Facilitated Workshops

​Building & Aligning Cohesive Teams Within
The beauty industry can be a very fluid industry. Where the team of professionals working in one salon, or beauty shop, can transform over time. 
They share their space and their resources with their peers. And when there is a strong and cohesive team, they have this way that they can move from one space to another as if its a well choreographed dance.  Aware of all the beauty professionals and their clients, their positive energy flows through the space. This energy is full of support and encouragement as all the professionals learn from each other, recognize the resources they bring to the team and where to find the resources others have. 
"Each person on the team goes inward.... wondering what their place will be on the project, worrying about all the unknowns about the team, feeling over utilized or under utilized, questioning how this team will influence their career path..."
And so many more thoughts. 
Instinctively, we are all wired to assess our environment to find a sense of safety. We do it in every environment. At work, at home, and everywhere in between.

This workshop has been designed with best practices from Peter Lencioni's: 5 Behaviors of a Cohesive Team, Bruce W. Tuckman: The Stages of Team Development, Lean Continuous Improvement Methodologies, and includes concepts from the study of Neuro Linguistic Programming. 
In the week leading up to the team building workshop, the following activities are required:
  • Defining Expected Outcomes:  Prior to the day of the team building workshop, Open 2 Suggestion will elicit specific information about the project and the project team members. This will include a meetings with 2 or 3key team members.
  • Workshop Prep: To effectively prepare the team for the workshop, the team will have the responsibility to complete certain assignments before the workshop. These assignments will be sent via e-mail to the team members. 
The workshop itself will essentially include educational elements, conversations, and exercises. It will be designed to follow the four stages of team development: 
  • Forming: This stage of team development is crucial and will influence the success of all other stages. In a variety of exercises, this part of the workshop will create lasting relationships with the team members. 
  • Storming: This is where boundaries live in context of roles and responsibilities. By the end of this section, the gaps and overlaps will be well defined, and an internal mentoring system integrated into the team. 
  • Norming & Performing: In this part of the workshop, the team will collaborate on defining performance goals for the team.
  • ​Transforming: Because the industry requires us to constantly evolving, this  part of the workshop will include educational opportunities to successfully transition teams. 
​Gathering Lessons Learned
It is a natural instinct to reflect on experiences in life and to learn from each of those moments. It may be a positive experience we want to bring from our past into our present day, or it may be a negative experience we want to improve on in our future. 
The contemplation of these two dichotomies is essential for continuously improving ourselves as individuals in our careers and our personal lives. 
When it comes to teams working together on a common goal, there is an incredible value added when the core team participates and contributes their learnings with a common interests to continuously improve. 
In the eauty industry, every salon has a unique set of conditions and opportunities to learn. And because each team member has different roles and responsibility on the project, their learnings provide a more robust perspective. 
Making time to gather the lessons learned from the collective team is fundamental to assessing:
  • What is working: The existing elements representing best practices to keep. 
  • ​What is not working: The existing elements representing those that do not add value, and should be stopped, removed, or replaced. 
  • ​Where there are opportunities to improve: The existing elements which are promising and offer potential for improvement. 
  • ​What other ideas should be explored: Allow the team to think outside the box on elements to add. 
In preparation for this workshop, Open 2 Suggestion will:
  • Project Information Interview:  This information is elicited before the workshop to gain a general understanding of the current status of the salon, list of attendees and their roles, logistics for the workshop, and any other relevant information about the team. 
  • Workshop Prep: Based on the information collected during the project information interview, Open 2 Suggestion will issue pre-workshop assignments to the team. 
In this workshop, attendees can expect to have an engaging experience with their team as every member will have an opportunity to contribute. 
  • Operating Agreement:  By pre-framing the expectations of this workshop, everyone is invited to contribute thoughts and opinions uncritically for discussion and consideration. 
  • Small Group Exercises:  Throughout the workshop, the team will have opportunities to break off into small groups to discuss the feedback received. 
  • New Initiative Champion Assignments: For items requiring next steps, the opportunity to volunteer to champion a new initiatives, and oversee the steps required to bring the initiative to fruition.
  • Plan of Action: Team agreement on how the information gathered will be shared with peers in the organization or the industry, including a well defined outcome for publishing the results. 
