Loading...
12b. Council/Staff Work Session I , f .F$ N. i .._ CITY & F ,,, \ 1 . . CHANHASSEN , ‘ : A_-74. : 1„,: . I 690 COULTER DRIVE • P.O. BOX 147 • CHANHASSEN, MINNESOTA 55317 (612) 937-1900 IMEMORANDUM /� ��// �- (0s..c94-,r /c .2-v Mayor and City Council & /Q,,,... ..S).-40--ti ITO: - 44/1 c.s.,,..,., i)a,,.,LI FROM: Don Ashworth, City Manager 1 DATE: February 23, 1989 191/ -01. SUBJ: Council/Staff Work Session II This office had previously recommended that the Council consider 1 establishing a team building retreat. To insure that the process does in fact establish the basis under which team building can be achieved and start to identify goals for the organization, a facilitator is generally required. Attached please find a I memorandum from Lori Sietseina regarding a conference recently attended by herself and the facilitator for that conference. Materials regarding the facilitator, Mr. Loft, have also been 1 attached. Hopefully time will exist on Monday evening to generally discuss this concept and determine whether the Council would like staff Ito further pursue such. Dates currently open for Mr. Lofy include April 28/29, May 12/13 , May 19/20 , or May 26/27 (questionable for Mr. Lofy) _ Again , I would hope to discuss this 1 item Monday evening. ii 1 1 ii CITY OF 1 \' 1 `- 690 COULTER DRIVE • P.O. BOX 147 • CHANHASSEN, MINNESOTA 55317 (612) 937-1900 MEMORANDUM TO: Don Ashworth, City Manager FROM: Lori Sietsema, Park and Recreation Coordinator DATE: February 23, 1989 1 SUBJ: Retreat Facilitator I recently went to a workshop for the Minnesota Recreation and Park Association (MRPA) on dealing with change within an organi- zation and team building. Dr. Chuck Lofy of Chuck Lofy Associates and Mankato State University, was the facilitator of the workshop. I found Dr. Lofy' s presentation to be very applicable to many situations , not only in my personal life, but especially within the City of Chanhassen ' s organization. I believe that Dr. Lofy has the techniques available to help us move through the changes we are experiencing and start to build a team that can work effectively. Attached please find the packet of information sent to me from Dr. Lofy' s office. He charges $1500 a day and has time available in March or April to facilitate a 12 day workshop/retreat. ' 1 r r 1 C' )-I U C 1' L O ( Y A S - (' I 1 ( E February 14, 1 989 I ILori Sietsema, Director Parks and Recreation I City of Chanhassen 690 Coulter Street Chanhassen, MN 55317 i Dear Lori, iThank you for inquiring into Dr. Chuck Lofy's availability to do a workshop for the City of Chanhassen's staff and city council members on March 17 and the morning of March 18, 1989. I have tentatively held those days for you pending a decision. Enclosed is the brochure I referred to in our conversation. It outlines the types of services Chuck provides, Given sufficient background, Chuck can tailor a presentation to rneel your specific needs and concerns. You indicated that you are looking fcr a similar presentation as you heard him give in Owatonna recently. If you have Questions on any of the enclosed material, please call. I urge you to Iconfirm your dates at your earliest convenience, as Chuck's calendar is very busy. Thank you again, Lori, for your interest. It was a pleasure visiting with you Good day! 1 Joslin W. Anderson Executive Assistant et14:. iIILLI'IN(, FEB 16 1989 PLO!'LI: \I1lC51 TO( 11.\M,11 era OF CHAI\hASSEAI 2010 MANKATO MALL NO \!ANK\TO MN 56001 007)367-7277 o f)■,atv�.1, 11a111G19 LGdlll 1V101G CX.UUUI 1..r11d11, 1;. Consultant 'These Conversations. „, With Dr. Chuck Lofy. Dr. Chuck Lofy will change the way you think , about change As speaker, trainer or consultant, ` g P "Conversations with Dr.Chuck Loft'," is a series of � ; ,,F he'll touch you deeply, and hell entertain you audio tape recordings in which Dr.Lofy examines Through stories and humor.Through fascinating the anatomy of change itself and the variety of �,1 , scholarship and deep personal insight.And, R r' c 0 A 0 . P P P g ways in which people respond to change. You'll ' "�' { ` � '" " ,� .