Michael Brown

Hello, thanks for reading this.  I’ll keep it short and sweet.

IMG_4465Why do I love my work?  Because I believe most people have far more potential than they realise.  Helping them to unlock this is the most exhilarating feeling, and I feel privileged to be able to do it.

I feel as though I get back equally as much as I give, and for me every day is a chance to learn something.

I’ve been a behavioural training consultant for 16 years: the best job I’ve ever had, and the only one I will need to see me out, I reckon!  I’ve never had so much fun, so much challenge, or done anything as worthwhile or as instantly rewarding as this.

The direct feedback, the (often) instant application of what you decide, the white water rafting feeling of improvising what we do next, going with the flow of what is happening in the room and trying always to push the boundaries and finding out how far we can go……never a dull moment, and so many powerful memories.

Most of my work is in a training room, but lots of it is also delivered over the internet from my bedroom, or in a youth hostel or a country house.  I think I have learnt over the years how not to fear, and how to use problems as opportunities to learn.  That mindset helps me to feel confident, and I must say that as I get older the less easy it is to scare me!

I like to think that I have wisdom based on experience, plus youthful energy, fun and playfulness.  I hope that makes for an interesting experience for learners, and that they too feel liberated and uplifted by working together.

To get a feel for my style, here I am in front of a flipchart explaining one of the models I use extensively.

I am proud to share this indorsement from Ralph Kilmann, co-author of the TKI profile.

“It’s a pleasure for me to watch Michael Brown present the TKI Conflict Model in a very concise and effective manner. He provides a great overview in a short period of time. The several video scenarios that follow make it easy for people to see a variety of conflict modes in action and then enable people to reflect on why those particular approaches to conflict did not result in those actors getting their most important needs met. Discussing these scenarios in a group will help people better understand their own TKI results and how to then improve their own conflict-handling behavior.”

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