People development programmes. Surely we should define the outcomes first?
What are your organisation's challenges?
- Dysfunctional teams
- Leaders operating at a low level - perhaps below what's expected of them?
- Poor communication styles leading to discord
- Lack of confidence in delivering feedback to teams, peers and leaders
- Reactive rather than proactive leadership styles
- Lacking in strategic thinking
We know people development is driven, either through the desire to develop individuals and teams, or from the need to resolve existing issues and problems.
Before we can create a programme, we need to be curious and we need to listen. We need to learn more about your organisation, and of course the challenges and requirements you have.
Senior intact team development
If teams are dysfunctional the organisation suffers. How does your business stack up?
Wherever there’s a team, there’s usually dysfunction of some sort. And often the more senior the team - that’s the Board, the directors and other senior players - the more personalities, egos, and agendas there are, and the more dysfunction there can be.
And these behaviours don’t go unnoticed in the business. They filter down and often pervade the entire operation!
Senior intact team development. What we mean.
Head of Organisational Development, Doosan
Coaching for perfectionists, sceptics, and risk-takers
Coaching creates the space to explore and face the challenges of leadership within a unique one-to-one relationship.
Great coaching requires a combination of the right relationship, the right time and the right place, alongside clear personal and business objectives. But it's often not that simple.
Perhaps the traditional coaching model isn't right for you when there's a more immediate need. Or maybe a coaching surgery could deliver the value you need in your business. Read on for all the options.
Coaching at Farscape
Head of Internal Audit, Panasonic
Overseas learning experiences
It’s not about the physical challenge, it’s about having the time to stop and reflect.
Morocco, Croatia, Costa Rica, even Wales, it could be anywhere. Taking people away from familiar, often distracting environments and immersing them in an unfamiliar, sometimes challenging destination creates a fabulous opportunity for learning.
Our experience proves that outdoor learning is hugely beneficial, but what is the science behind this? Research from Allan and McKenna et al. (2012, p.5) has shown that “the multi-sensory nature of outdoor environments has a profound impact upon brain function and adaptation.” They state that the brain has learned to draw meaning from layers of meaning derived from incoming stimuli, providing “the bedrock for behavioural adaptation and sustainable growth.”
Our overseas learning experiences create the time to stop, reflect and think. It’s a place where real, long lasting change can take place.
Morocco Overseas Learning Experience
Ex Assistant Chief Executive and CPO, UK Shared Business Services
Often we hear the words “we know what we need”, and we've discovered that many organisations don't.
A successful Training Needs Analysis (TNA) sweeps away the perceptions and obstacles that hinder the delivery of the true training needs of the organisation. Senior leaders and employees feel heard, and this creates the buy-in required to deliver effective training programmes.
Our USP. Time for a smile!
L&D Manager, Womble Bond Dickinson