The GLI — Group Leadership Intensive — is over thirty years old with hundreds of participants having shared the experience. It has lasted all these years because it touches both the heart and the mind.
Names, status, personal histories, and reputations are kept out of the mix and participants take a pseudonym, a name of significance to them, a reminder of something they want to practice or remember.
The result is that this program is intense, personal and built upon a core of principles and skills that can be transferred to virtually any back-home environment, family or team.
It provides the opportunity to try on new behaviors both as a member and as a leader. It’s a place to break old habits and to ask the questions, “Who am I now?” and “Is this the person I want to be?”
If you have ever wanted unbiased feedback, based only on your behavior – this is where that will happen, by people who will want to support your growth. The good news is that those who join you are seekers, too.
Register HERE for the October Session, scholarship funds are still available.
Trust is never the problem. It is too complex: a feeling, an outcome, a level we define, measure.
Real trust is a gift that we have control of giving to others and they to us. Most people can count on a single hand the number of people they deeply trust. Thus, to have it in someone and then to lose it can undermine the entire relationship. The gift we gave is suddenly discarded, thrown away and with it a critical dimension of the relationship.
Actually, the loss of trust is a symptom – an emotional feeling connected to certain acts or situations which, if we take the time to examine, may provide clues to determine the real problem. The disappearance of trust is like a huge boulder suddenly being placed between two people. It appears that it simply has to be rolled over and removed. But, the real problem, the root cause, lies somewhere underneath.
Demanding trust will never alter the situation. In fact, talking about the loss of trust will inevitably create more of a problem. It is much easier to complain loudly about its loss and petulantly demand its return than to look into the root causes. To take a serious look will take time and may be uncomfortable and possibly painful. Predictably, we will often find ourselves to be very much a part of the problem.
Are you willing to risk the discomfort?
“Rod Napier wrote the book on management best practices. His dozen books and forty years of experience are all about the application of skills and strategies for leaders and managers. A co-founder of the University of Pennsylvania’s graduate program in Organizational Consulting and Executive Coaching, Rod’s dynamic style of “telling it like it is” has positioned him as a sought after leadership consigliere to top-tier executives who desire the hard truths necessary to improve their organizations – and themselves.” For more information about booking Rod for a speaking engagement – please call 610-469-3850 or email email@example.com.