Organisational Learning Programmes

Access 3 organisational learning programmes that develop high performing teams through an emphasis on strengthening relationships. Our programs are all about effective communication to help teams realise potential. Programs can be delivered stand alone or as part of a curriculum. And we always seek to tailor and contextualise our programs.

The design of our programs is informed by the latest leadership research, thought leadership from Matrix Leadership Institute, Edgar Schein, Peter Block, William Isaacs, Peter Senge, positive psychology, and the principles of complexity theory and humanistic leadership.

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Program 1, Unlocking Team Potential
The scenario

You’re leading a team that is operating sub-optimally. You feel like you have clear shared goals, and the entire team knows that collaborating is the best way to achieve these shared goals. However, you find that most people work independently and collaborate only through formal meetings. In meetings, the same few people are always speaking, and you are primarily leading the discussion and making the decisions.

You (and others) leave these interactions mostly drained rather than energised. You may be still delivering on your goals, but you get the sense that there’s a cost to your employees’ engagement and wellbeing and that there’s some latent potential from your team members that isn’t being tapped – you want to unlock the team’s potential.

The question you might ask is, “How do I bring all of these different people together and leverage their unique strengths to deliver unimaginable results?” Does this sound like you and your team?

Best fit for – new or existing project team and/or functional teams of any size

What you will take away:
- Shared understanding and trust amongst team members
- Definition of what a high performing team means to you and your team
- Identified strengths and diversity that exist on the team
- Strategies to leverage strengths and diversity as assets rather than differences
- Application of new knowledge to existing business contexts
Contact us to learn more
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Program 2, Leaders as Facilitators
The scenario

You are ready to take your leadership game to the next level. You have been building your coaching skills by supporting your team members individually in being effective contributors. The next step is to learn how to bring your team together for effectiveness. This requires some different skills that can complement a Leader as Coach.

These skills are all about fostering connections through facilitation. You know that no single person on the team has all the answers, and working as a team is the key to achieving business results.

Leaders built for the future know how to facilitate conversations and relationships amongst their team to effectively problem solve, navigate conflict, innovate, and create value. Effective facilitation means you are bringing in all team member voices, suspending judgment, exploring diverging ideas and opinions, and converging into shared action.

Best fit for: anyone who works in groups; facilitation skills are the key to productive and healthy group conversations.

Key outcomes:
- Clarified differences between coaching and facilitating
- Simple facilitation techniques to support productive conversations and meetings
- Increased self-awareness around personal triggers that detract from effective facilitation
- Facilitating differing perspectives towards alignment
- Increased emotional intelligence
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Program 3, Human Conversations
The scenario

You lead in a culture where people are polite and respectful to one another, especially in meetings. So much so that what often happens is that people won’t share what they are actually thinking and feeling. This creates an unintentional consequence where true thoughts are often expressed after meetings, around the “water cooler”, and in smaller groups or coalitions. There are significant implications to this way of operating, as it leads to slowed progress, undermining, competing agendas, duplication of efforts, and at its worst, failed projects.

Organisations waste millions of dollars a year because of failed projects that did not have the full buy in needed to progress. Leaders who are equipped to have courageous, honest, authentic (and dare we say, human!) conversations with team members and other stakeholders are best equipped to drive progress and results.

Best fit for: leaders of intact teams, OD and Learning professionals, anyone in a change agent role

Key outcomes:
- Shared understanding of what a human conversation really is
- Breaks down the elements of a human conversation and how to have one in 1:1 and group contexts
- Framework to share feedback, both appreciative and developmental feedback
- Techniques to take the charge out of “heated” conversations
- Plenty of practice and how to follow up after a human conversation to sustain healthy relationships
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Organisational Learning Programmes

The scenario

The scenario

The scenario

The future of leadership relies on our ability to be more human. Join the movement and help us create a new leadership paradigm.

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