workshops for businesses

A great team’s evolution is never complete

The most successful teams see professional development as more than a morale boost, but rather a crucial strategy for engagement, productivity, efficiency and well-being, which in turn improves the bottom line.

professional development
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Teams that learn together, perform together

It’s an investment with a ripple effect.

The businesses that set themselves apart prioritize team development. WYLD workshops are designed to expand not only the individual, but to lift up the collective as well.

Why invest in professional development?

In a time of "quiet quitting," it is essential to your business's performance and cultural well-being to commit the time and budget to addressing the unique opportunities, pressures, and needs of your employees.

Retaining talent seems harder and harder no matter what industry your organization is in. Different talent profiles, cultural backgrounds, age groups, levels of leadership, etc. have varying drivers of engagement. What does meaningful employee recognition and team collaboration look like? Team development and management training can go a long way.

Do you know what your workforce needs to feel valued and motivated in order to contribute excellence? Work with us to identify what your workforce needs to feel valued and motivated in order to contribute excellence.

Voluntary turnover costs U.S. businesses $1 trillion

"The cost of replacing an individual employee can range from one-half to two times the employee's annual salary — and that's a conservative estimate."

Our experiential learning approach

No matter the topic, we design experiences that are engaging, fun, memorable, and results-driven. Even our more “left brain” oriented development tools are explored by using the five senses.

We strive to provide support that not only addresses your immediate needs, but offers a welcome opportunity to step into a bigger picture thinking mentality with renewed energy.

Strengths Workshop
Peak Performance Workshop
Feedback Principles Workshop

1/2-1 Day Sample Agenda

Objective: to enhance individual and team talent dynamics for improved performance, collaboration, engagement, and well-being

Share key statistics, background, and impact of CliftonStrengths

Warm-up: Strengths scavenger hunt / nature walk to facilitate deeper understanding and ownership of each leader’s talents and to get the participants moving to maximize their engagement

Strengths framework of “Name, claim, tame, aim” introduction — sample activities that would coincide with this framework are:

  • Name: Each leader to share their strengths artifacts (nature objects) and create their own strengths flashcards to refer back to post workshop
  • Claim: Partner speed chats to articulate what each talent contributes to and needs from the team
  • Tame: Strengths “above the line” vs. “below the line” to understand the impact of your talent in times of stress and pressure vs. moments of creativity and collaboration; create strategies for self-regulation and resilience at work
  • Aim: Strategic application to self and team development opportunities to foster sustainable change and promote effective team collaboration

1/2-1 Day Sample Agenda

Objective: to normalize stress science principles impacting all leaders and develop action plans to improve individual resilience and increase the group’s time spent in peak performance

Share the most cutting edge stress science and how it relates to workplace dynamics.

Collaborative discussion: Participants develop a deeper understanding of the importance of both negative and positive emotions and key factors regarding the way our brains are wired. It’s not about eliminating stress, it’s about learning to use it to our advantage.

Musical tour of the brain to make this data-driven information more memorable. Leaders stand in silence allowing the music to take over their senses in order to embody these scientific principles and personalize their application.

  • “Below the line” music: Two songs to evoke either the “fight or flight” or “freeze” response. Leaders record what people, places, and circumstances put them here.
  • “Above the line” music: Two songs to evoke two different thriving responses - logical, sequential productivity or creative, emotional expression. Leaders identify existing and develop new recovery techniques to place them in peak performance territory.
  • Accountability partner chat: Share the situations at work that do / do not set them up for success and how best to support their recovery if sent “below the line.”
  • Collective discussion: Strategize action steps to support the collective in staying in a thriving state more consistently.

1/2 Day Sample Agenda

Objective: to provide managers with concrete strategies to improve the way they deliver and receive feedback

Share the data on the importance of receiving regular recognition and progress reports.

Collaborative discussion: Participants talk through the key principles of giving and receiving great feedback.

