Академический Документы
Профессиональный Документы
Культура Документы
Carolann has a BA (honors) in Geology from the University of Pennsylvania and a PhD in Natural
Resource Management from The Australian National University. She began her conflict exploration
journey dealing with water resources conflicts during her PhD. Since then she has worked
internationally in the Caribbean, Australia, and Europe with a variety of organizations.
Carolanns passion is her long-standing work as an organizational coach and advisor. As a cross-
disciplinary practitioner she guides organizations into a more integrated approach to their operational
programs and strategic planning efforts; saving money, time and increasing the benefits. Expert in
mediation, coaching, and meeting facilitation, her style is collaborative and proactive while
implementing change and continual improvement. Her strong values for self-development guide her
commitment to individuals who strive to become better leaders.
Marilyn has an MA in Behavioral Statistics (triple major in Psychology, Statistics and Computer Science)
from Baylor University. Her BA is in Experimental Psychology from San Diego State University. She is a
Certified Master Black Belt (GE) and a Certified Change Agent Level 2 (Conner Partners).
As a Quality professional for over 30 years and a psychologist and statistician by training Marilyn has
spent her career fostering quality improvements in both the public and private sectors and in a variety
of industries. Her practice focuses on leading across generations to achieve success in implementing
process improvements. Facilitating innovative solutions to thorny problems has resulted in millions in
savings and increased productivity for her clients. Marilyns passion for learning and fun at work is
central to her philosophy of life. She enjoys working with and training quality professionals in advanced
process improvement skills, such as conflict management, transactional rapid results kaizens, and how
to apply the system of profound knowledge as taught by W. E. Deming
What are some typical generational stereotypes and which ones are real?
What is conflict?
Generation Z (<22)
Millennials (23-35)
Generation X (36-51)
Boomers (52-70)
Silent (71-88)
Greatest (89-101)
Generations Defined
Generation Z (<22)
Millennials (23-35)
Generation X (36-51)
Boomers (52-70)
Silent (71-88)
Greatest (89-101)
Raise your hand if you have seen one or more of these issues in your
workplace
Feedback, Communication Styles and
Language
Work/Life Balance
Business Etiquette
Dress and Grooming
Authority: Leadership vs Hierarchy
Dismissive attitudes
Work Hours
Baby Boomers are out of touch and cut off from what is happening in the world
FALSE
Millennials want more interesting work
FALSE
Millennials want more work-life balance
SOMEWHAT TRUE
Millennials want more purpose at work
TRUE
Gen Xers are more ambitious
FALSE
Millennials are less positive at work
FALSE
Millennials are disengaged
FALSE
Baby Boomers are more independent and need less supervision
FALSE
Theyre completely different from us at that age
FALSE
3. How you deal with generational conflicts is the same as how you deal with
any conflict
3. Learn conflict styles and how you personally can grow and gain insight
about yourself
5. Prep and Respond with a calm plan when generational issues (or any
conflict situation) impact your team
Positive and life-affirming for not only you but others around
you Leading through Conflict Retreat
August 2016 15
2016 Monda Consulting LLC and
Carolann Wolfgang, PhD
Understanding Individuals in Conflict
Swirl of emotions
Increases stress, anxiety
Less productivity
Health issues
Loss of perspective
Loss of feeling of support/community
Greater errors, accidents, poorer decisions
We feel helpless
Its not about trying to avoid or placate or even move beyond conflict to
get to a place of innovation or creativity
Once your interests are out there and agreed upon, its time to generate options and ways
forward
Being a human explorer in the conflict holds passion and practicality and is
positive
We can extend what we learn with individual conflict and adapt to a team
Why forming, storming, norming, performing doesnt work (we all know this
model, but it can hinder human exploration through conflict)
A sense of helplessness
Interpersonal attacks
Lots of finger pointing at top management and the rest of the organization
Taken from Katzenbach, Jon R. and Douglas K. Smith 2003. The Wisdom of Teams, McKinsey & Company, New
York, NY.
It all seems easy until you have to actually do it! The majority of the retreat is
aimed at practicing on real generational and work related issues
Self assessments, workbooks, worksheets, tools and a roadmap through conflict for
you to take away after the workshop
Day One, A.M. Roadmap through Conflict; Your Personal Conflict style;
Value out of Conflict; Generational Stereotypes; Unspoken Assumptions
Check the Brochure provided with this webinar for pricing and
details
Contact mmonda@mondaconsulting.net or
Carolwolfgang@gmail.com if you are interested in the retreat,
but cant make it to Trinidad in January!
Questions?
Survey