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As professional Project Managers (including PMI, Agile Coaches, CSM, and PRINCE2 practitioners), we learn a variety of tactical maneuvers that predominantly focus on creating tasks, taking actions, asking others to take action, or creating systems, maps, and/or structures to manage the challenge at hand. These are critical tools. Yet over time, many of us reach a plateau in our skill development and professional learning. We’ve covered the core skill development courses, programs, and seminars, we realize that we already know this material inside and out. And in one sense, that might be true—we have covered the majority of externally focused material in our field. But in spite of that, we’re left with a sense of wanting something more. We experience first hand that the 4 and 5-step prefabricated methods we’ve mastered are no longer sufficient to address the organizational needs we are hired to solve. For those wanting to serve their organizations at a higher level there’s a sense of being stuck. This is because while we’re masters of tactics, we typically know a lot less about how to work with the invisible, internal dimensions of teams—Drucker’s “strategy-eating” culture. As Project and Program Managers, we have the opportunity to transform organizations by motivating, engaging, and elevating the people around them. But in order to do that, we have to become as adept at working with culture as we are at working with systems and behaviours. Having just completed one of the preeminent advanced facilitation trainings in the world that addresses these internal dynamics of group culture (Integral Facilitator Certificate Program), here’s a short list of what I gained:
And I can assure you, these are the skills we need to avoid having our strategies eaten by our cultures. As professional PMs, we owe it to the organizations and groups we serve to embody these developmental skills. But let me also address one of the biggest objections I hear from my peers—that they already know enough. As a PM, I appreciate how at the outset facilitation training might seem like overkill for us because this is what we do on a daily basis. Most of my PM friends think they’ve got enough facilitation skill already—but the truth is, advanced integral facilitation is nothing like the facilitation training courses you and I have taken over the years to keep our PM designation up-to-date. Through Integral Facilitation, you’ll learn to author your way—and much more—to self-mastery. You’ll get the next-level support you need to be able to navigate through the powerful aspects of cultural dynamics that are always at work—whether we see them or not. By combining cultural skill with the tactical abilities you’ve already secured, you’ll be able to open the way for creating breakthrough results for your organizations. Under the pressure of navigating complex changes, the tactical steps we’ve all learned aren’t sufficient anymore. What we really need is to learn to create our own unique way of handling such complex challenges in agile, adaptive and emergent ways. If you want to serve your organizations at a new level, I encourage you to get rigorous training in working with culture—and if you’re ready to begin, the Integral Facilitator approach will meet you right where you are, and take you to the next level. Activity Format
The activity is in the format of a two hour facilitated discussion, with the audience as engaged participants, where many of the structures, key principles and success elements of integral facilitation will be demonstrated. Key Takeaways
Presenters Marc-André Langlais & Michael Bertrand Event Particulars
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