Our approach

We expect you to demand clear results from your investment. Through our work each individual / team creates clear commitments for results, which can be measured at a combined level. These results will be clearly connected to your vision and strategy.

For each organisation and team results will be defined differently. For som,e clear sales targets create easy results measures, for NGOs and public sector measures are often related to the delivery of services. Our hope is that most individuals, teams and organisations have clear metrics through which they measure their results. If not, we can help you to develop these.

Innovation

Innovation and growth are synonymous for us, and is a key part of our philosophy. To enable this we encourage:

  • Cross-disciplinary teams doing leadership development together – this builds much greater trust, collaboration and appreciation for what each person brings to the team. It also enables teams to innovate together, and we can work with teams to do this.
  • The creation of connections and networking across large cohorts attending the programme. This can be achieved through large group interventions which bring the entire group together, and setting up internal social networking sites for the groups during and after the programme. Enabling people who don’t usually work together to connect and stay connected, and see the benefits of doing so, can be a powerful source of innovation and growth.
  • Innovation in the area of your organisation’s culture. New products can be copied in 6 months (or less), but organisational cultures, that sustainably produce results, are much harder to copy. What if your organisational culture was your competitive advantage?

Partnership

Partnership between you and us is crucial to success. We believe in investing time in this and working together in a way which is a model of what we are trying to create in the organisation. We want your involvement, engagement and collaboration in this process. If you’re just looking for a ‘pair of hands’ to deliver something you don’t have time to do, then we’re probably not the right person to work with.

Our commitment is to align with and work with you in a way which produces your results.

Self-cultivation

Self-awareness is important, but we’ve met many aware people who can tell you what they do, and why they do it, but have yet to actually change. Self-cultivation – changing ourselves to be able to achieve what we are committed to as a leader – is a vital step in the process of leadership development.

Embodied learning

Embodiment is about a level of learning where you are able to do something different, consistently and when under pressure. This is not the same as knowing about something, memorising it, or understanding it – all useful in their way and often a more common level of learning participants will have previously experienced about leadership and management. It’s not an uncommon experience to hear someone say that “I know about that,” all the while sitting with substantial feedback for colleagues which indicates that they don’t know how to do it.

Embodied learning also refers to the body. If you meet someone with real presence or gravitas, it’s not about the words they say or their intelligence; in fact the presence or gravitas is experienced without them opening their mouths. We believe that presence is a bodily phenomenon and can be learnt.

In the West we have a tendency to relate to the body as something that carries the important bit, our head, from meeting to meeting. However we embody our self – our reactions and emotions are felt below the chin, and we react within our bodies. In working with the body we can help people to develop their capacity to be able to respond in difficult moments and situations with presence of mind and thoughtfulness.

Voluntary

Benefit from such a programme will not be gained by sending the trouble makers in your organisation to ‘fix’ them. They will be all too aware of this and will respond accordingly in the programme, disrupting the experience of others. If you want to deal with these people they will need to be performance managed appropriately, and we will happily work with their managers to enable them to do so.

Real benefit in this programme will come through sending those who want to work and develop themselves and have the willingness to stretch themselves to achieve results.

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