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Facilitation
Training & Team Building
Coaching
Consultancy
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Facilitation
Facilitation is essentially a helping role. Facilitators are at their best when they do not have a vested interest or stake in the outcomes reached. This will enable the facilitator to concentrate on the process to help the group reach the conclusions without using their power to influence the decisions and conclusions.
We are often requested to provide process facilitation and the facilitation of strategic planning workshops. Our role is to ensure that the objectives are met. We do not have a vested interest in the outcome of the decision, only a vested interest in ensuring the group feel confident that they have all had a voice, the issues have been discussed adequately and the decisions reached are robust.
We are able to help achieve these goals by designing good interventions, processing the group, analysing and managing the group dynamics. This enables the group to concentrate on the content of their deliberations.
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Training & Team Building
We have experience in designing and delivering a wide range of short courses and workshops. Each is tailored to meet the needs of the audience. Subject matter includes:
Assertive and Personal Development
Business Planning
Coaching skills
Communication Skills
Customer service
Human Resource Management
Human Resource Development
Leadership training
Management Development
Partnership Building
Political Sensitivity
Strategic Management Development
Stress Mgt
Team building
Trainer & Facilitator Training
The following list indicates just some of the international settings in which we work. Whilst this is not an exhaustive list it provides an example of the kind of work we have designed and delivered for our clients:
UK: Managing people and performance
Viet Nam: Market Driven Strategies or Business Development
UK: Building effective partnerships
Italy: Researching and designing Hr Interventions at Enterprise Level Programme
UK: Assessment centres for assessing managerial competence
Kosovo: Occupational Classification and Vocational Training
UK: Team and management development
Kosovo: Capacity Building for Trade Unions
Estonia, Poland, Czech Republic, Hungary: Capacity Building for Employer Organisations Entering the EU
Botswana: Capacity Building for Employers Organisations in Sub Sahara Africa
Greece: Team building
Longer Programmes
For longer programmes we have written and delivered management qualifications to post graduate level and used competence based models for development too. Our longer programmes tend to be broken down into modules to fit with clients own needs and conventions. One of the main benefits of longer programmes delivered in modules is that it enables participants to transfer their learning and embed new work practices before beginning to study a new subject area. Often work-based assignments or one to one coaching are organised to aid this process.
Examples include:Managing people and performance (4X2 day modules)
Partnership building (3X2 day modules)
Postgraduate certificate in management (8 modules over 15 months)
Post graduate diploma in management (10 modules over 18 months)
Distance LearningWe currently design and deliver and tutor several distance and blended learning interventions, using CD, and web based learning platforms. We have provided training of trainers and training administrators in how to effectively develop and deliver distance learning.
Click here to return to the menuTeam Building
We make a clear distinction between team building and team development. Team building is usually a one off activity designed to help the team members get to know each other better and understand more about how each team member operates. Team development is usually an on-going process where the team can create some time and space to explore particular issues and themes. Often a team development process is preceded by a team building activity.
Our team building starts with the Plato's premise:
"You can learn more about a person is an hour of play than a life time of conversation"
We are trained pedagogists and facilitators. We do not accept that the activity itself is learning, but that a process of reflection, an opportunity to examine patterns and actively experiment are all necessary parts of the learning process.
Each learning activity is customised to reflect the needs of the team and all members are given roles and tasks to undertake. Often sub teams will need to discuss their relative strengths and weaknesses in order to identify who will take on which task. None of the scenarios are designed to disadvantage people with less strength or physical ability and whilst we encourage the teams to be active we do not engage in dangerous or risky activities.
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Coaching
For over fifteen years we have provided a coaching service. This is especially valuable for senior staff who find it is difficult to access in-house training or are able to find the time to attend a regular fixed programme. Our executive coaching service enables managers to build a learning programme around their immediate needs and be flexible enough to fit in with busy schedules. Coaching can take place face to face or by phone.
Our approach to coaching is non directive, working with our clients to help them identify the options available to them and provide additional information and feedback to support them in reaching their objective. We believe coaching is most successful when there is trust between the coach and 'coachee' and therefore the first sessions are usually based on exploring the issues and building a trusting relationship
It is not just our skills in coaching that make this service effective, it is also our deep experience in personal and management development. We are able to bring a wide range of analytical tools to reflect on practice and growth.
We are also able to provide training in coaching so that client organisations can develop their own in-house coaching facility.
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Consultancy
Our work in consultancy often requires us to work at organisational, team and individual levels to support the design and implementation of the desired changes.
This kind of work requires good relationship and rapport building and sound analytical frameworks. It also demands a good understanding of how to work in partnership, this is something we have worked on and have a clear view of what it takes to make a partnership work.
We also work in project management and the evaluation of projects and programmes. For project work we use the project cycle as the basis to analyse what is working and what could be improved.
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