Collaborative Skill Enhancement Workshops

I watched 25 senior leaders make a decision in 12 minutes. No debate. No compromise. No one left unhappy. This was the "Science of Decision Making" session I facilitated at Blend in London over a week ago. The best part? Reading their reflections days later and seeing they got it. Why I do this work. There's another way to collaborate. Another way to make decisions as a group. An operating model beyond never-ending meeting tunnels. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝗻𝘁𝘀 𝘀𝗵𝗮𝗿𝗲𝗱: → Only 20% of people talk 80% of the time. You're using just 20% of your most expensive resource. But the real cost isn't the salaries of that silent 80%. It's the opportunity cost. The ideas never considered. The solutions never voiced. The risks no one hears about. → Your quietest people aren't quiet because they lack expertise. They're quiet because the environment hasn't given them space. We played games. We role-played actual meeting scenarios (yes, the kind that feel absurd when acted out but happen in your boardroom every week). We simulated working under pressure. Then we did something most teams never do: we reflected on our own process in real time. I introduced them to one technique from my toolkit - Note & Vote. Simple, but powerful. I use hundreds of tools, techniques, and frameworks when designing and facilitating strategy sessions, complex problem-solving workshops for leadership teams. They all demonstrate core principles: → Working together alone → Visualizing discussions (ideas made tangible, not lost in air) → Sequencing the conversation (diverge first, then converge) → Structuring the chaos (clarity over confusion) 𝗪𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝗲𝗱: → "How peaceful I felt about the decision, even though I didn't vote for it." → "The efficiency of organized decision-making." → Voting was a leveler → Separating ideas from ego → "I had to check my biases before voting." They all come back to the same truth: collaboration isn't natural. We don't instinctively know how to make good group decisions. We default to whoever talks loudest or ranks highest. When you add structure? When you use facilitation techniques grounded in neuroscience and proven through practice? Smart teams stop getting stuck. Several participants said they'll "never look at meetings the same way again." Not because of one exercise. Because they experienced what happens when you bridge theory and practice. When you give people tools they can use the next day. Not after a 3-year long change program. The next day. If your Tuesday meetings produce nothing but more meetings, it doesn't have to be this way. ♻ Share this if you've sat through one too many pointless meetings. ➡️ Follow me Rujuta Singh for frameworks that turn stuck teams into unstuck ones. Julia Belle Christopher Lauder Angelina Headley

Want to build a stronger team? Here's what I learned after 10+ years of training. Look, technical skills are great. But soft skills? They're the real game-changer for teamwork and leadership. 🟢 Here are 7 proven strategies that work: 1️⃣ Run regular workshops ➡️ Focus on communication, teamwork, and problem-solving. Your team will thank you. 2️⃣ Use role-playing exercises often ➡️ They're safe spaces to practice tough conversations. Zero risk, massive rewards. 3️⃣ Start mentorship programs ➡️ Pair experienced pros with newer team members. Watch skills transfer naturally. 4️⃣ Create feedback systems ➡️ Regular, constructive feedback drives improvement. Make it a weekly habit. 5️⃣ Schedule team building ➡️ Not just fun activities. Real challenges that require actual collaboration. 6️⃣ Invest in leadership training ➡️ Focus on empathy and motivation. Future managers need this more than you think. 7️⃣ Set soft skills goals ➡️ Make them part of development plans. What gets measured gets done. (The best part?) ✅ Companies implementing these strategies see immediate results: - Improved leadership pipeline - Higher team satisfaction - Better communication - Stronger collaboration - Reduced conflicts Don't wait to start. Pick one strategy today. Hope this helps you build a stronger team. 📌 Share if you found this valuable P.S. Which strategy resonates most with you (1-7)? Let me know in the comments. #skills #employees

