Areas of Expertise

Hands-on Learning Solutions With Our World-Class Consultants

What We Can Help You With

Carver & Associates offers extensive programming for all levels of leaders, executives to frontline, available in both interactive virtual learning workshop format, and in-person classroom sessions. Many of the curriculum is approprioate for individual contributors as well.

Leadership Essentials

Relationships & Emotional Intelligence

Strategic Thinking

Leading Teams & Managing People

Diversity & Inclusion

Operational Effectiveness



Business Transformation & Innovation

Leadership Essentials

Role of a Leader

A catalyst leader ignites action in others. Participants complete a catalyst leader self-assessment and explore the qualities of a catalyst leader, and gain insights on the distinctions between managing and leading and considerations for balancing the two.

Courageous Leadership 

Participants assess courageous behaviors via the Courageous Leader Profile and gain an understanding of the three courage behaviors and how to apply them; explore the relationship between courage and vulnerability.

Addressing Conflict Productively 

Participants assess their beliefs and approaches to handling conflict and learn how to tackle challenging conversations, confront colleagues, and resolve conflict by creating an environment where people feel safe taking chances and speaking up. Practice challenging conversations.

Authentic Leadership

Participants engage in an array of self-assessments to gain insight and feedback on the five qualities of an authentic leader and identify actions they can take to lead with greater authenticity.

Leading Cohesive Virtual Teams

Leaders explore the 5 behaviors essential for a cohesive, virtual team. Learn how to take steps to develop a foundation of trust and establish psychological safety for their virtual team. Examine team norms and re-establish routines, and gain communication approaches for ensuring virtual team morale and role clarity.

Strategic Thinking

Thinking Agility: Introduction to Whole Brain Thinking

Learn whole brain® strategies and approaches to build your thinking agility in order to:

  • Accelerate business outcomes
  • Optimize the way work gets done and problems are solved
  • Improve communication and collaboration
  • Tap into and manage the diversity of thought today’s challenges require.

Thinking Agility through Whole Brain Thinking – Parts I & II

Learning and working are becoming one and the same, and agility is a major competitive advantage for teams and organizations. Participants gain strategies for agile thinking and learn to tap the “brain trust” within their team/organization to think in new ways.

    Thinking and Leading Strategically

    Leaders learn steps and utilize tools to develop a strategic mind-set; gain an overview and framework for thinking strategically; identify how to use information to generate strategic insights.

      Introduction to Roadmapping Concepts

      Participants are introduced to the concepts of roadmapping and are challenged to apply new tools and methods to their current business strategies. This session is meant to encourage managers to:

      • Think expansively about the potential of their business
      • Question the clarity of the business destination (and how well it is understood)
      • Define strategic focus areas
      • Consider new ways of working
      • Understand the capabilities, which must be built in order to achieve breakthrough results

      Diversity & Inclusion

      Driving Business Results through Diversity & Inclusion

      Participants explore differences and similarities, and gain strategies to bridge the differences gap and achieve greater results. Explore the full spectrum of diversity and the power of creating a culture that values differences. Session also covers the inherent legal and financial risks companies face when not attending to diversity and inclusion.

        Recognizing Unconscious Bias

        Participants increase their understanding of what unconscious biases (implicit associations) are, where they come from, & how they manifest. Introduce & practice using communication tools that can lead to increased understanding and reduced negative impact of our biases. Explore what factors help and hinder a workplace environment that supports mitigating biases.

          Sexual Harassment: The Role of the Leader 

          Introduction to the fundamentals of sexual harassment, how to create a culture of respect and avoid business risks associated with sexual harassment in the workplace. Participants will become aware of the following:

          • “Once and For All” Introduction
          • What is Quid Pro Quo Sexual Harassment?
          • What is Hostile Work Environment Sexual Harassment?
          • How to Handle a Complaint (Culture of Respect)

          Effective Communication

          Communicating with Influence & Impact

          Participants gain tools and strategies for developing and delivering influential presentations while increasing overall presence, clarity of message, and the confidence to express one’s ideas with conviction.

            Sorry, Not Sorry – Communicating with Confidence

            Participants will learn about frequently used words and phrases that keep us small, and undermine our credibility, confidence and effectiveness when communicating with others.

            Participants learn aspects of our speech – the words and phrases we use and what we can do to minimize our ineffective speech habits. While these bad speech habits are not exclusive to women, we certainly are frequent offenders of these speech tendencies in the workplace – far more often than men.


            Public Speaking 

            Participants will learn what makes an effective speaker. They will gain experience in writing and delivering speeches. They will understand two basic components of an effective speech: 1) well defined content and 2) professional presence delivery skills.

              Relationships &

              Emotional Intelligence

              Connecting for Success

              Learn to assess and expand your current network, gain strategies to engage and make connections more effectively to accomplish individual and business goals, and use social networking to your advantage.

              Developing Emotional Intelligence Part I 

              EQ (Emotional Quotient) skills drive our internal world, as well as our response to the external world. Successful leaders are able to manage appropriate internal emotional reactions and their external responses to situations. Building self-awareness and stronger EQ prepares managers to expand their leadership capacity.

