What We Bring
We bring an independent eye and perspective. Issues are often so 'in the face' of management that it can be difficult on your own to gain the space to see them in perspective.
We also bring a depth of experience - almost certainly not more than yours in your specific field, but often in varied areas from which useful analogs are available.
These general points aside, we bring the tools below, to help you improve delivery on your aims. Which elements are used depends on your specific situation.
We can bring a fresh and unbiased lens to help you observe the state of things as they are. This helps pinpoint issues and opportunities.
In the process of doing this, we can help you build the key information elements into your own management dashboard and your organisation's routines for ongoing awareness.
We can then work with you to break down the raw information to help you extract insights and implications for change. This could apply to the upper end of decisions about strategic direction, to suggestions for changes to culture-impacting policies or to specific commercial decisions.
'Number crunching' is often a large part of this, but analysis is also qualitative. When it is number-heavy, our goal is to make it practicable, not to impress / intimidate you with razzmatazz.
We can provide adept, unbiased facilitation to specific live interactions or to an entire programme of interaction over time (like stakeholder focus groups or staff engagement projects).
We can also facilitate projects. We use this language rather than project management, as we find that detailed project management is best handled by a member of your team with whom we can work (and whom we can coach, as necessary).
Throughout our engagements, we value the learning we gain from client colleagues and we seize opportunities for informal coaching we may offer to help their development.
In some engagements, or at some junctures within engagements, we may agree with clients on more formal coaching arrangements, usually for critical members of staff with specific skill shortfalls or specific behaviours that are counter-cultural or damaging.
Either as one-offs or as integrated elements of fuller engagements, we also conduct staff developmental sessions. These may be old-fashioned 'classroom' style sessions or more likely programmes in which group sessions are intertwined with 'field learning' in participants' organisational duties.
For instance, such an approach can work well in mid-level leadership development programmes.
We work with you to design elements of support, challenge and practice to make organisational learning and adaptation the foundation of your performance.
How do you promote the discovery and sharing of issues rather than the hiding and pretense that modern business culture often encourages? How will staff change their aim from projecting perfection to pursuing continuous improvement? How do you bring out vital conversations and make them about true problem-solving rather than self-defense / self-promotion?
We help you build these elements of top, sustainable performance into the 'day job' of all your teams.