N2Growth Blog
OCTOBER 19, 2020
But what happens when the same surgeon is promoted to manage other doctors, or in the case of Dr. Rakesh Suri, asked to become the CEO of the entire hospital? Group facilitation and mindfulness training enabled team members to uncover unconscious biases, hidden baggage, and preconceived notions.
Mike Cardus
MAY 24, 2011
Situation: Currently there is an authoritarian style of management creating a decrease in morale, satisfaction with work and innovation amongst employees. This is developing a feeling of strife, hopelessness and contempt amongst management and subordinates. Ensuring that all the people are working to their personal capabilities.
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Mike Cardus
MARCH 9, 2011
With an unclear foundation of work, facilitators operate off the culture, norms and expectations (whether implicit or explicit) of the organization who they are working with and their direct managers. How does a facilitator improve their work? How can facilitators and managers of facilitators; 1.
Next Level Blog
AUGUST 18, 2010
Negotiate and Move If You Can: Back in the days when I did a lot of group facilitation, we had a joke that the first thing you learn as a facilitator is how to move furniture. For major presentations, try to get there at least 30 minutes ahead of time so you can see and process what you have to work with.
Mike Cardus
OCTOBER 5, 2010
Talking about positive client interactions and how allowing those you serve to trust you increases customer satisfaction Group Break Outs with the focus of learning about what other offices offer and how services are rendered Large group facilitation to create a share history.
Change Starts Here
SEPTEMBER 2, 2015
Work with controlling managers to let go. For groups, facilitate difficult conversations so important issues are discussed and resolved. Manage conflict so it doesn’t hinder change. Empower Them to Change. People need the power within their organization to make the change. Give people room to fail and learn.
Strategy Driven
AUGUST 31, 2016
Managers who model these skills and provide a trusting environment, position their teams and organizations for greater success and growth. In my book, How Not to Act Like a BLEEP at Work , we chronicle the development of Louise Jackson, a technically successful mid-level manager who struggles to be behaviorally proficient.
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