��'{ � � ,�'�:� ,"� ��� most important, he'll move you to action. find the addition of two other participants helps Dr. Lofy's past professional experience has broaden the discussions and brings them closer uniquely qualified him for the task which he to your own immediate interests and concerns. now performs so well—Humanizing organi- Choose any of the following titles, indicate the j zational transitions. quantities, and total the prices plus postage and ! io Helping people adjust to change has always handling. Residents of Minnesota must include i been at the heart of his work. 6% sales tax on the price of their purchase. ! ; ADMINISTRATOR—He has experienced the Postage and handling in U.S. $2.00, outside � Y heavy responsibility of administration. Handed U.S. $4.00 the the difficult and unpopular task of effecting a THE HERO'S JOURNEY—THE PROCESS 25%university staff reduction, he ended up OF CREATIVE CHANGE. with the praise of his colleagues rather than One audio cassette (82:40) $8.95 their anger and resentment. :. , g COPING WITII CI IANGE. ''� f ; COUNSELOR—Years of counseling have Two audio cassettes (142:01) $13.50 x' instilled in him a depth of sensitivity and under- THE IMPACT OF CHANGE ON P Y standing that individuals and organizations FAMILY RELATIONSI IIPS. r invariably respond to.Underlying conflicts are One audio cassette (90:53) $8.95 r "�,,,Olt ,,'Ir �,. ,, ( „r„3 1L brought to the surface where they can be STRESS AND SELF-EA11'OWERI'IEN'I' 1 6' ;` �` „ ' r ' # . examined and resolved. , ® ,^*,A,�W 7. '' ' One audio cassette 189:15) $8.95 t ' :� 4� ��' •�4 Ni 8 ,Y st a k�n V TEACHER—At heart he remains a teacher. He COMMUNICATION: THE KEY 7L� ,,,` '' ' ' "� }1' t �, ha loves it and it shows. His university classes were SUCCESSFUL CHANGE. �r ~� ” - +` �,..:� J J�� .fi ✓M 1 � , x� ;3 x Sao predictably among the most popular. If teach- One audio cassette (90:42) $8.95 ; i g'Y �y M , ,'t; ,:,',';, ? '' ' �� h ing is an art form, Dr. Lofy is a master artist. FINDING THE STRENGTH In CHANGEi L , s ;,,.is ;44 i A �` , , f Kt' t iit,rya 'a� v. One audio cassette (89:18) $8.95 r ti ® . <,, °" ` ,� � `" A. ,, ,X•COMPLETE SET OF "CONVERSATIONS:' 1 �h,1%, " I � , , ' ,, 1,;, ; rJ��� All 6 titles, $58.25 value for only $52.00 1„;;',,-,,, ` ', " `� a t",r,',.' l','" �'1 7 `t €;°',° i x 1 i 4 : I t ,i 4.' Prices are subject to change without notice. ' Mail your order along with check or money order to: ` <fx �r y,� 7t,'r :, ,,7,,I,!,, ,„M ,�� " :w Chuck Lofy Associates Inc. �c `a " ": 2010 Mankato Mall g� ' Mankato, MN 56001 �� r' "' ,. f_.""'ft' . CJ ii x{x rd.1". x:: � 4»y :b YID ! y 1a�'Y To telephone orders, call: (507) 387-7277 ©1988,Chuck Lofy Associates Inc. " r,,^ �Jy - MI 1111. - - .111 an WM MI - What Can Dr. Chuck Lofy „ ; Consulting Do For You? ;., b ��,ya,�i ,, As a consultant, Dr. Lofy works with top manage- , , w'7”" .�i ` '. ment to better understand the issues and under- Dr. Chuck Lofy has a way of touching his audi- ''" ,tr!'�i , f'' -" , .N. lying dynamics within an organization. He then ences, no matter how large they may be He has a , ', ^' �a, '„ " , , i M , „� , trains the organizations leaders to recognize and knack for putting feelings into words that strike at %'''',,-` "4 k � a )�� i deal more effectively, more humanely,with others people respond.They �� %,,,'9,ti�,,, : p, ® : ���' � in change. the heart of the matter.And eo le res ond.Th "�;� � a��� ; " '°'' �� are moved by what he has to say. ' � , This has produced results where organizational Dr. Lofy can help you work through change � �,,h ; y ."" logjams get unblocked, creative energy is released, and its trauma more creatively.y And he can show r ,� morale rises while absenteeism drops, and other you how to help others cope with change. , ,, `, „., symptoms of organizational diseases diminish. „ , s � ���`� Workshops and Seminars "i►► ' ��� d '� p , ' These have been extremely effective formats. . �4: ,ti .1. ' Both where the workshop or seminar is held solely ' ,�:�,` ' y ,;% ► , r A•45er for the benefit of an organization's own staff,and '�'' `'' also where a sponsor invites participants from a number of outside organizations and agencies. --t , Workshops are interactive sessions that last s * -4 H from lh day to 2 days.A combination of lecture r �i. and group discussion,they deal with a particular ' ** topic and with issues the participants bring with r ';_ ' ' a n' them to the workshop. Training seminars last from 1 to 4 days and are designed to train people to counsel or lead others. Major Speeches Intended for executives,mid-managers, teachers Make It a Conference and health professionals, Dr. Lofy shapes these Whether it's a keynote address aimed at instilling seminars to the specific needs of the group and to They Wont Forget a real sense of purpose, or a