![]() Ellen Grondine is the Dean of Law, Education and Social Professions at Northern Essex Community College in Lawrence and Haverhill, Massachusetts. She has also held administrative positions in the K-12 public education arena specifically related to curriculum and instruction and has extensive teaching experience in both early childhood and special education. Ellen is an Appreciative Inquiry Facilitator, a Process Management Trainer and a member of the National Coalition Building Institute (NCBI) team of trainers. Her expertise in strengths based team building, her understanding of tools for critical analysis, and her work in building effective inter-group coalitions have been instrumental in academic and strategic planning, divisional training and goal setting, and her community outreach efforts on behalf of the college. She has facilitated collaborations among the college and veteran’s service agencies, community partnership councils and public school settings by providing workshops, program development and resources. Her work within the K-12 setting also includes the design and implementation of Appreciative Inquiry teacher training as a means of strengthening parent-teacher relationships and facilitating communication among public school administration and community members. Ellen earned a Master of Education in Curriculum and Instruction from Lesley University in Cambridge, and a Bachelor of Science from Wheelock College in Boston, Massachusetts. |
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Tag Archives: appreciative inquiry
AIFT – Las Vegas
Title: Appreciative Inquiry Facilitator Training©
Location: Las Vegas
Link out: Click here
Description: Registration is now open for this powerful four day training. At the end of AIFT© intensive four day training, participants will have the skills and foundation to facilitate Appreciative Inquiry sessions. Learn to guide organizations, groups and communities consciously and deliberately shift their collective ways of being and seeing to an appreciative approach, that will help them focus on what’s right in their organization, group or community, rather than on what’s wrong, so that they can deeply inquire into what’s right and why, and then find ways of intentionally creating more of what’s right in their organization, group or community.
This program has been developed and is presented by the Center for Appreciative Inquiry to provide a cost effective way for communities, people and organizations to dialogue and action for creating positive change.
If you would like more information about this workshop or would like to register, email Kathy at Kathy@companyofexperts.net
Start Date: 2010-02-10
End Date: 2010-02-13
Strategic Planning with Appreciative Inquiry for Colleges & Universities
Overview:Appreciative Inquiry is an approach to planning and positive change that has been used successfully in colleges, communities and organizations all around the world. It is broad-based, highly participative, and energizing. It builds new skills in faculty and staff, develops new leaders, encourages a culture of inquiry, and helps create shared vision and purpose for your college by building on your core values and strengths. Perhaps most importantly-it leads to action, commitment, and results. Designed For:College presidents, executive teams, planning committees, and Ai Consultants who work with colleges and other public agencies. Learning Outcomes:Developing Your College’s Next Strategic Plan with Appreciative Inquiry will provide college executives, executive teams, and planning committees an overview of how Appreciative Inquiry works and answer key questions:
Outline:
Materials Required:
Additional Information:To learn more about the price, availability, or to register for this webinar, please click here Space is limited, guarantee yourself a spot today! |
Free Resources
Appreciative Inquiry Resources:
- Appreciative Inquiry Commons
- Center for Appreciative Inquiry
- Compliment Dude
- Cooking, Jazz, and the Art Improvisation
- Interview with David Cooperrider
Faculty Resources:
- A New Way of Leading Change in Schools and Colleges
- Aligning Strengths through Appreciative Inquiry
- Cells Alive (online resources for biology/nursing/medicine/bioengineering)
- Chemistry Collective (online resources for teaching and learning chemistry)
- Department Chair Institute
- Eastern Conn. State University Peer Mentor (online resources for students in college)
- Shodor Interactive (free online courseware in science and mathematics)
- WebQuest.Org (make good use of the internet while engaging students)
Presentation Resources:
- Create Professional Flash Presentations in PowerPoint
- Convert any document into a PDF
- Many Eyes (Create unique visualizations that can be inserted into documents, blogs, and social media)
- Free Conference Call, Phone Conferencing, Teleconferences
