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Succeeding
in Your Organization With a Disability
With Programs Designed For
Private Industry or the
Federal Government
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O P T I O N
S
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1. "Diversity Day" Presentation or Keynote Address
-- See Below
2. All-Day "Diversity Seminar" Program -- See
Below
3. "Black History Month" Presentation -- Click
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4. Freeman Institute Black
History Collection --
Click Here
5. Critical Incident
Debriefing -- Click
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6. Preview Online Diversity Course
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This uniquely powerful program enjoyed
by folks at the EPA and other organizations initially
addresses the strengths and vulnerabilities of the internal
world of each participant. It is done with a certain gentle artistry and humor.
During the second part of the session the focus switches to
how participants can enhance their interpersonal
relationships. Three areas of potential conflict are
illustrated, along with practical solutions for every
challenge.
Basic Thesis: We all are
different. Some of us are thinkers, others are doers, some
are passive, and still others are aggressive. Most people
come to work with pretty good intentions, but we get on each
other's nerves just by being ourselves. In the every-day
stress of the work environment, the tiniest issues can
escalate. And soon we are fighting about the way we are
fighting, instead of dealing with the real issues. People do
not respond to our intentions. They respond to our behavior.
People spend a great portion of their
time training in the latest software, tools and techniques
to remain competitive in their workplace. This is not
enough. Studies have shown that 15% of financial and career
success can be attributed to technical competence, while 85%
is due to good interpersonal skills. In this session we
showcase the 85%.
During the first half of the workshop
we focus upon the internal world of the participants. Then
we take an external view – how to apply this information
to relationships with supervisors, peers and other
associates. Plus participants will learn information that
will prepare him or her for any future advancement their.
Capable workers with disability have
dealt with a glass ceiling for years with a lot of factors
against them – hired, many times, at lower grade levels. A
lot of barriers, attitudinal barriers. In fact, only about
10% of all workers with disability stay succeed in the work
place.
The main challenge for each person is
to focus one’s attention upon the things each one has
responsibility for and can control. Through insights from
this program, participants will be provided additional tools
to create his or her own success within the organization --
in private industry or in the Federal Government. |
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NEEDS
ASSESSMENT TO DETERMINE HOW TO CUSTOMIZE PROGRAM
© Copyright, 2012 The
Freeman Institute. All rights reserved. Nothing on this
page may be used without explicit written permission.
Note: Reproduction of any kind, including cutting and pasting, is
strictly prohibited.
Understanding
Disability:
"Disability is not a 'brave struggle' or 'courage in the face of adversity'... disability is an art. It's an ingenious way to live."
-- Neil Marcus (poet)
"It is you, not the astronauts, who are the true pioneers at the frontier of human being."
-- Justin Dart (advocate)
Education & Employment
"No other set of laws so entreats academia to take its own temperature, examine its traditions, and thoughtfully deliberate about which of its standards are essential and which are merely unexamined habits. Whether from the insights we achieve from integration or from self-reflection, the unconventional, nontraditional, innovative ways in which individuals with disabilities accomplish tasks place us on new paths that benefit us all."
-- Paul D. Grossman (Attorney & Law Faculty)
"We must create a culture that focuses the full force of science and free enterprise on the individualized empowerment of every person, with or without disabilities.
" --
Justin Dart (advocate)
Rights and Responsibilities:
"As social movements mature, they begin to look beyond the 'letter of the law', which emphasizes ethics and values, and promulgate systemic changes in attitudes, behaviors and institutional structures."
-- Leslie Kanes Weisman (Architect & Author)
Access By Design:
"The intent of universal design is to simplify life for everyone by making products, communications, and the built environment more usable by more people at little or no extra cost."
-- Ron Mace (Architect & Designer) |
Workshops
Retreats Seminars Conferences
Conventions
N
o B u l l. N o H y p e.
P
R O G R A M O V E R V I E W |
“Succeeding
In Your Organization With A Disability”
BOTTOM LINE BENEFITS –
Immediate and long lasting
1.
Each
participant has a better understanding of his/her personality style.
2.
Reduction
of the potential for conflict or power struggles.
(preventive maintenance vs. crisis management)
3.
Higher
morale and greater productivity.
4.
Better
listening and communication skills with colleagues outside the
government.
5.
Greater
sensitivity to work force diversity.
6.
Tools
for influencing an emotionally safe climate.
7.
Working
with change; not against it.
8.
Knowing
how to approach different people and situations.
9.
Implementation
of change in a win/win style.
10.
Enhancing
self-motivated work teams.
11.
What
works and what doesn’t work in terms of motivation.
12.
Dealing
more effectively with difficult behavior.
13.
Confronting
the “glass ceiling and attitudinal barriers in a proactive manner.
14.
Developing,
utilizing and enhancing networks.
PROBLEMS
- How you approach problems and challenges
PEOPLE - How you interact and attempt to influence people
PACE - How you respond to change and activities
PROCEDURE - How you respond to rules set by others
75%
of the focus of this seminar will be on the internal world of the
participant.
25% of the focus will be on how participants interacts with others.
·
PROGRAM
OVERVIEW – (Full day
generic version with appropriate breaks)
*
Presenter introduces himself and the purpose of the program.
* Humorous concepts illustrating the reality that people are
different, predictably different.
* Difficult challenges experienced by people with a
disability.
* The motivation of a disabled person.
*
Explore the five contributing factors to personal behavioral styles:
i. Heredity ii.
Childhood
role models iii. Birth
order
iv. Physical characteristics
v. experiences
* Emotional pain – The great modifier of human behavior.
* The difference between power and influence
* Johari Window – How trust and mutual respect are built up
or broken down in an organization.
* How personal Blind Spots and Mask effect
leadership/followership styles and teamwork.
* Peeling the layers of the onion skin to get to the core
issues: i. Gender
issues ii. Cultural diversity iii.
Generational influences iv.
Professional status v. Disability issues
vi. Personality style
* Administer profile material
* Overview of the universe of the four dominant personality
styles and how each style:
i. Responds to or reacts to emotional pain
ii. Seeks to control his/her environment
iii. Leads and follows iv.
Makes decisions v.
Communicates vi. Deals
with change
vii. Processes information
* Three main areas where conflict generally erupts, combined
with concepts for preventive maintenance – plus skills for
managing
oppositional behavior after it has escalated.
* In-depth study of each personality style: i. Major
fears ii. Natural and
adaptive styles when confronted by stress or change
iii. Dynamic drives iv.
Needs-motivated behavior and communication language
v. Tools for working effectively with each style
vi. How personal dominant and sub-dominant styles
can compliment vs. cause internal stress vii. Drawing the best out
of others at
work and at home – lifestyle change.
* Learning to “read” one’s graph.
* Now what do we do with all this information?
* Time for feedback, personal responses to the accuracy of the
information, and specific questions.
* Help to develop action and accountability plans.
* Allowance for one-on-one time with instructor.
100%
Satisfaction Guaranteed. Period.


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"Dealing
With People Who Drive You Crazy!"®
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