theme speech at some the needs of their constituents—the people they b point toward the middle of your conference or serve or lead. Now that you know what Dr. Chuck Lofy can do convention that reiterates and develops a central for you,call us. If you have questions,we'll answer idea,or a closing address that sends the participants them.If you have scheduling problems,we'll do home on a creative high,with renewed hope and our best to work with you. Call: (507) 387-7277 commitment,Dr. Lofy has the materials and the Or write: Chuck Lofy Associates Inc.,2010 presentation skills to make it a speech they won't Mankato Mall,Mankato, MN 56001. soon forget. r — — — MU I IIIN NS NS NM NM i N MI ' 11111 M N ' - SPEECHES, SEMINARS AND WORKSHOPS r presented by r Dr. Carl (Chuck) Lofy r INTRODUCTION r Dr.Carl (Chuck) Lofy provides speeches,training and consultation for organizations r and associations.This document briefly outlines the types of seminars and services he provides. At present. they consist of three major content areas: Transformative Change 111 Stress and Renewal Selected Other Topics r Each workshop can stand on its own or be presented in conjunction with others, either sequentially (at the same time) or serially (over an extended time period). r Some are suitable to all employees while others are particularly effective with management.All are best presented in a format that allows for group interaction. This is usually best done in three hour time periods. r While Chuck gives many speeches, his goal is to interact with the participants as they process the information and apply it to their own experiences.Organizations r often incorporate his ideas into the climate and structure of the corporation.In that sense. his work is both educational and transformative. The material can be adapted to meet the requirements of each agency.This adap- tability is a key to Chuck's success.He is consistently praised for the time and effort he takes to familiarize himself thoroughly with the history,experiences and needs r of those with whom he works. His years of experience as a counselor have taught him well how to listen and has convinced him that no two individuals or organiz- ations are completely alike. Each experience is new, each group unique. This r enables him to bring a remarkable freshness to his work. r Chuck Lofv Associates, Inc. 2010 Mankato Mall 111 Mankato, MN 56001 (507) 387-7277 r ‘,./1 .f OVERVIEW ' Seminars on Transformative Change For all Employees: ' The Dynamics of Change (pg. 3) Processing Change (pg. 4) ' The Hero's Journey (pg. 5) For Management: Facilitating Change in Others (pg. 6) Forming a Dynamic Organization (pg. r) ' Consultation: The Organization as Case Study of Change (pg. 8) r Seminars on Stress and Renewal ' For all Employees: ' Personal Stress and Renewal (pg. 9) For Management: Organizational Distress: Breaking the Cycle (pg. 10) Primacy: A Resource for Executives (pg. 11) Consultation: The Organization as Case Study of Renewal (pg. 12) ' Selected Other Topics Communication and Team-Building (pg. 13) Finding the Spirit Within (pg. 14) Change and Spirituality (pg. 15) The Teacher as Artist (pg. 16) 1 111 1 E M P L O Y E E S 1 Cr.) The Dynamics of Change 1 w This seminar presents Chuck's basic message on the importance of working through the I 4 change process. cn•U 1. Having to give up something one knows provokes strong reactions.These reactions can include resistance, confusion or disorientation, anger or resentment, fear of the un- known, grief and, at times, despair, depression or self-hate. 2. If these reactions are not processed or"worked through,"they go underground where they create Shadow Energy, which then reappears in the form of personal, inter- personal or organizational symptoms.These symptoms will continue in some form until the underlying issues are dealt with and resolved. 3. As individuals and organizations process the normal reactions to change, energy is I released for positive, constructive and creative change. Examples and stories taken from organizational and personal experiences clarify and amplify these points. sl 1 1 1 I 1 I 3 1 E M P L O Y E E S 1 1 ; Processing Change IThis workshop provides specific techniques for processing change effectively. ' Ov 1. The first is the creation and maintenance of a safe environment.People must feel free to speak the truth as they experience it: that is, to share their reactions to the loss of �.. change. Participants discuss specific ways of finding or creating a safe environment. 