What is the Be Bold Mastermind?
It is a collaborative and supportive inner circle where we share ideas, insights, experiences, and resources.
How large is this inner circle?
It is designed for a small group of participants (up to 15 people max).
These workshop sessions are tailored to empower you with practical strategies and tools, as well as to enable you to exchange with your peers in a safe space.
What is the focus of the Be Bold Mastermind?
It is developing our self-awareness to maximize our impact on others.
How is the framework of the Be Bold Mastermind?
The series consists of two parts, each comprising three interactive working-sessions.
The first part starts now and will end in January and the second one will start in March and end in June.
We will have a facilitator for each session and we may also invite guest speakers or experts to share their expertise on relevant topics.
For our first round, we're offering the following engaging sessions:
How to Get Rid of Imposter Syndrome and Foster Trust in the Workplace - NOV 14
Those who experience imposter syndrome often believe they are inferior to others or have faked their way into positions despite impressive accomplishments. Up to 70% of both women and men, especially high-achievers, experience imposter syndrome at some point in their career. This false belief system leads some people to self-sabotage, turn down career and growth opportunities, and limit their own career trajectories. In this session, we will explore different types of imposter syndrome and share constructive ways we can begin to overcome this negative thought cycle.
How to deal with Conflicts - DEC 12 (Date TBC with participants)
In any group of people, conflict is a natural part of the dynamic. How leaders choose to manage inevitable disagreements can make the difference between a dysfunctional team and a successful one. In this session, we’ll explore together how to create the conditions for healthy conflict, how to coach your team through disagreements, how to manage yourself throughout the process, and how to follow up afterwards. We’ll discuss how to keep conversations collaborative and not combative, create psychological safety for our team, preempt future conflicts, encourage our team to repair relationships, etc.
Why Change is difficult - and how to do it anyway - JAN 16 (Date TBC with participants)
You have been in this program for 2 sessions. It is almost a certainty that, over the course of this program, you have begun to form some new ideas or intentions about how you want to do things differently - engaging in conflict, stepping in … But we have probably all had the experience of leaving a good program filled with good intentions - only to concede, some weeks or months later, that we have done very little of what we hoped. What if we could create a kind of antidote for this familiar, discouraging experience? What is, in the next couple hours, we could engage in a kind of learning that would dramatically increase the likelihood you were able to bring about more of what you are intending and hoping for at this very moment? That is the purpose of this session! We will draw on Immunity to Change™—a learning process developed by Harvard University faculty Robert Kegan and Lisa Lahey, informed by 30 years of research on adult development.