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Leadership & Team Development

 “ The key ingredient to building trust is not time. It is courage.”

- Patrick Lencioni, The Five Dysfunctions of a Team

There are five areas of Emotional Intelligence that make up the back-bone to all of my development programs: Self-Perception, Self-Expression, Interpersonal, Decision Making and Stress Management.

Building Trust

Although I work with Leaders & Teams to Co-create the most relevant experience for them, I do insist on beginning each program with Building Trust.

 

Without this solid foundation among Leaders & Teams, the necessary psychological safety required for healthy debate, ideation, & accountability is non-existent.

 

Without trust, leaders and teams lack a sense of belonging, which is a prerequisite for great work.

 

The end result of the Trust Building Session is a Trust Agreement ( think of this as rules of engagement for your team), with solid accountability actions attached to it.

Values

To me, I define values as those non-negotiable pieces of me that serve as my daily anchors, my way of aligning to the world around me.

 

My values support me in decision making and guide me through tough conversations.

 

My values are Harmony, Rejuvenation, Humanity & 100% Me.

 

Do you know what your values are?

 

You may answer with an emphatic Yes!;  a Kind of, but I can’t put words to them..; or No, I’ve never thought about it.

 

A values program will either help you and your team Discover or Re-discover their values, and offer the platform to align with each other and the organization.​

Building Trust
Values

Emotional Intelligence in Uncovering Unconscious Bias

No one is immune to bias.

 

However, by understanding and developing Emotional Intelligence Competencies, we can mitigate the effects, so we can move forward in an intentional, intelligent way.

 

In this program time is spent assessing Self-awareness (uncovering), Assertiveness (speaking up & speaking out), Independence & Empathy.

Courageous Conversations

Challenging conversations need not be so scary.

 

We humans are wired to dislike conflict, we have been trained to get along with others. However, the price of avoiding the unease of conflict is too high.

 

With a solid foundation of trust, conflict is a natural part of a healthy relationship, and so very necessary for creation, and growth.

 

There are three questions that guide this topic, whether it is in the context of Performance Feedback, Team Growth, or your weekly 1:1’s :

 

  • What do I want for myself?

  • What do I want for others?

  • What do I want for the relationship?

Unconscious Bias
Courageous Conversations

Problem Solving

Let’s get creative!

 

With empathy at its core, Human Centered Design Thinking is a collaborative process that allows for idea generation, prototyping, action, and ultimately, some pretty awesome innovation.

 

I use this technique throughout many of my programs to assist Leaders and Teams in moving past stuck points and actioning new ideas.

Problem Solving

Workplace Well-Being

We are not born with a natural ability for recognizing what we or anyone else is feeling. This is, rather, learned skill.

 

Marc Brackett, Ph.D at the Yale School for Emotional Intelligence, has identified five skills we need to learn to be in tune with this part of ourselves.

 

This is referred to as the RULER concept: 

 

Recognizing, Understanding and Labelling our emotions so we are better able to Express and Regulate them.

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I use RULER in each of my well-being sessions. 

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Topics here include Mindfulness, Recognition & Celebration, Emotional Exhaustion and Burnout.

Workplace Well-Being
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Care in action

Ready to connect!
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Annual Client Advisory Board

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2014-2019

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Arc'University

Leadership & Development

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2008-2017

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Building Trust Series

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2020-2021

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Quarterly Company Retreats

 

2016-2021

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Leaders On-boarding 

Alignment & Trust

 

2015-2020

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You ready to connect?

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North Vancouver, British Columbia | 604.506.7407 | jencurleigh@gmail.com

© 2021 Jennifer Curleigh

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