Propositions

At the heart of our work with clients, at whatever level, is the experiential learning from action,
reflection, consideration and planning. Behaviour and results are explicitly used as the catalyst for
future action and results.

We operate from an adult learning model which challenges participants to take responsibility for
themselves and their experience. The fundamental strategic questions of 'who we are, where are
we and where do we want to go?' combine the achievement of real goals with deep learning.

It is not whether people can grasp concepts or understand theory that makes a difference to
performance but whether they apply their knowledge and learn from the results. Action Learning is
ideally suited to grounding learning in the workplace and challenging the myriad of reasons we
invent to avoid developing ourselves.

In our coaching relationships we work closely with clients to build a relationship within which it is
safe to explore issues and consider different possibilities for interpretation and action. Prioritised
issues form the focus of attention and forge the links between learning and business results.

From a wide theoretical base we adapt the models and approaches we use to fit with the client
and their particular needs.

Whenever people form teams or groups there are choices that impact on the performance of the
group as a whole. We create an environment where individuals can consider their own role within
the group and how it impacts upon others and the wider group. Where people need to act together
effectively we provide the facilitation to allow them to develop both as individuals and team
members.

When we think of Organisation Development we bring to mind the
ways in which the various individuals and groups interact with
each other. The patterns of behaviour that are amplified and
dampened shape the culture that emerges. This in an iterative loop
influences the behaviour and through that, results.