Carolina Caro

Trust is the foundation of any high performing team and fundamental to the success of an organization. When it comes to trust, most of us operate using a predictive trust model which relies on consistent observation. In other words, we expect people to behave in a certain way based on past behavior. This type of model is limiting because it does not create the space for team members to experience vulnerability based trust. With vulnerability based trust, team members feel safe to admit weaknesses, ask others for help, share ideas and opinions, and offer feedback to colleagues without fear of being judged or rejected.

In order to create the space that allows for this type of dynamics between individuals, there needs to be psychological safety. In a study published by Google and Amy Edmonson independently, “A team feels psychologically safe to its members when they share the belief that within the team they will not be exposed to interpersonal or social threats to their self or identity, their status or standing and to their career or employment, when engaging in learning behaviors such as asking for help, seeking feedback, admitting errors or lack of knowledge, trying something new or voicing work-related dissenting views.”

In this presentation participants will:

• Understand how psychological safety is the underpinning of vulnerability-based trust
• Explore the five tenets to cultivate vulnerability based trust
• Review a framework of steps to follow when trust is broken

In this team building workshop participants will have an opportunity to examine the underlying causes that play a role in creating unhealthy team dynamics which can ultimately lead to team failure. Based on Patrick Lencioni’s best-selling book, this workshop explores the Five Dysfunctions of a Team:

1. Absence of Trust
2. Fear of Conflict
3. Lack of Commitment
4. Avoidance of Accountability
5. Inattention to Results

Through activities and experiential exercises, team members have an opportunity to uncover how these gaps might be manifesting on their respective teams. As a result, they can transform these into the five behaviors that cultivate team cohesiveness.

In this workshop participants will:

• Understand the five dysfunctions of a team
• Explore how each dysfunction may be showing up in their team
• Practice how to implement simple strategies that will enable teams to shift to the five behaviors of a cohesive team

At several points in our global history, the world has rendered women incapable, overambitious, radical, or irrational solely on the basis of sex. There have been great strides made when it comes to gender parity. Yet the glass ceiling metaphor continues to symbolize an enduring barrier faced by women in the workplace. So, what can women do to crack the glass ceiling? In this presentation we will explore both individual strategies that will better position women to advocate for themselves and others while also exploring more collective strategies that are designed to address systemic issues.

Participants will be invited to assess several dimensions of their personal power that may be influencing their own behavior. They’ll be invited to look at how intentional their efforts are in this area and how their mindset might be amplifying or detracting from their opportunities. On a collective level we will look at why women are over-mentored but under-sponsored and the steps that we can all take to cultivate a culture of true allyship. You’ll walk away with tangible steps you can take to tackle the glass ceiling

When team leaders are asked to speak about their approach to managing their direct reports many of them will take a very tactical approach by focusing on performance and results. These are of course important markers of success. However, it can be a myopic view of how to elevate your team members. These days we want to ensure that we are adopting a developmental perspective which involves utilizing coaching skills with our teams. This involves supporting their personal and professional development so that they can bring their whole self to work. In addition, coaching also allows team leaders to delegate more to their teams, while creating the space for individuals to make mistakes, grow and innovate.

In this presentation, managers will:

• Learn what coaching is and what it isn’t
• How to shift from a being a tactical manager to develop your people
• How to balance taking bigger risks by delegating to your team members without compromising results

In order for us to move the needle to cultivate cultures that are truly inclusive and equitable, we first need to acknowledge and accept that we are all bias. Once we normalize this, we can begin to explore with less judgment how these biases influence us and to what extent. A commitment to inclusivity demands that we become more sophisticated and agile in creating space and celebrating a wide spectrum of perspectives and experiences.

In today’s rapid moving world, the demands placed on us can often leave us feeling anxious, overwhelmed and exhausted. The incessant use of digital devices and the constant exposure to information is drastically impacting our ability to focus. Learn how mindfulness-based techniques can enable us meet these challenges to master our minds with resilience, by shifting from reactivity to responsiveness.

Our brains are physiologically wired for survival. Consequently, we unconsciously seek out situations that will enable us to feel safe and secure. That risk aversion can work against us by sabotaging our growth and development. Examine when you are approaching situations with a fixed mindset so that you can create the behavioral shifts that will support a growth mindset.

Imagine your influence completely magnified. Mastering your personal power enables you to exercise influence at any level and with anyone. Unlike positional power, that is rooted in authority and leaves others feeling diminished, personal power is internal and energetic and has the ability to raise those around us. Explore how to create an influential presence irrespective of your position or role.

Extending beyond the traditional diversity challenges of gender, race, ethnicity and sexual orientation, today’s workforce is comprised of arguably more distinct generations than ever before. With several distinct generations active in the workforce, all viewing the world from a different lens, a new approach to leadership development is required where we cultivate and leverage the inherent strengths of each individual to build high-performing teams.