Training

Convention
Virtual Team Meeting
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We are artisans of individual and collective learning experiences. Over decades, we have co-created with our clients a series of customized programs, processes, and solutions designed to solve real-world dilemmas and prepare leaders, teams, and organizations for our ambiguous, complex, and disruptive world. If these offerings spark some ideas for you, let's talk. 

   

Life 

  • Open Journeys 

 

Leadership

  • Leadership & Disruptive Change

  • Executive Presence, Authenticity, and Gravitas

Teams 

  • Collective Intelligence 

  • Global Virtual Teams (also offered as team coaching) 

Organizations 

  • Beyond Change 

  • Developing & Aligning Strategy 

  • Culture & Talent; Accountability, Integrity & Performance 

  • Collective Intelligence: Equity, Diversity & Inclusion 

  • M & A Cultural Integration 

  • Building Dynamic Organizations

Assessments

Life

 

Open Journeys 

Open Journeys is a deep, intense, grounding, and exhilarating personal development course.

Together, we create a space for you to examine and develop the capacities and agency you bring to five fundamental areas of life:

  • Existence

  • Experience

  • Meaning

  • Circumstance

  • Connection 

When you experience these five areas with agency, you choose your relationship to them and determine what they mean – and will mean -- in your life. In Open Journeys, rather than 'letting go' of experiences, we turn them into assets, resources, and tools you can use every day to enhance your life and the lives of others. 

The essence of Open Journeys is expanding your access to a broader and deeper palette of choices. Using a neuroscience-based approach, we begin with the capacity to generate and maintain a constant, present, and immutable core from which you can derive safety, stability, meaning, and agency in the midst of challenging circumstances. How we relate to these areas determines the quality of our lives and relationships.  Open Journeys facilitates processes to review, reconsider and re-choose our relationship to our lives, our loved ones, and our world.

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Leadership 

 

Collective Intelligence, & Disruptive Change 

 

The best strategy for disruptive change is to prepare ahead. Organizations that pre-develop leaders and processes to deal with disruptive change and crisis, unsurprisingly, do best. They lead effectively through ambiguity, risk, and the unexpected. This includes how to lead collective intelligence to make sense of the situation, challenge assumptions, integrate new information, make strategic decisions, and create aligned commitment in the midst of emerging situations.

 

In these times, assumptions about what both a leader and leadership is may need to be abandoned whole or re-blended to fit the dynamics of disruption. This impacts assumptions about power, privilege, and the essence of what it means to lead.

 

Using experiential processes, we take leaders through the dynamics of disruption, the essence of leadership, and the impact this has on their assumptions of leadership and their role. We help leaders find a stable guide-point, facilitate collective sense-making and decision-making, increase diversity, equity and inclusion, and support the deployment, engagement, resilience, and learning of their people as they anticipate yet another set of emerging dynamics.

Executive Presence, Authenticity, & Gravitas 

 

We teach presence, authenticity, and gravitas to leaders through experiences, dialogue, and reflection. Each of these terms is highly correlated with effective leadership. One of the exercises we use in our courses is Distinctions: clearly differentiating what things mean in order to match our cognitive complexity with the nuanced complexity of our world. In this case, we might look through three lenses, Essence, Form, and Impact.

  • Presence: We can think about the essence of presence as the impact you make on others through your verbal and physical behavior as you 'convey' (but, actually, they interpret and attribute) your command of yourself, a subject, or the room.

  • Authenticity: At its essence, authenticity is often thought of as honesty, transparency, and congruence. That may be a speaker's internal experience. Yet, the test for the impact it mostly based on an assessment by others of your essential congruence as a person. This is usually arrived at by watching for the consistency of your stated views and actions -- as most people conflate consistency with congruence.

  • Gravitas: Gravitas is about the perceived quality of authenticity: is it deep, well-thought-out, centered, in other words, have you done the hard inner work to know your self and what matters to you in life? These markers often take the form of articulate passion, vulnerability, and insight -- perhaps, taking a stand with the interests of the group paramount -- leading to deep trust and influence.

