We provide a range of organisational development consulting and performance coaching services that can be tailored to your needs.
A consultancy is usually a short-term relationship that focuses on a specific requirement. It provides an outside diagnosis and analysis of any situation where independent advice and opinion is important. Even when you have internal specialists, an external consultant offers the independence that may be required by management or stake-holders.
Beware of consultants that only tell you what you want to hear. The true value of an external expert is they should be neutral and have no agenda that inclines them towards one of your business goals.
We can: assist in defining the scope of a project, clarify objectives and goals, suggest why certain methodologies for exploring intelligence-gathering may be more or less effective and provide insights into what may facilitate or inhibit pursuing a particular course of action.
We are confident that we provide independent specialist knowledge and expertise that addresses your particular business need, as we see it. We appreciate that knowledge is power and we’d rather you hear how it really is, so you know how to address a situation.
A contracting relationship is usually longer term. One where advice is provided and where a unit of work, or the whole project, is undertaken often under direct supervision. It enables a closer relationship with your people and allows for transference of skills to individuals and teams. Costs are usually less than a consultancy as it is a longer term engagement.
Consultancy and contracting services can assist your business to grow as they each offer: an outside perspective and analysis; flexibility in period of engagement; specialised knowledge providing in-depth insights; and cost savings as no employee benefits, such as superannuation entitlements or tax payments, apply.
Ideas generation can be a useful input either to an individual’s performance or that of a team. Ideas for services, expanding strategic alliances, new business possibilities and even ways of navigating change can be enhanced with input from ‘outside eyes’.
We believe in the power of blending internal wisdom and the freshness of an external perspective to create the synergy for ideas proliferation.
[we provide workshops for] Ideas generation and [this] includes being a sounding board and serving as a contrarian to clarify choices or to mitigate risk.
Executive coaching and mentoring
Your people are your #1 priority for success. The value of coaching and mentoring are well established either as stand-alone processes or as complements to other learning and development techniques. Many leadership development courses include coaching and mentoring as standard because they are recognised as effective ways of translating the learning into the workplace environment. Their power lies in the one-on-one process as it focuses on an individual’s particular needs and so accelerates their learning and development.
Coaching and mentoring build current strengths and target specific areas to improve, such as: reluctance to delegate, hesitancy to mentor staff, poor interpersonal skills, ineffective decision-making, discomfort with conflict, procrastination, outcome negotiation, poor listening skills and emotionally laden conversations.
We blend coaching and mentoring styles to explore what it is that motivates us to perform and how this interacts with expectations, strategic business directions and workplace practices. Daniel Pink in his paradigm-shifting book on motivation, Drive, describes our third drive as ‘our innate need to direct our own lives, to learn and create new things and to do better by ourselves and our world’. He refers to these three elements as: autonomy, mastery and meaning. Now, not all your people may be so motivated yet it is likely that most of your leaders are.
We inspire an individual’s goals, challenge their limitations and support them to cultivate their leadership mindset and behaviour. Together we explore and discover processes that increase self awareness, reveal blind spots, and uncover an individual’s natural resources and talents so they can learn new skills, accept self-responsibility and leverage their own and others’ performance. In partnership, we guide individuals in creating their own performance improvement plan and implementation methods.
Leadership team coaching
Leadership teams benefit from coaching when implementing significant strategic initiatives or navigating organisational changes. Appreciation of diverse personal and management styles and managing expectations for performance are necessary to achieve sustainable business outcomes.
We focus on team dynamics and stages of development, individual management styles, managing expectations, collaboration skills, effective communication and negotiating outcomes to increase department or organisation-wide performance.
Where does your organisation or division wish to be in the future? What are opportunities and threats to success? How capable are your teams and systems to take you there? Who are the up-and-coming leaders in your organisation and what will excite them to stay? What might block attainment of your vision? How well are your leaders inspiring the company’s vision to their staff?
We identify barriers and facilitators to moving from a current to a desired position, we elicit strategies for moving forward and we assist with succession planning. We explore views and values, both one-on-one and in groups, to progress the achievement of your organisation’s vision.
Role training and development
Understanding one’s own role and other’s expectations, is essential to sustaining effective performance. Unclear role definition leads to inappropriate behaviour and under-performance. Conflict between workplace role requirements and how people perceive themselves will jeopardise achievement of goals. Peoples’ success in an organisation is a reflection of how effective they are in their roles and how skilful they are at relating to others’ roles.
We clarify role requirements, explore areas of confusion and duplication, identify expectations and train and develop a person to optimise performance in their specific roles.
Strong relationships with the people who influence your organisation are essential to sustain successful business performance. Your Board, strategic partners, key customers, key suppliers and target markets all have the power to significantly impact on your business operations. Maintaining effective constructive stakeholder relationships via staying in touch with their views, opinions and needs, is a must.
We take the pulse of your key stakeholders using in-depth interviews, specifically designed to elicit what is important to you. We design, discuss and agree on key areas of interest, we interview stakeholders and we feed back strengths, challenges and performance gaps.
The benefits of having an external facilitator are clear. External objectivity and lack of attachment to the corporate agenda, together with an understanding of business priorities, power bases and team dynamics, is necessary to achieve results. Workshops may focus on strategic or business planning, team cohesion, stakeholder priorities, organisational values and project completion.
We facilitate client-driven workshops that align with your business’s overall strategic direction.