"Change is inevitable - Progress is optional"

3 Hour Workshop


PRIMARY OBJECTIVES

  • Identify communication skills that foster innovation.
  • Increase comfort level taking risks when discussing difficult issues.
  • Develop strategies for recovering from mistakes.


This session is ideal for leaders who want to develop skills and strategies to facilitate dialogue around difficult issues.  It is widely known and accepted that the core to innovation is being able to surface and explore differences.  Differences in thought, approach, and perspective.  Without being able to examine and understand differences, truly innovative thinking and problem-solving is limited.  Learn how to engage and encourage others to share deeper information about themselves and learn about others to improve work-team effectiveness. 

DEVELOPING CUSTOMIZED LEARNING EXPERIENCES UNIQUE TO YOUR GOALS AND CHALLENGES


One Ummah Consulting works with clients to  develop customized learning experiences unique to their goals and challenges.  We welcome the opportunity to work with you to identify what would be the best combination of programs and services we could offer to fit your time frame, budget, and meet your goals. 


We also offer some more "general" programs that previous clients have found tremendously valuable.

While general in nature, we are also able to customize these workshops to fit your needs and meet your goals.

 

Intercultural Conflict Styles

Half or Full Day Workshop


PRIMARY OBJECTIVES

  • Understand differences in communication styles as well as the four cultural conflict styles as identified by Dr. Mitch Hammer.
  • Identify one’s own preferred conflict style and how that impacts interactions with others.
  • Develop strategies for working with people who use different conflict styles than our own.

 

The ability to recognize and appropriately respond to cultural differences is a challenge in itself.  Add the elements of stress and emotion and you now are dealing with a cross-cultural conflict with the potential for serious misunderstanding and miscommunication rising exponentially.  Being aware of one’s own preferred cultural conflict style is critically important in effectively resolving disputes across cultures.  Mitch Hammer’s Intercultural Conflict Styles model is the premier tool in creating healthy dialogue and effective strategies for bridging the cultural divide of conflict.  This session will assist participants in being able to accurately recognize their own cultural conflict style and the style of others.  They will also develop key strategies for how to shift and adapt their behavior to improve their effectiveness when confronted with different cultural conflict styles.

Half or Full Day Workshop


PRIMARY OBJECTIVES

  • Provide shared meaning of key concepts and terms related to cultural competency.
  • Increase awareness of one’s own cultural influences on their interactions with others.
  • Develop tools to aid in gathering information about other cultural groups.

 

This workshop focuses on building a strong foundation of core competencies upon which more advanced skills can be developed.  Identifying and defining key terms and concepts like “diversity” and “culture” are key components of the workshop.  Participants will have the opportunity to learn about how culture influences interpersonal interactions as well as business decisions.  As a way of leveraging the growing diversity of our communities as assets, participants learn more about some of the significant cultural differences that are not often discussed, understood or fully appreciated.  Specific strategies to utilize in day-to-day interactions to improve cross-cultural interactions will also be presented.

ONE UMMAH CONSULTING

PRIMARY OBJECTIVES

  • Group analysis in team building efforts.
  • Organizational-wide needs assessment for training design.
  • Program evaluation to assess effectiveness of various interventions.


The Intercultural Development Inventory (IDI) is a 50-item, theory-based instrument that assess the major stages of intercultural competence as conceptualized in the DMIS theory.  The instrument is easy to complete, and it can generate a graphic profile of an individual’s or group’s predominant stage of intercultural development.

Other measures of “intercultural competence” are criterion-referenced, in that they measure how close the respondent matches a set of characteristics or behaviors thought to be associated with intercultural competence.  It is difficult to establish reliability and validity for such tests.  As a theory-based test, the IDI meets rigorous scientific criteria for a valid psychometric instrument.  The resulting data is both descriptive and prescriptive in that it helps understand existing strategies and their challenges as well as prescribes stage-appropriate development interventions to assist the learner achieve their cross-cultural goals.

Half Day Workshop


PRIMARY OBJECTIVES

  • Understand the different challenges in attracting attention to your organization and recruiting a diverse staff and volunteer base.
  • Understand systems-change concepts necessary to build multicultural teams.
  • Develop strategies for recruiting and retaining staff and volunteers from traditionally marginalized communities.


This session is ideal for supervisors, managers and recruiters who want to develop strategies for building more multi-cultural teams.  Identifying best practices in marketing, recruiting and building support systems to retain a diverse work team are the goals of this workshop.  Participants will leave with tangible work-plans ready to implement in their respective organizations.

Communication that Fosters Innovation

Foundations of Intercultral Development

Cultural Competency (assessment)

PRIMARY OBJECTIVES

  • Understand the 4-letter type personality preferences of the MBTI (Myers-Briggs) assessment.
  • Identify one’s own personality preferences and how that may impact the work-team.
  • Develop strategies for working across differing personality types.


This workshop focusing on helping agencies embrace and maximize the diversity it already has. Diversity is no longer just a feel-good HR department term—it's a business essential.

And diversity refers to more than such skin-deep observables as gender, race, or ethnicity. An agency which embraces the diverse ways in which individual employees perceive the world and make decisions based on their perceptions will, simply stated, better understand its community make better decisions.  Using the Myers-Briggs personality preferences, staff will deepen their understanding of themselves and their colleagues so that they are able to give and bring out the best in everyone around them.

Personality Type and Team Building

ARSR (Attract Recruit Support Retain)

Workshops