JENNIFER WHINNEN
"Well done is better than well said"
Benjamin Franklin
TRAINING PHILOSOPHY
A dead end can never be a one way street; you can always turn around and take another road.
- Bo Bennett
When an organization is in need of a tune up, it may feel like this photograph: all twisted up. Perhaps you find yourself asking, “Wait, how did we end up facing this way?”
At times like these, it is imperative to ask yourself hard questions. What are your organization’s values? What are your goals? What distinguishes you? What are your strengths? Where can you improve?
Delving into these questions is the cornerstone of my consulting and training work. I encourage organizations to take critical stock in how they are aligning with, or straying from, their mission statement. From there we work together to create programs and trainings that will enhance, grow and re-energize.
Maslow’s Hierarchy of Needs is often used as a standard for development and growth. The assumption being, once our basic needs are met, we then become interested in “higher level” things like love, self-esteem and belonging. Silberman and Biech (2015) state, “One of the key ways people feel safe and secure is when they feel connected to other people and are included in a group” (p. 7). However, in today’s rapidly changing, diverse and dynamic world, Maslow’s Hierarchy is too simplistic and limiting. In her 2016 article Turning Maslow’s Hierarchy on Its Head, Patrice states, “Necessity is reductive. Desire is complex.” Patrice illustrates how, even in impoverished communities, people are still interested in self-actualization and will often make decisions based on desire rather than need. Group “agreement” or cohesion may not be necessary to feel safe. Groups can, and do often, work despite having differing points of view (Deetz, 2004). Being willing to be uncomfortable is important. In fact, supportive environments where it is safe being uncomfortable, is a more important factor for creating dynamic learning environments.
We are all looking for growth, connection and development. I believe people, if given the right balance of active learning and encouragement, will be adaptive and responsive learners. I have over 23 years of experience teaching adult learners and completed my master’s in Communication and Leadership through Gonzaga University. I combine my knowledge of mindfulness techniques, yoga, my studies of Hermeneutics, the work of Stan Deetz, and Silberman & Biech to create active, open, supportive learning sessions that encourage and foster change.
WHAT TO EXPECT
Consulting Process
Working from a foundation in Hermeneutic philosophy, I start with the understanding that we are all coming to the table with a distinct sense of “otherness.” This is an opportunity. The “other” is rich with possibility. “Only through our encounter with radical difference does transformation becomes possible” (Deetz, 2004, p. 145). Hermeneutic philosophy contends that embracing difference creates empowering disagreements, which are opportunities to create new and wonderful possibilities.
Rather than distancing themselves from discomfort, I invite all my clients to engage with the uncomfortable and have open, honest conversations about the state of their organization from all perspectives. “When we encounter the ‘other’ in this way, we not only challenge the status quo, but also open the door to deeper self- awareness” (Deetz, 2004, p. 145). This approach allows organizations to develop a responsible, diverse action plan.
This approach creates programs and trainings that have longevity and sustainability well after the training has ended.
As a dedicated servant leader and partner in your organizations’ growth I will:
Work collaboratively
Share responsibility
Encourage Inclusion and Diversity
Respect and Celebrate BOTH Challenges and Successes
GETTING TO KNOW YOU
Research. The Questions and the Big Picture:
What is the mission statement?
Goals?
Where are you succeeding?
Where can you grow?
STRATEGIES FOR THE FUTURE
Creating a Plan:
Training Goals
Leadership Development
Mentoring Opportunities
IMPLEMENTATION
Active Training Modules
Presentations
Peer Supported Learning
FOLLOW UP AND FOLLOW THROUGH
Evaluations and Next Step Support
Long Range Goals and Methods For Self Sufficiency
Follow-Up Support: Short & Long Term
Keeping Up with Expectations
Future Planning
TOOLS
What I Do
RESEARCH
Surveys & Evaluations
The most valuable research for change are well constructed feedback tools. Working collaboratively, I will research best practices and create tools that will provide a clear picture of what is needed both before and after a training has been implemented.
TRAININGS & WORKSHOPS
A Valuable Skill
Active learning techniques engage participants and stimulate conversations, and growth. Using proven tools and techniques, I will create trainings that will keep learners focused. Learners will feel a sense of ownership and accomplishment over their experience.
COMMUNICATION SKILLS & DEVELOPMENT
Raising the Bar
The world is diverse. Being able to communicate needs and expectations with respect and care is imperative. Training and best practices for how to communicate effectively are vital for organizations. Using researched and peer reviewed materials, these trainings will help you communicate better and more effectively.
LEARNER PROFILE
Jason Pittman
Jason is a great example of the power of moving outside your comfort zone in a training program. Watch this video to see how he transformed from a resistant learner to an active learner.
