I don’t do canned, off-the-shelf programs.
I help real groups focus on their real issues so they realize real growth as they come up with real solutions so they know how to take real action leading to real results that are good for the organization and group members.
Working with many municipalities, I find it quite common to see town/city council members getting into the weeds rather than staying at that 30,000-foot elevation, where they can focus on the big picture and be more visionary.
Many times town/city councils or other boards will develop a strategic plan that tries to include way too many goals and tasks. The heft of the document demoralizes staff members charged with making it all happen. Where do they begin?
So what’s the difference?
In facilitative training I quickly introduce relevant Models/Ideas/Tools and apply excellent facilitation to spark rich discussion, which leads to group agreements, which leads to individual and group commitments, which leads to greater success and satisfaction.
What we love about Gregg is that he takes the time to truly get to know the dynamics of your organization and the personalities within your organization before he ever attempts to build your customized session.
Something truly meaningful and valuable occurs when intact groups (leadership teams, boards, departments) experience a Leader’s Edge Consulting session together. They go on a journey of self-discovery, picking up models/ideas/tools along the way that help them assesses and address at a high level their relevant and/or difficult issues.
Gregg’s customized approach to our planning efforts provided clarity to the Board about our roles and helped unclutter our priorities. In the short time since our retreat, we’ve made significant progress on the objectives we set together in that session, we are working together better as a team. Without his facilitative training, we would not have made progress this quickly.
Let’s make it simple, goal oriented, and attainable.
Boards and councils agree on just a few key objectives and goals that strategically need special attention. This streamlined approach produces clear and measurable targets and allows for staff leaders (and their respective employees) to figure out HOW to turn those strategic objectives and goals into reality. With this approach nobody feels overwhelmed to the point of paralysis due to a massive strategic-plan document.
My “less-is-more” approach recognizes a billion things will happen in the organization but we don’t have to list all of them. Instead, my process helps board members truly think strategically, agreeing on just a handful of high-level objectives and measurable milestone goals that are concise and strategic. Staff leaders have clarity and motivation to plan for and achieve these few critical desired results.
Gregg’s simple but effective ‘3 F’s Model’ kept our elected officials focused on crafting effective policy while increasing trust and communication among staff.
Group communication is key. Let’s get on the same page.
This simple and applicable model, which helps set the stage for each session, steers participants to talk openly, honestly, and courageously about their relevant and/or difficult issues as never before. As they experience the great value of high-level communication in the session, they naturally seek to apply the model in the days and weeks beyond, as well.
As a facilitative trainer, it is valuable to introduce at just the right time a short handout that serves as a springboard to discussion and planning on a topic extremely relevant to the group. My 100 or so handouts provide insight on topics such as leadership, organizational communication, teamwork, workload management, problem-solving, less-is-more strategic planning, conflict resolution, and policy governance.
To this day I use terms, such as ‘Rich Light communication,’ which I learned from him. Gregg connects well with people and helps build great teams. His ‘3 F’s Model’ has taught me more about policy governance than any white paper on the subject I have ever read.
A key ingredient to my success working with intact groups is I don’t come in as a know-it-all consultant come to save the day with my vast knowledge and solutions to their problems. Providing my communication model, pertinent handouts, and expert facilitation skills, group members address as never before their relevant and/or difficult issues.
Confidential one-on-one interviews give me insight to the group.
This allows me to customize the session(s) based on the group’s real context issues and desired results. Interviewees also get to know me better and understand my approach to the session and the potential value of the off-site.
Gregg did a masterful job in facilitating a company meeting (we are a small company of 16). His insight and direction have led to improvements in both communications as well as overall company culture.
Some groups are stifled by unresolved conflict. My inside-out approach to conflict resolution provides tools and skills to help address and resolve problems. Those tools and skills can be applied for years to come by group members.
Gregg is the best facilitator I have worked with in my 36-year City Management career. He was pure magic. He made the impossible happen. Nine strong leaders were brought from their diverse backgrounds and interests to a common purpose. Through Gregg’s skills and talents, barriers and walls came down and honest communication ensued. He came into a divisive, toxic environment, and two days later left our community with a leadership team that enjoys each other’s company, is focused on a solid plan, and works harmoniously to make it happen.
Remember, I am not a traditional trainer. My goal is not to shove a bunch of knowledge from my brain into the minds of others. As a facilitative trainer, I create an open environment combined with a few relevant models/ideas/tools combined with expert facilitation to help group members solve their own problems, make their own plans. Bottom line, the group’s work with me should positively impact the organization’s bottom line.
I’ll be here to help your team succeed.
Facilitative training leads to strategic action. So it makes sense to ensure that group members take the incremental steps necessary to turn those “clear and exciting pictures of a desired future” (specific goals) into reality. I have meaningful and memorable ways to help groups check progress and adjust, if necessary.
Gregg helps leadership teams take it to the next level with a facilitative style that is unique and refreshing. Gregg tailors his approach, even using the language and resources or concepts the team has been using effectively, but ‘sprinkling in’ the right type and amount of new framework, tools and concepts to help the team discover key insights about themselves and then turn those into compelling yet practical steps forward.
His approach reflects a deep regard for human beings as they truly are–warts and all–which inspires in him a sincere desire to help people be their best in life and not just at the office. He manages to accomplish this not by preachiness or consultant-babble, but by a certain open demeanor whereby one knows he’s listening but not judging.
Gregg’s seemingly effortless style creates a trusting environment for participants, resulting in meaningful experiences and useful outcomes. We continue to utilize his expertise and will surely bring him back to further refine and improve upon our short-and long-term goals.
Gregg’s unique style of engagement with our group created a thirst for ‘the next great step’ in our team’s own success and future. I can honestly attest to the fact that we are better today as a result of Gregg’s empowering and engaging approach and ability to ‘adjust on-the-fly.
