Engagement describes our approach to helping organisations first understand and then embed responsible management; engagement goes beyond simply collecting and reporting. Engagement involves learning through enquiry. It is an iterative and phased approach, where we examine with the client the output from each phase and use this to inform the priorities and actions of the subsequent phase.
We act as a catalyst, facilitating improvement in organisational performance. Through our approach we achieve two things: organisational process change; and individuals in the client organisation enhance their personal capabilities in ways useful for both their employer and their professional development.
The potential for change or performance improvement is significantly enhanced when leaders and their teams possess a shared understanding and experience of the challenges. Under guidance of the Consultant throughout any of our training programmes, both leaders and their teams learn to adapt new ideas to their particular situations. Our approach to capacity development involves working with leaders and their teams in stages:
An audit of organisational climate/culture, strategies, polices, and practices, and reporting and reward systems; an indication of desired areas of improvement or changes of direction, plus ways of evaluating performance improvement; identification of teams for training. This is followed by a training-needs assessment.
Based on the information collected on the organisational context, corporate aspirations, and participants’ needs and background, appropriate material, learning objectives, learning methods and assessments are then developed.
Training: Promoting Participant Engagement
Use of appropriate techniques to stimulate interest and active participation, by individuals and teams, including: continuous checking of understanding and giving feedback to participants, exploring important lessons, and focusing on being able to assess performance change.
Post Training Support
Follow up on the training through maintaining open communication with the consultants, supervision, and on-the-job support, helps participants adapt the training lessons to their situations, thereby helping to ensure long-term impact.
Evaluation needs to reflect on both problem and implemented approach. Sometimes the desired improvement takes time to manifest. New problems may surface and a new approaches need to be discussed. Finally, evaluation is a necessary step that checks participant learning, and provides valuable information on how to improve future training and development.
Areas of Expertise
Successful and healthy organisations depend on a variety of critical areas: effective leadership and decision making, harmonious staff relations, room for human flourishing, minimising stress at work, skill in handling sensitive issues. Our mentoring, coaching and training programmes help managers become more effective leaders in these and other areas.
We focus on stimulating sustainable improvement in organisational performance. Through our approach client organisations achieve three outcomes:
How to merge identities, visions and goals
Contact us to discuss your training needs