Professional Resources:
- Be Irreplaceable at Work
- Docstoc (Find and Share Professional Documents – search over 3 million public documents)
- Easybib (free bibliography maker)
- Employee Training Leads to Competitive Advantage
- Employers Cant Ignore Workplace Bullies
- Lawyers and Employers Take the Fight to Workplace Bullies
- Management Help (Free Management Library)
- The Neuroscience of Leadership
- Transform your resumé to include work samples, charts and graphs, audio, video, and images
- Workplace Bullying Survey
- Workplace Bullying: What Everyone Needs to Know
Search Resources:
- A search engine that donates money to a charity of your choosing every time you search
- A search engine that focuses exclusively on business; sifts news and opinions to make them actionable for business people
Social Networking Resources:
- Create free slide shows that can be embedded into your social networking sites
- Social bookmarking site that allows users to tag, save, manage and share web pages from a centralized source
Video Gallery: (view here)
Success Stories/Case Studies
The documents found below are just a few of the practicums that have been submitted by individuals who have undergone our 4-day Appreciative Inquiry Facilitator Training (AIFT) program. We celebrate in their achievements and enjoy learning how Appreciative Inquiry has influenced their lives – personally and professionally. We are so appreciative of the clients we serve and the joy they bring to our work. New stories are posted frequently, so check back often to see what new stories have been posted. Enjoy!
Internships
Internships are available each semester (fall, winter break, spring, and summer). Internships include paid and unpaid. This is a busy and fun corporate environment. The Company of Experts develops and delivers corporate training programs. The Company shares office space and provides staffing support to a software development company. If you are interested in gaining valuable experience in a busy and growing company, please send a resume and cover letter telling us which of the 6 positions you are applying for to Kathy at Kathy@CompanyofExperts.net
Internship Requirements:
* Must be a current full-time or part-time college student in Clark County
* Minimum GPA Requirement is a 3.0
Internship Job Description:
The work is varied with new learning experiences every day. The duties may include any and all of the duties list below. Working with two small start-up companies with a vision for making a difference, you will have the opportunity to learn new skills and be part of a dynamic and growing team.
Internship Positions Available:
General Office
The general administration office has two openings each semester for an organized, self-motivated individuals to assist with the general administration functions for each company. Duties include: assisting with internship paperwork, applications, and orientation; helping coordinate workshops and training programs as well as technical software development meetings; daily accounting activities and client support via telephone and the internet; and working to complete various administrative and organizational tasks.
Marketing
This fast-moving, dynamic work environment is best suited for students with an interest in the following career fields: Public Relations, Marketing, copywriting, promotion or Advertising Sales.
Projects may include assisting in research analysis such as surveys and other research used to gain clients for both companies. Knowledge of MS Excel and MS Word is a must. Other basic computer knowledge in Office programs is helpful. One to two interns will are necessary.
Sales Development
Two to three interns are needed to assist the advertising sales representatives who handle in-house mail order and classified sales. The interns will aid in sales efforts, maintain lists of clients and update the online registration system. They will also help plan and organize training programs and services. Duties include: typing, filing and phone prospecting, as well as special projects throughout the semester.
Content Development
Content Development needs three students to assist the department in developing and producing a variety of training programs and workshops including online and webinars. Interns in typically assist with the following activities: fact checking, proofreading, photo research, new business research, brainstorming sessions and advertising projects
New Media/Social Networking
One bright, enthusiastic, motivated student to assist with various projects that may include proofreading, research, blogging, online editing, writing and managing content. Ideal candidate works well with others as well as independently. Multimedia experience preferred. Interns should have an excellent eye for detail, possess superior language skills and be interested in web publishing/design.
