LEARN | LEAD | CHANGE

MAT’s half day, 1 day, or 2 day face-to-face workshops are perfect for addressing topics that are of interest on an organizational level. Workshops are conducted onsite for your organization by MAT staff and/or MAT National Faculty. (Onsite workshops are currently on hold during the pandemic). 

 

Adaptive Leadership

Take a deep dive into practicing the framework of adaptive leadership. Participants experience thetheory and concepts of collaborating with people and organizations to step into the unknown.

Specific Learning Objectives Include:

• Identify the five principles of Adaptive Leadership.

• Observe, explore and diagnose an issue from multiple perspectives.

• Increase self-awareness and the ability to do things differently to make progress on vital issues.

• Engage and motivate stakeholders with conflicting perspectives to work together with a sharedpurpose.

• Intervene purposefully and skillfully to advance adaptive work.

Building an Environment of Trust

In this session we will concentrate on the effects or influences leadership has over trust in the workenvironment. Participants will learn some tools that will help guide them in building trust and have anopportunity to practice using them.

Specific Learning Objectives Include:

• Recognize how trust in the workplace affects business results

• Identify common workplace behaviors that can either break or build trust

• Demonstrate behaviors that show you trust others as well as give people the confidenceto trust in you

• Use interaction skills to foster open communication and build and maintain trusting relationships

• Apply trust-building techniques in challenging, low-trust situations

Difficult Conversations

Do the people in your agency deal with conflict directly, routinely, and well? A difficult conversationis a necessary conversation. This workshop is based upon the insights from the best-selling books: DifficultConversations and Fierce Conservations.

Specific Learning Objectives Include:

• Overcome barriers to meaningful communication.

• Enrich conversations with colleagues, friends, and family.

• Increase clarity and improve understanding.

• Handle strong emotions – yours and theirs.

• Stay balanced regardless of how the other person responds

Emotional Intelligence

At the core of success in all organizational endeavors is the concept of Emotional Intelligence. The moreemotionally intelligent people are, the more effectively they can handle stress, communicate effectivelywith others, and work together to reach common goals.

Specific Learning Objectives Include:

• Define Emotional Intelligence

• Increase Self-Awareness via the EQ-I 2.0 Assessment

• Learn new ways to think about and manage thoughts, emotions, and behaviors

• Understand the power of empathy in managing relationships

• Explore methods for making personal life changes and maintaining motivation

Facing Complex Challenges

Complex challenges sprawl in many directions, across many territories. It’s hard to see them clearly,yet it requires many perspectives to see them at all...Leadership comes from community members andstakeholders, integrating and applying their shared knowledge.

Specific Learning Objectives Include:

• Drawing careful attention to details and the big picture

• Surfacing individual and group assumptions

• Bridging different contexts and cultures

• Building direction, alignment, and commitment

• Helping groups and individuals get “unstuck”

Immunity to Change

A specifically designed workshop to help people and organizations understand the real reason whypeople often struggle with change. We often already know the behaviors that hold us back. We havetried and tried to change those behaviors and yet change continues to be illusive. This workshop helpsindividuals, work teams, and organizations understand their competing commitments and learn ways toovercome resistance to change in themselves, and others. Harvard University Researchers Robert Keganand Lisa Lahey discovered that behind each of our habits is a strongly held belief that not only keepsus in our groove, but also fights any change that threatens the status quo. This resistance is so strong, soadaptive, and so systemic that Kegan and Lahey liken it to a finely tuned immune system.

Specific Learning Objectives Include:

• Delegation

• Communication (speaking clearly/succinctly)

• Engaging in conflict constructively

• Speaking up with peers or executives

• Listening

• Prioritizing and creating focus

• Building trust and relationships

• Developing others

• Creating Work/Life balance

• Collaboration

Leading Change

Leading Change, focuses on the change process from the strategic or senior leadership viewpoint.This workshop incorporates several models within the change management process (Kotter, ADKAR, &Bridges).

Specific Learning Objectives Include:

• Identify change opportunities and catalyze the change

• Translate initiatives into high-impact, strategic actions

• Implement the steps from the 7-Stage Change Management Process

• Comprehend the Phases of the Change Process and the Stages of Transition

• Incorporate proven practices to remove barriers and resistance

• Ensure skills and readiness of the department for the change to be successful and sustainable

• Develop action steps for stabilizing, reinforcing, and sustaining the change while increasingreadiness for the next change

MBTI/DISC

The MBTI assessment is a personality tool based on the theories of Carl Jung. It is nonjudgmental andallows people to gain an understanding of their preferences, particularly with respect to energy source,information gathering, decision making, and lifestyle/work patterns. It is widely used by organizations todevelop understanding of one’s self and co-workers in order to create effective working relationships.Over 60 years of research and development have demonstrated its reliability and validity.DISC is the doorway to communication. The uniqueness of each person extends far beyond the DISCmodel. Therefore, behavioral assessments should NOT be referred to as “personality tests.”

Specific Learning Objectives Include:

• Understand the benefits of applying a behavioral communication model

• Understand own behavioral design

• Recognize, understand, and appreciate others’ behavioral designs

• Adapt for enhanced communication, understanding, and relationships

• “People Read” all four factors: Tone of Voice, Body Language, Words, Pace

Problem Solving with the Public

Management of natural resources requires two kinds of work: 1) Technical expertise as biologists, lawenforcement, administration, etc. and, 2) Work with publics. Leaders in fish and wildlife typically haveyears of technical training and experience. This course focuses on the equally important side of thejob which is working with publics, structured problem solving techniques, and dealing with politics in aneffective and responsible manner.

Specific Learning Objectives Include:

• How to work with various publics

• Deadly errors for involving publics

• Techniques for successful public involvement

• The Open House Technique for dealing with controversy

• Setting up the public meeting for success

• Techniques for handling public meeting problems

• A six-step problem solving process for developing solutions to any problem

Resolving Conflict

If a conflict is escalating but you do nothing to help resolve it, damage is the ultimate result. On theother hand, if- at any stage of a conflict- you appropriately guide people toward resolving it, you canlead them on the path of discovery. This workshop discusses the signs of escalating conflict, the resultingstages of conflict, and the four resolution tactics to use within each stage. Participants will practice usingconflict resolution tactics.

Specific Learning Objectives Include:

• Examine how people’s differences can benefit the work group but can sometimes lead to conflict.

• Identify causes of conflict in the workplace.

• Recognize stages of conflict and behavioral signs that point to escalation of conflict.

• Explore approaches you can take to guide conflict resolution

• Learn to prepare for effective resolution discussions.

Storytelling as a Leadership Tool

Best selling author Brene Brown has said that, “Stories are data with a soul.” Leaders use storytelling toconnect with people on an emotional level and to influence attitudes, behaviors, and values. Storytellingis effective for leading change, making recommendations, managing diversity and inclusion, providingcoaching, teaching important lessons, setting a vision, defining culture and values, and more. This workshop covers the process for crafting and delivering effective stories to achieve specific goals. Participants willhave the opportunity to create and deliver stories, receive constructive feedback, and retell their storiesincorporating that feedback.

Specific Course Learning Objectives:

• Exam and identify the sacred myth(s) that define our organizational culture.

• Explain the value of storytelling.

• Describe the process for crafting strategic narratives.

• Identify the elements for turning a good story into a great story.

• List effective behaviors for delivering compelling storytelling presentations.

• Construct and deliver stories following storytelling and presentation guideline