Organisational development

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What we do is ALWAYS shaped and driven by who we do it for.

Creative Coaching Individual Organisational Health

“Every level of human endeavour – no matter how many people it involves – can only succeed if all those people are engaged, activated and playing fully to their strengths.”

Context is everything. That’s why we will work closely with you to establish, quickly, how we believe we can work most productively. But our experience has shown that there are “pain points” that recur within organisations. And these pain points can be addressed effectively through established techniques.

Pain Point - “Our Board of Directors needs more visible direction” Text Open

Approach: Board Development - building C-level connectivity and effectiveness, clarifying strategy and unifying non-executive and executive functions to enable productive conversations internally and powerful communication to the outside world.

Pain Point - “I need to make the transition from Manager to Leader” Text Open

Approach: Executive Coaching - one to one interventions, designed to identify personal aspirations, hidden strengths and attributes that need to be activated. The outcome is transformational change for individuals in the key areas of personal impact and persuasiveness, career transition, strategy clarification and communication, leadership skills enhancement, and the underlying personal confidence that supports all positive change.

Pain Point – “Our talent base needs the skills to cope with changing demands” Text Open

Approach: Group Development - transitional development for individuals in a group setting who are facing new demands and new contexts. Areas of focus include: defining a shared business or team purpose and constructing a strategy for delivery, improving personal impact, creating and delivering compelling communication, framing a career vision, focusing on personal performance development, coaching for leaders, delivering effective feedback and induction programmes.

Pain Point - “Our teams need to work as teams; the whole needs to be greater than the sum of the parts and the individual parts also need to be great!” Text Open

Approach: Team Facilitation - intact team work to build understanding and insight, connection and collective ambition, leading to effectiveness, high performance and assured delivery in critical situations.

Our latest blog posts

Why Delegation is a Huge Key to Your Success as a Leader

Successful leaders understand that they cannot do everything themselves. To lead their team or company forward, they need to learn to rely on their people.  It sounds easy, although in reality, letting go of something you are renown for doing and do so well, in fact probably better than anyone else - can be difficult. Right? 

Systems psychologist David Kantor refers to delegation in his book, ‘Reading the Room: Group Dynamics for Coaches and Leaders’ as something to be mastered – an art rather than a process.  There is a fine line between delegation, throwing work at people, and micromanaging them.  The art is finding the balance in between.

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Posted on Tue, July 16, 2019
in Leadership

How To Recognise a Leader

Often when attempting to recognise or identify leaders there’s a desire to rely on classifications, job titles that contain manager, president, chief or director, or social roles that contain the word leader. The question is what comes first - the leader or the leadership skills and qualities? Are people put into leadership roles and then left to develop as leaders, or do they show leadership qualities and earn those roles?

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Posted on Tue, July 02, 2019
in Leadership