Process Oriented Coaching – 1 Year Training
Process Oriented Group Facilitation – 1 Year Training
Process Oriented Leadership – 1 Year Training

I.    Introduction
II.    Process Oriented Coaching Program
III.    Large and Small Group Facilitation and Process Oriented Leadership
IV.    Worldwork: Process Oriented Organizational and Business Development
V.    Ukrainian Programs: Vision, Paradigm and Format
VI.    Trainers
VII.    Schedules and Logistics

I.    Introduction

Leadership is a concept that is often still thought of in terms of the actions of specific individuals who rule or guide others. We at the Deep Democracy Institute define modern leadership as a body of rational, emotional and spiritual competencies that pertain to all individuals and teams of an organization. As our network and interests become more globalized, so must our style of leadership. Leadership today means possessing the skills and methods to motivate, encourage, include, and interact with a diverse workforce and a diverse world. This requires a completely different style of leadership that inspires instead of commands, facilitates rather than instructs, and empowers but does not dominate. First and foremost, the new leader model learning and collaboration across all levels of the organization.
Our First Year Coaching Program teaches the skills to develop personal and professional leadership, and enables and empowers the individual to model and lead these new attitudes and skills, and coach others in developing them.
Our Second Year Group Facilitation and leadership course trains participants to bring out the best in teams and organizations by using diversity, inclusion, and consensus building to involve whole teams and organizations in strategic directions. Graduates of this year-long course  will be masters  in group conflict management.
 Our Third Year Process Oriented Organizational and Business Development Program teaches leadership methods that show how to integrate new coaching and facilitation skills to develop mid-term and long-term strategic  goals that can assist organizations to become high-impact players in the global arena. These methods  can be applied for Ukrainian businesses and government branches  as well as for teams in organizations, and for individual professionals of all backgrounds.
The modular Process Oriented Training Programs brings cutting edge theory, methodology, and skills that can be self-configured according to each individual participant’s needs. The programs demonstrate the holographic principle that shows:

•      how personal psychology reflects group psychology

•      how group psychology reflects personal psychology

•     how you can use the same facilitation principle for your own personal development, for coaching an individual, for supporting and coaching a group, and for developing and enhancing the efficiency of your organization. In fact, working on all of these levels simultaneously is a guarantee for multi-dimensional success.

II.    Process Oriented Coaching Program
Coaching Yourself, Your Team, and Your Organization

Leadership Coaching has been developing as an executive tool in the USA and Europe for the past 10 years. The goal of coaching is to lift individuals and teams beyond their comfort zones, to assist them to find and use full, individual potential, and to develop high-impact leadership. Coaching helps individuals develop professionally and addresses the whole person in various emotional, psychological, and physical dimensions. The process of coaching can help grow leaders and team members that make learning the cornerstone of their professional and personal lives. The ability to develop personal potential and the ability to coach and mentor others to develop their own potential depends to a large extent on understanding factors in personal and cultural history that have inhibited and blocked us from being fully ourselves, and applying methods to go beyond these blocks. As such, coaching is a key factor in entrepreneurial and creative action. The year-long Coaching Program teaches the basis of Process Oriented Coaching in four,  4-day modules. Additional advanced courses will be offered for post-certificate study for individuals who would like to continue to hone their skills as coaches or trainers. During this year-long training, participants will work with several “coachees” under supervision.

Module 1
Relationships and Conflict Management
Modern studies show that between 50% and 85% of an average line manager’s time is spent on activities that are related to conflict management. This module presents coaching methods to enhance relationships, manage and resolve conflicts, bring refreshing and uplifting resolutions to conflicts, and use these problems to assist in personal development.
Participants will learn how issues that come up in relationships are “non-local,” meaning that disturbances that appear in relationships actually belong to both partners in some way (even if the problem is more apparent in one person) and to the culture or environment at large. Disturbances are considered emerging tendencies that have not yet been discovered. Methods will be taught for facilitating relationships beyond the policing paradigm of who is right and who is wrong into a more enriching level of growth for both partners, accessing and sharing experiences that transcend the boundaries of everyday roles. Participants will learn a key aspect of conflict management: the ability to recognize and deal with implicit escalation and de-escalation signals. Lacking awareness of this process is a key factor in perpetuating and amplifying conflicts unconsciously. Therefore, this ability is crucial for team work and for work in organizational settings. It is also important for understanding and resolving tensions with partners from other teams or other countries.
Relationship Coaching helps develop understanding of diverse international communication styles while staying close to one’s own process and power. To be useful, a paradigm for relationship management should work in all areas of our lives. Many participants have told us that they have also used these practical skills in their everyday family lives, where they helped to resolve conflicts and bring greater intimacy and happiness.

