PHASE I – INDIVIDUAL

Without knowing and understanding yourself, it is difficult, if not impossible, to help others. Self-awareness is a key attribute for successful consultants, trainers, and managers..

IN PHASE I

Focus, explore, and reflect on your values, aspirations, beliefs, attitudes, and behaviors – how they affect and determine your choices, barriers, strengths, and relationships.

OUTCOMES

Develop a personal vision, mission and strategic plan. Receive certification for individual and team analyses in the Extended DISC® System.

The first phase of the program focuses on enhancing the awareness of self, style, and one's impact on others (both personally and professionally). Participants learn to examine, identify, interpret, communicate, and take responsibility for their feelings and resulting behaviors. Participants will identify their core values and create a personal vision and mission.

A STRATEGIC APPROACH TO SELF-AWARENESS

• Engage in cognitive and creative exercises for personal and professional growth and discovery.

• Focus on your personal vision and inspirations, explore beliefs and values that guide your actions and get a clearer picture of your strengths and developmental needs.

• Create a personal mission, one’s “reason for being” now and into the future, and begin developing a strategic plan encompassing your personal and professional goals, objectives and expectations for the future.

INSTRUMENTS AND SELF-ASSESSMENTS

• Expand your catalog of personal assessment tools.

• Engage in an in-depth personal interview to uncover your real values utilizing the Career Anchors Instrument (developed by Dr. Edgar Schein, MIT).

• Identify the impact we have on others by using the FIRO™Element B™ (Behavior) Instrument.
  Developed by Dr. Will Schutz, the FIRO™(Fundamental Interpersonal Relations Orientation) Model, is a profound approach to understanding individuals, inter-personal relations, and teams through the dimensions of human behavior, human feelings, and the components of self-concept.
  
  Essential concepts learned are the importance of establishing an open work environment, increasing individual responsibility, and increasing self-awareness.

CERTIFICATION

Extended DISC®
Identify your natural behavioral styles as well as your adapted styles and flexibility zones.

The Extended DISC® System is designed to provide practical action plans to enhance individual, team and organizational performance. The Extended DISC® tool is based on the world’s most accepted concepts of human behavior founded on the psychological theory of Carl G. Jung. Past participants have found Extended DISC® to be an outstanding tool for their work in coaching situations, leadership, team, and employee development efforts.

Participants will be certified and will become comfortable in interpreting the assessment reports and in understanding the research, validity, and technology enabling them to conduct training and consulting sessions built around assessment results.

One-on-One coaching will be provided (at no further cost) to those graduates who elect to use this valuable tool upon their return to the “home” work environment.
 

PHASE II – GROUPS & TEAMS

The effectiveness of groups and teams is essential to organizational functioning and productivity. Awareness of group functioning is the key to effectiveness.

IN PHASE II

Examine relationships between and within groups and identify personal behavior patterns with relation to leadership, participation, and influence.

OUTCOMES

Gain knowledge, skills, tools, and insights that will enhance one’s ability to be productive in work groups as participants, leaders, facilitators, or trainers.

Phase II of the UA Intern Program expands on the interpersonal objectives of Phase I addressing the need to understand and improve intra-personal skills through work in groups and teams.

Participants assess their individual and group behavior through specific activities designed around several psychological and management-based theories. Activities in this phase examine relationships between and in groups and help participants identify their own behavior patterns related to leadership, participation, and influence within groups.

GROUP AND TEAM DEVELOPMENT

• Identify the stages of group and team development – understand the phases that groups go through as they move from start-up to maturity.

• Explore what to look for in groups: making distinctions between content (the task the group is working on) and process (how the group works on that task).

• Increase awareness of what helps and hinders team development and increased productivity.

• Identify different influencing styles and how power and influence affects the way in which a group does its work.

• Explore various models and theories of groups including Tuckman’s renowned model of group development.

FACILITATION PRACTICE

Practice effective techniques for group facilitation.

The supportive learning environment of the Intern Program enables participants to receive feedback about what is and isn’t effective about their facilitation style from both highly experienced UA facilitators and peers.

A MICRO-LAB

Utilize Tavistock Group Relations Model, a group-as-a-whole approach. Study overt and covert processes in groups, with particular emphasis on the functions of authority and leadership and their implications for individual responsibility.

The educational methods used are based on the belief that people can work more effectively and with greater satisfaction in groups and organizations when they become acquainted in a direct and personal way with the complex dynamics that operate among people attempting to pursue a task.

The emphasis is on learning by examining the direct experience of events as they are occurring.

ASSESSMENT TOOLS

Utilize Extended DISC® Team Analysis to measure and understand both the behavioral patterns of group members and their larger context in order to move the group toward more effective and satisfying working relationships.

Use Extended DISC® to describe the natural and adjusted behavioral style of team members and the team as a whole.

This powerful tool offers the ability to analyze teams, departments and organizations from two to 50,000 members.

LEADERSHIP ESSENTIALS

Review historical management, leadership and organizational models and theories.

• Discover your current orientation to creativity and risk-taking using the C&RT Instrument

• Examine your leadership priorities with the LPI Instrument

• Derive your personal leadership development plan

• Using Extended DISC®, look deeper at your leadership style

Workshop participants will receive a practical understanding of the key leadership skills proven to be successful and will receive personal feedback from coworkers on leadership strengths and weaknesses.

Participants will learn action plans and receive tools to improve their leadership skills within groups, teams, and the organization.

 

PHASE III – ORGANIZATIONS

One of the principles of Organization Development is that organizations operate as systems.

IN PHASE III

Examine OD theory and models, consulting methods and the affect of organizational change. Integrate learnings from Phases I and II

OUTCOMES

• Integration

• Synthesis

• Graduation

• Celebration

Phase III of the UA Intern Program builds on the individual/interpersonal focus of Phase I and the group/team focus of Phase II and addresses their importance and impact on the whole organization.

Master the consulting sequence confidently and enhance your toolkit to successfully implement OD interventions.

Skill building in organizational development strategies as well as consulting methods are focused on in this phase of the program.

A CONSULTING SEQUENCE AND SIMULATION
· Understand and apply the specific steps of the highly acclaimed Consulting Sequence developed by Peter Block in the classic consulting skills book, Flawless Consulting. Each of the twelve (12) steps is identified and demonstrated and the benefits of using a consultative approach are discussed.

Determine and discuss individual consulting styles and ascertain your current skill level. Practice the skills of contracting, interviewing, listening, idea recording, feedback, and guiding the process of action planning. Clarify and confirm expectations of both the client and the consultant, when either an internal or external consultant. Participants are provided the opportunity to practice and apply skills in a consulting simulation.

Specific application and discussion of consultant ethics, as well as the identification of tools, techniques, and tips to enhance consultations are covered.

OD ESSENTIALS

• Clarify the basic elements of organizational development and understand the methods for successful interventions.

• OD methodology and how OD can be used is introduced. Learn to identify, address and resolve organizational issues.

• Study the characteristics of organizations as systems and explore various OD models and theories. Models are used to simplify complex processes and relationships, assist in inventing new ideas, diagnose and plan interventions, and to decipher between the ideal and the real.

• Discuss the cornerstones and factors of successful large and small group interventions.

• Learn the key concepts of Process Improvement; relationship mapping and the reasons PI makes significant improvements within organizations.

PROGRAM SYNTHESIS AND INTEGRATION

The last day involves reviewing, synthesizing, and interpreting all three phases of the program to better anchor the experiences and learnings.

 

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