Speaking

Just what makes some people so different AND so difficult?  What drives human behavior from an emotional and cognitive perspective?   We all have that difficult person in our lives, right?  But, have you ever thought that YOU might be someone else’s difficult person?

Through a fun and interactive process, Dr. D engage participants in 3 key activities to gain insight and application through the POWER OF CONNECTION, TWO MINUTES OF PASSION, and the SPICE GAME. They gain an understanding from a neuroscience perspective of how the human brain work, the interplay of different communication styles, the inherent rub between the styles, and tips for how to slow down…cool down and deal with the different SPICES.

Build relationships by understanding styles and the inherent “rub” between styles

• Recognize what makes people “difficult” and the drivers for those behaviors
• Learn to think strategically about communication and conflict…not react blindly
• Work through differences by knowing your styles, the styles of others, and tips to navigate through difficult conversations
• Practice MINDFULNESS…why it matters to your health!

Testimonial: 

Thank you very much for the classes you taught us Friday.  I think this was the best training I have received through LSUSD.  I will use this at work and in my personal life.

Thank you again.  Cynthia Stroman, Secretary, Tierra Del Sol Middle School

Diversity represents many things.  Often, we first focus on culture and ethnicity and how we are different.  This goes beyond those differences that are evident in how we look and how we dress.  Dr. D dives down into those areas which we cannot see but are imprinted in our brain based on our upbringing, family and community influences, and how biases can surface when we’re not even aware.  Participants have the opportunity to explore:

• The Power of Connections
• Shifting the Mindset…Setting the Tone
• What is Diversity & Cultural Competency?
• Identifying and defining your Circle of Influence and how it shows up today?
• Overcoming stereotypes & assumptions to maximize your effectiveness

Testimonials from CSUSM Supervisory Certificate Program:

• Engaging and effective presentation. Exercises were well placed.
• I really enjoyed this class. The instructor made me want to participate.
• Dupree kept everyone interested and involved.
• Awesome and knowledgeable. I loved her.
• She has some fun exercises that involved different cultural awareness.

Life’s traumas, both big and small, shape our futures through mindset, how open or resilient we are to change, and how we show up and how we communicate.  We all come from different walks of life into the common space of work.  Yet, nowhere do we find more divergent and diverse backgrounds, perspectives, and approaches to how we do work.

Today’s successful leader and thriving organizations recognize the importance and value of emotional intelligence, not just intellectual intelligence.  How can emotional intelligence in your workplace practices make a difference in employee engagement, positive culture, and a productive and prosperous organization?

• Gain knowledge of the four core competencies essential to E.I.
• Understand the mind-body response to emotions
• Know when and how to tap into and use emotions consciously, not reactively
• Develop the ability to identify, assess, and control the emotions of oneself, of others, and of groups
• Access strategies to manage your response
• Develop the art of showing compassion to have powerful influence and redirection of difficult situations

Leaders and managers have powerful influence over the people they lead and direct.  But how many are truly aware of the impact they have (both negative and positive), reaching far beyond just giving verbal direction and getting things done.   Understanding the neuroscience of human behavior allows leaders consciously choose how to engage with different people by developing their ability to positively and persuasively influence others through simple but powerful communication techniques and conflict management strategies.  Using “The Five Pillars of Conscious Leadership:” Presence, Awareness, Communication, Relationship Management and Authenticity, here’s what participants gain:

• What it takes to be successful in today’s work world as managers and leaders in culturally
  diverse and different workspace.
• Understand how a “leading consciously” platform represents a framework where everyone benefits.
• Build psychological, not just physical, safety and see how the bottom line grows.
• Gain tips and strategies for how to manage up, down, and all around
• Learn how to profit by building a culture of inclusion and collaborative health and wealth.

Conflict is a funny thing.  Probably not to most, particularly if conflict-avoidant about which half the world is but to others, it’s often a mindset of “get over it?” The complexities and dynamics of human relationships, particularly those in close working relationships at work or at home, explore the neuroscience of how conflict works, how it shows up in our different communication styles, how our past experiences can shape our mindset to conflict, and what we can do about it.  Here’s what participants gain:

• Understand the layers of who we are (how we communicate, how we think, and how we
  deal with conflict) that make-up the uniqueness of our individuality.
• Simplify the complexity by looking at some basic neuroscience of human behavior.

• Combine this knowledge with an understanding of brain differences between) males
  and females (yes, we really ARE different!) to manage relationships easier and healthier.
• Gain some practical strategies for having difficult conversations with different, and sometimes difficult people.

Today’s reasonable accommodation process has grown in complexity, going well beyond the ADA’s original 1990 intent and its amendments in 2008.  Oftentimes, employers, employees and their legal representatives find themselves in a quagmire of different laws that potentially apply.  So, what does “readily achievable” and “effective” really mean?  Learn the difference between “quick fixes” and those requiring more time and intervention.  Recognize that most accommodations are less than $500 (sometimes even less than $100), an investment well worth it when it means keeping employees at work safely and mitigating the potential for litigation.

• What are readily achievable and effective accommodations? Do we have to provide the “cadillac” when a “volkswagen” will do?
• How do you make them work for you without creating an undue hardship?
• How can temporary accommodations work for you, the employer, as well as the employee?
• What resources are available for guidance on “reasonable accommodations?”
• What is the employee’s responsibility when it comes to accommodation? What is the employer’s responsibility?

Explore the evolution of the accommodation process and how to help employees "BE at work, STAY at work, and PERFORM the work!”

Far too often, employers wait until that P&S report from Workers’ Comp finally arrives from the claims administrator to start the interactive process (TIP). Waiting can be a costly venture for both ERs and EEs! What’s Early Intervention look like? How can employers and employees benefit? How do you set up an early intervention program?

• What is the impact of injury, illness or disability?
• What is an early intervention program?
• What can you gain and how does it work?
• Who’s involved and how do we get started…

The Interactive Process (TIP) serves as a vehicle to stay above board when employers are faced with employee with medical conditions, both work- and non-work-related illnesses, injuries, and disabilities.  Many simply don’t know how to do it, when to initiate it, much less how to manage it.  And, unfortunately, many legal professionals and claims examiners are ill-equipped to give good guidance.

Questions abound about employers' obligations for the interactive process when employees experience medical conditions that impact their ability to be at work, stay at work, and perform the work. A myriad of laws exist at both the State and Federal Levels. Missteps are sure to increase liability! This workshop looks at when and how to do it right!

• What is the interactive process?
• What are best practices?
• Who should be involved?
• What should be documented?
• What does the process look like?