1 2. Next, the specific steps of processing change are discussed.These consist of the"three Rs" of regression, recapitulation and ritual. Examples and stories exemplify and illustrate these steps. Participants may s la e their own experiences in order to personalize the matenal. 1 1 1 1 1 1 1 1 1 A _ I3 t 1 E M P L O Y E E S 1 w The Hero's Journey 1 pi c 7 This workshop applies the metaphor of the hero's journey to the process of change.This is often a p very powerful and moving experience for the participants. It contains several parts: cf) v 1. The Departure: the experience of separation from older patterns that are no longer effective. 2. The Road of Trials: the journey into strangeness, confusion and uncertainty. 3. Initiation: coming to terms with a new vision,a new way of seeing things,an orienta- tion to the future rather than the past. 4. The Return: a re-structuring of one's life or organization according to the new vision. Examples of the "Hero's Journey" are drawn from literature, film and the experiences of individuals and organizations who have risked this journey and reaped its rewards. 5 r M A N A G E M E N T I I G.4 Facilitating Change in Others Q z�z This workshop involves a transition from understanding and processing change in oneself and O d one's organization to specific techniques for facilitating change in others.It is aimed at managers 1 U or professionals who serve in a consultative capacity for others. E. 1. Establishing a trusting environment in which,persons can take risks to begin the pro- ' cess of transforming the corporate culture. 2. Developing listening skills,specifically, the capacity to mirror and resonate with what others are saying while,at the same time,protecting the integrity of one's own response and initiative. ' 3. Facilitating the"three Rs," that is, helping guide others in the regression, recapitula- tion and ritualization of change. ' 4. Incorporating the use of rituals in the on-going life of the organization. making the healthy processing of change part of the corporate culture. ' Real life experiences of persons and organizations provide examples.Participants discuss case studies in depth. 6 M A N A G E M E N T t) I Forming a Dynamic Organization 1 t7 This workshop describes the basic ingredients of a healthy organization and the developmental O d stages for arriving at such organizational health.The stages, drawn from the work of M. Scott cr) v Peck, M.D., are the following: 1 1. Pseudo-community, which hides conflict and disagreements. "Impression manage- ment" serves in place of speaking the truth. 111 2. Polarization, which brings discord into the open. Communities face conflicts, ack- nowledge disagreements and bring past hurts to the surface. 3. Vulnerability, the experience that "divided we fall, united we stand," the realization that all segments of the organization are dependent on all others, that individualism only leads to isolation, fragmentation and ultimate despair. 4. The emergence of true community in which diversity of viewpoint is honored and dif- ferences not only tolerated but highlighted. Synthesis occurs through the transcen- dence of polarization, the integration of opposites. Unity-in-diversity becomes the theme of the new corporate culture. Examples are drawn from real life, films and literature. 1 1 7 1 . , � i M A N A G E M E N T 1 1 Consultation F 1 o " The Organization as Case Study of Change o� g y g ICU In this work, the particular organization uses itself as its own case study. It examines levels of E-' safety within the organization: 1 • whether people feel free to speak the truth and, in fact, do so, • whether the group tolerates and then transcends polarization, • whether the group respects and rewards experimentation and its inherent risks, • whether the corporate culture uses rituals to support on-going changes. 1 In this process, the organization brings to consciousness destructive power struggles and corn- ' pletes unfinished business.It heals old wounds and past resentments.The wonderful process of genuine transformation begins which unleashes creativity,improves morale and leads to positive changes. 