Module 2
Do Your Thing!  Unfolding Personal And Team Potential.
In this module, participants will first learn to coach another person in understanding personal and cultural history and how it influences the ability to use one’s full potential and dreams. We will teach methods to help individuals to understand their own edges (the boundaries of comfort zones) as hypnotic states that are perpetuated by personal history and the cultural and organizational realities in which we live, and to go beyond them through personal and professional development. We will teach methods for discovering and working with the inner critic, to utilize its energy for movement in a positive direction. We will also teach team applications of these methods.

Module 3
Stress Management, Body Energy, and Health
The first sign of stress, which often appears even before body symptoms, is a subtle decline in work interest and motivation.
High-impact positions for individuals and teams require intense focus and force workers into long periods of stress. In the past, individuals have had to find their own ways of coping with these situations. The result has been a tendency towards addictive behaviors, health problems, irritability, mild depression, and the loss of an overview. This module will show how to recognize stress symptoms, and will provide process oriented resources for working with them creatively. For example, we learn and practice applications of the  “path of least effort” concept, borrowed from quantum mechanics.

Module 4
Process Mind and Life Myth: Meaning and Spirituality in Personal and Professional Development
Life Myth and Process Mind are time and space independent aspects of our personal and professional lives. Life Myth refers to a unique, essential organizing pattern, different for each person and in the background of each of our lives. It is present throughout life and can be experienced as an essence or force that carries us through personal difficulties and challenges, and reaches peak experiences. Process Mind refers to a personal, perennial connection to nature and the wisdom of the earth. Both are nearly indescribable factors that influence perception and the personal journey through life. Connecting with one’s Process Mind and Life Myth (or purpose) brings effortless action and is the key to remaining close to purpose and meaning through daily work and life tasks. Because these invariant aspects are inherent in each individual and accessed through personal experience, wisdom that arises out of the connection is compatible with existing religious, political, and philosophical beliefs, and at times can even deepen them.
Coaching is meant to help individuals connect to inner and outer resources for enhancing everyday life experience, developing creativity, enhancing professional and/or business development, and mentoring community and team members. This module will teach methods to relate to foreign belief systems , unknown communication styles, and oppositional organizational cultures, allowing global application within the wide diversity of the Ukrainian society, in which belief systems vary according to generation, location (urban or rural), faith, political background, and family values.


III.    Large and Small Group Facilitation and Process Oriented Leadership Facilitating your Team or Organization and Creating a New Leadership Culture

The world has changed. Not only have our work teams become a diverse composition of men and women from different age groups and nationalities, often speaking different languages, we also meet different mindsets and a rich diversity of individual opinions and perspectives. We believe that wordwide, modern organizations must master the complex task of creating a leadership culture that values and supports individual expression and creativity, the freedom to be one’s self, while remembering the larger vision of the team and organization ,and using it to move everyone forward. Methods of choice are innovative social technologies that create large and small group processes to bring stakeholders together and that allow for developing synergy and leadership on a wide-spectrum basis. This is as true for teams beginning a project or facing difficulties in the middle of one as it is for large groups creating mergers and acquisitions or for departments within an organization. The same skills that are needed to facilitate this process in small and large teams are also needed to relate to international teams, to networks of suppliers, and to our individual clients and customers. Each of these situations involves many groups with different belief systems that are looking for sustainable relationships.
Facilitative Leadership simply means that we can no longer assume that leadership implies instructing and commanding work forces to follow orders. Facilitative Leadership presents methods and skills that allow and encourage inclusion and collaboration among diverse teams.
Facilitative Leadership requires that we develop two types of attention: one, the ability to stay close to vision and goals, and two, the ability to focus on and include team members in the process in order to empower them to develop and contribute their full creative potential.
The second year of our leadership training focuses on group facilitation and leadership development skills that allow the fulfillment of these tasks.
As part of this year-long training, each participant is asked to create a facilitation internship that culminates in a large group facilitation process, preceding the last module. In the last module, the internship and final project will be presented to the entire group.

