability to diagnose and remedy divergent beliefs about the ‘goodness’ or ‘badness’ of risk allows HR professionals to better advise organizational leaders, coach managers, and resolve conflict.

This course teaches you an analytical framework to evaluate personal and organizational risk tolerance. With this in hand, you can assess the impact of risk tolerance on organizational goals and the likely success in delivering on the organization’s mission, vision, and values. You will then have the ability to facilitate dynamic and engaging risk management conversations thereby increasing opportunities to build consensus and improve collaboration.

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Using Your B.R.A.I.N. 
Get Your Ideas Heard When the Stakes are High and Time Is Short 

When everyone around you is crazy busy, how can you present your ideas in a way that is meaningful, well thought out, and responsive to your team’s needs? EASY. Use your B.R.A.I.N. 

B.R.A.I.N. is a quick, easy, and powerful tool to effectively present your ideas. In a competitive environment that demands the best idea wins, use this technique to get ahead of the pack.

Rules of the Playground 
Why “Be Nice” and “Share Your Toys” Don’t Work at Work 

When we are little, we learn rules on the playground like share your toys and be nice Some of those rules carry over to the workplace. But some of the guidelines that are appropriate on the playground just don’t fly at the office. Bring your shovel and pail, and we’ll talk about the dos and don’ts, the assumptions and expectations, and the spoken and unspoken rules of the workplace.

How can we help you put out your fires?