Staff Development Workshops

Growing Importance of Professional and Personal Development

Increasingly, staff considers personal development goals and wellness important benefits. In fact, some value better benefits packages over higher salaries.

A recent study cited by The Balance Career found that a quarter and thirty percent of surveyed workers, respectively, said benefits were very and moderately important employment considerations. In addition, the value placed on these benefits was inversely related to the worker’s age. That is to say, good benefits packages are more attractive to millennials than baby bombers.

Hiring New Generations Require New Incentives

It’s true that younger employees switch jobs more frequently than their older counterparts. And, employers tend to see staff transience as a disincentive to training and capacity-building investments. However, these findings and other studies suggest that attractive benefits packages that address both personal and professional goals are an increasingly competitive enticement to bright prospective employees.

Benefits Of Scaling Up the Fulfillment of Staff Development Goals

The increasing focus and demand for more benefits help employers too. Employers gain from staff’s motivation to build their personal and professional skills and capacity. And, in doing so, they fulfill their personal development goals.

An employer can rarely afford to offer one-on-one coaching in the workplace to the rank and file. Fortunately, not all valuable staff development services require the one-on-one attention of individual coaching sessions. On the other hand, small groups can scale up impact and lower the cost per employee. In the end, it’s a more cost-effective way to support their personal development goals and strengthen the workforce.

In fact, employers benefit from well-being and wellness services as well. They reap significant positive returns from healthier, more content, and committed employees who make better decisions, work more effectively, and contribute more to the employer’s mission and bottom line.

Starchaser Workshops to Fulfill Personal Development Goals

For the reasons shared above, I offer both staff development and staff well-being workshops that address common workplaces.

Topics Include, But Aren’t Limited to:

  • Stress resilience,
  • Challenging limiting beliefs and behaviors,
  • Working With Full Intelligence,
  • Breaking down the resistance to change, and
  • Developing more innovative thinking and decision-making.

Tap Into Inner Wisdom to Access Full Intelligence

Western culture emphasizes the power and capacities of conscious inner wisdomthinking and an analytical mind. Yet, it comprises just 5-10 percent of our minds. The other 90-95 percent of our experience, memory, wisdom, and brain capacity resides in the embodied mind or the body-mind.

With the right intention, relaxation, meditation, mindfulness and other forms of inner work can help a person tap into the body-mind, and its unique power and wisdom. In addition to these more dedicated practices are some simple, very effective techniques that can be applied in-the-moment.

Integrating both the analytical and embodied mind constitutes tapping into the whole self, which can better resource staff when dealing with a wide variety of typical workplace issues or situations. Some examples include:

  • Overcoming resistance and embracing certain work responsibilities or responding to feedback;
  • Envisioning and acting upon a career or development path;
  • Renewing commitment to a job or employer's vision;
  • Finding meaning and envisioning transitions such as retirement, new positions, or downsizing;
  • Finding an authentic voice and role within the workplace (e.g., gender, racial or ethnic diversity); and
  • Stimulating creativity, innovation, and engagement.

Tap Into Inner Wisdom to Access Full Intelligence Workshop Two-Part Format:

Part One: Gain an appreciation of brain function and the distinction between left-brain analytical thinking and right-brain embodied creativity and wisdom. Participants learn a simple method of turning inward and accessing the power and wisdom of body-mind as well as when and how the technique can be applied in-the-moment to workplace issues and situations.

Part Two: Informal review and Q&A occurring approximately one week after Part One (one hour). This time allows participants to clarify, if necessary, information, and practice and reinforce the learning they acquired in Part One.

Group Size

Best for groups of four to a dozen people, and a maximum of twenty online. The material can be offered on a one-on-one basis as well as with coaching in the workplace.

To see more on this workshop.

How to Release Limiting Beliefs to Improve Performance

Limiting BeliefsEmployers seek staff who are effective problem solvers. Yet, in the paraphrased words of Albert Einstein: 'Problems cannot be solved with the same mind that created them.' This apparent dilemma has fueled the current emphasis on cultivating what's commonly called a "growth mindset."

This workshop supports the cultivation of a more open growth mindset among participants. Staff explore the thoughts and beliefs that limit their ability to shift their mindset, and in particular, mindsets that constrain workplace performance and work-life balance.

The ability to question personal perspectives, decisions, and actions is key to shifting one's mindset. This capacity can help staff overcome resistance to feedback and change as well as promote a greater appreciation of the ideas and work processes of team members and others within the workplace.

Releasing Limiting Beliefs to Improve Performance Two-Part Workshop Format:

Part One: Participants first identify common real workplace issues and informally share their thoughts and beliefs associated with these issues. Several of these thoughts and beliefs are then used to illustrate a simple effective practice to open and shift their perspectives, facilitate an ongoing agile process for changing one thought at a time, and ultimately sustainably shift their mindset.

Part Two: Informal review and Q&A occurring approximately one week after Part One (one hour). This time allows participants to clarify, if necessary, information, and practice and reinforce the learning they acquired in Part One.

Group Size:

Best for groups of four to a dozen people, and a maximum of twenty online. The material can be offered on a one-on-one basis as well as with coaching in the workplace.

For more on this workshop.

Format of Starchaser Staff Development Workshops

All staff development workshops are short, practical, presented on-site, and can be tailored to specific contexts or staff needs. Workshops, as well as coaching, can be provided virtually (online) as well. Workshop content can be tailored to your staff’s personal development goals.

Patricia clearly has deep knowledge and presence. She is warm, informal, and informative. She gave us time to share our ideas and experiences as well.

The Mind Shift workshop was really powerful. Such a new way of looking at beliefs. I learned such a simple; yet, extremely effective tool for turning my thoughts around. 

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