Advanced Presentation & Media Skills 

Senior leaders and high-potential leaders often need to refine and refresh their communication strategies. These strategies may include public speaking as well as Board and media presentations. We provide coaching in these areas. When communication involves controversial strategies often found in mergers, IPOs, disruptive change, and crises, we use our expertise with executives and their speechwriters to frame and prepare these high-stakes communications.

Executive & High-Potential Professionalization – Advancing Leadership 

This nine-month leadership development program involves a series of coaching, virtual, and, if possible, offsite meetings. Leaders consider both real issues and case studies with colleagues where they focus on strategy, strengths, and improvement. The Executive ProSem includes pre-, mid- and post-assessments with specific goals and new ways of thinking through problems, strategizing, and communicating. It also includes a variety of forums and processes in which business leaders consider with various Neuragility-affiliated thought leaders what they are creating -- and what is possible to create.

 

This is both a personal and professional development program. We approach leadership through a systems lens: your presence is a key, dynamic variable that can change the system in which you are engaged. In systems, particularly systems of meaning, one variable is the frame of context for determining who we are, how things work, and our scope and focus. The leader's job is to recognize what they bring to the situation, how their involvement changes the situation, and how they can expand others to have the presence to lead and function as a context in their respective systems.

 

We focus on the leaders' range of agility and resiliency, their relationship to needed skills, authentic presence, and their impact on others in the context of change.

Leadership: Accountability, Integrity, & Performance 

We give leaders a chance to 'step back' and reflect on their patterns and their impact in a psychologically, socially, and emotionally safe place where privilege, power, and career blowback are replaced by participants with a respectful, peer mindset. Using our Collective Intelligence process, leaders learn to create the agreements and metrics people will use -- as allies and partners – to establish a new social contract with metrics for accountability.

Leading Minds 

If you are to lead successfully, you need to inspire, change, and expand minds. Yet, how much do you know about how minds work? In the last twenty years, the explosive growth of neuroscience has given us a rapid and radical update about how the mind works and what it takes to inspire, change, and expand one -- or many -- minds.

This thought-provoking and practical update -- whether given as a speech, presentation, or dialogue -- gives senior leaders an overview of these changes, the relationship of these changes to their roles as leaders, and practical applications they can use with their teams and organizations.

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Teams 

Alignment for Results: Collective Intelligence (CI) 

 

Most leaders are comfortable facilitating a team discussion with a group of twenty or so. Yet, the complexity of today's situations and challenges often require enlarging the circle to 50 or 100 people so everyone needed can bring - and consider together - diverse and fresh points-of-view. A leaders must make sure all voices are heard with the equity they deserve - no matter how diverse or divergent - while still keeping the group's core mission and focus moving forward.

 

We call this meeting complexity with complexity. It requires collective intelligence - where the smartest one in the room, is the room. We facilitate large CI sessions and we also coach or train leaders on how to best create CI, particularly in crises and other complex situations.

 

CI starts with collective sense-making. People use processes to efficiently share information and perspectives. What emerges is a new fabric of insights the whole group can align to and act on. Decision making and resource planning become the next set of processes. These processes are based on a blend of World Cafe and Open Space approaches and can be used to create new projects, consider strategic directions, address emerging crises, and many other applications.

 

​Global, Virtual Teams (also offered as team coaching) 

Global, Virtual teams face three special challenges:

 

1. They encompass a broader span of ideas and customs about how to create group norms, value others, and commit to performance.
 

2. Some team members may have a cultural need to resolve these issues before addressing tasks and goals.

 

3. Team members cannot rely on face-to-face, impromptu meetings, shared work patterns, or local-culture norms to resolve process issues.

 

Since many team disagreements over process and method are framing, identity, or meaning issues, Neuragility uses its expertise in cultural and global mindsets to establish the norms and identity that support team performance.

