Organisations are rich in
possibilities waiting to be realised.
possibilities waiting to be realised.
What will you do with yours?
Organisational
As the focus shifts from Individual to Team to Organisation the patterns of interaction become increasingly more complex and hard to fathom. But amongst the innumerable details, patterns can be detected, not from outside or from above but from within the organisational system. Improving and sustaining organisational performance can only be achieved through participative means; done with - not done to.
Systemic Thinking
Thinking of Organisations as systems allows great insights to be achieved as to how and why the various parts often do not work together as an effective whole. Equipping individuals and teams with the skills of Systemic Thinking is a powerful way to enhance mutual working, reduce friction and re-establish balance in the workplace.
Participative Cultural Change
Key to our model of cultural change is the active involvement of all participants in defining the current situation in all its detail and contradictions, jointly deciding on a way forward to which all can endorse and co-creating the future, holding themselves and each other to account. Mature leadership is critical in allowing the organisation to reach its
potential and we support leaders through one to one coaching and informal challenge and support conversations.
potential and we support leaders through one to one coaching and informal challenge and support conversations.
Appreciative Inquiry
Nothing dampens cultural change than the fear of failure and blame that accompany so many well-intentioned initiatives. At the root of this lies the assumption that organisations are a problem to be solved (and therefore someone must be to blame). Appreciative Inquiry is a methodology for change that seeks out what already works in an organisation rather than what is broken. It encourages people’s aspiration to describe how the future could be based on the best of what already is. It recognises the pragmatic realities that exist and defines what should be before collectively deciding what will be.
Action Learning
Action Learning provides a powerful framework and discipline for people to work and learn together in a supportive way. Together they challenge tacitly held assumptions and perspectives that create the organisation culture. Action Learning addresses work issues at a deeper level leading to a shift
in mind set and attitude. The result is an organisation that is better able to deliver sustainable high performance.
in mind set and attitude. The result is an organisation that is better able to deliver sustainable high performance.