Rotating partner chats:

  • Share a story about the best recognition you ever received. What does this reveal about your values and how you like to be praised? How might this inform how you go about celebrating the big and small wins of others moving forward?
  • Reflect on the worst feedback you ever received and relate it to what does and doesn’t set you up to actually hear and absorb constructive commentary. How might this alter your approach to giving constructive feedback?
  • Talk through a moment in your career where you could have delivered feedback more effectively. With your partner, come up with 1-3 things you would do differently as a result of today’s learning.

Case study: Leaders select 1 direct report to practice their new feedback approach. In pairs or small groups, each manager will guide a mock 1-on-1 that includes a tailored message to help their direct report prepare for the discussion and meaningful employee recognition + constructive feedback communicated in a way that reflects the employee’s personal preferences.

Wrap up and next steps discussion.

Strengths Workshop

1/2-1 Day Sample Agenda

Objective: to enhance individual and team talent dynamics for improved performance, collaboration, engagement, and well-being

Share key statistics, background, and impact of CliftonStrengths

Warm-up: Strengths scavenger hunt / nature walk to facilitate deeper understanding and ownership of each leader’s talents and to get the participants moving to maximize their engagement

Strengths framework of “Name, claim, tame, aim” introduction — sample activities that would coincide with this framework are:

  • Name: Each leader to share their strengths artifacts (nature objects) and create their own strengths flashcards to refer back to post workshop
  • Claim: Partner speed chats to articulate what each talent contributes to and needs from the team
  • Tame: Strengths “above the line” vs. “below the line” to understand the impact of your talent in times of stress and pressure vs. moments of creativity and collaboration; create strategies for self-regulation and resilience at work
  • Aim: Strategic application to self and team development opportunities to foster sustainable change and promote effective team collaboration
Peak Performance Workshop

1/2-1 Day Sample Agenda

Objective: to normalize stress science principles impacting all leaders and develop action plans to improve individual resilience and increase the group’s time spent in peak performance

Share the most cutting edge stress science and how it relates to workplace dynamics.

Collaborative discussion: Participants develop a deeper understanding of the importance of both negative and positive emotions and key factors regarding the way our brains are wired. It’s not about eliminating stress, it’s about learning to use it to our advantage.

Musical tour of the brain to make this data-driven information more memorable. Leaders stand in silence allowing the music to take over their senses in order to embody these scientific principles and personalize their application.

  • “Below the line” music: Two songs to evoke either the “fight or flight” or “freeze” response. Leaders record what people, places, and circumstances put them here.
  • “Above the line” music: Two songs to evoke two different thriving responses - logical, sequential productivity or creative, emotional expression. Leaders identify existing and develop new recovery techniques to place them in peak performance territory.
  • Accountability partner chat: Share the situations at work that do / do not set them up for success and how best to support their recovery if sent “below the line.”
  • Collective discussion: Strategize action steps to support the collective in staying in a thriving state more consistently.
Feedback Principles Workshop

1/2 Day Sample Agenda

Objective: to provide managers with concrete strategies to improve the way they deliver and receive feedback

Share the data on the importance of receiving regular recognition and progress reports.

Collaborative discussion: Participants talk through the key principles of giving and receiving great feedback.

Rotating partner chats:

  • Share a story about the best recognition you ever received. What does this reveal about your values and how you like to be praised? How might this inform how you go about celebrating the big and small wins of others moving forward?
  • Reflect on the worst feedback you ever received and relate it to what does and doesn’t set you up to actually hear and absorb constructive commentary. How might this alter your approach to giving constructive feedback?
  • Talk through a moment in your career where you could have delivered feedback more effectively. With your partner, come up with 1-3 things you would do differently as a result of today’s learning.

Case study: Leaders select 1 direct report to practice their new feedback approach. In pairs or small groups, each manager will guide a mock 1-on-1 that includes a tailored message to help their direct report prepare for the discussion and meaningful employee recognition + constructive feedback communicated in a way that reflects the employee’s personal preferences.

Wrap up and next steps discussion.

