My programmes are intensive, experiential, and participatory (digital workshops included). Participants choose their own degree of challenge in a safe, confidential, and highly supportive learning environment.
All my Workshop programmes can be delivered virtually or in person… but…. what works in the training room doesn’t necessarily directly translate to being delivered digitally. Therefore, virtual and in-person workshops on the same topic will differ – in learning outcomes, approach, and the way participants experience the activities. This means that however I deliver your workshop, your participants will be getting the best possible learning experience, adapted to the medium we’re using to deliver it.
I specialise in the way individuals understand themselves and relate to others, so workshop topics fall into two broad themes, for example:
Personal awareness & self-management:
- Boost your resilience and manage stress
- Deploying your strengths and values in making decisions
- Wrangle your workload
- Navigate change and uncertainty
- Tools for handling perfectionism and imposter phenomenon
- Writing for researchers: creative approaches to workflow and productivity
- Assertiveness skills
- Communicating your expertise and potential
- Communicating your research to non-specialists
- Ditch the agenda: make every meeting worthwhile
- Negotiating skills
- Preparing and performing your Three Minute Thesis (3MT)
- Resolving conflict in the research environment
- Stop networking; start connecting (with other human beings)
- Train-the-Trainer (Introduction to training skills)
Experiences and expertise in these topics is highly individual, so it is rare that any two participants show up with the same agenda or objectives. Because of this, a cohort model – taking all learners from point A, though point B, to point C – doesn’t serve participants well.
Instead, you’ll take ownership of your learning path. You’ll establish your landscape (what’s my starting point and context?), set your own development goals (what do I want to change?), experiment with activities and tools (how might I make change?), and then plan implementation (how will I start closing the gap?).
You’ll develop a deeper understanding of your behaviour patterns, your strengths, and your learning preferences; this means you’ll make better choices about your personal and professional development.
When you take control of your learning in this way, you’ll grow in confidence: make better choices, work to your strengths, approach problems creatively, and make the most of your personal resources and external support.