              Developing Emotional Intelligence Part II 

              EQ (Emotional Quotient) skills drive our internal world, as well as our response to the external world. EQ Part II – this session focuses on Empathy and Personal Resilience. (pre-requisite is Developing EQ Part I)

              Interaction Essentials

              According to research by DDI, “56% of first-time leaders fail due to lack of interpersonal skills.”  These are basic skills such as effective communication, listening, empathizing, and involving others, and these skills ensure that leaders build strong relationships with their team to get work done. Participants learn how to multiply their effectiveness as a leader by motivating team members and helping them be more effective.

              Radical Candor

              Radical Candor is about delivering feedback with high amounts of care, respect, and compassion AND high amounts of honesty, courage, and candor. Whereas most people tend to do more of one or the other, Radical Candor is about learning to do both at once. In this session, you will learn the importance of Radical Candor (based on the book by Kim Scott) and how to build skills to help you improve in this area.

              Feedback Give and Take

              Develop feedback skills by learning a framework for delivering meaningful and effective feedback that an individual can hear and act upon.

              Leading Teams &

              Managing People

              Trust 101: Understanding Trust as a Foundational Attribute

              Increase trust within and across teams by understanding that we get results by owning our responsibilities. Learn to reduce the impact of poor performance.

              Trust 102: Developing Trust for a Higher Performing Team 

              Team members explore the qualities of a cohesive, high performing team and take steps to develop a foundation of trust. (Suggested complimentary sessions: Accountability and Collaboration)

              Performance Management 101: Goal Setting & Alignment

              Participants will explore performance & development process. They will learn to align performance and development to company strategies and goals. They learn to set, monitor and adjust OKR’s (goals) quarterly and they will practice check-in and feedback conversations.

              Performance Management 102: Coaching and Feedback

              Participants will learn the components and skills to drive effective 2-way performance conversations. They will review each type of performance conversation, understand why each is important and practice performance and development, check-in and feedback conversations. 

              We will focus on feedback and coaching skills and learn a proactive inquiry method that will help you conduct more effective development conversations with your employees. Learn a framework for delivering feedback that an individual can hear and act upon.

              Talent Development Conversations that Matter

              Because employee engagement is an individual experience, it is accomplished through individual one-on-one conversations.  Engaging employees in key conversations enables managers to tailor an employee’s experience, and as a result, boost employee engagement and productivity.

              Coaching for Performance

              Learning to use the GROW framework for conducting impactful coaching conversations; enhance two key coaching skills; observe coaching conversation in action; practice applying coaching skills during coaching conversations with peers; create an action plan for utilizing coaching to develop others.

              Delegating for Impact and Development

              Managers learn the essentials of sharing responsibility – delegating, sharing authority, providing guidance, and following up in order to stretch an individual’s capability, while accomplishing business priorities.

              Operational Effectiveness

              Creating a Culture of Accountability

              Establish a mindset of accountability while building credibility to boost employee engagement and productivity. Understand that we get results by owning our responsibilities.

              Delegating for Impact and Development 

              Managers learn the essentials of sharing responsibility – delegating, sharing authority, providing guidance, and following up in order to stretch an individual’s capability, while accomplishing business priorities.


              Participants learn to work collaboratively, regardless of location, to jointly identify different perspectives, in search of solutions that consistently meet or exceed customer expectations. Participants will learn a process through which people who see different aspects of a problem can constructively explore their differences and search for solutions that go beyond their own limited vision of what’s possible.

              Selecting Talent: Behavioral Interviewing Skills

              Managers learn to conduct a behavioral interview confidently, to gather data that accurately predicts future job performance, and ensure a legally defensible interviewing process.

              Business Transformation & Innovation

              Change Management (101)

              Defines Change Management and its critical role to ensure success when changes in human behavior are required. Discusses why focusing on the personal/emotional aspects of change are more important than the organizational aspects. Explains why ongoing engagement with stakeholders is critical throughout the lifecycle of a project, program or initiative. Introduces key principles, best practices, systematic framework, change elements and typical activities necessary to plan and manage effective, measurable and sustainable change. (Change Leadership & Change Assessment sessions are also available)

              Accepting Change Part I

              Participants gain understanding of their own change style preferences. Learn to appreciate and leverage insights from the Change Style Indicator Assessment to communicate and collaborate more effectively with others through a change initiative.

              Accelerating through Change Transition Part II

              Explore a three-stage model for transition and how to communicate and support others through transition and change; begin a work plan for managing the transition process associated with a current or upcoming change initiative.

              Accelerating Change (102)

              Develop the capability to lead your team through change by focusing on the few critical operational essentials. Gain proficiency using practical tools and frameworks to focus on the hard work of implementing change while accomplishing business objectives. Build understanding of the transition stages that support the human side of change initiatives.

              Enabling Innovation

              Understand what it takes to create a culture that nurtures creativity and innovation. Participants walk away with actions plans to inspire and engage people in a way that fosters new ideas and  open dialogue. (Suggested complimentary sessions: Trust series)


              Carver  & Associates is based in Atlanta, Georgia, with offices in Florida, New Jersey, Montana, and Colorado.






              4645 Kempton Place, Marietta, GA 30067