ORGANISATION CONSULTING

EXECUTIVE COACHING
ORGANISATION CHANGE
TEAM DEVELOPMENT
MANAGEMENT DEVELOPMENT
ORGANISATIONAL CULTURE DIAGNOSIS

EXECUTIVE COACHING
Executive coaching is a consulting process that assists senior executives to maximize their performance in their leadership roles. During a series of individual confidential iterative consultations, executives and senior managers can explore the convergence of their personal leadership styles, their role in the organisation and how both are shaped by and shape the culture of their organisations. This can significantly optimize their performance as leaders. It may also provide opportunities to explore personal challenges that may be difficult to discuss with work colleagues.

ORGANISATION CHANGE
Helping the whole organisation make major changes in the least disruptive and most collaborative & productive ways.

Change and development in organisations is always difficult. Staff often regard it suspiciously and feel vulnerable when they neither understand its purpose nor its potential value. Management - usually the driver of change – often feels frustrated and disappointed at resistance. This “whole-organisation” approach to change facilitates change by collaboration and mutual learning. By working with a representative “action-learning” team to design and implement change, opportunities to deal with the often vigorous fall-out for everyone are maximized.

TEAM DEVELOPMENT
Maximizing efficiency, cooperation and leadership in work teams

While the language of “teamwork” is frequently used, a deeper understanding and implementation of successful teamwork is not always evident. Leading and participating in the work of a team requires the management of a number of boundaries: key examples are: the team’s identity; clarification of roles; management of the team’s work or task; elucidation of the authority relationships in the team. Drawing on insights and learning which result from action, teams are also assisted in understanding their internal workings or dynamics, to enhance those features which help and those that obstruct teamwork.

MANAGEMENT DEVELOPMENT
Assisting senior and middle managers to accurately understand their roles as managers and to develop & optimise their capacities
Managers often come to their position of authority without adequate preparation or understanding of the human perspective on their roles. This consulting process – individually or in management teams – promotes a concentrated grasp of the requirements of the role of “manager”. This role includes the administration of resources - human and capital assets - for others to do their work. It requires a keen grasp of processes of sanction and authorization and the management of various task and role boundaries. A deeper understanding of the dynamics of teams and workplaces strongly enhances the capacity to do this.

Management teams almost always face the paradox of multiple – often-conflicting – roles: leading and representing a work group while simultaneously representing and holding the whole organisation in mind, as a member of the leadership or executive team. By working in an action-learning approach, management teams also gain an appreciation of the influence on their work of internal team dynamics as well as working together on strategic problem-solving, learning and intervention.

ORGANISATIONAL CULTURE DIAGNOSIS
Understanding the work-culture of an organisation and shaping it to get the most out of employee performance and to match the core business of the enterprise.

The culture of an organisation – more easily understood as “the way things are done around here” – profoundly affects the work capacities and dynamics of organisations. By gaining a deeper understanding of the overt and subtle ways in which the culture affects people, factors that obstruct work can be grappled with, and those that facilitate it can be optimized. This can directly affect job-satisfaction, efficiency and productivity that have a direct bearing on “bottom-line” concerns.

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