123 Courses delivered On Demand

Psychological safety holds a pivotal role in cultivating a thriving workplace environment. It entails creating a space where individuals feel secure to express ideas, voice concerns, ask questions, and acknowledge mistakes without fear of humiliation or punishment. In this course, you will discover how psychological safety can be a determining factor in your team's success and engagement, as well as its profound impact on risk-taking, diversity of thought, and innovation. You will explore key strategies for developing and nurturing psychological safety, empowering you and your team to build a trusting and inclusive work environment. Learning Objectives Define psychological safety and its significance in the workplace, recognizing its role in fostering open communication, trust, and a culture of inclusivity.;Analyze the tangible benefits of psychological safety, including enhanced employee engagement, increased job performance, reduced turnover rates, and its correlation with innovation and creativity.;Evaluate the relationship between psychological safety and diversity, equity, inclusion, and accessibility, understanding how creating a safe space encourages diverse opinions and viewpoints.;Identify and prioritize key strategies for fostering psychological safety within your team, such as promoting self-awareness, demonstrating concern for team members, and actively soliciting questions.

Explore the fundamental principles of cultivating a psychologically safe work culture by delving into the concepts of democracy, common sense, and aligned self-interest. Participants will gain insights into the threshold of psychological safety, learn supportive behaviours, and discover effective strategies to foster a sense of belonging within their organization through a comprehensive five-step approach.

High-Performance Teams: Core Protocols for Psychological Safety and EI Want awesome teams that build great products? Great teams don't happen by accident. And they don't have to take a long time to build.In this session, Richard lays out the case for Continuous / Extreme Teaming. Join in a flight of fun learning activity-sets that will give you a taste of team awesomeness and how to start when you go back to work.Richard builds on the work of Jim and Michele McCarthy, Google, Bruce Tuckman, Gamasutra, Standish Group, Peter Drucker, and Melvin Conway. His learning activity-sets activities are short games, using elements from improvisational theater, The Core Protocols, Extreme Programming, and more.Who should attend? Anyone who wants to create a great team and build great products. You'll leave having embodied the essential elements of accelerated continuous team-building and maintenance. This and other IIL Learning in Minutes presentations qualify for PDUs. Some titles, such as Agile-related topics may qualify for other continuing education credits such as SEUs, or CEUs. Each professional development activity yields one PDU for one hour spent engaged in the activity. Some limitations apply and can be found in the Ways to Earn PDUs section that discusses PDU activities and associated policies. Fractions of PDUs may also be reported. The smallest increment of a PDU that can be reported is 0.25. This means that if you spent 15 minutes participating in a qualifying PDU activity, you may report 0.25 PDU. If you spend 30 minutes in a qualifying PDU activity, you may report 0.50 PDU.

High-Performance Teams: Core Protocols for Psychological Safety and EI Want awesome teams that build great products? Great teams don't happen by accident. And they don't have to take a long time to build.In this session, Richard lays out the case for Continuous / Extreme Teaming. Join in a flight of fun learning activity-sets that will give you a taste of team awesomeness and how to start when you go back to work.Richard builds on the work of Jim and Michele McCarthy, Google, Bruce Tuckman, Gamasutra, Standish Group, Peter Drucker, and Melvin Conway. His learning activity-sets activities are short games, using elements from improvisational theater, The Core Protocols, Extreme Programming, and more.Who should attend? Anyone who wants to create a great team and build great products. You'll leave having embodied the essential elements of accelerated continuous team-building and maintenance. This and other IIL Learning in Minutes presentations qualify for PDUs. Some titles, such as Agile-related topics may qualify for other continuing education credits such as SEUs, or CEUs. Each professional development activity yields one PDU for one hour spent engaged in the activity. Some limitations apply and can be found in the Ways to Earn PDUs section that discusses PDU activities and associated policies. Fractions of PDUs may also be reported. The smallest increment of a PDU that can be reported is 0.25. This means that if you spent 15 minutes participating in a qualifying PDU activity, you may report 0.25 PDU. If you spend 30 minutes in a qualifying PDU activity, you may report 0.50 PDU.

