PK IMPACT Leadership™

Emphasizing growth through trust and vulnerability, we teach leaders to guide participation and facilitate psychologically safe teams. This will equip them to:

• Build trust among individuals and teams
• Create psychological safety
• Institute settings for true belonging
• Present their authentic selves and encourage that in others

It can ease barriers to connections and cultivate trust in groups. It prepares leaders to deal with the stress, uncertainty, and change in our modern workplaces. We offer tools and practice to:

• Cultivate empathy, caring, and kindness
• Unlock emotional intelligence
• Allow thoughtful feedback to and from others

We offer tools and exercises that show how to:

• Discover outside-of-the-box thinking regarding new ways to accomplish the work
• Innovate new practices and programs
• Use human-centered design to design new strategies

Our approach helps leaders understand how to develop and clarify where their teams and organizations must head and how to get there. Employing facilitation methods, participants learn to:

• Articulate why their organization exists (vision)
• Identify how their organization behaves (values)
• Express what the organization does (mission)
• Define what is needed for their organization to succeed (success factors).

Establishing a framework to develop, support, and coach new leaders offers a means to continued learning and growth. Our team shares expertise and tools to assist leaders to:

• Develop people and organizational talent
• Employ existing expertise
• Practice models of leadership based in research

Completing our experiential learning includes self-awareness growth on personal leadership styles and how it affects their teams and organizations. Leaders then have the knowledge, skill, and ability in place to:

• Empower teams and lead the organization
• Influence positive change
• Understand, demonstrate, and model self-awareness, appropriate self-disclosure, and self-management.

We offer “change champion” models that teach participants how to:

• Develop a plan for organizational change management
• Communicate “as is” and “to be” ways of doing the work
• Navigate change
• Lead change

This is why we build high-functioning teams: to determine who should be involved in the decision-making process and how we accomplish our goals to improve outcomes.

Our leaders learn how to arrive at team-based decision-making, develop a decision matrix, use tools for healthy team conflict, and develop “what’s most important” goal planning. Upon completion, they will be able to:

• Determine a decision-making authority among teams and individuals
• Understand and use efficient processes to make collective decisions and accomplish work
• Drive the strategic goals and strategies of the organization to reach organizational goals and improve outcomes
• Strategize and prioritize what is most important right now

We assist with targeted learning to help leaders:

• Ensure policies, infrastructure, data systems, hiring, coaching, training, and leadership are aligned
• Ensure DEIB focuses are infused through these same systems and policies
• Create a change process for future adjustments needed