May 5 and 6, 2020
Cumulative Effects Conference, Kamloops
November 4, 2019
DisruptHR, Conflict Costs and Strategies.
Mediators Beyond Borders Webinar – October 2019
Lunch with Leaders at the Haskayne School of Business, University of Calgary – March 1, 2018
How To Produce Better Outcomes through Well Designed Collaborations
Toronto, Ontario 06/23/2018
At the 2018 Rotary International Convention, Savage is leading a session that will align Rotary leadership, service, and collaboration to create the best outcomes. Savage will publish a book in advance to serve leaders as a handbook going forward.
New Webinar Series
A Break Through to Yes series of 12 weekly 50-minute webinars for team and leaders to develop their collaborative skills and successes.
Registrations are limited and available at these prices only for this series. Book Now.
Business forced into silos must give way to open and agile systems that better suit today’s needs. The costs of command and control leadership are getting higher. When a company starts making mistakes, tries to force its agenda on others or is in conflict with its stakeholders, the consequences are significant. People revolt and profit margins destroyed; projects get delayed in regulatory and community review for extended lengths of time; employees simply don’t give their best because they do not trust the systems they work in, especially when they have little influence in the processes or programs in which they are involved. The costs to organizations can be both internal and external disengagement, rejection by regulatory bodies and governments, impacted communities, and even damage to the environment. Add to that a wide range of human costs including everything from depression, conflict, suicide, marital breakdown and career paralysis to the loss of the intelligence and vision of the brightest people in your business simply because they mentally check out when they come to work. All this means lost productivity, lost opportunities to grow and prosper, and distracted leaders and workers who no longer feel able to do good work.
Leaders and organizations, however, can gain a key strategic advantage by avoiding all of this energy and revenue-sapping negativity by working together to build a culture of collaboration.
Simply put, you chose to commit to be part of the profound evolution of how leaders develop their teams, network,s and strategic advantages.
|Why and What
What is collaboration and a collaborative culture? Why be a collaborative organization?
Assessment – introduction
Targeting your organizational goals and working together beyond
|Delivering Results through CollaborationCollaborative Leadership Assessment
Your Goals and working together
|Step 1: Set Intention
Declare Your Honest Purpose
Trust and Transparency
|Step 2; Be Aware
Engage Others with an Open Heart
Know the Walls, Barriers, and Opportunities
How will you engage?
|Step 3; Embrace Conflict
Seek Out Those that Speak Out
What is Most Important?
Saying No most often
|Step 4; Seek Diversity
Bring In Many Perspectives
Enneagram for Collaborators
Where are the Gaps?
|Step 5; Design The Collaboration
Create the Right Container
What will You Do?
What are the elements that create great collaborations for you?
|Step 6; Come Together
With Respect and Trust
How will you Be? What will you Do?
|Step 7; Listen Deeply
Realize What wants to be Heard but is not Spoken.
How may you listen at every level?
Timing and innovation
|Step 8; Collaborate with Vision
Tap into the Collective Wisdom
What is the shared future you will create?
Look far past the obstacles to Your Dream
|Step 9; Now Lead
With Purpose and Accountability
When does leadership and collaboration empower one another?
What are the characteristics of a Great Collaborative Leader?
|Step 10; Make It So!
Positively Change the Energy and Our Future
Your Vision and team
Contact David for dates and packages for all upcoming negotiation, collaboration, and dispute resolution webinars.