Additional workshop topics

1

Leadership principles

An overview of Gallup’s research on the four basic needs of followers — Hope, Stability, Trust, Compassion — tied to Strengths. Each leader would explore how they could uniquely deliver on these 4 needs based on their talent profile.

2

Feedback and performance reviews

An overview of the principles of giving and receiving feedback focusing on both the power of recognition and as well as on constructive commentary. Leaders will prepare to guide performance reviews by weaving in the learning from all previous topics.

3

Diversity, inclusion and belonging

A safe space for meaningful discussion and clear action around welcoming, giving voice to, and offering a sense of belonging for diverse perspectives.

4

Boss-to-coach management training

A Strengths-based approach to evolving your management style in order to best personalize your approach to each direct report and empower their success. Participants will leave with a clear implementation strategy based on their talent profile.

5

Q12 drivers of employee engagement

An overview of Gallup’s ongoing research on the most predictive drivers of employee engagement to be used as a diagnostic tool for leaders to pinpoint where their organization is thriving vs. most challenged in giving employees what they need to succeed.

6

The five dysfunctions of a team

What gets in the way of a team’s success? Based on the book of the same title, we will outline the five key barriers to groups operating with a high sense of trust, commitment, alignment, and accountability and what to do when these barriers arise.

7

Complementary partnerships

Further building on each leader’s Strengths awareness, we will focus on the three main types of complementary partnerships: to make up for a less dominant talent, to pick up where one person leaves off, to enhance what one person already possesses.

8

Stages of team development

Identifying the typical “seasons” of team development, this workshop is designed to normalize the growing pains and potential of bringing people together around a common mission. Leaders will work on a tailored approach based on where their team is.

9

Archetypes of an entrepreneur

Leaning on science and pattern recognition from our work with entrepreneurs, we will normalize the typical reality of an entrepreneur and the unique wiring of visionary leaders.

10

Designing your work week

Incorporating data on optimal work flow and circadian / ultradian rhythms, this will be a tactical session for participants to design their ideal work week and create an accountability plan for how to execute and stick to it.

11

Designing your company culture

Guided by Dan Coyle’s book The Culture Code, we will explore what a thriving culture looks like and the three key ways to build a team that is greater than the sum of its parts.

The benefits of workshops and sample engagements

The benefits of workshops and sample engagements

According to Gallup research, companies with highly engaged workforces outperform their peers by 147% earnings per share. Every WYLD workshop is designed around the objective of increasing your team's engagement.

Some Reasons to Invest in a Workshop:
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A need to support recently promoted employees with gaps in foundational leadership and management skills

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A desire to understand the unique motivations of your workforce and how to optimize their contributions

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An opportunity to retain and attract more diverse voices

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A challenge to develop connective tissue within a virtual workforce

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A need to level set when employees have entered their tier of leadership at different times

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An opportunity to cultivate a common positive language for your team

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A desire to provide ongoing development resources for your employees

What Your Engagement Could Look Like

60-90-minute virtual workshop for up to 10 participants

starts at $3,000

3-4 hour virtual workshop for up to 10 participants

starts at $5,500

3-4 hour in-person workshop for up to 10 participants

starts at $8,200

5-6 hour virtual workshop for up to 10 participants

starts at $9,500

5-6 hour in-person workshop for up to 10 participants

starts at $12,000

Adding on executive coaching to any workshop

starts at $200 per 60-minute call

* If the event is for a non-profit organization, please reach out for pricing that best fits your budget

How we customize your workshop

Your individual leadership goals, team dynamics, challenges, and opportunity areas shape your WYLD experience. We take the time to get to know your daily reality so we can design a tailored experience for maximum impact both short and long-term.

No two WYLD experiences are alike. The below is a sample of our approach.

Design

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The Goal

To understand individual and collective development goals from each leader's and stakeholder's perspective

The Process

Align

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The Goal

To center the workshop experience around

The Process

Experience

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The Goal

To deliver an objective-driven team experience that has a company-wide ripple effect

The Process

Debrief

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The Goal

To recap workshop insights, the delta we observed, and advise on a go forward strategy

The Process