So what kind of team working does your business aspire to? And what kind of relationships do you want to experience?
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Team visioning The life of any team is a dynamic process, and as such the focus, priorities and concerns that live within it can change shape direction over time. As well as shifting business objectives, teams have to deal with changes such as members leaving or joining, new processes or procedures, and organisational design . . . all of which can impact on their effectiveness. So how does your team know where it’s going? How clear are team members about their collective purpose in the organisation? How can you help them gear up to the challenges ahead? Approaches • Design and facilitation of team visioning workshops • One-to-one coaching for team leaders and internal facilitators • Consultancy to support development of purpose and vision To explore any of these further, please contact me. Participatory decision-making Increasingly businesses are acknowledging that a top-down model of decision making is not always the wisest choice. Particularly in large or complex organisations, there is simply not the time for decisions to filter through layers of management and engaging people in the process is a continuing challenge. We can often feel resistance to decisions that we have had no part in making, and a more shared approach is often highly appealing. Yet to make decisions together demands so much more of us in terms of accountability and visibility. And when there is no ‘them’ to take account of the outcomes, underlying questions can come to the surface such as issues of power and values. So if you want to see more participation and a shared approach to decision-making in your business, what implications could this have and what are the stakes? What would need to change in order for it to become a reality? And what skills and awareness do people need to fully participate? Approaches • One-to-one skills coaching in facilitation of decision-making • Design and facilitation of group sessions exploring live issues • Group workshops to explore the nature and implications of participatory decision-making To explore any of these further, please contact me. Action learning One of the most liberating, creative – and often challenging – ways of releasing potential within individuals and groups is to participate in peer learning. Organisations that actively make a commitment to encouraging peer learning find that, over time, there is a recognisable shift towards greater self-responsibility, resourcefulness and a ‘can-do’ attitude. Often participants report an enhanced sense of trust and team spirit, self-awareness and the ability to see situations differently. One approach to peer learning is Action Learning, a beautifully simple yet powerful process that helps teams, groups and individuals find solutions, new possibilities and innate creativity through mutual challenge and support. Approaches • Training and coaching in implementation of Action Learning • Facilitation of Action Learning sets • Design and consultancy support to internal facilitators. To explore any of these further, please contact me. Thinking skills From time to time we all find issues that persistently recur despite all our efforts to move beyond them. Quite often what is required is a different way of seeing and interpreting a situation. But knowing where to start can be a challenge, particularly in a team environment where there may be many opposing views. That’s where it helps to use a simple but reliable framework that both challenges and supports you in your thinking – one of the most well respected being The Herrmann Brain Dominance Model©. This is a powerful tool that you can integrate into your business and apply whenever some different thinking is needed. It gives you insight not only into your own style of thinking and interpretation, but also at team and organisational level. Approaches • Whole Brain workshops focusing on a range of issues from problem-solving to communications • Top Team development to understand and stretch organisational thinking styles • One-to-one coaching for managers and team members using the Model • Individual, team and cultural profiling and consultancy To explore any of these further, please contact me. |
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