New Workshop: Action Research with Columinity 🥳 Christiaan Verwijs and I have created a new workshop called: "Action Research with Columinity." Action Research is a collaborative, data-informed process for identifying challenges, taking action, and reflecting on results to spark continuous improvement and learning. It's not a framework or methodology—it’s a practical way to drive systemic change. Together, we'll go through the flow of 'Diagnose', 'Act', and 'Evaluate'. 🔍 DIAGNOSE: We (all participants) collect and interpret data, combining perspectives to create a fuller picture of your team’s current state. We explore what stands out—any surprising results, strong signals, or gaps that catch your attention. Together, we ask how these observations are connected and what stories the data might tell. As themes emerge, we identify clear patterns that suggest underlying causes or potential areas for improvement. This shared exploration helps us shift the focus from isolated symptoms to more systemic insights. 👊 ACT: Next, we formulate hypotheses about what might be driving our uncovered patterns. We reflect on possible underlying causes and discuss which ones seem most plausible given our context. With those insights, we brainstorm improvement actions that could lead to meaningful change. The focus is on practicality and impact—what small or strategic shifts might offer the highest return on effort? This step turns insight into intention, bridging reflection and action. This is where reflection turns into movement. 🤔 EVALUATE: We then define how we’ll evaluate whether our improvements make a difference. We discuss what data or signals we need to observe to verify (or falsify) our hypotheses. Potential pitfalls—like biased input, changing team dynamics, or external factors—are considered to avoid false conclusions. We also agree on when to review progress and whether it's time to start a new Action Research cycle. Finally, we identify who else might need to be involved—whether for data collection, perspective, or support—to ensure the learning continues. These steps form a continuous, non-linear cycle 🌀. Our workshop guides teams through this cycle so they can move forward with clarity and confidence. While Action Research can be applied to individual teams, it often comes with the risk of sub-optimizing locally. Action Research is most powerful when practiced at a broader scale with aggregated data from multiple teams. 💡 One creative option: Combine the workshop with a one-month Columinity license for multiple teams. You’ll get aggregate insights and a clear starting point for systemic improvement. Sounds interesting? We offer facilitated Action Research workshops to help teams and organizations diagnose results, identify actionable improvements, and evaluate progress. Contact us to explore the possibilities.

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

If you are overlooking ERGs as mere social groups, you are making a big mistake. Here's how to capitalize on them. ERGs are more than just a platform for community building. They are a pivotal part of professional development strategies. At Chezie, we've seen companies leverage ERGs to transform how they support and uplift diverse talent. Here's how you can too: → 𝟏/ 𝐄𝐦𝐩𝐨𝐰𝐞𝐫𝐢𝐧𝐠 𝐓𝐡𝐫𝐨𝐮𝐠𝐡 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧: • 𝐖𝐡𝐲: ERGs are crucial in facilitating continuous learning and professional upskilling, tapping into the latest industry trends and expert insights. • 𝐇𝐨𝐰: Organize workshops, seminars, and conferences focused on the group's interest areas to provide members with rich educational content. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: An ERG could host a monthly webinar series featuring industry leaders discussing emerging technologies. → 𝟐/ 𝐒𝐤𝐢𝐥𝐥 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧: • 𝐖𝐡𝐲: ERGs foster a collaborative environment that enhances individual and collective competencies, crucial for career progression. • 𝐇𝐨𝐰: Encourage members to engage in collaborative projects and skills-based workshops that address relevant professional needs. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: A joint project could involve members from different departments working together to develop a new software tool, followed by a workshop on how to use it effectively. → 𝟑/ 𝐍𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐚𝐧𝐝 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩: • 𝐖𝐡𝐲: Networking within ERGs opens doors to mentorship opportunities and professional collaborations that can accelerate career growth. • 𝐇𝐨𝐰: Facilitate regular networking events and create mentorship programs that match newer employees with seasoned executives within the ERG. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: An ERG networking event could feature speed networking sessions that allow members to meet and establish connections quickly. → 𝟒/ 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐚𝐧𝐝 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐦𝐞𝐧𝐭: • 𝐖𝐡𝐲: Continuous feedback is essential for the adaptation and improvement of ERG strategies, ensuring they meet the evolving needs of their members. • 𝐇𝐨𝐰: Implement robust feedback mechanisms like surveys and focus groups to collect insights on the effectiveness of the ERG initiatives. • 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Conduct a quarterly review session where ERG members can present feedback on past activities and suggest improvements for future initiatives. ERGs are not just support networks, they are strategic assets in professional development. I encourage every professional to engage with or advocate for the establishment of ERGs within their organizations. Share your experiences or thoughts on how ERGs have shaped your professional development or how they could be enhanced.

