IMPACT60 ONE HOUR COURSES
These instructor-led courses are offered in condensed 60-minute sessions. They focus on relevant topics and provide key skills and tools.
Who Are These Courses For? Courses 1, 2, 3 and 4 are for all employees; 5, 6, 7 and 8 are for Supervisors, Managers and Team Leads.
- Overcoming Compassion Fatigue (All Employees). Working in care-giving environments has many rewards, but over time it can also take an emotional toll on employees in the helping fields. From being exposed to traumas, emergencies or resistant clients or patients, employees can experience what has been called “compassion fatigue.” This session helps participants recognize compassion fatigue early and identify practical ways to protect their wellbeing while continuing to care effectively for others. Incorporating this skill allows for increased energy, empathy, and job satisfaction. Rather than focusing on diagnosis or theory alone, this experience centers on providing awareness and concrete actions.
At the end of this session, participants will walk away with:
- A clear understanding of what compassion fatigue is (and how it differs from burnout).
- The ability to recognize early warning signs in themselves and others.
- Practical strategies to reduce or overcome compassion fatigue.
- Effective Communication Foundations (All Employees). Effective communication isn’t about using one “right” style. It’s about understanding differences and adapting in the moment. This interactive session introduces participants to common communication styles and helps them better understand their own preferences and tendencies. Participants will explore how pace, task focus, and relationship orientation shape communication. Participants will also see how mismatches can lead to misunderstanding or friction at work.
This foundational session emphasizes awareness, appreciation of differences, and practical tips that participants can apply immediately in everyday conversations.
At the end of this session, participants will walk away with:
- A clear understanding of common communication styles and what each style needs to communicate effectively.
- Insight into their own preferred communication style and how their style is demonstrated at work.
- Practical tips for adapting communication to work more effectively with each of the different styles.
- Increased awareness of how communication differences can impact collaboration, teamwork, and relationships.
- Adapting To Change (All Employees). Change is constant at work, but that doesn’t make it easy. Shifts in priorities, roles, processes, or expectations can create uncertainty, frustration, and a sense of lost control. This session helps participants make sense of change by distinguishing what is within their control, what they can influence, and what is outside their scope – grounded in real change situations.
Rather than focusing on theoretical change models, this workshop centers on the individual’s experience of change, so they can respond with greater clarity and resilience rather than stress or resistance.
At the end of this session, participants will walk away with:
- A clear framework for understanding what is within their control, influence, and concern during times of change.
- Greater self-awareness of their typical reactions to change and uncertainty.
- Practical strategies to reduce stress and increase resilience when facing change.
- Leading From Where You Are (All Employees). Leadership is found at all levels. It is not a position, but an attitude. This session helps participants recognize how they can lead from any role by taking ownership of their work, strengthening relationships, and using their strengths to influence positive outcomes.
Rather than focusing on formal authority or titles, this workshop emphasizes self-empowerment, accountability, and everyday actions that enable individuals to become stronger contributors and increase their leadership impact within the organization.
At the end of this session, participants will walk away with:
- A clearer understanding of what it means to lead from any role.
- Insight into how their strengths can be leveraged to build credibility and influence.
- Practical strategies for building relationships and increasing their impact with peers and leaders.
- Creating an Inclusive Environment (Supervisors, Managers and Team Leads). Inclusion isn’t a policy or program; it’s a mindset, and it involves intentional, daily behaviors. This session helps leaders understand what inclusion looks like in practice and how their actions, interactions, and decisions shape whether others feel valued, heard, and respected at work. Attendees will reflect on how inclusion shows up in their own role and identify concrete ways to strengthen inclusion through everyday actions.
At the end of this session, participants will walk away with:
- A shared understanding of what inclusion looks like in day-to-day workplace behaviors.
- Insight into how their actions and communications impact others’ sense of belonging.
- Practical tips for increasing inclusion in meetings, feedback, delegation, and/or collaboration.
- Personal action planning to identify stop, start, and/or continue behaviors to consistently create a more inclusive environment.
- Change Management Fundamentals (Managers, Supervisors and Team Leads). Change is inevitable, but how leaders respond to change directly shapes how their teams experience it. This foundational session helps leaders gain perspective and strategies to manage the human, rather than the process side, of change. During this workshop, leaders will identify what’s in and outside of their scope of control and influence (for themselves and their team). They’ll also understand and recognize how their behaviors and reactions can influence others’ reactions to change.
