Inner Work of Work

 

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Michael Baroff Bio

Guide Books

Workshops

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Presentation Video

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Who Has Expectations Of Whom

Discussing the Undiscussables

Moving Through Dialogue

Developing Employees to Coach Themselves

Demystifying Spirit in the Workplace

Leveraging Your Internal Human Resources

INNER WORK OF WORK workshops are customized to focus on your company’s issues, challenges and strategic directions.  Workshops blend the best practices of adult learning, team building, process facilitation, focused dialogue, mediation, coaching and mentoring processes to reinforce individual, group and organizational development.
 


Sessions can be facilitated in a variety of formats:

- Presentation
- Seminar
- Half-Day Workshop
- Full=Day Workshop
- Off-Site Retreat
- Multi-Session Training Program

Inner Work of Work Learning Modules
 
Explore the three core competencies required for workplace performance improvement and business success:
  • Being Your Best: Demonstrating commitment and purpose through self-awareness and the choices you make
  • Getting Along with Others: Exhibiting behaviors that enhance interpersonal communication and collaborative relationships
  • Contributing to Your Company’s Success: Connecting with the “big picture” and “bottom line” to create leadership results 

 

Being Your Best

  • Motivating Yourself to Success
  • Developing Creativity and Intuition
  • Expanding Your Time and Energy
  • Coping with Stress and Challenge
  • Adapting to Changing Expectations
  • Managing Your Own Development
  • Empowering Yourself to Lead

Getting Along with Others

  • Examining Assumptions and Behavior
  • Communicating Openly and Honestly
  • Resolving Differences and Conflict
  • Creating a Respectful Work Environment
  • Expressing Yourself Assertively
  • Fostering Openness, Inclusion and Participation
  • Facilitating Effective Meetings

Contributing to Your Company’s Success

  • Aligning the “Big Picture” with the “Bottom Line”
  • Moving from Job Descriptions to Performance Outcomes
  • Clarifying Stakeholder Expectations and Measuring Results
  • Leveraging Internal Resources Through Collaboration
  • Navigating Through Change and Transition
  • Serving Your Internal and External Customers
  • Coaching and Mentoring Your Staff

Implementing a Role-Focused and Competency-Based Approach to Performance Management  
 
Do your employees know what is expected of them?  Human resource departments typically provide employees with job descriptions that are a vague collection of qualifications, reporting responsibilities and general tasks that rarely delineate the actual performance that supervisors, managers and executives expect them to deliver.
 
In addition, employees today face constantly changing roles, responsibilities and multiple stakeholder expectations that can leave them feeling isolated, confused, and unproductive.  Managers, facing the same types of pressures, rarely have time to give employees the kind of one-on-one attention that might keep them motivated with a sense of purpose and commitment to achieving strategic business results.   

By implementing a role-focused performance management process that connects business strategy with bottom-line results with an emphasis placed on people developing the skills, knowledge, and attributes actually required to meet and exceed on-the-job performance expectations, you will be able to leverage the most from the people and resources you have. 

During this workshop, you will learn how to:
 
* Apply an integrated strategic model that aligns the “big picture” with the bottom line”.
* Assess how your organization’s culture and management practices affect performance.
* Move from a focus on job descriptions to performance outcomes and competencies.
* Link performance measures with individual, team and organizational results.
* Refine your management practices to enhance employee  motivation and accountability.
* Create a climate where people learn to “manage their own performance”.
 

Clarifying Expectations to Manage Stress, Facilitate Change and Improve Performance

In these challenging economic times, increased pressure in our work environment may affect our behavior, how we respond and communicate with others, and our on-the-job performance.

Often this sense of needing to do more with less, low morale, or decreased productivity may be a consequence of inadequate communication, misunderstandings, and unclear or conflicting expectations.

Duing this workshop you will (1) clarify internal and external customer expectations and explore ways to effectively respond to these expectations; (2) review awareness and communication techniques and available resources to effectively manage stress; and (3) identify actionable change to improve performance and achieve organizational outcomes.



Integrative Approach to Team and Organizational Effectiveness Workshop Series

To achieve organizational goals requires people to (1) clarify customer-focused expectations and desired outcomes; (2) be aware of self, interpersonal, group, and organizational dynamics while engaging in open and honest communication to facilitate collaboration; and (3) implement change to  reinforce and evaluate decisions and actions focused on achieving results.

During three 3-hour sessions, participants explore, come to terms with, and develop actionable change in how to collaboratively meet and exceed business outcomes and goals.

Session 1:  Clarifying Expectations
Session 2:  Working Together
Session 3:  Implementing Change

The Organizational Effectiveness workshop series is designed for participants who are either members of an intact work group/team/department and/or individuals with cross functional/departmental and/or internal/external customer relationships.


Transfering Organizational Knowledge Using the IWOW Process

The Inner Work of Work (IWOW) learning process can used to transfer organizational knowledge in the form of e-learning module design, paper-based performance aids, self-study guides and instructor-led facilitation. 

The IWOW process is grounded in the best practices of adult learning, coaching and mentoring and enables learners to process high quality strategic information in an approach that reinforces self-direction, critical thinking, behavioral change and action-taking. 

The assumptions underlying the IWOW approach are:

* To develop a “just-in-time” learning experience, you must put aside the formal Instructional System Design process and rely directly on Subject Matter Experts and their willingness and ability to function like a “virtual” mentor or coach.

* To be “relevant and engaging”, learning content must be meaningfully synthesized and directly connected with a business outcome aligned with the learner’s job role and performance expectations.

* The essence of “adult learning” is the interactivity that happens through an individual’s own self-reflective and action-oriented critical thinking process.

By applying the concepts and methods in this workshop, you will be able to:

* Transfer subject matter content expertise into a “coaching” and “mentoring” approach to learning and development

* Quickly assess learning and development needs by connecting the “big picture” with the “bottom line” in terms of business strategy and stakeholder expectations; role-focused performance outcomes; and learning objectives, developmental levels and evaluation mechanisms.

* Synthesize and streamline “information-overload” into an essential “critical thinking”” content development and delivery process

* Create “just-in-time” learning modules using a standardized  “relevant and engaging adult learning” template

* Support and reinforce learning, action-taking and accountability using “self reflection”, “peer feedback” and “group dialogue”

* Apply the process to your performance management, organizational change, and e-learning initiatives