Transforming the Culture.
How do you create an intimate space and enthusiasm about a company initiative on a virtual platform for 100 Zoom-weary people?
You have 90 minutes . . . “GO.”
It was March 4, 2021.
After one long year of pandemic isolation, no one wanted to be on Zoom. It was the kick-off of our Creating a Coaching Culture at a $34mm global market research firm. Charged to get employees inspired and eager to participate in a program that was to help them collaborate, trust, and increase performance, we felt like we had just taken the wheel of a semi and were told to make a sudden U-turn.
Dom, having been a global vice president in the market research industry for years, knew that these research pro’s would need proof of results before buying in. Hard stats and metrics to believe the transformation we were telling them was possible.
Thinking, if we could impart only one skill that would make a difference, what would it be? We only had one chance to make a difference.
First we had a couple of limiting beliefs to overcome with our audience. Limiting belief number one: you can only “bond” in person. Number two is that you can’t sense “the energy in the room” to connect with each other.
At the end of our demo the emotion in the room could be felt, and it was echoed back in the chat. Then we paired them randomly so they could try what we had demo’d themselves. The result was palpable.
Here’s what their CEO said: “It was GREAT. We got really positive feedback. We’ve gone in the right direction. We picked the right first entree to move the company forward.”
What They Said:
Creating a Coaching Culture—survey results show that our 30-participant, virtual training exceeded expectations:
“The flexibility showed by Dom and Mare to customize the session, and interactivity and energy demonstrated by the attendees made this session my favorite so far.”
“I just felt that I could really apply what we discussed and think about how to use those techniques with my staff and colleagues.”
“The topics were really useful. I loved the fact that we did the practice in front of everyone. This way we also have feedback on if we are practicing correctly.”
“I really liked the breakout groups. I think it's most helpful when Dom and Mare demonstrate the exercise for us and then we break out in groups. I am finding it very helpful to have resources to look at outside of training sessions.”
“What I found most valuable was the ability to observe and reflect on the examples, both in the larger group and within the small groups.”
“I really like doing things together as opposed to the breakout groups. It gives us more of an open environment for learning. It also allows us to experience the emotions and feelings of the group.”
“This course felt readily applicable to my work. I have appreciated the value of the takeaways from each course so far and their general applicability to day-to-day life. Today's course felt immediately actionable.”
“Today's session was amazing. The tools were immediately actionable and I could very easily see how they would relate to or improve my role here. The breakout sessions are very meaningful and making us vulnerable in those moments while waiting to be matched really helps keep us engaged. Mare's opening with the grounding exercise was excellent and much appreciated.”
Public School District Administrators Learn a Coaching Approach.
A public school district’s leaders have been dealing with the challenge of constant change (hybrid, in-person, or remote teaching), teacher burnout, balancing multiple stakeholder needs (students, parents, community, board of education) disengaged students, and low scores. They looked to us to help them find their grounding and a way forward.
To begin, we combined one-on-one virtual coaching sessions to provide support and help them with critical day to day interactions with all stakeholders. We followed with in-person group sessions with a focus on active listening to serve their stakeholder relationships, namely students and parents. Shifting those conversations from complaints to collaboration was key in moving forward.
Here’s what they had to say about what was most valuable in the group session of their development program:
“The meaningful feedback we got about the importance of actively listening to others and the role that plays in being a successful leader.”
“I thought it was very helpful in making me a better person.”
“Modeling the different types of listening techniques.”
“Active listening.”
“Sharing and collaboration.”
“Learning how to stop and think about my listening skills and really hearing people.”