Do you also feel like a one-person LxD army, juggling needs analysis, content creation, and stakeholder management? There's a hidden gem that can transform your workflow and unleash the collaborative power of your team: process workshops. For LxDs, workshops are often synonymous with engaging learners in interactive sessions designed to achieve specific learning objectives. Workshops are often the destination. But what about leveraging the power of workshops as the path? Process workshops are sessions you do to enhance your own processes and team dynamics. This article explores the concept of process workshops, diving into their various forms and highlighting the benefits they offer for LXD teams. NOT YOUR REGULAR WORKSHOP A workshop is a structured, interactive session designed to achieve specific learning and development goals through active participation. A process workshop is a structured, interactive session with an internal team/ collaborator/ or even your end learner designed to move ahead in the process of learning experience design. Process workshops can help you with: - Deeper insights - Enhanced collaboration - Improved buy-in - Improved efficiency DIFFERENT TYPES FOR DIFFERENT NEEDS Just like a musician chooses the right instrument for the melody, there are different types of process workshops for every stage of the LxD process: 1. Kick-off Workshop 🏁 2. Research Workshop 🔎 3. Alignment Workshop 📐 4. Brainstorming Workshop 🧠 5. Break-Down Workshop 🔨 IN A NUTSHELL 🌰 Process Workshops are powerful tools for LXDs, helping us create enriching learning experiences while fostering collaboration and deeper understanding with our teams, clients, and organisations. 3 tips to use process workshops effectively: - Clear goals - Focused facilitation - Active participation You know the saying right - “Ask and you shall receive!” Now tell me, do you still want to be a one-person LxD army? Liked this? You might like my newsletter, the Learning Nerd's Diary 👾 on how to learn & design for learning: https://lnkd.in/gJ2x8hze

Close Skill Gaps and Build Peak Performing Teams You have Defined the key Skills. You have Assessed the team’s Strengths and Gaps. Now it is time for the most important step: 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁. 3-Step approach to make it happen. 1) 𝗦𝗵𝗮𝗿𝗲 𝘁𝗵𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 & 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 Feedback is not just about pointing out gaps. It’s about creating clarity and alignment. Here is how to do it effectively: • Compare the Self-Assessment to Team Assessment. - Look for differences - great opportunity to uncover blind spots. • Start with Strengths. - Recoginize wins to improve receptiveness. • Pinpoint Opportunities. – These are not "weaknesses" but where improvement can lead to the most growth. • Give Examples! - Data alone may not stick. Highlight examples from real situations where skills were on display. When You are clear, specific, and encouraging, people will walk away from the conversation with clarity on what’s next. 2) 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮𝗻 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗣𝗹𝗮𝗻 Without a plan, feedback is just noise. Here is how to create a plan that drives action: • Co-Create the Plan. - Increase Buy-in by Collaborating to create a path forward. • List Specific Actions. - The more specific, the better. Avoid vague goals like “get better at communication.” Instead, “complete 2 workshops on conflict resolution this quarter” is clear and actionable. • Tap into Resources. - Support growth with tangible resources. --> Training --> Courses --> Workshops --> Certifications --> Special projects --> Mentoring Program --> Delegating your Responsibilities • Leverage Projects for Development. - Give team members "stretch assignments" that force them to use and develop the very skills they are building. When Your team member owns the plan, They own the results. 3) 𝗧𝗿𝗮𝗰𝗸 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 𝗮𝗻𝗱 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗪𝗶𝗻𝘀 Growth requires consistent measurement and celebration. Here is how : • Set Milestones. - Define specific checkpoints to measure progress. • Provide Regular Feedback. - Ongoing feedback keeps people on track and engaged. • Track Key Metrics. - If You are measuring skills like problem-solving, track how it is improving through real-world application. • Celebrate Progress. - Growth should be recognized. It builds confidence and encourages continued effort. This process ensures that progress is visible and celebrated, Not hidden until the next review. Don’t just collect data on skills. Use it to build Your team into Peak Performers. What is one development action you’ll take for your team this week? P.S. If you’re thinking, "I don’t have time for all of this," start small. Have one 10-minute conversation with a team member this week. You will be surprised how far it goes.