Our Approach
We offer a full range of new capabilities in Being and being effective in the workplace in any and all positions (as leaders, partners, collaborators, influencers, supporters). We offer an additional dimension beyond skills or ability development. Our work develops a new and expanded capacity for learning and acquiring new capacities, skills and abilities beyond the course. We deal with applications to real world business problems rather than case studies or theoretical constructs which become new approaches for working issues in the future.
We bring unique value in filling the gap between the learning of skills in a course and actually using them in practice as a natural expression in the way people operate in the day to day. Even more importantly, we specialize in providing new capacities for dissolving barriers and obstacles to the effective application of both new capacities and existing skills and abilities.
We achieve these distinctive results in people and teams through three features of our approach: transformation, action learning and empowering design.
Transformation, in contrast to other forms of development, requires a shift in one's worldview or frame of reference so the same circumstances look different and possibilities for dealing with those circumstances are dramatically expanded. This new perspective is enduring as it does not prescribe specific actions yet creates openings inside the learner in which the learner naturally creates new opportunities and possibilities for effective action.
CFA's transformational approach is based in:
Action Learning (AL) means applying concepts to real world issues. It combines new ways of thinking with ways to make the new learnings operational and sustainable with a focus on resolving real time business problems.
In each of our engagements and programs, we include a transformational coaching modality which ensures the concepts land powerfully and opens up new possibilities for application in current business issues in the workplace and in the lives of the participants. Transformation distinguishes a new frame of reference, however it's difficult to sustain a new frame of reference over time without having new practices and applications directly in the business which reinforce it. And it's difficult to design and implement new practices and applications by yourself. AL in the CFA approach therefore calls for transformational coaching which gives participants a new view on the way to accomplish commitments and results.
This way of learning is inherent in all CFA engagements from development programs to consulting engagements to team interventions to facilitating group dynamics.
Empowering Design: CFA brings to every engagement the transformational and action learning approaches which add high value and impact to conventional consulting and developmental programs. Each of our engagements are designed to extend over a period of timeto facilitate action learning in the workplace and provide the transformational insights to new perspectives and pathways for performing effectively.
We create a particular context in all of our interventions and programs. That context is a high trust environment where people share at deep levels and learn from one another. In that environment they build relationships and respect for one another that is the foundation for alignment, effective problem solving, conflict resolution and dissolving the barriers and obstacles for elevated performance.
In our programs there is extensive sharing on the applications of the concepts in work and life, providing a vast and rich body of shared experiences and exponential learning for participants. This enriched peer learning creates networks of powerful collaborative and supportive relationships that endures throughout peoples careers and contributes to sustainable learnings.
We engage and often coach the participants' supervisors to ensure they honor the high trust environment and encourage the use of new conversations, behaviors and course content back in the workplace. This maximizes the application of the learnings and supports the action learning process.
Through this empowering design participants (and oftentimes supervisors), build new collaborative capacities in the course of our work that is not on the curriculum. For instance, 1) they learn to listen in new ways to others - new ways that empower people to action, 2) they learn to be present rather than distracted so they can truly hear what people want to accomplish with them in their endeavors and commitments, 3) they learn to coach others by inquiring into the nature of the situation or circumstances that are being presented for delivering results, rather than from a set of off-the-shelf consulting techniques, and 4) they learn to work together in new ways.
In summary, these three elements (transformation, action learning and empowering design) are highly interdependent and should be considered a synergistic whole, where the whole is greater than the sum of its parts.
We bring unique value in filling the gap between the learning of skills in a course and actually using them in practice as a natural expression in the way people operate in the day to day. Even more importantly, we specialize in providing new capacities for dissolving barriers and obstacles to the effective application of both new capacities and existing skills and abilities.
We achieve these distinctive results in people and teams through three features of our approach: transformation, action learning and empowering design.
Transformation, in contrast to other forms of development, requires a shift in one's worldview or frame of reference so the same circumstances look different and possibilities for dealing with those circumstances are dramatically expanded. This new perspective is enduring as it does not prescribe specific actions yet creates openings inside the learner in which the learner naturally creates new opportunities and possibilities for effective action.
CFA's transformational approach is based in:
- A new ability to profoundly listen and speak in ways that alter the way the work and world occurs for others as well as themselves. Thus others naturally engage in the opportunities in front of them instead of resisting. This expands the impact of learning beyond the individual participant.
- New perspectives and approaches for dealing with circumstances and situations that previously constrained or limited their ability to achieve results through others.
- A new ability to dissolve the obstacles and barriers to effective performance
- A new capacity for ?being effective? that allows each participant to be fully present to deal with people and circumstances in work and life that were previously unconfrontable or stops in performance.
Action Learning (AL) means applying concepts to real world issues. It combines new ways of thinking with ways to make the new learnings operational and sustainable with a focus on resolving real time business problems.
In each of our engagements and programs, we include a transformational coaching modality which ensures the concepts land powerfully and opens up new possibilities for application in current business issues in the workplace and in the lives of the participants. Transformation distinguishes a new frame of reference, however it's difficult to sustain a new frame of reference over time without having new practices and applications directly in the business which reinforce it. And it's difficult to design and implement new practices and applications by yourself. AL in the CFA approach therefore calls for transformational coaching which gives participants a new view on the way to accomplish commitments and results.
This way of learning is inherent in all CFA engagements from development programs to consulting engagements to team interventions to facilitating group dynamics.
Empowering Design: CFA brings to every engagement the transformational and action learning approaches which add high value and impact to conventional consulting and developmental programs. Each of our engagements are designed to extend over a period of timeto facilitate action learning in the workplace and provide the transformational insights to new perspectives and pathways for performing effectively.
We create a particular context in all of our interventions and programs. That context is a high trust environment where people share at deep levels and learn from one another. In that environment they build relationships and respect for one another that is the foundation for alignment, effective problem solving, conflict resolution and dissolving the barriers and obstacles for elevated performance.
In our programs there is extensive sharing on the applications of the concepts in work and life, providing a vast and rich body of shared experiences and exponential learning for participants. This enriched peer learning creates networks of powerful collaborative and supportive relationships that endures throughout peoples careers and contributes to sustainable learnings.
We engage and often coach the participants' supervisors to ensure they honor the high trust environment and encourage the use of new conversations, behaviors and course content back in the workplace. This maximizes the application of the learnings and supports the action learning process.
Through this empowering design participants (and oftentimes supervisors), build new collaborative capacities in the course of our work that is not on the curriculum. For instance, 1) they learn to listen in new ways to others - new ways that empower people to action, 2) they learn to be present rather than distracted so they can truly hear what people want to accomplish with them in their endeavors and commitments, 3) they learn to coach others by inquiring into the nature of the situation or circumstances that are being presented for delivering results, rather than from a set of off-the-shelf consulting techniques, and 4) they learn to work together in new ways.
In summary, these three elements (transformation, action learning and empowering design) are highly interdependent and should be considered a synergistic whole, where the whole is greater than the sum of its parts.