The role of the mediator is to create an emotionally safe environment in a situation that might be tense or where normal communication between parties has broken down.
Step 1. Listening & De-Emotionalizing
It is the mediator's mission to allow each party involved to be fully heard, safely defusing possible emotional pressures that have built up through layer after layer of mutual misunderstandings between the parties.
Step 2. Creating Objective Truth & Finding Measurable Solutions
Having achieved a safe de-pressurization of emotions the parties involved are now able to look at their situation from Objective Truth, enabling them to make clear, objective new decisions and creating new agreements and solutions that work.
Roger is an experienced mediator who has handled a wide caseload of highly sensitive corporate situations. Due to the sensitive nature of these interactions please do get in touch directly with us to find out more about how Roger can support you and your team.
Roger is a sought after international platform and keynote speaker on the topics of Transformational Leadership and Conscious Leadership.'Breaking the mold of the classical one-way keynote address Roger creates an intense, energizing dialogue with the audience by asking questions of his audience. These'questions allow the audience to get fully involved and energized to analyze their current thinking and awareness patterns about leadership. Having been transported from passive listening to active involvement in the process of discovering ideas and strategies that will truly work for them the audience becomes fully energized to take action and create a totally new level of results for themselves.
For more information on Roger's keynotes please feel free to contact us or watch some of his videos.
Moving From Academic Understanding To Complete Comprehension & Action
Roger's workshops can be best described as a total immersion experience. Transformational quantum shifts in perception, understanding and action can only take place when participants leave the predictable academic way of acquiring knowledge (academic understanding) and are challenged to question everything they think they know about leadership, their understanding of how the human psyche works and discover their current level of self-perception.
Phase I. Creating Awareness
From the moment the session starts each participant is challenged to take a clear look at everything they thought they knew about leadership and human behavior. An incisive, highly interactive Q&A process creates the first step to allow the participants to take consider taking massive transformational action:
Participants become aware of the gap between their goals as leaders and their current capabilities. Participants also become aware of two simple choices
- I have the choice to stay as I am' this however means that my results will not changeI can recognize that
- I have gaps in specific areas of my leadership ability. Shifting my belief and behavior patterns will reward me with a measurable improvement in my team's/career results.
Phase II. Achieving Emotional Maturity
This gap awareness now allows the participants to step through their weaknesses, moving from mere intellectual learning and understanding to true ownership of what specific changes each individual will implement to achieve their full leadership potential.
Phase III. Installing Cutting Edge Leadership Skills & Strategies
Hand in hand with growing into emotionally mature leaders the individual participants will now be introduced to specific, actionable, real-life leadership skills and strategies they can implement to achieve their team's visions and goals.
Phase IV. Achieving Long Term Success > The Follow-Up Coaching SessionsEach participant will map out a specific, personal set of Leadership Action Plans he/she decides to fulfill on their journey to become cutting edge leaders. As soon as the workshop ends and 'real life' begins a sizeable minority of participants will get be confronted with questions and blocks on their journey to long term change and give up.
To support all participants to achieve the success they and their teams deserve we have designed a hands-on follow-up coaching program to keep all participants aligned with their leadership mission.
Participants are invited at regular intervals to monitor their progress, de-brief their challenges and celebrate their successes. This follow-up coaching program assures that the average long term' success ratio of all participants I around 80%.
The intense 24/7 working, thinking and acting environment of a top management team allows little time to step out of he 'Fog Of War' into a more calm, serene space that allows these top managers to assess their current situation, the market trends and strategize the next year(s) direction.
Roger supports C-Level management teams during their planning/strategizing retreats. His mastery in creating an open flow and exchange of ideas speeds up the thinking process of the team. Roger's role is to create total clarity of purpose, de-politicize possible roadblocks or misunderstandings that have accumulated over the last 6-12 months within the management team, create an open, trust based, environment where the full breadth and depth of ideas will be explored.
The ultimate outcome of the leadership retreat is to empower the C-Level management team to completely step out of the box, explore completely new possibilities and design a clear, concise, focused set of strategic interactions they can now bring back to the company team and speak as one voice creating total buy-I along the corporate ranks.
C Level Leader's Coaching
Working in a C Level environment brings a certain amount of challenges with it. One of the biggest is the isolation many top managers feel they operate in. Their exposed position means that everyone is watching the individual manager's every step while he/she gets little or no useful personal/professional feedback.Roger supports C Level managers by being their 'mirror'. Using a carefully calibrated Q&A process the manager can reflect on the impact, meaning and results of their thought processes, paradigms and perceptions. This process creates total self awareness and great clarity for the individual manager in a safe environment. This clarity in turn leads to excellent new decisions and measurable improvement in the overall company performance.
The crucial question of any change/training process is: how much of the good ideas/strategies we have discovered will we ever implement and how many of these will be drowned out in the day-to-day hubbub of business?There is a simple rule of thumb: roughly 20% of all that was agreed upon and seen as valuable enough to be captured in Action Plans ever gets implemented if there is no proper follow-up mechanism in place.We have designed a simple and effective series of follow-up implementation steps that allow the individuals to create a growth spiral:
- Take full ownership of their Action Plans
- Test their Action Plans in the agreed upon time frame
- Create a clear understanding if these Action Plans work and if they fail what are the precise reasons for the failure
- Regroup on a regular basis to negotiate new solutions with the management
- Celebrate their achieved milestones
- Set new/higher targets fully mapping them out in Action