Research and diagnosis
We have substantial experience of research in organisations and use a variety of methods and tools for data-collection and analysis, including 1:1 interviews, focus groups, questionnaires, open space technology (OST) and other whole-system interventions. We take an action-research approach which supports the process of change and development.
Awaydays
Organisations periodically need to 'take stock' of their work in order to ensure that they are achieving their objectives - both strategically and tactically. Staying on course, especially with complex, taxing and expensive projects, is not just desirable but essential. Our consultants have a wealth of experience in designing and running such interventions where, typically, the aims of this type of event are to:
- Take stock of how the work is progressing
- Be clearer about who's doing what, and how
- Use the space as a catalyst for change
- Have an enjoyable and purposeful time together so that the whole team feels more energised and even more committed.
Teambuilding
We have extensive experience of working with groups to help them with their teamwork. Example situations include: facilitating new teams forming; building effective team relationships; creating a common vision and sense of direction; agreeing strategy, setting objectives, clarifying roles and responsibilities; dealing with performance issues, valuing diversity and celebrating success.
Team 'review: renew' process
partners in development has devised an approach that enables teams and their members, to engage in and commit to, change and improvement. In order to meet the specific needs of client organisations, we are able to:
- Design a standard process for each team to work through and competently apply
- Expertly facilitate the work (meeting and workshops)
- Train potential internal consultants/facilitators to use.
It is essential that this work is positioned within the overall context of the organisation with its stated aims, vision, etc, and that it leads to individuals subscribing to realignment and refocusing of their effort and contribution (where that is necessary). The principal outcome is that it will result in the improvement of both team and individual performance.
'Making Things Happen' groups and Action Learning
Typically, these interventions are aimed at senior and potential senior managers. They provide an opportunity to debate and then commit to change in a 'safe' developmental forum.
The group might typically comprise 6 or 8 senior colleagues who come together in a trusting (and supportive and challenging) climate where difficult issues can be addressed.
See examples of our current consulting projects:
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