Run to the Fire
Run to the Fire is Kairos’ conflict management solution, designed to return participants to a state of “right relationship” and high trust with each other. We help leaders create a culture in which productive (not destructive) conflict thrives.
Problems Addressed by Run to the Fire
- Relational conflicts are impeding team success.
- Team members do not trust each other’s competence and/or character.
- A toxic work environment is creating frustration and dissatisfaction.
- People avoid the most important (and most uncomfortable) topics.
- It isn’t safe to talk about the heavy or emotional issues that are negatively affecting individual or team performance.
- Resolution of the toughest issues
- Increased trust
- Increase fulfillment and job satisfaction
- Forgiveness, commitment to new behaviors, and fulfillment of new commitments
- Increased ability to surface and productively deal with conflict
Case Study: Indianapolis Art Center
What started out as a short-term coaching relationship led to a year-long engagement focused on helping the Indianapolis Art Center’s leadership team build a culture of productive conflict. READ MORE
“When I first met Chip Neidigh he had been brought in by our CEO to conduct a yearlong exercise of building trust with the Indianapolis Art Center’s Leadership Team. I must admit that I was very skeptical given my limited yet disappointing experience with team-building consultants. What happened over the next year not only showed me that I was wrong but introduced me to a powerful, culture-shifting tool Chip calls Run to the Fire. By teaching us to address real workplace issues head-on instead of avoiding them and hoping they will go away Chip moved a divisive group to an honest team. He did this one meeting at a time, with clear tools to use and expectations for the next. Most importantly, he held us accountable and kept directing us back to building trust and addressing real issues. Nine months into this training I took over as the Executive Director of the Indianapolis Art Center. The Leadership Team continued in stride and with Chip completed our training. I must add that by this point we were all at a relatively high trust level so the transition was relatively smooth. I also had the benefit of six one-on-one coaching sessions with Chip after taking this new role allowing me his leadership insight and coaching. Four months isn’t a long time. But in the four months since we have completed Chip’s Run to the Fire coaching I have made it a priority and begun to take action to instill his practices into our workplace culture. I have seen individuals who would not speak to one another six months ago become active teammates working together with a healthy balance of offers and requests. I have seen individuals in leadership roles exhibit managerial courage for the first time and grow from the experience. I have seen this process work and would recommend it for any team looking to build trust and reap the benefits increased productivity brings.”
– Patrick Flaherty, Executive Director, Indianapolis Art Center