In theory, culture should be be an organisation's greatest asset.
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It should provide a powerful enabling energy, generating creativity, resilience, adaptability, persistence, alongside high levels of engagement and sustainable effort, and should be a key driver of value and competitive advantage.
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\n\nIn reality, this is not always the case.
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Organisation culture is dynamic, it changes and shifts. Sometimes however, it does not change in the right ways, or at the necessary speed.
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There may, for example, be a time lag, where a culture that have worked pretty well twenty years ago has not developed sufficiently and has become a liability in today's environment.
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\n\nWe have the expertise to support you in developing the culture you need.
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\n\nLeadership development. It's different now.
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Skilled and creative leaders can make extraordinary contributions to individuals, communities, businesses, and many other organisations.
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They have an impact on the well being and performance of people they deal with. They create environments in which people can do their best and be their best.
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\n\nIn the modern business environment, this has become non-negotiable. Leaders whose (unintended) impact is to create intimidated, anxious and change averse cultures and teams are likely to have a limited future.
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\n\nNow, accustomed to a rapid pace of change and new and emerging opportunities, organisations are looking for leaders who can develop confident, creative, agile, and high performing teams and individuals.
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They need leaders who are collaborative and focused on assisting others to reach peak performance in changing and sometimes uncertain environments, people who are characterised by the ability to inspire rather than the desire to control.
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\n\nOur approach
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\n\nWe understand what is needed to develop these leaders, and we know that leadership development is most effective when it is tailored to the requirements of individual organisations and the real world challenges of the people who work in them.
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This is why we always customise our leadership development projects to the needs and circumstances of individuals and organisations.
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\n\nOur whole approach is designed to have a practical and immediate effect, to go beyond building an awareness of leadership theory and focus on helping leaders to meet the challenges they are currently facing and can expect to face in the future.
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\n\nStrategic influencing skills
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\n\nIn today's fast paced and collaborative work environments it is more important than ever for people at all levels to be able to communicate, negotiate, influence and cooperate effectively.
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They may need to influence colleagues', stakeholders', and customers' perspectives, and to do so in an environment in which information is more available, and from more sources, than ever before
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\n\nThis is true for all of us, for C level executives, line-managers, supervisors, team leaders, project managers, and for those with no direct reports/staff at all.
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\n\nThe aim of our work in this area is to provide people with a repertoire of practical techniques and processes to allow them to skillfully and professionally influence the ways other people think, behave, and make decisions.
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\n\nCommunication skills
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Closely aligned with our capacity to influence and provide leadership is the need to communicate clearly with people from a wide range of backgrounds and perspectives.
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\n\nThis is true whether you are providing a start of day briefing as a supervisor or team leader, presenting a paper to the board as CFO, preparing a report for an internal customer as a business analyst, or providing a change briefing to different groups across a national organisation.
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Effective communication includes the use of both spoken and written messaging, as well as the various processes of visual communication.
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Beyond this, and often more importantly, it demands an understanding of the roles played by both implicit and implicit messaging and the ability to effectively mnage the interplay between them.
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Planning and organising
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Whatever the context, the ability to organise and turn plans into actions, to identify goals, create plans, and resource and implement them is a vital skill.
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Whether people are organising their own work or that of a group, certain core principles apply.
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Goals, objectives and tasks must be correctly identified and sequenced, potential obstacles and distractions identified and managed, and people need to think ahead about need strategies for dealing with the unexpected.
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They then need methods not only to keep track of progress, but to establish ongoing learning from their activities and to continually improve performance.
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\n\nProblem solving
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An organisation which has built up a consistent set of approaches to dealing with day to day problems, and which has developed these at all levels, including the front line, has a platform for sustained performance improvement.
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\n\nThis is also a baseline requirement for an adaptive and inclusive culture, one in which leaders support those below them in identifying new and better ways to do things.
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The outdated alternative is a top down style in which employees are asked to do little more than follow instructions.
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This will not drive the innovation most organisations are continually striving for.
\n\nOn the contrary, it is most likely to embed an approach which tends almost inevitably to disengagement, and reluctance to adapt to meet new challenges and opportunities.
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\n\nCustomer focus training
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Our approach to customer focus training is centred on assisting people to adapt to what their customers really want from them in terms of the vital components of customer experience.
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\n\nThis requires that we not only distinguish between implicit and explicit customer wants and needs, but that we also understand the vital 'moments of truth' which determine how satisfied our customers are.
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We can then build skills and strategies to optimise effectiveness in customer interaction.
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\n\nTeam development
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\n\nAll teams benefit from support when seeking to improve performance, take on new challenges and opportunities, deal with internal conflict, or to adapt to changes in composition, structure, organisational role and transition to new ways of working.
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We work with teams across a range of areas including leadership, business development, projects, finance, I.T., maintenance, administration, customer services.
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\n\nPersonal effectiveness
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\n\nTo assist our clients to build the skills and mind-sets essential for sustained success in a world competitive environment, we provide a range of leading edge personal development workshops.
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All incorporate up to the minute research and are focused on developing practical implementations to help people make a real world impact.
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\n\nCareer development and career transition
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As markets and technologies continue to change, we increasingly see people engage in a greater variety of different roles over a working lifetime.
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\n\nSometimes people change jobs voluntarily, sometimes as a forced consequence of a restructure.
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\n\nWe provide a range of services to help with this.
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\n\nIndividual coaching initiatives
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\n\nSometimes, what people can benefit most from is a short period of individual coaching with an experienced and supportive professional, someone outside of their immediate work team.
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We provide easy and flexible access to this. A typical coaching assignment is takes 12-14 hours.
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\n\nPrior to accepting any coaching assignment, we provide an informal meeting between the coaching candidate and coach to ensure both parties have confidence in the coaching arrangement.
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Once agreement has been reached, we will jointly enter into a coaching contract which identifies exactly what we are aiming to achieve, what both parties will do to ensure success and how progress will be evaluated.
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Our approach integrates learning and organisational development expertise with business savy and contemporary organisational psychology and behavioural change research to drive sustainable high performance.
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\n\nWe see context as vitally important and provide customised or tailor made initiatives to meet the differing needs of different organisations.
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