Technology
One intern is needed in the Technology department for 10 hours per week. Intern will perform minor troubleshooting for windows-based systems and windows software, including active directory audits. Intern will assist in updating existing databases maintained for software, hardware and wiring and maintaining supply inventories. Intern will be involved with updating workstations with recent patches to Windows XP. Other duties include administrative and organizational tasks. Experience with Outlook, Word and Excel are necessary. Ability to be detailed-oriented and keep accurate records a must.
AIFT – Baltimore, MD
Title: Appreciative Inquiry Facilitator Training©
Location: Baltimore, MD
Link out: Click here
Download Brochure: AIFT Baltimore 2010
Description: Registration is now open for this powerful four day training. At the end of AIFT© intensive four day training, participants will have the skills and foundation to facilitate Appreciative Inquiry sessions. Learn to guide organizations, groups and communities consciously and deliberately shift their collective ways of being and seeing to an appreciative approach, that will help them focus on what’s right in their organization, group or community, rather than on what’s wrong, so that they can deeply inquire into what’s right and why, and then find ways of intentionally creating more of what’s right in their organization, group or community.
This program has been developed and is presented by the Center for Appreciative Inquiry to provide a cost effective way for communities, people and organizations to dialogue and action for creating positive change.
If you would like more information about this workshop or would like to register, click here.
Start Date: 2010-04-12
End Date: 2010-04-15
Christopher Szecsey
![]() Christopher Szecsey (pronounced “say-chay”) has over 38 years of worldwide experience across more than 48 countries in capacity-building of individuals, teams, community groups, organizations, & projects. For the past 15 years, he has worked as consultant, trainer, & facilitator with international nonprofits & local nonprofits (NGOs) as well as with government & multilateral agencies in the USA & around the world. His international clients include: the Center for Disease Control in Ethiopia, Carter Center, World Wildlife Fund, American Red Cross, Save the Children, CARE, PACT, PATH, Family Health International, Pathfinder, Counterpart International, The Asia Foundation, FAO/UN, UNDP, & UNICEF as well as international consulting firms, foundations, & government agencies. Prior to consulting, he served nine years as a Country Representative/Field Office Director for Save the Children/US on three international assignments in Asia & the Pacific Islands; two years as a Project Director for UNDP in Nepal; & three years as a Peace Corps Volunteer in Ecuador. His USA clients, mostly in the Northern California, include: the Volunteer Center & its Nonprofit Resource Center, Community Action Partnerships, West County Community Services, Santa Rosa Symphony, Habitat for Humanity, RECOURSE, Restorative Resources, Sonoma County Repertory Theater, Next Generation, Lifeschool, Osmosis, Southwest Community Health Center, La Luz, foundations such as Levi Strauss & West County Healthcare, school districts, & local city & county government agencies. Key areas of Christopher’s consulting experience include building the capacity of the nonprofit sector around the world including in the USA; providing technical assistance, training & facilitation in collaboration/partnerships; organizational assessment & development, leadership & team strengthening; program assessment, design, planning, & management; & board & staff development as well as work with local government agencies. Christopher has significant experience & skills in training & facilitation with boards, senior staff, & diverse stakeholder groups, using learner center participatory, interactive, & collaborative learning processes to ensure client & stakeholder involvement, engagement & ownership for positive change efforts. He has served on the board of three nonprofits as well as the chair of one, and as a nonprofit executive director. He graduated from the University of the Pacific/Callison College, and successfully completed the Executive Certificate Program in Global Change & Social Innovation/Appreciative Inquiry, Global Excellence in Management (GEM) Initiative, Case Western Reserve University. His three languages are: English, Spanish, and Indonesian. |
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Free Online Workshops Winners
Staff development and training for organizations is at a new frontier. A well designed program, training, seminar or workshop will have defined intended learner outcomes, be interactive, engage the learner and include take-away and immediately usable skills. The Company of Experts offers customizable training solutions that are cost efficient.
Our professional development workshops online are facilitated, include office hours and outstanding curriculum…. Available for all organizations and individuals as well. Our great face to face training now available on-line.
