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Wellness Centre

  • The Emergent Leaders Program

    The Emergent Leaders Program is a holistic and comprehensive methodology for maximizing the potential of yourself.

    You, Your Organization, Your People ... Transformed

    The Emergent Leaders Program provides efficient and transformative change for your organization by addressing human issues, leading to greater accomplishment of goals and better individual, team, and organizational performance. The modern CEO is now moving from being less of a Chief Executive Officer to more of a Creator of Emerging Organizations!

    The Emergent Leader Program will provide your organization with:

    • Successful leadership development
    • Effective succession planning
    • Increased retention of high-achievers
    • Personnel aligned with organizational mission
    • Better teamwork, greater cooperation
    • Greater respect for diversity

    The Emergent Leaders Program is broken into three 3-day workshops - Part One: Self Leadership, Part Two: Career Leadership, and Part Three: Team Leadership..

    Self Leadership

    Part 1: Self Leadership

    The first workshop, "Self Leadership," is based on the Human Element's philosophy and will focus on:

    • Communicating openly + candidly
    • Being fully accountable
    • Increasing self-awareness
    • Connecting human behaviour + motivation
    • Changing ingrained behavioural patterns
    • Getting out of your own way

    Career Leadership

    Part 2: Career Leadership

    The second workshop, "Career Leadership," will tackle:

    • Personal definition
    • Career definition
    • Career development
    • Strategic career planning

    Team Leadership

    Part 3: Team Leadership

    The third and final workshop, "Team Leadership," based" on the Human Element philosophy, will focus on:

    • Understanding how teams work
    • Skills building: teamwork
    • Skills building: one-on-one
    • Group decision making


    Today’s successful organizations are well aware that their ability to attract, retain and optimize highly productive staff members, requires a willingness to invest in their employee’s development on the human as well as technical side.

    High achieving individuals are now looking for more than financial remuneration for their efforts; they want to know that their employee is willing to work with them in developing their potential to the fullest. This means much more than providing benefits such as day care, golf trips and other perks. Today’s employees want to be recognized for the expertise and creativity that they can provide to their company and successful organizations will provide means for their employees to develop and express their talents within the company.

    All too often however, brilliant methods for improving organizational productivity blaze with promise, and then fade away. While the technical side of change is often well developed and executed, the necessary and accompanying human change is not addressed sufficiently to support this.

    Dealing with organizational problems without incorporating self-awareness is an exercise in self-deception and is virtually certain to ensure that any change achieved will be short-lived. Without the people in the organization developing more self-awareness and increased self-esteem, the actions of the organization are bound to reflect self-deception, and personal and interpersonal problems will be converted into nonproductive activities.

    This is why The Emergent Leadership Program exists - to make efficient, transformative change to your organization by addressing human issues.

  • The Human ElementThe Aim of the Human Element

    To maximize individual, team, and organizational potential and to shift the way in which people work together and solve problems.

    Part One creates an open atmosphere in which people can solve problems. A process of self-discovery using experiential methods and FIRO instruments helps people learn about their behavior and motivation and the impact this has on work.

    Part Two addresses the organizational areas that drive results: compatibility among people, difficult conversations, teamwork, one-on-one relationships, and decision-making. By creating atmospheres where people speak directly and truthfully to each other, teams solve their own problems, become more accountable, and inspire each other.

    PRINCIPLES Principles for creating continuous, positive change
    THEORY A simple framework for understanding human behavior, motivation, team dynamics, and team functioning (FIRO theory)
    PRACTICE Practice speaking openly and accountably, having difficult conversations, and improving group functioning and problem solving

    Will Schutz, PhDWill Schutz, PhD

    Will Schutz is the creator and author of The Human Element and FIRO Theory. Biography

    Part One: Individual Awareness

    Communicating openly and candidly

    Candor, the fastest route to problem resolution
    Communicating what you know: your experience
    Conveying messages through sharing rather than advice
    Practicing real listening and asking good questions
    Begin fully accountable

    Understanding the choices we make

    The unconscious reasons for our choices
    Eliminating blame and shame
    Personal responsibility and accountability

    Increasing self-awareness

    Personal behavioral and relationship patterns
    Three basic behavioral areas common to all people (FIRO Theory)
    How behaviors affect individual effectiveness
    Increasing personal and interpersonal effectiveness through feedback and reflection

    Connecting human behavior and motivation

    Emotional drivers of behavior
    How others see you
    Emotional traps that sabotage the workplace and undermine productivity
    Understanding behavioral flexibility and rigidity

    Changing ingrained behavioral patterns

    The origins of our perceptual distortions
    Cleaning your perceptual lens in order to see situations more accurately and make better decisions
    The impact of past experiences on current behavior
    Letting go of self-limiting beliefs