1 1 1 1 1 1 1 E M P L O Y E E S C) 1 Personal Stress and Renewal 1 1. Stress and The Downward Spiral to Burnout ' • From stress to distress • Stress depression , • Burnout • After burnout: anything 2. The Dynamics which Underlie Burnout • Co-dependence: the inability to set limits ' `.2J Q • Core addictions: u.] Work r Perfection rio Success • The addiction to stress itself 1 3. Reclaiming One's Inner Power • Setting Boundaries ' Communication and the use of power Setting limits/saying NO! Shared power and strength-in-community • The Cycle of Renewal Regaining perspective: The source of renewal ' How perspective is renewed Maintaining perspective For completeness this workshop requires an entire day.However,a condensed version can be pre- sented in shorter blocks of 11/2 or 3 hours. M A N A G E M, C) 1 E N T 1 Organizational Distress: Breaking the Cycle 1. The Addictive Cycle • The notion of addiction to work, perfection, success and even stress itself ' • Co-dependence: inablity to say NO! 2. The Addictive Organization (cf. book of this title by Anne Wilson Schaef) ' • The addictive manager • Dysfunctional employees • Addiction to the organization • The organization that is itself addicted w gw 3. Staff Maintenance: Key to Organizational Renewal rza' z • Performance and staff maintenance: the tasks of every system The relation of staff maintenance to performance Ways to maintain the staff Obstacles to a maintenance mentality • Organizational renewal and transformation The notion of critical mass Achieving critical mass through "listening posts" and a renewal task force Changing the corporate culture Achieving high commitment and performance at all levels 1 10 C) 1 M A N A G E M E N T 1 Primacy: A Resource for Executives 1 Primacy is a program established to support chief executive officers and other top management 1 officials in primary positions of responsibility. It reaches out to the executive in three ways: renewal seminars, individual consultations, and networking with peers. 1. Seminars on Executive Stress and Renewal • The Unique Responsibilities of the Executive • The Stress of Organizational Dynamics • Managing in Times of Turbulent Change • Balancing Personal and Professional Health • Executives at Mid-life • The Private Life of the Executive: Achieving Spiritual Health czz v2. Individual Consultations CL • Private and confidential; no records kept 3. Networking 1 • Establishing peer support with other executives 1 1 1 1 1 1 1 1 i , M A N A G E M E N T 4) I 1 Consultation ' The Organization� as Case Study of Renewal Many organizations not only suffer from high levels of stress but actually seem to be"addicted"to chronic distress.In such organizations setting boundaries or limits is seen as a weakness ora sign of disloyalty; having"too much to do" becomes a way of life.The organization is overly respon- sive either to pressure "from the top" or to external influences, trying to become "all things all people." Ito Symptoms of high turnover,low morale, chronic complaining and the withdrawal of loyalty and creative energy all mark the addictive organization. Program precedes people; agenda and goal Iz z become more important than the process it takes to get there; the organization values results � �w, more than the staff members it takes to produce those results. To break these patterns requires not only that individuals learn to renew themselves but that the organizational structure and belief system be modified to facilitate personal renewal.It is simply asking too much of people that they renew themselves individually while the organization itself ' remains unhealthy, caught in addictive patterns of stress. Dr.Loft/provides on-going consultation to agencies and organizations wishing to examine their ' habitual stress levels and patterns of staff renewal. Ills own administrative experience provides personal, first-hand understanding of how systems can adapt to increase employee morale and performance. 1 12 t O Y E 1 Seminar on Communication and Team Building ' This workshop focuses on the importance of boundary maintenance in healthy relationships with the premise that teamwork can flourish only in an environment of open communication, conscious use of power and the clear setting of boundaries. Lecture and large group discussion address four tasks inherent in relationships: • Establishing clear lines of communication ' • Making conscious the wise distribution of power • Establishing and maintaining clear boundaries or parameters • Achieving teamwork I. Opening Up Channels of Communication A. Levels of Communication a Sharing from the head, heart and belly • Risking to speak the truth ' B. Elements of