Module 1
Process Oriented Group Facilitation
This module is a training in process oriented group facilitation methods for discovering and utilizing hidden potentials in groups and teams. These hidden potentials often manifest through disturbances within the group, which, once facilitated, can reveal hidden potentials that lead the group towards new horizons. Within this module, participants will learn the theoretical basis of these skills and practice their application.
Process Oriented Group Facilitation is considered a cutting edge large and small group intervention method that allows groups from very diverse backgrounds to work together in a new way. The methodology shows how various group “directions” that appear as group conflicts are complimentary vectors of a deeper essential vision, which can be used to unite teams organically. The process includes a variety of experiential levels, balancing emotional, rational, imaginative and factual experiences that are inherent in groups.
 Participants will learn to lead and facilitate a group from the beginning process of sorting through various disturbances and consensus building, through navigating the turbulent rapids of group dynamics, towards grounding final consensus, synergy, and focus on a joint output. Worldwork facilitation methods can be applied to overcome “cycling” – unproductive  rehashing of topics and issues, and helps to transcend “groupthink”, an experience that occurs in groups that have created their own boxes from which they cannot escape.

Module 2
Conflict Management, Conflict Resolution, Conflict Control
Conflict resolution methods for teams and groups will be taught. These methods, based on theory from quantum physics, do not impose resolutions or restrictions but facilitate all sides of the conflict to the point that an organic inherent resolution appears. Notions of good and bad or right and wrong are replaced by a scientific approach that values each viewpoint as an aspect of the field’s effort to know itself.  This module shows how group and organizational conflicts differ from the one-on-one conflicts that arise between individuals, or the conflicts that a line manager might have to deal with in small teams. The field concept is a holographic principle that shines new light on our traditional views of the intra-and interpersonal levels of conflict. Although we do recognize and work with these two levels, we consider them interlinked and interdependent manifestations of the group field.
Participants will learn methods for facilitating this process and for accessing their inner elder who has the ability to be present with current manifesting difficulties while maintaining a larger, long-term perspective that considers the well-being of the whole and generations to come. Participants will learn to understand conflicts in teams and organizations as an expression of organizational growth. They will also learn to assist groups in finding common ground for a new direction that includes and enhances the previous one. This means that no compromises are made. Instead, the power that is inherent in the conflict is used to move the group forward in a mutually satisfying new direction.
This module teaches new and creative ways of working with group and inter-team conflicts. Process oriented conflict management is based on concepts of quantum mechanics and process oriented psychology. Its methods allow practitioners to recognize conflicts early and to prevent them from escalating, and to resolve existing conflicts, evaluating each situation in terms of possible resolution. If resolution is impossible, conflict resolution methods are replaced with strategies of conflict management and conflict control.

Module 3
Eldership: Facilitating  Inclusion and Leading Collaboration
Leaders know that their organizations work best if they can hold the vision and pursue the goal and at the same time foster an environment of inclusion in which every person feels and understands that she or he makes a difference. The ability to clarify rank and hierarchy for achieving goals while insisting on inclusion of all perspectives makes an organization effective and sustainable. We will demonstrate and practice the benefit of processing rank, privilege, and power in a sustainable and creative way that empowers members on all hierarchical levels, including the executive ones, to fully use their power while sustaining a creative relationship. This approach is balanced by our understanding of the relationship between the role of the leader and the role of the follower. These roles are present in the field and must be shared in different moments by different participants in a group. A leader who is not truly able to follow cannot truly lead, and vice versa.
In this module, we will teach facilitation and leadership for groups that deal with modern differences due to ageism, sexism, nationalism, racism, and different sexual orientations. We will also teach methods to develop a personal style for facilitating these differences in a way that brings synergy and inclusion. Finally, we will demonstrate how to make a “business case” for these leadership skills, as they are essential for the success of all organizations.