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Organizations 

Developing and Aligning Strategy, Culture, and Talent 

Change, strategy, culture, talent, and organization are interdependent. To move from strategy through execution they have to be developed and managed together. Acting as both a guide and coach, we look at the whole business with you. You identify, clarify, and align strategy, culture, and talent. Then, you begin the process of widespread acceptance and alignment throughout the organization. As you work with key influencers and stakeholders to get all the organization's assets and resources working together, we help you gather feedback and refine your engagement strategy.

​Creating Culture Together: Accountability, Integrity, & Performance 

We specialize in helping people take a step back in a psychologically, socially, and emotionally safe place where privilege, power, and career blowback are replaced by participants with a respectful, peer mindset. Using our Collective Intelligence process, people create the agreements and metrics people will use -- as allies and partners – to establish a new social contract with metrics for accountability.

To do this, we approach a culture of accountability, integrity, and performance as both a personal stance and a social contract. These are based on agreements that are made and kept consistently -- starting with those who possess the privilege and power to create and enforce their version of social reality.

​Creating a Culture of Collective Intelligence: Equity, Diversity & Inclusion 

Sharing data, knowledge, and perspective is the lifeblood of good decision making. In a crisis, it can determine the difference between thriving and demise. How data is weighted - whether perspectives and experiences are weighted equally - is often based on who is actually included, and how equally they are listened to. In complex, ambiguous, and rapidly changing situations, 'business as usual' mindsets are insufficient. A broader circle of information and voices along with new and incisive questions allow peers to make sense, decide, and act together.

​Collective intelligence is a process designed to meet today’s complexity with complexity. It moves beyond the smartest one in the room’ expert mentality to ‘the smartest one in the room is the room’. Through inquiry, dialogue, and feedback shared understandings of the strategic challenges, opportunities, and resources an organization has and needs emerge to navigate a changing environment.

Beyond Change 

Beyond Change takes leaders, teams, and organizations beyond the anxiety and distractions of ‘surviving’ disruptive change and uncertainty. It expands identity, thinking, and choices so people are bigger than the circumstances and changes they will encounter. Separately and together, they are better able to identify emerging patterns, solve paradoxes, discover new opportunities, create new ways of working together, and focus on impact and results.

​M & A Integration 

Like crises, M&As can have a radical impact on people’s sense of stability and certainty, causing them to stall as culture eats strategy for breakfast. This requires collective sense-making across closely-held narratives, opening new opportunities, and questioning what they consider real. This journey, rife with reflection, analysis, and open dialogue leads to forging a new and integrated community. This community aligns on values, ways of working, and priorities so they can execute on potential and promised M&A synergies and strategy.

Building Dynamic Organizations 

When we ask people to rearrange their habits and patterns, we produce resistance. When we create an environment in which people can self-organize, they produce resilience. It is the latter in which we specialize. We prepare people to act as self-organizing systems who can act effectively as part of a more dynamic corporate strategy. Consider these questions: Have you created an environment that supports this adaptive process? Do your systems and processes have the necessary feedback loops to know when and how to adapt? Have you developed the bench strength of your team and organization to take advantage of this information and adapt successfully? We provide the analysis that answers these questions and the approach that develops your organization.

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Assessments

 

To ask different questions is to come to new understandings.

 

Our assessments are grounded in the practical realities of global business leadership competencies. At the same time, we ask more nuanced questions about leadership. This means our assessments not only provide feedback, they cause executive teams to rethink the nature of effective leadership.

 

Executives receive an assessment and profile of key strengths and development needs along with suggested development activities. For organizations and teams, we use a variety of instruments and approaches determined by interviews from key team members.

 

We also use DISC, MBTI, FIRO-B, and other popular assessments as your life and organization require. 

LPCA 360 (Leadership and Professional Competencies Assessment)

Neuragility's LPCA 360 provides executives and coaches with unique insights into how professional and competent they are perceived to be in eight core leadership areas along four axes. The LPCA 360 provides feedback from peers, reports and other stakeholders in the leader's development. The LPCA 360 measures self-perception, others' perceptions, leadership fit, and perceived value within an organizational context.