Free Online Workshops Given To…
We had the opportunity to meet the following people at this year’s Innovations Conference in Reno, NV. These individuals attended one of Company of Experts sessions regarding online learning. We thank like to thank each of you for participating in discussions by presenting you with certificates to a free online workshop!
Ann Turoczy, Gary Hartley, Diane Nicolet, Jennifer Lange, Cynthia Ross, Las Positias and Cindy Adams
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For over 20 years, Company of Experts has watched individuals become inspired through creative change, innovation, and Appreciative Inquiry. To celebrate our 20th anniversary, we asked individuals who have become certified as a facilitator for Appreciative Inquiry to write a practicum that tells how they have incorporated AI into their personal or professional life. We took practicum submissions and created a 20th Anniversary Edition of Celebration for all to share. We randomly picked one submitter to be a winner for a free online workshop. The winning submitter is:
RJ Johnson
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Congratulations to all of our Winners!!!
Bullying in the Workplace
Bullies aren’t just found on the playground. As a society, we would like to think that when bullies grow up they have learned right from wrong, changed their behavior, and treat others with dignity and respect. Many do; however, some bullies never revert from their mean, aggressive behavior. As our society evolves, with its reliance on technology, many bullies are finding different means and different environments to continue their tyrant-like behavior.
Company of Experts was recently the target of a bully. The Company had an agreement with an independent contractor whose job would require minimal supervision/input from a few individuals via a weekly teleconference. Over the course of time, numerous issues began to surface. First, work submitted by this contractor was not completed, and in some cases, was never attempted. The blame was pushed upon the individuals this person worked with for reasons such as: “it was too much work,” “it wasn’t worth my time,” “no one asked me my opinion,” etc. Needless to say, not a lot of work was accomplished by this contractor. Individuals within the Company picked up the slack and worked long hours in order to meet project deadlines.
Second, the cost to finish this contractor’s projects continually increased. Not only was the Company paying the contractor’s salary, they were also paying the salary of the individuals that were taking on the contractor’s responsibilities. The contractor was originally hired because this individual possessed technical skill sets needed for specific projects. However, because the contractor was not doing their job, the Company was compelled to hire additional staff, who also possessed these skill sets, to complete projects that were neglected by the contractor.
Third, employees who worked with this contractor, and met via weekly teleconferences, were suffering from anxiety attacks prior to each meeting. When questioned as to what provoked these attacks, many answered that after each meeting they were assigned an extensive list of items/jobs by the contractor to complete before their next weekly meeting. They added that their “to do list” consisted of tasks that were part of the contractor’s responsibility; however, if they did not take it upon themselves to pick up the slack, the jobs would never get done. In addition, employees noted that if items on their list were not completed by the following teleconference meeting, the contractor would complain that the employees were not doing their job. As a result the contractor would say something to the effect of, “Well I can’t do my job if you don’t do yours.” Many employees would ignore other items/projects they were working on in order to complete the tasks that the contractor wanted done. The tension in the office was thick with worry that they would not finish their “to do list”.
Company of Experts determined it was in the best interest of the Company and its employees if they released the contractor. During this transition, the contractor was harassing employees via phone and email, inquiring the reasons for the contract termination. The Company notified the contractor to not contact their employees in any way, email or phone. The contractor retaliated and continued to harass employees and threatened harm to the Company and to the employees personally. When the Company released the contractor from service, they changed the usernames and passwords to the Company’s websites, newsletters, etc in fear that the contractor may try to “destroy” materials. Unfortunately, the Company forgot to remove the contractor from having access to the Company’s corporate blog and calendar. As a result, the contractor changed the username and password to these items, which prohibited Company access to these items, inevitably rendering them useless.