Module 4
Process Oriented Leadership: Facilitation in Action
In this final module of the Facilitation Certificate Course, we will demonstrate and practice Facilitation in Action in a wide variety of circumstances. Are you facilitating an executive meeting about a change in strategy? Are you in charge of developing a new reward program for an organization? Do you need to design a yearly corporate retreat in which a group will revisit its value, mission and vision statements? This module teaches creative and diverse ways to apply the large group facilitation methodology in a variety of situations by using the role of the leader, the facilitator, and the “ghostrole” (the unnamed information that is disavowed by the group, or an unspeakable view that is present in the difficulty) and assisting groups in moving directly towards their goals. Worldwork facilitation presents methods for a path of least action to serve this purpose by following the experiences of the groups as they emerge; emerging processes bring their own innovations and the facilitator assists as they surface.
During this module, participants will also have an opportunity to present their year-long projects.

IV.    IV Worldwork: Process Oriented Organizational and Business Development

From Myth to Vision to Strategy in Teams and Organizations
Worldwork is an overarching change management theory: it includes research about the rules under which organizations grow and change, interventions to make these processes visible and understandable, and methods to lead and facilitate these processes for better results. Worldwork can be used to coach individuals and teams and to facilitate all aspects of organizational life.
The latest “buzz” is about how it can be used to create high impact leadership in organizations and businesses. This module shows how process oriented concepts can be used to develop vision and strategy based on “organizational myth,” an unchangeable essence that is time and space invariant within an organization. Think of the organizational myth as the soul of an organization - not some generic soul, but the unique individual evolutionary principle that first gave birth to the organization, and is rejuvenated over time through group processes that re-discover it and re-create it in its contemporary form. An example is Henry Ford’s original dream to build a car for every American, with the hope to bring mobility to every North American.  The essence of mobility, which includes choice not only in terms of geographic location, but also in terms of the possibility to leave your “social group” and to move beyond your original identity, links to the very principle of freedom that the USA was built on; the ability to leave a situation that is oppressive. Ford caught this essence in a dreamlike fashion: it is at the root of the organization and inspires the organization’s growth. It is expressed in some of Ford’s most successful products, like the Ford Mustang.
Worldwork brings methods to connect to the organizational essence or myth, and to use it to shape values, mission and vision. But maybe even more importantly, the organizational myth can help to hammer out strategies and action plans, helping organizations to grow in all dimensions. These methods assume that every organization is also a community which can be called upon to facilitate branding sessions, develop new and authentic public relation strategies, introduce creative advertising campaigns, and discover new strategic alliances. Worldwork also uses myth and vision to facilitate the creation of a unifying language and framework for research, product development, and business processes.
We have become accustomed to thinking that the well being of an organization or the professional fulfillment of an individual depends on the rise and fall of the economic tide. Process Oriented Organizational and Business Development demonstrates methods to build organizational boats that can make it out into the ocean and float independently of ebbs and floods.
This module teaches organizational leadership and is designed for any individual who would like to assist her or his group to achieve peak performance.
During this year-long training, participants will create their own projects and develop a strategy and action plan for implementation.

Module 1
Myth, Vision, Strategy, and Action Plan
During this module, we will learn and apply tools to discover team and organizational myth and their corresponding visions and strategies. These visions will be used to create strategy and action plans that reflect the spirit of the essence. The modules will also show how quantum effects and chaos theory can be integrated in process oriented strategizing, creating unexpected outcomes and strategic turns that seem to be based on intuition. We will show how this awareness level can be applied in situations with lacking resources and stuck action plans.
Participants will emerge with self-designed, personalized action plans for themselves and their teams or organizations.

Module 2
Implementing Strategy and Creating High Impact Teams
Worldwork concepts can be used to track and enhance the implementation of strategies by revealing how “time-spirits” influence change processes and can assist in creating high impact teams and leaders. In this module, we will study new evaluation processes for individuals and teams that empower and encourage. You will learn how to organically connect performance to a multidimensional reward system that furthers employee retention. We will also learn to work at the larger organizational level that considers the financial health and condition of a business, and shows how investment strategies, reward strategies, and profit strategies must be directly related to the essence and vision process of the business.

