Workshops - Systemic Conception And Design

Learn the conception, design and holding of workshops with the systemic approach!

What you'll learn
Professional background knowledge and tools for the first workshops
Conception of workshops
Linking systemic counselling in workshops
Planning and controlling participation involvment
Overview and creation of workshop designs
Examples of interventions
Team development as a separate chapter
Identifying and intervening conflicts in teams (separate chapter)
Case study and recommendations for action
Requirements
Openness and courage to try new things
Description
Would you like to improve your skills as a (future) manager in terms of lectures and workshops? This course is up to date with the systemic approach and gives you the necessary background knowledge so that you can get started with your own projects right away.The target group are (future) managers, project managers, people in leading positions or simply all people with responsibility in their jobs.I have included scientific content and my own experience as a trainer, coach and manager into these lessons. This will give you a good overview of the most important tools and methods in holding workshops to develop and consolidate your professionalism.In this course we will deal with the following contents:Workshop: In addition to the definition of the different types of presentations, we will discuss the differences between groups and teams. We will also deal with the different occasions. This will give you an overview and you will be able to define the contents precisely in the coming clarification of the assignment. Since you as a consultant often have to do a lot of persuasion for workshops, we will also look at the advantages and arguments for workshops. This will be followed by a discussion of the differences in presentation and moderation in general. At the end of this chapter we will work on the skills of a moderator, so that you can reflect on your own.Systemic consulting: An essential feature of this online course is the link to the systemic approach. We start with a definition and an overview of the topic. You will learn about constructivism, which is one of the main pillars of the systemic approach. We also cover psychoanalytical perspectives to give you a basic understanding of transference and countertransference. We will take a look at the facilitation process and the emotional phases in change processes. With this model you can use workshops to provide information for diagnosis and at the same time implement group work.Conception of workshops: In this video series, the first thing to do is to discuss the main tasks of moderation. We will talk briefly about the didactic material and how you can make chairs in your seminar rooms. It continues with work orders and how you can control group work. Afterwards we will go straight into the subject matter, namely the different types of workshop. I will show you an excerpt, which, in my experience, are the most common. I will briefly go into the six workshops shown and explain their basic orientation.Participatory involvement: As a manager, you will often accompany employees on their way and may already have learned to appreciate the participatory approach. In addition, you will learn the basic building blocks of participatory participation. In this context, I will show you different ways of working together and also discuss the advantages and disadvantages. Often you will integrate all variants in one workshop, so that you get a wide range of variety and interpretation in your workshop.Workshop Design: This chapter is intended to give you a rough overview of how to design workshops. We start with a rough overview and go into detail. With this basis, you can then fully design the order clarification, which we will discuss afterwards. This also includes a clear and well-formulated definition of objectives, because only if you know when a workshop is successful you can be successful. Accordingly, we will also look at some sample formulations in the course.Examples of interventions: In this chapter I will show you the best and fastest interventions to be implemented in workshops. Most of them come from systemic coaching, which I have adapted for the workshop concept. Basically a simple and subtle approach, but where we always focus on output and information gathering, so that we generate real added value. So you should be sufficiently prepared for your first workshop.Team development: In this chapter we first discuss what makes good teams. In return, we will also take a critical look at teams. We will then look at the different occasions for team coaching so that you can implement the different approaches in your workshop architecture. An essential core element of this chapter are the development phases in teams. You will also become familiar with the concept of team roles. This will provide you with two comprehensive methods to help you diagnose and implement them. We will then devote ourselves to an extensive case study - a practical example from my experience. Together with you, I will go through the most important steps in the conceptual design from the initial situation to the implementation and tell you about my thoughts and ideas for implementation.Conflicts in teams: Sooner or later you will be confronted with conflicts in your work as a manager/moderator/consultant. Whether in a small circle during a workshop or as a conflict workshop. In this short video series I will go into the definition, because meaning and types of conflicts. The causes of conflicts will help you to sharpen your understanding of the diagnosis of conflicts and to start appropriate interventions. Furthermore, the systemic view on conflicts helps you to follow and try out a solution- and resource-oriented approach. We will round off this chapter with the escalation steps and at the end I will briefly discuss how to deal with conflicts.With this online course you get recommendations for your own workshop design which you can implement for your own company.Secure your knowledge advantage now and enroll in this course right now.I look forward to seeing you in the course.Best regardsMarkus Edenhauser, MA MSc

Overview

Section 1: Introduction

Lecture 1 May I introduce myself

Lecture 2 Prerequisite

Lecture 3 Expectations

Section 2: Workshop

Lecture 4 Intro

Lecture 5 What is a workshop

Lecture 6 Team vs. group vs. organization

Lecture 7 Occasions

Lecture 8 What are the advantages of workshops?

