Excellence to Eminence

Key Concepts

In the two-day unfreezing retreats, we talk about many concepts. Here is a summary to help you incorporate these concepts into your daily activities and interactions.

Day One

• Leader Introduction and Welcome
• Human Operating System: Four foundational principles: Energy, Mood Elevator, Results Cone, Blind Spots and Selective Perception.
• Be Here Now & Personal Stories: Be Here Now helps participants become aware of how often they are not “in the now” at work and home. Personal Stories help build openness and trust, and reinforces how thought habits drive behaviors.
• Behavioral Styles: Gives people insights into their own strengths and challenges, helps the team become aware of all the styles teammates bring to the team, and gives them insights into how to communicate and influence different styles while at the same time respecting and appreciating all styles.
• Change: Highlights the tendency to be critical of new ideas, increases openness to change, and connects the group to their own change value.
• Teamwork: Gives participants the chance to experience the Broken Squares game, and helps them reflect on how they played the game is a reflection of how they play the game of life both at work and at home.
• Coaching & Feedback: Creates a positive experience of coaching and feedback, dispels the myths that it takes a lot of time and is hard to do, creates a bond through shared experience of openness and shows how coaching and feedback can raise people’s spirits.

Day Two

• Sharing & Levels of Listening: Gives the group a powerful way through sharing to reflect back on insights they may have add as a result of the first day and gives people the opportunity to get to know each other at a deeper level. Introduces the levels of sharing (non-listening, listening to tell my story or point of view, listening to agree or disagree, listening for application, and listening for understanding).
• At Your Best: Gives the group the chance to create their own Mood Elevator. Inspires participants to be more aware and take more accountability for their state of mind.
• Accountability: Gives participants tools to help increase accountability, like asking questions such as what more can I/we do, using language as a guide, i.e. the accountability ladder. Introduces the concept of gravity issues and to not waste time and energy on things we have no control or influence over.
• Behavioral Styles: Dives deeper into behavioral styles, and gives participants the opportunity to see where their peers placed them on the behavioral matrix.
• Blue Chip: Discovering what participants’ Blue Chips are in their lives, both professionally and personally. Create a team agreement focused on bringing the institution’s values to life, i.e. “we will” statements.
• Appreciation: Creates an experience of the value of appreciation, deepens the level of intimacy within the group and supports the creation of a feedback-rich culture.

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