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Organizational Development

Leadership Development

Ann received formal training in leadership through the Georgetown University Center for Child and Human Development, and the Community Resource Center, Denver, CO, with a focus in community and non-profit leadership. She has served as a leader in several non-profit organizations and board of directors.

Process

  • Understand their specific leadership role
  • Review personal and organizational values, vision, mission and how they influence their work
  • Assess current skills, behaviors and actions, strengths, and opportunities for improvement
  • Styles of leadership
  • Adapting styles for various situations
  • Goals and action plan
  • Monitoring pro.gress and accountability

Community Consultation

Through many experiences, Ann has acquired a specialty in working with groups consisting of different organizations, agencies, and associations to develop collaborative relationships and processes to achieve common goals.

With the support of the Humanities Montana and Flathead Valley Community College, Ann received training in 2009 about the Gracious Space facilitation model. She uses this model when working with large organizations and communities. The goal is to deepen understanding among the different parties and develop concrete ways to solve problems or resolve issues.

Gracious Space is an approach to community conversations that values diverse perspectives and ideas, emphasizes respectful listening, encourages willingness to learn together, and supports openness in exploring action alternatives.   In Montana, city-wide conversations using the Gracious Space model have been used successfully in Great Falls, Kalispell, Bozeman, and Billings over the last several years.

Conflict Resolution

The overall goal of conflict resolution is to manage the interactions between parties so that there is productive communication and outcomes.

As a trained mediator, Ann uses a model that has three phases:

  • Differentiation – defining the differences among the parties involved

What are the roots of the problem?
Encourage statements of needs.
Help parties sort out complicated issues.

  • Integration – identifying the similarities the parties share

Suggest common points of agreement and goals.
Introduce cooperation and collaboration.
Reframe issues.

  • Problem solving solution – parties determine the final resolution

As a facilitator, she provides a safe environment with group established ground rules, objective viewpoint and as a mediator, she controls the process.

Examples of organizational conflict

  • Staff or board member that dominates discussions and decision making
  • Complaint to the board by staff about the executive director
  • Resentful feelings among staff members for having to assist in the training of new staff while doing more work
  • New executive director that feels undermined by staff
  • Budget cuts cause service reduction and lay-offs

 

 

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“I just wanted to reach out and say how nice it was to meet you on Wednesday at the MSU Friends of the Library meeting. I was so impressed with your wonderful facilitation skills that I will be recommending you to our Executive Director.”

  • Amanda,
    Prospective Board Member
 
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