Just imagine how amazing each individual on the team will feel when they have been empowered to contribute vital learnings for the future benefit of their peers in the industry! 
​Conflict Resolution through Integration
Beauty teams are consistently transforming leaving the team open to potential conflicts along the way. If left unresolved, such Internal conflict can significantly impact the performance of a team in various ways, including:
  • Reduced Collaboration: Internal conflicts often lead to a breakdown in communication and collaboration among team members. This can hinder the flow of ideas, information sharing, and joint problem-solving, ultimately affecting the team's ability to work together efficiently
  • Decreased Morale: Ongoing conflicts can create a negative work environment, leading to low morale among team members. When individuals are not motivated or engaged due to internal tensions, their overall performance and productivity may suffer.
  • Increased Stress: Conflict within a team can elevate stress levels among team members. The emotional toll of unresolved issues can result in anxiety and tension, making it challenging for individuals to focus on their tasks and contribute effectively to the team's goals.
  • ​Distrust and Disengagement: Internal conflicts can breed a sense of distrust among team members. When individuals feel they cannot rely on their colleagues or fear being undermined, they may disengage from team activities, leading to a lack of commitment and enthusiasm.
  • Impact on Decision-Making: Conflicted teams often struggle to make decisions collectively. Disagreements and tensions can hinder the decision-making process, causing delays or resulting in suboptimal choices that do not serve the team's best interests.
  • ​Increased Turnover: Prolonged internal conflicts can lead to job dissatisfaction and a desire to leave the team or organization. High turnover rates can disrupt team dynamics, requiring the recruitment and onboarding of new members, which further affects overall performance
  • Diminished Creativity and Innovation: Internal conflicts can stifle creativity and innovation within a team. When team members are preoccupied with conflicts, they may be less likely to contribute new ideas or explore unconventional solutions, limiting the team's ability to adapt and innovate.
  • Poor Communication: Conflicts can result in breakdowns in communication channels. Team members may avoid sharing information or providing feedback, leading to misunderstandings and a lack of clarity about roles, responsibilities, and project goals​
  • ​Compromised Goal Alignment: Internal conflicts can create divergent interests among team members, leading to a lack of alignment with the team's overall goals. This misalignment can hinder progress and impede the team's ability to achieve its objectives.
  • ​Negative Impact on Team Culture: Pervasive internal conflicts can erode the positive aspects of team culture. A toxic work environment can develop, making it challenging to attract and retain top talent and ultimately affecting the team's overall performance and success.
Resolving conflicts as efficiently as possible is important to maintain working relationships and keeping teams focused.  
In most cases, both parties have a common goal, they are just coming at it with a different perspective and approach.  
By applying concepts from the study of Neuro-linguistic programming, Celso Enrique will facilitate a technique designed to integrate two opposing thoughts or opinions through an interactive exchange of information. 
As your facilitator and integration coach, the preparation for this in-person workshop will include the following activities:
  • Prerequisites: The criteria for this workshop includes a commitment from each party to have a person with authority to agree to terms of agreement present or reasonably available, and be committed to reach an agreement. 
  • ​Gather Information: The opportunity to gather relevant information from both parties will be conducted through independent interviews. 
  • ​Pre-Workshop Assignment: Both parties will receive an assignment to be completed before the in-person conflict resolution workshop is held.
The integration process quickly brings insight for both parties to learn from each other, and collectively agree on common strategies to overcome the conflicting issue. 
The two parties can enjoy a new positive and professional relationship with a deep respect for individuality and alignment.
The workshop itself will include the following elements:
  • Operational Agreement: This will include the commitment to respect each other's position during the workshop, as well as other rules of engagement. Additional pre-frames for the workshop will also be provided at this time. 
  • ​Current State:  It is important to take stock on the degree of agreement at the commencement of the workshop.
  • Evidence Procedure: This looks to each party to define what their evidence procedure is. It is how you will you know when you have successfully achieved agreement and integration.  
  • ​Presentation of Positions: Each party will have the opportunity to present their part.
  • ​Integration Process: The integration process is performed through a series of questions facilitated by Stacey Rivera and will involve both parties to participate at selective moments. When both parties are fully participating, this path to agreement can occur quite fast. 
  • ​Check In: To ensure full agreement is achieved, we will check in on the degree of agreement. If there is any residual disagreements present, the integration process will continue.
  • Lock it in: Formalize the agreement. 

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