Dwayne Nittel

Teamwork, Communication and Change Management Expert

Dwayne Nittel has extensive experience in both the educational and corporate world as a team builder and leader. His commitment is to help find, build, develop and capitalize on the strengths that exist with each individual in the organization and in so doing enhance their capacity to perform as a valuable team member.

Dwayne’s energy, interest and passion center upon an attitude of servitude – helping individuals and organizations achieve their desired results. He has worked with a wide range of organizations, ranging from corporations, small business, non – profits and professional hockey teams. Dwayne’s training and experience in experiential learning is evident in his approach to organizational development. He has experience as a school principal and as a facilitator/speaker in the corporate world. Dwayne engages participants in interactive learning and practical skill development with both a sense of purpose and a sense of humor in his presentations.

Dwayne’s academic credentials include a B.A., P.D. P., M. Ed. (Phi Beta Kappa) in Adult Education. He is a life-long learner that regularly attends seminars and workshops in his areas of interest. Dwayne welcomes the opportunity to speak with organizations and he offers follow up plenary sessions which are operational and practical.

Topic Presentations

Competency is the overarching domain in which all leaders must demonstrate their abilities. It is the ‘’measure’’ of leadership effectiveness. In this presentation, the point of view is shared that leadership is a relationship and service are the focus.
Through my experience and research, I have identified the qualities people must look for and admire in their leaders. These qualities will be identified and will indicate that credibility is the foundation of leadership.
Learning Outcomes:
• learning to be part of and not apart from
• learning what the people you lead expect
• ensuring a winning track record
• clarifying your credo – this I believe
• defining our values – putting them out there
• developing an attitude of servitude
• reducing our talk time at staff meetings – talk no more than 25% of the time
• methods of soliciting feedback

The quest for great leadership is an ongoing concern in our ever-changing world, both for those persons aspiring to become leaders or for those individuals wanting to improve or enhance their leadership skills.
The one constant in our world is change! The Transition of Change presentation explores how change occurs, the stages of change, and the leader’s role in effectively facilitating change.
Learning Outcomes:
• choice, evolution, and imposed change are the three types of change leaders
leaders will encounter. Each of these types are examined in detail.
• the three stages of change – endings, exploration, and new beginnings are
explored, how they affect employees, and what leaders can do to facilitate a smooth transition in each phase.
• productivity in each phase of change will be shared
• the completion of change – love it or hate it, we must move forward - how we honour our employees.

Connecting Traits and Flexing is a personality program that is a growth model. It provides us with a dynamic look at our personality strengths and tendencies. The insights can enable us to look at building more effective relationships and to see our work teams in a different way.
The stress we encounter is directly or indirectly affected by people. This presentation assists us in lowering our people related stress by helping us see them in a different light. We review flexing, not as giving up of ourselves, but rather as adding capabilities to our repertoire of abilities. We gain by flexing into a strength.
Participants will learn how to go about flexing.
Learning Outcomes:
• participants will understand their personal strengths and tendencies.
• participants will understand the strengths and tendencies of others
• value people for their uniqueness
• understand and appreciate the value of diversity in a team
• create an attitude of respect
• gain an understanding of the impact personal strengths have on the culture of their team, group, or organization.
• participants will know how to flex in their relationships – both with similar personalities and those persons with different personalities than themselves.

How important is effective communication in an organization? We know it’s vital
to organizational success. Active listening is one tool that is highly effective in our interaction with one another. Most of us are better at speaking than listening but very little is learned or picked up on while we are speaking. We are expected to listen but few of us have actually been taught to do so effectively.
The art of listening and the questions one asks are two important skills we will
develop in this presentation.
‘’ Judge a man by his questions rather than his answers. ‘’ - Voltaire
‘’ Listening is not understanding the words of the question asked, listening is understanding why the question was asked in the first place. ‘’ – Simon Sinek
Learning Outcomes:
• we will engage in a quality of thinking practice before asking questions
• we will be able to build a better rapport with employees, bosses, and customers as everyone craves understanding.
• we will endeavor to uncover the true meaning of what people are saying
• further develop a positive reflection of professionalism
• develop a better understanding of problems and a better ability to formulate correct and accurate solutions.

Values comprise the things that are most important to us. They are the deep-seated, pervasive standards that influence almost every aspect of our lives. Values constitute our bottom line. In fact, making sure that people know what you and your organization stand for is a process that exemplary leaders and their organizations take very seriously.
Values are the here and now beliefs about how things should be accomplished. Visions refer to what the organization should be doing, values refer to the means to how this end can best be achieved.
Referencing Our Values
Learning Outcomes:
• to provide participants with the opportunity to build a shared set of values for themselves and the organization
• to refer to the set of values as they work through team challenges in the work they do. (a scenario for practice will be provided)
• participants will see how reduced levels of interpersonal stress and tension
from questioning the intent of others is alleviated by an agreement on vision and values.

An important principle in all walks of life is a willingness to go the extra mile.
What does it mean? It is the giving of more and better service than that which is expected and not only giving it but doing so with a positive mental attitude.
You can search anywhere and you will not find a single argument against this principle – you will not find it; nor will you find even one instance of continuing success without going the extra mile. Do you know what it takes?

Learning Outcomes for The Extra Mile:
• setting the parameters for success – reviewing our track records.
• examples of keeping commitments as the symbol of your honour
• a method for exploring the creative and collective intelligence of the group
• how going the extra mile keeps you on good terms with your conscience and serves as a stimulant
• aligning vision and action
• the timing of going the extra mile – when to track, when to assess, when to move. We retain 90% of what we do, so time it.

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English

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Kelowna, British Columbia

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