    Getting out of your own way

    The high cost of blaming others
    What people don’t like about themselves and each other
    Identifying what “pushes your buttons”
    Reducing defensiveness in the midst of difficult circumstances

    Part Two: Organizational Solutions

    Understanding how teams work

    How compatibility among people affects productivity
    Rigidity, the enemy of teamwork
    Working with differences
    Effectively working with the stages of team development


    Team formation
    Clarifying team structure
    Optimizing team functioning through dialogue and feedback
    Working through difficult conversations and interpersonal conflict


    Performance improvement through conversation
    Getting away from evaluation that produces defensiveness
    Using a common language to resolve issues and stay flexible
    Improving relationships with simple action steps

    Group decision-making

    Incorporating everyone’s expertise, creativity, and intelligence
    What “buy-in” really means
    Getting rid of blocks that prevent implementation
    The “Yes” Method

    Fundamental Interpersonal Relations Orientation (FIRO)

    FIRO® is a comprehensive and widely-used theory of interpersonal relations created by Will Schutz, Ph.D. Introduced in 1958 in the book FIRO: A Three-Dimensional Theory of Interpersonal Behavior. Schutz originally devised the theory to measure and predict the interaction between people for the purpose of assembling highly productive teams.

  • The Implicit Career Search

    The Aim of the Implicit Career Search

    The Implicit Career Search is an innovative, purposeful approach to career exploration and planning that is currently being utilized by career and life coaches, employment facilitators and management-trainers across Europe and North America. Based on a Hero’s Journey motif, ICS uses Will Schutz FIRO Theory® to describe an inward journey to explore behaviours, feelings, attitudes, beliefs, values and self-concepts to uncover ones work purpose. The outer journey, via the Career Development Spectrum®, develops this purpose into a lifelong career plan.

    The underlying assumption throughout ICS is that not only do we each have a unique contribution to deliver during our lives, we also implicitly and deeply desire to make this contribution.Independent studies of the ICS approach have shown it to be from two to three times as effective as traditional career development programs in helping individuals attain and retain work while considerably increasing self-efficacy, personal accountability and self-esteem.

    Suitable for anyone looking to:

    • Decide upon a career path (e.g., high school/university students)
    • Change or further develop their career (managers striving to become leaders; leaders eager to become experts; experts willing to become creators)
    • Transition from school to work, one type of work to another, work to retirement
    • Increase motivation with current employees
    • Human resource managers, consultants and executive coaches
    • Businesses looking to improve their training programs.

    The Six Stages of the Implicit Career Search are:

    1. Decision Making: How do I find out who I want to be?
    2. Personal Development: What stops me from being who I want to be?
    3. Personal Definition: Who have I decided to be?
    4. Career Definition: What will I contribute with my work?
    5. Career Development: How will I deliver this contribution?
    6. Strategic Planning: How do I define and achieve success?

    Each Implicit Career Search Plan involves writing a:

    • Personal Mission Statement (The person I am and the person I intend to be)
    • Work Purpose Statement (Why the world will be a better place due to the work I do)
    • Career Development Plan (developing the career from skills to sales to service to solutions to bliss)
    • Strategic Career Plan (a step by step process to achieve your definition of success):
    • Vision Stages = Long Term Plans
    • Implementation Steps = Detailed steps to accomplish each Vision Stage
    • Contingency Plans = Back up planning to make ensure the work purpose is achieved

    Steve Miller

    Steve MillerIMEX President, Steve Miller developed the Implicit Career Search as a response to the question that arose in him as a seven year old: “How do I decide what work to do?” His collaboration with Dr. Will Schutz (Joy, The Human Element, FIRO Theory©, etc.) resulted in this career planning approach based on a Hero’s Journey motif that provides clients with a clear step-by-step process to uncover their implicit work purpose and a simple methodology to transform this into a successful career.

    Steve’s work over the past twenty-five years has been guided by two principles:

    1. Each of us has something unique to contribute, and
    2. Each of us deeply wants to deliver that contribution.

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    Visit www.imexstrategies.ca

  • Upcoming Workshops

    We would like to invite you to participate in the transformative experience that is The Emergent Leaders Program. Whether you are a CEO, an professional, or an individual seeking enlightenment, self-improvement and clarity, this program will help you answer the difficult questions about you or your organization, providing for a more efficient and self-aware existence.

    The Emergent Leaders Program Workshops

    Cornerstone Workshops

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    The Human Element Workshops

    The Implicit Career Search

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    The Implicit Career Search Workshops

    Organizational Solutions

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    INTACT Team Sessions

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    For your next Leadership Team Retreat or personalized Leadership Team training contact Natasha Richardson at