Strategic Workplace Culture
The Appleton Greene Corporate Training Program (CTP) for Strategic Workplace Culture is provided by Ms. Jourdain & Mr. Nagel Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
Personal Profile
Ms. Jourdain, MBA and Mr. Nagel, MA, PhD
Ms. Jourdain and Mr. Nagel have extensive international consulting, training, leadership, executive and Board of Directors experience. They are the co-founders of a two-country consulting company, having created a proprietary system for consulting, learning and development, and facilitation, based in understanding how individual, team and organizational worldviews impact communication and business strategy. This innovative, thoughtful approach to understanding the impact of worldviews on how we each see and interact with the world around us has been well received in a variety of business and community environments, as a general practice and to advance specific issues.
Through direct application of worldview concepts in client settings, Mr. Nagel and Ms. Jourdain developed many planning models and frameworks to make it easy to work with the ideas and knowledge and to achieve results. These models and frameworks include the Worldview Intelligence Six Dimensions Framework, the CIDA-W Planning Model (Clarify, Illuminate, Design, Act, Worldview Leadership), the High-Performance Teams Model and the SHEER Conversational Planning Model (Stance, Hoped for Outcome, Empathy, Engage, Results/Reflection). They also draw on Systems Thinking and the knowledge from neuro- and behavioral sciences in supporting the implementation of programs and strategies they develop with and for their clients.
They are co-authors and co-creators of many resources including several books, resource guides, articles, and e-learning programs in addition to the in-person and virtual programs they deliver. They are called upon as keynote, conference and session speakers and thought leaders on their topics of expertise.
Mr. Nagel, MA, PhD
Mr. Nagel received his PhD in Social and Behavioral Science from Tilburg University, in the Netherlands, in 2015. His research and dissertation on worldviews forms a strong foundation for this current body of work, which is rooted in theory but grounded in a decade of practical application. Recognizing the profound impact of worldview explorations on the quality of conversations on issues that matter, he and Ms. Jourdain created specific applications for clients based on the nature of the issues to be solved.
Mr. Nagel has a BA and MA in Economics. He taught economics at the University of North Dakota and the University of Minnesota-Crookston. In addition, while at UMC he led several research initiatives bringing in over $5 million in research funds to the campus. He has several years of Executive experience including leading a Congressionally established Federal Commission, a multi-million dollar international trade research project and a Theory-U based multi-year initiative funded by several national and regional foundations.
Mr. Nagel has attended the Senior Executives in State and Local Government program at Harvard University as a Fannie Mae Foundation Fellow. He is a Donella Meadows Leadership Fellow. He has years of Board Director experience. He has served on the Boards and as the Chair of the Greater Minnesota Housing Corporation with assets now over $1B; Prairie Public Broadcasting, the statewide public television and radio system for North Dakota; the US-Canada Trade Alliance, an international trade promotion and policy organization; the North Dakota Consensus Council; and other Boards.
Ms. Jourdain, BA (Honours), MBA
Ms. Jourdain is an internationally recognized consultant, trainer and speaker with more than two decades of experience. Her practice is steeped in leading change, strategic planning, leadership development and building High-Performance Teams. When companies are looking to develop new strategies, resolve conflict, engage the hearts and minds of stakeholders, or for professional development, they call on her.
She is a mentor for women business owners through The Forum and is currently mentoring one-on-one and a group process for 8 women business owners. She was a driving force behind Envision Halifax (now Engage Nova Scotia): a voluntary organization whose mission was to ignite a culture of civic engagement. She co-designed and co-facilitated the leadership development program, as well as serving an instrumental role on the Steering Committee for 5 years. Her leadership was recognized in 2009 with an Award.
In her prior career as CEO of the Atlantic Division of a major health charity, Ms. Jourdain was the youngest leader across Canada. Working with the Board, she streamlined internal systems for finance, volunteer systems and service and advocacy support. As a recognized leader, she served on a number of local and national boards, in a variety of roles including executive positions. During her not-for-profit career, she was a member of the Canadian Society of Association Executives (C.S.A.E.), and was on both the local and national boards. Ms. Jourdain earned the designation of Certified Association Executive (C.A.E.). Her outstanding leadership and contribution in the not-for-profit sector were recognized with local and national awards. This included a scholarship to the Banff Management Center where she earned a certificate in Leading People and Organizational Change and then certificates in Strategic Planning and Change Management.
Ms. Jourdain and Mr. Nagel
Both Ms. Jourdain and Mr. Nagel are practitioners and global stewards of the Art of Hosting Conversations That Matter, otherwise known as The Art of Participatory Leadership, which is a self-organized international network of practitioners and trainers. They have been collaborating and partnering on consulting, training, learning and development work since 2011. They have worked together in the United States, Canada, Bermuda, France, Germany, Switzerland, Australia and Brazil.
Their work with clients and stakeholders includes community and cross-cultural engagement, strategic direction, innovation, addressing teams in conflict and building team coherence, in traditional organizations in the private, public and not for profit sectors, across systems in rural, urban and suburban settings, with social entrepreneurs, across generations and in culturally specific circumstances.
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(CLP) Programs
Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.
Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.
Executive summary
Strategic Workplace Culture
Each of us sees, experiences and interprets the world around us in our own unique ways, including personally, professionally and socially. The same is true for teams, companies, organizations, communities and cultures. These worldviews, the lenses through which we see and experience the world around us, directly impact our relationships, communications, and productivity. They impact how company success is perceived, how mission, vision and goals are understood, and how leader and manager behaviors and actions are interpreted.
Worldviews can impact the workplace negatively, creating discord, poor performance, disengagement, conflict and even toxicity. Or, they can contribute to a positive, productive, high-performing and innovative workplace environment characterized by strong trust and relationships. Characteristics that contribute to negative or unhealthy workplace cultures are changeable conditions and characteristics of healthy or Strategic Workplace Cultures are achievable outcomes.
Negative worldviews set a baseline from which culture change can be designed and implemented. Positive worldviews set a baseline from which workplace culture can be strengthened and accelerated. A Strategic Workplace Culture Initiative, using Worldview Intelligence (a proprietary approach to Strategic Workplace Culture created by Ms. Jourdain and Mr. Nagel) and Relational Leadership frameworks, structures and methods, can shift the workplace from the negative to the positive or advance productive workplaces even further.
Organizations, divisions, departments and teams intending to thrive now and in the future are strategic about their workplace culture. Deloitte’s 2012 Core Beliefs and Culture Chairman’s Survey found that while executives and employees believe a distinct culture is important to success, there is often a disconnect between talking about having a Strategic Workplace Culture and creating and sustaining it. This has real costs for a company. Change is possible when the future vision for the company culture is clearly articulated and an assessment of the current state provides a baseline, both quantitative and qualitative, to identify gaps and ways to measure improvement and success. A Strategic Workplace Initiative addresses this.
Costs and Characteristics of Negative Workplace Cultures
Companies with low trust, challenged relationships, and even toxic workplace cultures, show a strong correlation with employee stress and financial costs to the company. These costs are related to sick leave and absenteeism, turnover, employee dissatisfaction, decreases in productivity, increases in health insurance claims, including short- and longer-term disability, and increased mental health costs.
Relationships in unhealthy workplace cultures are often strained and trust is lacking. People compete for time, resources and recognition, rather than collaborate with each other. Lack of alignment with company, division, department or team vision, mission and goals means achieving results takes longer and they can be compromised. These are changeable conditions.