with Harvard University’s Center for Workplace Development
Thursday, December 14, 2023 | 1:00pm - 3:00pm ET / 10:00am - 12:00pm PT
This two-hour virtual workshop will focus on conversations that may feel “difficult”, go awry, or end without immediate resolution. You will be encouraged to reflect on your own real-life examples and embrace a learning stance to expand understanding of the other’s point of view.
During the session you will:
Explore Chris Argyris’ “Ladder of Inference” and how it relates to you and these conversations.
Discuss ways to break free of assumptions, increase self-awareness and decrease the tension that causes communication difficulties.
Identify what you can apply moving forward.
About THE WORKSHOP LEADERS
This program is sponsored and led by Harvard University's Center for Workplace Development.
Terry Barton, Director, Employee Learning & Development, has a superpower: connection. Whether she is forming new relationships, helping people connect to new ideas or connecting people across the university, Terry sees how ideas and people are more similar than different and helps others see that too. In her role she works with Center for Workplace Development colleagues to help Harvard team members build the skills they need to navigate today’s evolving workplace and meet their long-term professional goals. Terry brings over 20 years of management, career development and organizational development experience to Harvard and holds a Master of Science in Management and Organizational Development from the University of San Francisco. She is a popular speaker and is a contributing author to the book Savvy Leadership Strategies for Women.
Valy Bayer, Learning and Development Training Specialist, has been at Harvard University since 2007 as part of the Center for Workplace Development (CWD) in Harvard Human Resources and is on the Employee Learning and Development team. As a learning and development training specialist, she is responsible for designing, developing, and presenting workshops to benefits-eligible employees at Harvard University (approx. 15K people). Valy has created and led a multitude of workshops including Leading for Non-Managers, Managing Competing Priorities, Navigating Difficult Conversations, Leadership: Reflecting, Influencing and Taking Action, Managing Up, Power, Influence, and Negotiation, Effective Negotiation Skills, Facilitating Meetings, Influencing without Authority, Insights for Communicating at Work, Succeeding in a Hybrid Work Environment, The Power of a Positive No, Stress-free Productivity, Getting Organized, Being an Effective Faculty Assistant, Excelling as a New Assistant, and Managing Multiple Bosses. In addition to the above titles, Valy collaborates with colleagues to offer equity, diversity, inclusion and belonging workshops and new employee orientation. A former manager, Valy uses both her experience and education to create practical training courses. She holds a master’s degree in human resources from Northeastern University and bachelor’s degree in both Social Science and Psychology from San Francisco State University. She is certified in the Myers Briggs Type Indicator and the Thomas Kilmann Conflict Mode Assessment.
Chelsey Platt Angelone, Senior Training Program Manager, designs and delivers professional development training workshops for Harvard University employees. An experienced trainer to participants spanning North America, Europe, and Asia, she has a strong passion and understanding of adult learning. Chelsey has her Master of Arts from Emerson College in Communication Management and her Bachelor of Arts in Communication and Interpersonal Relations from University of Hartford. Chelsey is originally from Philadelphia and is an avid Philadelphia sports fan.
Harvard’s Center for Workplace Development (CWD) provides expertise in attracting and developing staff members, cultivating and growing leadership, and preparing teams, staff, and leaders to succeed today and in the future. CWD accomplishes this by providing high-quality classroom instruction, online learning, and coaching for employees at all levels to learn new skills and prepare for organizational changes; creating effective recruiting strategies to identify qualified applicants for current and anticipated needs; identifying and developing internal talent and supporting career development; and coaching leaders and consulting with clients to increase organizational and individual effectiveness.