Module 3
The Net: The Organization as a Node in the World Network
The benchmark mid and long term financial success of a business can be seen as an indicator of how well members are relating internally to the potential of the organization, and how well they are relating this potential externally to the surrounding world.  If the essence of an organization reveals its soul, and the vision and strategy shows the expression of that essence in a given context, then financial success can be a measure of how effectively this essence is being communicated to the world at large.
This module demonstrates how the process of branding and public relations in a globalized, diverse market follows three principles:
•    The ability to understand the value and essence of an organization as an inner process: an organizational spirit or soul. Branding (the ability to convey this unmistakably distinctive essence through the logo, name, and feel of the organization) and advertising (the ability to connect to people that are inherently interested in that essence) are processes that need to be expressed within the organization as well as to the world.
•    These inner expressions cannot be separated from outer communications and are central in creating congruent strategies on all levels. The pride, value, and excitement that we feel about our own organizations, products, and services are all inner organizational expressions of external branding, public relations, and PR campaigns.
•    The insight that branding, advertising, and public relations policies must be based on myth and vision, produce congruent groups whose pride and excitement is clearly and unmistakably reflected and related to the world.
The module will include network theory, enjoying the value of a diverse approach to relationships in a larger market; how to develop market share; and methods for making the quantum leap from opportunistic provider to myth driven business with a strong, long-term vision of its place in the global economy.

Module 4
Lights, Camera, Action
This module is an integration of all the tools from the active leadership approach. It shows how to deal with blocks and difficulties, how to understand and overcome global changes, and how to sustain momentum in a globalized world. Organizations can shape their local society and economy while co-creating a new global village in which empowered local leadership and global awareness create new flourishing relationships and individual fulfillment with collective sustainability. In this module, you will also have a chance to present your project.


V.    Process oriented Leadership Programs:  Vision, Paradigm and Format

The following chapter outlines key points of the Process-oriented Model, on which our training is based.  Processwork is a consistent theory of collective transformation that can be applied to all areas of organizational and personal development. The paradigm was originally developed in the 80s by Drs. Arny and Amy Mindell and colleagues, and has been growing and expanding ever since. It has been taught and practiced worldwide in many universities, organizations, and professional communities of practice. The following pages will hopefully illustrate how we differ from trainings.

The Vision 

Many Ukrainians have told us that the Ukraine is at a historic moment in its development. Many new possibilities are on the horizon - culturally, politically, and economically. The essence of the land hosts diverse groups and interests and multi-faceted relationships, not only for its immediate neighbors, but also for the world at large. As such, the Ukraine shares a process with many regions: how to stay true to one’s national and cultural roots while finding and developing open and diverse global relationships that are sustainable. This change process affects every single aspect of rural and urban life in the Ukraine.
The vision of the Deep Democracy Institute International is to create training programs that provide  useful skills on that path, and help to develop an international learning and leadership community in which  we meet our Ukrainian participants as much as teachers of their perspectives and stewards of their future, as learners of Worldwork competencies.
Process Oriented Leadership presents a global model that frames organizational change and development as a holographic aspect of collective awareness and transformation on all levels of society, on one hand, and individual awareness and transformation on the other. Collective transformation and individual leadership development is one complex system that must be addressed on all levels for sustainable change. 
Deep Democracy includes personal empowerment, socio-economic development, community building, conflict management on all levels, and the development of multi-dimensional leadership.
 
