Development
Our clients ask us to apply our experiential techniques in a variety of different contexts and formats:
- Contexts: organisational change; selection processes; acquisition/integration of new teams.
- Formats: Development Centres; Assessment Centres; training programmes.
Underpinning these formats would be a variety of Models around best practice and procedure; competency frameworks; behavioural indicators:
- We work with a client’s own Models; competencies; procedures.
- We have experience of universal Models and concepts e.g. Trusted Adviser; GROW Model; Trust Equation; Kubler Ross Change Curve; Action Learning Groups; Thinking Hats; Active Listening; Questioning Skills; Johari Window; Arc of Distortion; Transactional Analysis; Thomas-Kilmann Conflict Modes.
- We have experience with the application and formats of a variety of behavioural indicators e.g. MBTI; HBDI; DiSC; Insights; Social Styles; Belbin Types.
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Development
A Development event can take many forms and can be scaled to suit a large or small group. Ranging from a formal Centre which uses Assessment observation tools/practices through to small group Workshops.
- Leadership
- Influencing
- Building relationships
- Questioning & listening
- Networking; personal impact
- Difficult conversations
- Handling conflict.
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Training
Focussing on very specific topics these typically take the form of Workshops or as targeted interventions within an overall programme.
- Feedback skills
- Performance management
- Account management
- Diversity & inclusion
- Presentation skills
- Negotiation skills
- Customer service
- Consultative selling skills.
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Assessment
These involve carefully written scenarios which challenge the participant in specific ways. Underpinning these observed interactions are a set of Competencies against which the participant is measured. This structure requires the professional role-player to be:
- Thoroughly briefed on the commercial/technical context of the scenario.
- Realistic and authentic in their portrayal of the client or colleague.
- Maintain a high degree of consistency between different participants.
- Provide feedback which is in keeping with the Competencies.
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Recruitment
Our clients frequently include an experiential element into senior recruitment processes. Seeing a candidate in action can provide invaluable insights into how that person may perform their duties in the real world. Typically, we re-create conversations with various stakeholders or challenge the candidate with handling a sensitive Media interview. This approach is used in both the Public and Private sectors; here are some examples of recruitment processes we have worked on:
- Commercial: appointment of a senior level Director to create a brand-new Service Division working across the global group.
- Law: appointment of a commercial MD into a Partnership for the very first time.
- Health: appointment of a new CEO for a regional Ambulance Service; appointment of a new FD for a major Health Trust.
- Education: appointment of a Marketing Director for a third level College; appointment of a new CEO and Directors for a regional education authority.