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Jon Berghoff
Founder of XCHANGE Approach
Jon Berghoff is the founder of the XCHANGE Approach, a methodology designed to unlock collective wisdom and facilitate transformational group experiences. He has been instrumental in pioneering this scientific approach since establishing XCHANGE in March 2015. Berghoff's work focuses on enhancing facilitation skills for coaches, facilitators, and organizational leaders, enabling them to create impactful learning environments and foster community connections.
Prior to founding XCHANGE, Berghoff gained experience working with notable companies such as Facebook, BMW, and Costco, facilitating large-scale conversations and transformative events. His approach has gained traction particularly in the wake of the COVID-19 pandemic, as many organizations have sought to adapt to digital environments while maintaining engagement and connection among participants.13
In addition to his role at XCHANGE, Berghoff serves as an Executive Education Professor at the Weatherhead School of Management, where he teaches courses on leadership and negotiation. He is also a founding board member of the Front Row Foundation, which focuses on providing life-changing experiences for individuals facing serious health challenges.23
Berghoff is recognized for his ability to design and lead transformational experiences that resonate with diverse groups, emphasizing the importance of asking the right questions to unlock potential and foster a sense of belonging among participants.456
Highlights
How do we unlock the best of human capacities, through how we lead, teach and convene?
For the 23rd time since the pandemic sent us online, we just completed another 3 day, Online XCHANGE Experience training.
Teaching consultants, coaches, leaders and community builders, from around the world…
How to unlock potential, at scale.
Through the way we design and facilitate transformational gatherings.
Meetings. Trainings. Change efforts.
Everywhere that we want to elevate learning, creativity, solutions to complex problems…
And maybe more importantly - human connection and a genuine experience of community and belonging.
For those who attended, what did you think?
:)
If reading this, and you’ve never attended, drop a comment below and we will invite you to connect with us.
I have criticism for you…
“This was a waste of time”.
“I thought this was off the mark.”
“I didn’t enjoy what Jon and xchange brought to the table.”
In the last week, I've received 15+ pieces of direct criticism.
Considering our team led two major events, with over 750 participants, this isn’t abnormal.
In the past year, I've personally read over 5,000 participant surveys, end to end, with plenty of criticism of me, or our work, and our facilitation approach.
The journey of receiving difficult feedback isn’t new for me.
But it still takes serious work to process in a healthy way.
After all, it’s in our biology to defend, distort, even deny entirely, criticism of our work.
The same wiring in our brain that has kept us alive, wants to protect us.
But if I stand for continuous improvement, for honoring my own evolutionary purpose, and a pathway towards excellence…
I have to have a constructive way to process feedback. To listen to the deeper wisdom being offered. And to find a path of responsibility.
Seeking out and embracing difficult feedback is the keystone capability for growth.
Here’s a process i’ve developed over the years, to help lean into this difficult source of wisdom.
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Prepare for it… get centered… nothing is harder than to stay balanced, if we get punched in the face, and we aren’t ready for it.
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Stay with it - don’t run away. Realize, if we are resisting… we are resisting our greatest chance to grow. As the great Joseph Campbell said, “The cave you fear to enter, holds the treasure you seek.”
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Honor it - be thankful. all feedback is valid. Especially the most difficult to receive. While the unconscious reaction is to “other” them for being “wrong”, remember, those on the “outside” often hold the greatest gift for those of us on the inside.
Maybe this criticism is happening for us, not to us?
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Process it - feedback means we can either: a. Learn and adjust what we do b. Learn and adjust how we set up front expectations c. Learn and adjust who we serve or d. Learn and do nothing
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Harvest it - take action. Be accountable to integrate, take action, or share what you’ve learned with others on your team. Get a return on the investment of opening up to feedback.
And when the criticism gets me down, it helps to balance it by glancing at comments like Jason Henkel's endorsement below. Or to remember that over 2,500 students have rated our Transformational Facilitation trainings a 9.5/10.