Lecture 9 Differences in lecturing

Lecture 10 Facilitation

Lecture 11 Competencies

Lecture 12 Reflection tasks

Section 3: Systemic consulting

Lecture 13 Intro

Lecture 14 What is systemic consulting?

Lecture 15 Constructivism

Lecture 16 Psychoanalytical perspectives

Lecture 17 Systems Theory

Lecture 18 Systemic attitude

Lecture 19 Moderation process

Lecture 20 Emotional phases in change processes

Lecture 21 Reflection tasks

Section 4: Conception of workshops

Lecture 22 Intro

Lecture 23 Main tasks Moderation/Facilitation

Lecture 24 Didactic material

Lecture 25 Possible room layouts

Lecture 26 Work orders

Lecture 27 Control of group work

Lecture 28 Types of workshops

Lecture 29 Diagnosis Workshops

Lecture 30 Selection and decision workshops

Lecture 31 Conception workshops

Lecture 32 Vision Workshops

Lecture 33 Conflict Workshop

Lecture 34 Reflection tasks

Section 5: Participatory involvement

Lecture 35 Intro

Lecture 36 Participatory involvement

Lecture 37 Individual

Lecture 38 Group work

Lecture 39 Case study in groups

Lecture 40 Simulation-oriented

Lecture 41 Plenary

Lecture 42 Polls

Lecture 43 Large Group work

Lecture 44 Reflection tasks

Section 6: Workshop Design

Lecture 45 Intro

Lecture 46 Marko, Meso, Mikro level

Lecture 47 Workshop phases

Lecture 48 Context clarification

Lecture 49 Order clarification

Lecture 50 Definition of objectives

Lecture 51 SMART Goals

Lecture 52 Further questions on the definition of the goal

Lecture 53 Orientation

Lecture 54 Reflection tasks

Section 7: Examples of interventions

Lecture 55 Intro

Lecture 56 Interventions

Lecture 57 Interviews

Lecture 58 Role play with perceptions

Lecture 59 Poll about content

Lecture 60 Sociogram

Lecture 61 Force Field Analysis

Lecture 62 JOHARI Windows

Lecture 63 SWOT Analysis

Lecture 64 Walt Disney Method

Lecture 65 Reflection tasks

Section 8: Team development

Lecture 66 Intro

Lecture 67 What makes good teams?

Lecture 68 Teamwork under criticism

Lecture 69 Occasions in team coaching

Lecture 70 Stages of group development

Lecture 71 Team roles

Lecture 72 Case Study Team merger

Lecture 73 Case Study Order clarification

Lecture 74 Case Study Phase 1

Lecture 75 Case Study Phase 1 Examples of methods

Lecture 76 Team reinforcer

Lecture 77 Case Study Phase 2: Diagnosis

Lecture 78 Reteaming

Lecture 79 Case Study Phase 3

Lecture 80 Case Study Phase 4 action plan

Lecture 81 Case Study Phase 5 Closing

Lecture 82 Workshop traps

Lecture 83 Reflection tasks

Section 9: Conflicts in teams

Lecture 84 Intro

Lecture 85 Definition

Lecture 86 Purpose of conflicts

Lecture 87 Two types of conflict

Lecture 88 Causes of conflict

Lecture 89 Conflicts from a systemic perspective

Lecture 90 Escalation levels

Lecture 91 Dealing with conflicts

Lecture 92 Reflection tasks

Section 10: Closing chapter

Lecture 93 Conclusion, Summary & Thank you

People who conceive and/or hold lectures and workshops.