Training for your teams
Either way
In 2024, the People for the Ethical Treatment of Animals organisation (PETA) requested that a manufacturer of amusement rides cease the production and sale of animal-themed carousels, which they argue normalise the use of animals as conveyances and entertainment.
Instead, they suggested replacing them with carousel figures in the shapes of cars, aeroplanes, spaceships, bulldozers, and other more imaginative designs.
It is likely that your organisation is comprised of staff who:
- feel this change is long overdue,
- believe that political correctness has gone too far,
- are concerned that children will learn to view cars, aeroplanes, bulldozers, and the like as 'fun' rather than recognising their environmental impact.
Yet they must work collaboratively. It is possible that other issues also divide them, covertly or overtly affecting performance.
The ultimate aim of Symbiosia's training is to foster cohesion and improve well-being, enabling your teams to achieve excellence. We engage participants by exploring the topic from various perspectives and through diverse methods. We hold the conviction that voluntary reconsideration has a more profound impact. Thus, whether someone is sceptical or feels aggrieved, both perspectives will be acknowledged and valued.
The ultimate aim of Symbiosia's training is to foster cohesion and improve well-being, enabling your teams to achieve excellence. We engage participants by exploring the topic from various perspectives and through diverse methods. We hold the conviction that voluntary reconsideration has a more profound impact. Thus, whether someone is sceptical or feels aggrieved, both perspectives will be acknowledged and valued.
'Polderen' - Conflict Resolution
The term 'polderen' originates from the Dutch political and social culture. It refers to the practice of reaching a consensus among various stakeholders through negotiation. Pivotal in The Netherlands as water will flood the 'polder'. This analogy extends to the imperative for teams to optimally perform.
Benefitting from her innate Dutch heritage, Esther steers participants through topical, real-life conflict scenarios. She facilitates an examination of conflict dynamics, unveiling the 'ideal conflict recipe' and proposing viable, enduring alternatives. The workshop delves into the essential differentiation between 'needs' and 'wants', and tackles the baffling issue of seeming agreements or endorsement being countered with under the surface opposition.
This seminar is exceedingly pertinent in today's varied work settings, where team members may hold markedly divergent viewpoints. Attendees feel empowered and better prepared to address conflicts in a constructive manner.
Resilience
A comprehensive exploration of resilience, tailored for the modern UK workplace. Participants embark on a global journey, integrating Eastern philosophies, Scandinavian work-life balance, and the Indigenous Two-Eyed Seeing principle. An interactive workshop format combining information with engaging discussions and personal reflection.
Key topics include defining resilience and its significance in work performance and well-being, identifying and understanding stressors, exploring key resilience theories and models, and examining both problem-focused and emotion-focused coping strategies, their benefits, and applications.
Mindfulness
An ideal blend of an fascinating historical overview, reflection, and relaxation, making Mindfulness accessible to all, irrespective of prior experience.
A prime opportunity to enhance your teams' mental health, stimulate thoughtful discussion, and promote organisational cohesion through self-reflection.
Your choice: as a refreshing one hour top-up,
Gaslighting
The distortion of someone's reality ... on purpose ... often with ill intend.
Recognising and countering such tactics is crucial for fostering a supportive and respectful workplace. Initially considered a personal issue, gaslighting has expanded into a geopolitical concern through the dissemination of misinformation.
This training delves into the term's origins, examines its various manifestations, and emphasises the importance of awareness, even when gaslighting is 'unintentional', to safeguard teams and your organisation from its toxic effects.
Micro-aggression
A delicate topic.
There is no single definition, and here lies the problem.
What might seem like a harmless remark or jest to one person can be perceived as a microaggression by another. Addressing this issue directly by reprimanding individuals for their comments or jokes is a real challenge for direct line managers. This training aims to bridge the gap.
It is particularly valuable when team members become reticent to express their views for fear of backlash or further alienation. Unspoken grievances can result in staff turnover or passive-aggressive behaviours, detrimental to both performance and the organisational culture.
Esther's approach involves clarifying the ambiguity around microaggressions, offering insights into personal behaviours and triggers through real-world examples and research, all aimed at harnessing the best from every team member in a sustainable manner.
You could say that this is 'Polderen' at its finest: whilst having diverse viewpoints and interests, the common aim to celebrate team success is paramount.