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

Great Leadership and Organisational Culture – What’s The Connection?

“When employees feel engaged in a dynamic and caring work culture, their performance, pride and loyalty skyrocket the company and its clients to success.”  William Craig, founder of WebFX.

It’s kind of a domino effect: a clear and compelling purpose informs our values, our values drive our behaviours, and our behaviours influence our culture.  As HubSpot suggest (they suggest lots of brilliant things about culture – check out their views here) “Culture happens – whether planned or not, so why not create a culture we love?” A good question I think.

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Posted on Wed, January 29, 2020
in Leadership

Organisational Development

How To Increase Your (…positive…) Leadership Impact

Becoming a leader of others is a privilege, not a right and holding onto that knowledge at all times is a strong foundation for increasing our impact.

Because when we think about the gift of being able to guide and support others and the responsibility that brings (while we are also being targeted to achieve results) then we can remain continually aware of the energy required to stay in the best place possible to achieve that balance, having a positive influence on the people we lead; inspiring people to follow us and influencing through action.  

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Posted on Thu, January 09, 2020
in Leadership