At the end of this session, participants will walk away with:
- Greater awareness of emotional reactions to change and how those reactions show up at work.
- A clear framework for understanding what leaders can control, influence, and let go of during change.
- Insight into how leader communication, emotions, and body language impact team responses.
- Personal insights to take action to be a positive change leader moving forward.
- Conflict Management: Managing Expectations (Managers, Supervisors and Team Leads). The pre-requisite for this course is the completion of the Thomas Kilmann Conflict Mode Instrument (TKI workshop). Note: If you do not have a report, we can provide the assessment prior to training). While conflict can stem from many causes, a large number of the conflicts leaders face with employees result from unmet or unclear expectations. This workshop invites leaders to reflect on and practice navigating common employee conflict conversations, such as those related to performance and absenteeism. Building on participants’ foundational experience with the TKI assessment, the session explores how leaders’ natural conflict styles can either clarify or confuse expectations and can escalate or reduce tension depending on others’ conflict styles.
Rather than focusing on conflict theory, this session centers on practical application through real workplace scenarios and guided reflection, helping leaders practice setting clear expectations and adapting their communication to prevent and manage conflict.
At the end of this session, participants will walk away with:
- Greater awareness of how their personal conflict style may impact difficult employee conversations.
- Insight into how unmet or unclear expectations contribute to common workplace conflict.
- Practice adapting their communication style to clarify expectations in common conflict scenarios.
- Increased confidence navigating challenging conversations.
- The Three Drivers of Motivation: A Leadership Series of 3, 60-minute Workshops. (Managers, Supervisors and Team Leads). Motivation doesn’t happen by accident, and it isn’t driven by incentives alone. Research shows that employee motivation and engagement are shaped by three core psychological drivers: psychological safety, psychological meaningfulness, and psychological availability. Together, these drivers determine whether individuals feel safe to engage, motivated to engage, and capable of engaging at work.
This leadership series includes three, 60-minute workshops on each of the individual drivers. Each workshop explores one driver in depth, helping leaders gain understanding of what motivates their employees for the long-term and how their behaviors strengthen or weaken motivation. These workshops can be introduced as standalone, individual modules, or as a collective series (strongly recommended).
- Driver #1: Psychological Safety. Psychological safety is the foundation of motivation, as it provides the freedom for employees to engage. When employees feel safe to speak up, ask questions, admit mistakes, or challenge ideas without fear of negative consequences, they are more likely to contribute fully and perform at their best. Without psychological safety, even highly capable and motivated employees tend to disengage.
At the end of this session, participants will walk away with:
- A clear understanding of psychological safety of what psychological safety is (and isn’t) and why it is critical to motivation.
- Insight into how leadership behaviors can either support or undermine psychological safety.
- Reflection on where psychological safety currently exists or needs a boost within their daily work.
- Practical techniques to encourage speaking up, learning, and healthy risk-taking.
Driver #2: Psychological Meaningfulness. Employees are more motivated when they have a reason to engage, or when their work feels meaningful. This occurs through psychological meaningfulness: when they understand that what they do matters, aligns with their values, and contributes to something bigger than themselves. This session helps leaders explore how meaningfulness shows up in daily work and how leadership practices such as goal setting, feedback, and communication shape whether employees feel invested or disconnected.
At the end of this session, participants will walk away with:
- A clear understanding of psychological meaningfulness and its role in motivation.
- Insight into how purposeful goals, autonomy, and clear communication influence employee motivation.
- Reflection on how effectively they connect individual work to the bigger picture today.
- Practical ways to increase clarity, purpose, and meaning in everyday work conversations.
Driver #3: Psychological Availability. Even when employees feel safe and find their work meaningful, motivation can falter if they lack psychological availability, or the capacity to engage. Psychological availability is the combination of skills, confidence, energy, and support that employees need to be fully invested at work. This session helps leaders recognize how workload, stress, and other factors affect psychological availability. It also provides insights into how empathy, support, and intentional development can increase or restore capacity to build motivation.
At the end of this session, participants will walk away with:
- A clear understanding of psychological availability and how it impacts motivation and engagement.
- Greater awareness of the signals that employees may be overextended or depleted.
- Reflection on how leadership expectations and support influence employee capacity.
- Practical strategies for encouraging learning, well-being, and sustainable performance.
Need more information? The descriptions above are meant to provide a basic overview of each new course. Our legacy courses are also outlined on the website. Legacy Course descriptions are available by request. If you have any questions about our new courses, or our legacy courses, please give us a call at (301) 351-9523.
