Marli Rusen

Building an effective team should be everyone’s priority within an organization.
In this engaging half-day workshop, participants learn practical ways to address dysfunctional interpersonal and team dynamics by respectfully speaking about and addressing conflict as soon as it arises.

Strong teams are not built by avoiding difficult conversations. They are built through trust, communication, accountability, and respectful action.

This workshop is designed to help teams strengthen workplace relationships before small issues grow into larger dysfunction.

Leaders are Human Too – Creating a Safe and Inclusive Workplace for All

We hear a lot about stressed-out teams. But what about the supervisors and managers who are working hard to hold their teams together – often with little recognition, little rest, and a whole lot of pressure?

It seems that “calling out” leadership is common (and often disrespectfully so). What’s less common? Calling in support for individual leaders who are doing their best to show up for others while no one seems to show up for them.

Many front-line leaders with whom I work aren’t purposely ignoring workplace dysfunction – they’re overwhelmed, under-resourced, undertrained, and often fearful of making the wrong move. They are the first to be blamed and the last to be recognized. They’re expected (often by those with power over them) to simply “figure things out”, resolve conflict, maintain morale, and drive productivity, without being given the necessary time or resources to make this happen.

And when they inevitably falter? They’re attacked, not supported.

We need to ensure that our calls for justice don’t blame individuals for systemic shortcomings.

Don’t get me wrong – accountability is critical but it must be respectful and humane. Blame and shame doesn’t boost confidence, strengthen skills or build better workplaces. It simply makes those “seeking change” a part of the problem they are so eager to resolve.