Both the organization's ideal executive profile and this executive's profile are sorted into the pre-coded LPCA's eight areas of leadership: 1. wisdom, 2. power, 3. mind, 4. language, 5. integrity, 6. service, 7. change, and 8. action, along four axes: Being, Grounding, Knowing and Doing. Essentially, the LPCA 360TM measures the perceived ability of a leader to lead congruently from the inside out.

Five Orientations to Change

Change is not the issue. How you relate to it is the issue. There are five relationships to change we measure. These range from fixed to fluid, from simple to complex, and from closed to cosmopolitan. 

Life Inventory Packet

Neuragility's Life Inventory Packet addresses both personal and professional areas of your life. This packet takes time and reflection. The more time you spend, the richer it becomes. As you fill out the packet, you may find some realizations come quick while others ‘percolate’ in the back of your mind. Allow the process to unfold.

Sections    

     1. Life Changes & Strategies

     2a & b. Message Sources (inventory and update)

     2c. Truths and My Relationship to Them

     3a &b. Completions

     4a. What I Bring to Life

     4b. Career Options & Integration Worksheet

     4c. My Global Expertise

     5. Distinctions

 

 

The Myers-Briggs™ Inventory

The Myers-Briggs™ Inventory helps you improve work and personal relationships, increase productivity, and identify leadership and interpersonal communication preferences for your clients. The standard Form M contains 93 items that determine preferences on four scales: 1.Extraversion-Introversion, 2.Sensing-Intuition, 3.Thinking-Feeling, and 4.Judging-Perceiving. The various combinations of these preferences result in 16 personality types.

 

 

FIRO-B™

The FIRO-B™ (Fundamental Interpersonal Relations Orientation-Behavior™) instrument is a powerful tool that assesses how personal needs affect your behavior toward other people. Each item is measured in two dimensions: your expressed behavior, and the behavior you want from others. The FIRO-B™ inventory offers insight into your compatibility with other people, as well as into your individual characteristics. It provides insight into situations that require interpersonal behavior measurement, including management development, team building, employee development, and individual or couples counseling.

 

 

DISC

Why do we act the way we do? How do others see us? Use the Personal Profile System to understand yourself and your impact on others while reducing conflict and improving relationships. This original and most reliable DiSC® instrument has been used for over twenty years by twenty million people worldwide. The Personal Profile System's DiSC Dimensions of Behavior model identifies and groups behavior in four easy-to-understand areas: Dominance, Influence, Steadiness, Conscientiousness.

 

 

16 Personalities

Using a different database, though a similar theoretical model than the ubiquitous MBTI, this is a fast and free starter for types and preferences. A quick way to start a conversation about relationships. https://www.16personalities.com/ 

 

Management Team Role-indicator™
This tool helps teams improve their collective performance and individuals enhance their personal effectiveness. The MTR-i® identifies the behaviors actually being used in a team context; this helps individuals manage their personal stretch, enabling them to move outside their comfort zones when necessary to improve performance; it helps the team assess whether the most productive behaviors are being used for their particular situation.

 

 

Strengths Assessments

The Strength Deployment Inventory (SDI) is a self-scoring motivational assessment tool. It measures an individual's Motivational Value System both when things are going well and when the person faces conflict or opposition. The SDI goes beyond behavior into the motivations and values that underlie those behaviors.

The applications of the SDI are many, including building awareness of self and others, leadership development, team building, conflict management, and dispute resolution and mediation, to name a few. The SDI when used with intact or newly formed teams gives the teams a picture of how everyone on the team is motivated - both when things are going well and during conflict. Teams use this information to allocate tasks, identify and resolve conflict, improve communication, and work more productively together.

The (Gallup) Clifton Strengths Finder in introductory or full 34 strength applications we use when our clients are standardized on this assessment.    

 

Reveille 2.0

How do your employees perceive the company and its leaders? What are they really concerned about? Research on employee values, concerns, attitudes and motivations can be a hall of mirrors. Many companies, after investing lots of time and money in efforts to enhance employee satisfaction, have found their information was inaccurate and their investment wasted.

 

We combine an employee survey with marketing psychographics and metaphor-based focus groups to identify employee issues and concerns.