The New AI: Agility and Inclusion We have so many terms to describe People & Culture strategy, yet confusion about what works is skyrocketing. This talk goes over the key distinctions between Inclusion, Belonging, and Psychological Safety... plus how to use Agile as a lens to put these concepts into action. Starting with the basics and climbing into best practices for future-proof change management. This talk is for leaders, strategists, and practitioners -- anyone working with or curious about the links between DEI&B (diversity, equity, inclusion, and belonging), business agility, and strategic change management. Key Takeaways: Understand the differences between Psychological Safety, Inclusion, and Belonging Receive helpful ideas your company can use today

Project Stakeholder Relationship Skills (On-Demand) This course is designed to provide project managers with the ability to analyze the complexities of major stakeholder relationship categories; apply the most appropriate interpersonal relationship skills to the different categories of relationships; and align the dynamic needs of the stakeholders with a project's objective throughout the project life cycle. What you Will Learn Examine traditional and non-traditional ways to identify and assess stakeholders Explain how competence, character, and trust lead to project success and strong relationships with stakeholders Utilize 'Embodied Leadership' skills to build stakeholder relationships Apply stakeholder engagement best practices to case study and real-life scenarios Getting Started Foundation Concepts Stakeholders and project success Stakeholder management research Managing stakeholder relationships Identifying Stakeholders Stakeholder categories Stakeholder relationships across the project life cycle Tools and techniques for identifying stakeholders Assessing Stakeholders Assessing stakeholder relationships Recognizing stakeholder attitudes toward the project Analyzing stakeholders Using other types of stakeholder assessments Building Stakeholder Relationships The importance of psychological safety Building trust and getting results The anatomy of trust Navigating Challenging Situations Dynamics of conflict Responding to conflict Managing difficult conversations Summary and Next Steps

Understand the art of guiding and developing individuals within a leadership role through compassionate and supportive coaching and mentoring practices. This involves fostering a culture of growth and learning by providing personalized guidance, constructive feedback, and encouragement to help individuals reach their full potential. By demonstrating empathy, active listening, and a genuine interest in the well-being and development of others, the goal is to create an environment where individuals feel supported, empowered, and motivated to excel both personally and professionally. Learning Objectives The following are some of the key outcomes in this course: Understand the importance of team learning for high performance and psychological safety Identify best practices to coach and mentor your team Apply tools that help build a self-coaching team Target Audience Managers, Team Leaders, Young Professionals

In the fast-paced and often stressful world of business, one common challenge that people face is neglecting their holistic well-being. The pressures of work can lead to physical, mental, and emotional burnout, impacting not only the individual's health but also their productivity and overall performance. Participants will learn how prioritizing their well-being not only benefits them personally but also contributes to a more positive and productive work environment. This training provides valuable insights and strategies for leading with kindness towards oneself and others. Learning Objectives The following are some of the key outcomes in this course: Analyze the connection between well-being and leading with kindness Identify the benefits of a holistic well-being dimension Apply well-being initiatives as part of a regular kind leadership practice Build trust and psychological safety Target Audience Managers, Team Leaders, Young Professionals

Organizational culture plays a pivotal role in shaping the work environment, and fostering inclusion and respect is integral to a healthy workplace. In business, individuals often face challenges related to these crucial aspects. Problems can range from a lack of diversity in leadership roles to instances of discrimination and bias. Moreover, issues related to fostering respect, effective communication, and addressing cultural differences can arise. By addressing these challenges in training, employees can learn to create an inclusive atmosphere that values diversity and respects all individuals, leading to a more harmonious and productive work environment while avoiding potential legal and reputational issues. Learning Objectives The following are some of the key outcomes in this course: Learn what psychological safety is, why it's important and five steps for creating it in the workplace. Understand why creating an inclusive remote environment takes intentional effort from managers. Explore what an inclusive workspace looks like and get tips and strategies to benefit your team. We will answer some commonly asked questions about sex and gender. Explore tips on how to combat gender bias at work. Target Audience Managers, Team Leaders, Young Professionals

Kaizen Land - Gamifying Daily Stand-Up and Overcoming Anti-Patterns Learn how the gingerbread men are taking over the daily Stand-Up and forever changing the mornings of development teams everywhere. Have your Daily Stand-Ups become stale? We'll talk through the evolution of an idea that ended up demolishing monotony, obliterating anti-patterns and spawning smiles. We'll talk through the implementation of a game board during one team's stand-up through the infectious adoption and evolution of its existence. You'll hear how teams tackled some of their greatest impediments and helped build a zone of psychological safety all while having fun. By the end of this session, you'll be prepared to bring this back to your team and create your own success stories. This and other IIL Learning in Minutes presentations qualify for PDUs. Some titles, such as Agile-related topics may qualify for other continuing education credits such as SEUs, or CEUs. Each professional development activity yields one PDU for one hour spent engaged in the activity. Some limitations apply and can be found in the Ways to Earn PDUs section that discusses PDU activities and associated policies. Fractions of PDUs may also be reported. The smallest increment of a PDU that can be reported is 0.25. This means that if you spent 15 minutes participating in a qualifying PDU activity, you may report 0.25 PDU. If you spend 30 minutes in a qualifying PDU activity, you may report 0.50 PDU.