Communication • Reporting of facts vs. "metacommunication" (giving orders) • Mixed messages: owned and disowned 4.1 U • Triangulation: use of other persons 'relationships to get message across O O E. II. The Use of Power in Relationships ' • Conscious and unconscious uses of power • Denial of power: pseudo-innocence III. Setting Boundaries • The need for boundaries • Types of boundaries: rigid, enmeshed, flexible IV. Effective Team-building • Bringing power into the open • Safety from knowing what the rules are • Creativity and the sense of play ' • The synergy of teamwork This material can be covered in a day's workshop but is best extended beyond that time,for exam- ' pie, an evening and a day, a day and a half, or even two days. 13 C) I E M P L O Y E E S I 1 Seminar on Finding the Spirit Within When crisis hits our lives we may be thrown so far balance may out of a ance that we find ourselves in danger of breakdown or actually in the throes of despair.In those times we may have to go deeper into ourselves than ever before, in order to tap into a strength we may not even have known we had. This workshop discusses ways of discovering the inner strength that is hidden deep inside each of us. ' • I. The Experience of Empowerment Examples from everyday life and the lives of others II. The Experience of Dis-empowerment or Loss of Spirit ' Examples from literature, poetry and every-day life III. The Search for Spirit ' Parables. stories from literature, examples from daily life IV. The Discovery or Re-discovery of Spirit IMetaphors of transformation ce (/) Examples of illumination IOV. Spirit and Transformation Examples from everyday life and the lives of others This material is best covered in a one-day workshop but can be condensed into a three-hour format. 1 1 l�i C) i E M P L O Y E E S 1 Seminar on Change and Spirituality 1 This workshop links the dynamics of change to those of spiritual growth and transformation. It is based on the belief that everyone.at some point of his/her life, is called to spirituality.This call may or may not be associated with religion or religious practice.It often is heard in times of crisis. such as illness, addiction. disaster or despair. The spiritual journey is unique for each person,yet there are common threads.The most signifi- cant theme is that of separation from old patterns (a type of death experience) and illumination and grace(a type of re-birth experience).This workshop uses poetry,literature and stories to des- cribe this journey. The workshop is intended for persons interested in spirituality. It does not presuppose a par- ticular form of religious belief but seeks to build on whatever belief system the individual partici- pant might bring OUTLINE OF CONTENT I. Introduction to the Dynamics of Change: the giving up of form,passing through for- 1 mlessness to reform or transformation. II. The Metaphor of the Hero's Journey: through death to lite Ce U III. Poetry and Stones of the Death Experience IV. Descriptions of Spiritual Emergence and Illumination OF V. Sharing of the Journey: Creating Community This material can be covered in a day's workshop hut is best extended beyond that time,for exam- 1 ple, an evening and a day, a day and a half, or even two clays. 1 15 , • . . F A e U L T Y I The Teacher as Artist This presentation highlights teaching as an art form.It emphasizes the need for teachers to keep alive their own love of learning and thirst for knowledge.This thirst leads to intense involvement with the subject matter which in turn produces powerful understandings that can be expressed in examples,symbols and other images.It is this use of imagery that helps set the student on fire with his/her own love of learning. I Specific topics discussed are: 1. The Mind on Fire: The Story of Prometheus 2. The Teacher as Learner: ' • Keeping the fire alive • Learning in the very act of teaching 3. The Use of Metaphor: Key to Successful Teaching• • Left brain logic/right brain metaphor • "Every act of understanding is connected to an image" 4. The Need for Feedback a L� • Teacher to student/student to teacher w v •• Administrator to teacher/teacher to administrator OO 5. The School: A Community of Learning Teachers and Teaching Learners This material is best covered in a three-hour block comprised of two one-and-a-quarter hour sessions with a half-hour break. It can be condensed, if necessary, into a one-and-a-half hour presentation. I 16 1 1 1 1 1 1 1 1 1 1