McLaughlin Method
You might be wondering, what is McLaughlin Method? Is it “The” McLaughlin Method? Is there a specific McLaughlin Method? And beyond that, what will I learn from working with McLaughlin Method?
For starters, I very intentionally decided to name the business McLaughlin Method without “The”. There are many McLaughlin Methods, and my way of looking at the world, at people, at business, can be applied in so many ways.
At the core is a bias for action.
All of my programs take you beyond the theories of leadership, culture and employee engagement, and into ACTION. McLaughlin Method is all about translating knowledge into behavior. That is why we seek to learn something new -- not just so we can recall it later for a neat spin on networking conversations -- we seek to learn so we can DO something from that knowledge.
I’ve been teaching learning professionals this difference between recall and action for over a decade. Training shouldn’t be boring, and it shouldn’t be passive. If you’re ever brought into a room (virtual or otherwise) to be sat down and talked at -- that is not training.
Calling my programs “trainings” doesn’t feel inclusive enough of the experience you get. Instead, think of it as a combo of coaching, consulting and facilitation.
Using highly interactive facilitation techniques get you thinking, making connections, challenging your own assumptions, and building new behaviors.
McLaughlin Method programs focus on building competent, inclusive leaders who know how to motivate and engage their teams to achieve the business goals and performance they strive for.
Leaders are the ultimate influencers, modelers, and potential destroyers of company culture. You can’t transform the culture of your company without transforming how your leaders lead. As a leader, you have a lot of knowledge: both experientially from your past in business and also from the books, articles, podcasts and other content you consume about leadership and business. I love working with leaders who truly want to be better and are always striving for growth. You have to be willing to change in order to change at all.
If you’re constantly consuming content about what it means to be a good leader, why work with McLaughlin Method? Because making the jump from knowing better to doing better is hard.
I help you tap into the growth and skills you’ve developed in other areas of your life and all kinds of relationships. I help you translate and transfer those skills to the workplace. The situations we find ourselves in trigger automatic responses in us -- of what we believe we’re supposed to do. Consider what images come up when asked these questions: What does an expert look like? What does a “boss” look like? What does “sales” look like?
We’re influenced by the media, our culture, our regional values -- whether we like it or not. We have to start to examine these assumptions that come into our worldview. And into our habitual, subconscious responses.
We can’t just think or talk about changing behavior. To truly change the way we act in high pressure situations (because let’s face it -- most of your everyday life as a leader in a startup is a high pressure situation) we need to practice or rehearse for reality. That’s where the theatre component of the McLaughlin Method comes in.
Sure, you may be used to role-playing, but you’ve never role-played like this before. Theatre allows us to examine situations deeper, to see them from all angles and embody or step into the worldview and perspectives of others. This is a key missing link for most role-plays. Empathy, and truly coming to understand how the other person sees the situation. Once you break past your own limited worldview and lens, your awareness changes. Awareness is the first step towards behavior change.
In programs with McLaughlin Method -- you’ll dismantle the components creating your specific worldview, and experiment with stepping into the worldview of others, so that you can be a more empathy-driven, inclusive leader.
You can’t motivate someone if you don’t understand what motivates them.
And performance doesn’t come from unmotivated teams.
TAKE ACTION
“Once you break past your own limited worldview and lens, your awareness changes. Awareness is the first step towards behavior change.”
(c) 2019 - 2024 Katie McLaughlin, McLaughlin Method