The cost in lost time due to stress, restoring damaged materials, documenting, researching our rights, defending the employees and the Company are great. Additional costs that can be incurred by companies that suffer at the hands of bullies are: increased cost of health insurance for employees, lost days at work, increased legal bills, talent turnover, etc. We think we are being polite by calling these individuals rude or difficult people, but these individuals are “Bullies”. Bullies (like the contractor in our story) create unhappy, unsafe, and unproductive work environments.
You may see several workshops titled “Dealing with Difficult People”. Company of Experts has refrained from developing any workshop with such a title. Is it rude, difficult, bullying, or harassing? Our online workshop “Managing Professional Relationships at Work” is a beginning to understand how others behave at work. The Company of Experts will address bullying at work in this workshop which is to begin in early September. Information regarding registration times, dates, curricula, etc. can be found by clicking here.
The Company wanted to become more aware of how to spot inappropriate, abusive behavior so as to protect itself and its employees. The Company began researching and uncovered several informative websites. One website, workplacebulling.org, had a startling statistic that read:
“A staggering 37% of the U.S. workforce is bullied at work (an estimated 54 million Americans).” This website lists the traits of individuals who are targeted by bullies:
- Individuals targeted by bullies tend to be independent. The increased level of independence drives the bully’s need to control.
- Individuals targeted have more social skills and are more likely to possess a high level of emotional intelligence (i.e. empathy – even for their bullies).
- Targeted individuals also do not respond to aggression with aggression.
What Company of Expert has learned from this experience…
The conflict seems to be with the perception that people grow and develop as they age. We anticipate those who were Bullies in school will transition to adulthood recognizing that civility and courtesy are key factors to development and growth. In reality, they may have actually become more of a Bully, therefore, becoming someone who stalks, harasses, and commit crimes that they can be punished for. Still, other Bullies stay within the law. These type of bullies enjoy the attention they receive from their erratic actions.
The general response from legal consul is mediation. Unless, the person is violating the law, we look at both people as needing to be “fixed”. This puts the Bully and the Target on an equal playing field, which sounds like a good way to handle this. In fact, most employers and employees are not trained to handle this complex issue. Our research has found that some websites and books recommend that you combat the Bullies on their level. Like you do for a wild animal, you get “bigger” than they are; which is an interesting concept. However, the problem with this approach is that this is not team-friendly. Just because an employer removes a bully from the work environment does not mean that the bully won’t resurface in some way. As in our case, the bully retaliated and has continued to make efforts to harm and destroy the Company. Most HR departments and managers work to keep business flowing and maybe not be trained or have time to handle conflicts such as this. This leaves them feeling overworked and inefficient.
Resolving disagreements is difficult today for two reasons:
- We are emotionally stressed because of the weak economy, world ecology and the potential of terrorists’ threats. This keeps people in reactive thinking which tends to close them off to creative resolution or to make them back away from engagement.
- We simply do not have the tools to civilly and cooperatively achieve sustainable resolutions to the problems which arise in organizations.
Will we ever change the inappropriate behavior of bullies? Maybe not. Bullies usually do not listen, are aggressive, and do not understand appropriate social behavior. The decision is up to us. We either accept a bully’s inappropriate behavior or become proactive in taking the necessary steps to discontinue a business relationship. Extreme cases may require having to refer the matter to legal counsel.
Working for a living is a basic for most of us. We can learn job skills and earn degrees to get the job that we want. Keeping that job and finding happiness there requires that we each have the interpersonal (or intra personal?) behaviors that are complimentary to how we want to be treated, to our team, and to the Company we work for. This fits into the lifelong learning category. We can do this learning in many ways such as reading, mentoring, coaching, modeling (how we teach others and how they teach us – our actions and interactions!) and workshops. Company of Experts has developed terrific programs that can help you develop your leadership style. In this new society, we each are leaders of our future – the path we choose is up to us. For workshops and programs that we offer – Leadership Development Institute (LDI) and the Center for Appreciative Inquiry. The Department Chair Institute is specifically tailored for our educational partners.