Leadership development is a key component of sustainable development and stability globally. This perspective applies not only to Kyiv and other cities in the Ukraine: it parallels advances in organizational leadership in Washington, Berlin, Portland, Sydney, Warsaw, Sierra Leone, Moscow and other areas in which the leaders of the Deep Democracy Institute are active. Organizational concepts are changing in the business world and other sectors of society. Leadership is no longer viewed as a static framework in which one person dictates the actions of the organization. It is a complex collaborative process that requires well trained, adaptive, and skilled individuals throughout the organization. Coaching and entrepreneurial skills are important aspects of developing creative social, business, and political solutions that can lead the way towards psychologically, emotionally, and politically sustainable development.
Through participation in this program, participants will gain additional skills for life and career enhancement and for completing projects and goals. The training will also assist in the development of a cutting edge, skill based, self-empowered leadership culture throughout the entire strata of society by providing leadership tools for professional and economic development with a wide range of applications from family systems to business units and NGOs.
The Project is sponsored by the Deep Democracy Institute, an international thinktank that conducts leadership and facilitation trainings worldwide.
 


The Paradigm
 
Process Oriented Leadership Development is built on the Worldwork paradigm. Worldwork is a collective transformation model with applications in leadership development, change management, personal development, and organizational development. It contains many intervention systems. For example; a powerful self-management skill set, a one-on-one team coaching skill set, a large group facilitation technology, and a business development and change management technology. Many people also know it for its powerful conflict resolution approach.
Worldwork is based on three pillars:
Deep Democracy Perspective:
Deep Democracy is an attitude that focuses on the awareness of voices that are both central and marginal. This type of awareness can be focused on groups, organizations, one's own inner experiences, people in conflict, etc. Understanding how individuals and organizations centralize or marginalize information and experiences is a fast track to helping groups to understand and change the mindsets that initially prevented the discovery of adequate solutions. Worldwork has an easy, applicable technology to foster thinking outside of the box. This approach often brings unexpected solutions to group conflicts, interpersonal conflicts, and personal ambivalence.
Unlike "classical" democracy (which focuses on majority rule), Deep Democracy suggests that all voices, states of awareness, and frameworks of reality are important. The process model makes it possible for organizations to determine when it is time for consensus building and when it is time for focused leadership. Deep Democracy also suggests that the information carried within these voices, awareness’s, and frameworks is needed to understand the complete process of the system. The meaning of this information manifests when the various frameworks and voices relate to one another. Deep Democracy is a process of relationship and flow, not a state-oriented still picture or a set of policies.
The Theory of Worldwork:
Worldwork theory is informed by particle physics, complex system theory, and concepts from psychology and anthropology. The theory suggests that if marginalized aspects are brought to the foreground, an experience of dynamic flow re-enters the system bringing resolution, new creativity, and depth to group and individual experience. Deep democracy, when applied in specific circumstances, takes a variety of forms, depending on cultural practices and beliefs. This approach allows individuals to work as well with measurable facts and linear logic as with intuitive and emotional experiences during non-linear processes.
The Worldwork Methodology:
Worldwork methods include tools from psychology, social psychology, sociology, and brain research to enhance individual and group learning. An important focus is the awareness style that an individual or an organization is using. Awareness styles are the actual psychological processes that make up mindsets.
Worldwork is a trans-cultural and ethno-specific approach to leadership. It is trans-cultural because its methods and theory are based on complex system theory, concepts from quantum physics, and the role of the observer in a hard science context. This foundation provides a global theory and framework that can be applied for different cultural manifestations and perceptions of reality.
Under the umbrella of this unifying perspective, we develop additional theories and methods that rest on the understanding that social institutions, ethnic traditions, and diverse thinking styles and norms create histories reflected in individual ethnic patterns that are culturally specific, and used by members of society to form their own unique leadership styles, organizational forms, and institutions.
 
The trans-cultural approach of Worldwork celebrates and frames this diversity. Our leadership model results from a collaborative effort between trainers and participants that includes a process of two-way teaching, training, and development. Our staff has experience in developing trainings in over 40 countries, in hundreds of organizations, and in communities on all continents.

The Program Format
 
The Process Oriented Leadership training consists of three, year-long courses. Each of them is an individual, certifiable course. The entire program can be taken as a Certificate Course in Process Oriented Leadership by the Deep Democracy Institute. The variety of courses act as building blocks that can be mixed and matched as needed.  The courses will be held as public, open enrollment seminars, available to individuals from all sectors of the Ukrainian society.

Each year-long course consists of:
 4x 4 day face-to-face training units
8 x ½ day peer learning group events
Ongoing on-line peer learning