Helping organisations to change smoothly! 

If the individuals in your organisation are having a difficult time adapting and adjusting to organisational change, Mastering the Change Curve is your remedy!

It's an easy and effective change management assessment guide for bringing issues to the surface, providing a framework for healthy growth, and empowering individuals to shift their focus from the past to the future. Mastering the Change Curve is appropriate for individuals at any organisational level who are experiencing continuous change. The most appropriate target audience consists of individuals who are subject to change they did not initiate themselves.

Leading Organisational Change

Whether you’re in the midst of a change effort or just planning one, you’ll need Leading Change at Every Level. Created for all organisational levels, this diagnostic tool drives home the importance of individual behaviour to the success of an overall change effort.

Change is here to stay; in today's empowered workplace what was once the role of senior management is now the responsibility of individuals throughout the organisation; from the executives at the top of the pyramid to the frontline employees at the base.

Leading Change at Every Level is the combination self-assessment and training workshop that measures skill level and develops the five behaviours of effective change leaders, those people who can effect how change is received at every level!

Better Understand Staff Concerns About Change

A key strategy for managing and implementing change is to fully understand the concerns, including the subliminal and things that people may not want to openly admit. By more fully understanding the challenges it is possible to deal with them in an appropriate fashion and overcome them.

The questionnaire identifies these and other issues It can be used over time to measure progress and also averaged over a group to identify collective concerns.

The Leaders Guide establishes the Stages of Concern, and gives useful tools and approaches for dealing with each of them including “lesson” plans. The Leaders Guide is intended for Managers, Supervisors, Team Leaders HR Managers and Change Managers. It gives an understanding of how the questionnaire works, and some practical methods for using Change Abilitator.

Add excellent coaching to your armoury

If you think performance issues will magically vanish into thin air, think again!

Are managers having multiple performance conversations with employees about nagging issues – with no apparent effect?  Or maybe the manager can’t see solutions to a problem and ignores it altogether. And then there's the control freak who likes to chew out employees when their performance isn't up to snuff. Unfortunately, these types of scenarios occur far too often in the workplace and they're a lose-lose predicament for not only the employee and manager, but the organisation as well.

There is a solution for these situations; the Coaching Skills Inventory is based on sound proven principles. The steps and skills involved are those that mark out the best coaches from the rest! The Inventory identifies strengths and weaknesses, provides a model for more effective coaching meetings, and enables before and after measurement of progress.

A complete fitness programme for coaches

Effective coaches equate to stronger leaders, more motivated employees, improved morale, and better communication in the workplace. So what does it take to become great?

There are many skills and attributes of an effective coach. Get Fit for Coaching identifies and assesses areas of strength and improvementin 5 critical skills Building Rapport, Observing and Analysing, Questioning and Listening, Providing Feedback, and Facilitating Learning.

Get Fit for Coaching is appropriate for managers, supervisors, and team leaders at all levels. It can be used as a stand-alone assessment or debrief, an icebreaker for new coaches or individuals new to management, or as part of a comprehensive training programme on leadership development.

The 5 conversations every manager concerned with performance should be having!

Performance Management Through 5 Key Conversations helps managers identify their skill level in engaging employees in the 5 key types of performance-related conversations, enabling managers to create a profile of skill level in each of these Conversations and providing insight on the areas for improvement.

Good conversations facilitate the development of high-performing employees through collaborative and constructive dialogue; engage employees in meaningful, performance-related conversations, to build relationships and get results in a less awkward, more productive atmosphere. 

Performance Management Through 5 Key Conversations is effective when used alone or as part of a management development programme. The instrument can be used to establish a new approach, to performance management in an organisation, or to provide basic skills for new managers or supervisors. It is also useful when used to suggest an alternate or complementary approach to existing techniques.

Some people believe that networking is simply meeting or speaking with someone new at an event!

In effect a trading or transactional relationship in which the two parties seek to discover whether or not they can sell one another anything, exchange business cards and quickly move on. But Networking is so much more!

In a world where people prefer to do business with someone they know or have been recommended to, investing a little in developing the skills and strategies that will enlarge, and make better use of the spiders web of direct and indirect contacts we all have can only be time well spent! After all think of the benefits and value of expanding those relationships over time!

Manage Conflict for Positive Outcomes

Conflicts, large and small, are a fact of life... including in your work life. This inventory was developed to help you learn more about how you and others deal with conflict at work. Conflict isn’t always a negative influence in teams and organisations. The Conflict Style Inventory assesses individual approaches to conflict and shows how to make conflict a constructive, rather than destructive, force in your workplace.

This edition includes scales to measure a team’s approach to conflict as well as each individual’s approach.

Stress Prevention in the Modern Pressurised Workplace

Stress can creep up and invade our work and home lives almost unseen and often those most deeply affected by stress are unaware of its effects. The Stress Indicator and Health Planner is a self-administered assessment of the users current stress levels and overall health. Use it to understand how to enhance overall well-being, manage stress, and improve performance. Develop a plan to enhance overall wellness and decrease stress levels.

Self administered and self scored it provides individuals confidentally with a way to ensure they are dealing effectively with stress and its health implications.

Truly a valuable tool for todays high pressure or results driven environments.

Don't let unresolved issues drain the productivity from your teams!

Teams have preferred ways of handling conflict. Some teams avoid conflict at all costs, while others find that the battle gives them energy and motivation. Start your teams on a discussion of how they choose to handle conflict - and what impact their behaviour is having on their success.

All levels of teams can benefit from the Team Conflict Strategies Inventory it helps fully appreciate their own preference, to understand different approaches and when to use them, and how to deal with disagreements productively.

The challenge of encouraging innovation

The realities of dynamic and changing marketplaces, including intense competition, new technologies, and increasing customer demands, require that traditional management methods change.

Organisations of the future will be judged on the quality of their ideas and the speed these ideas can be translated into viable products or services that sell in the marketplace.

Creative ideas are often unanticipated or from unexpected sources so the best companies are looking for ways to create a culture that actively promotes these improvements and innovations. They will typically feel like a small company culture in which ideas come from everywhere and employees have extensive relationships with customers and suppliers in order to stay close to their needs.

Companies will need to encourage 'boundarylessness,' breaking through organisational lines up, down, and across so that good ideas are invited and harvested regardless of where they originate.

Release the creators in your workplace

Everyone is capable of creative thinking at some level. However, it is revealing to look closely at the barriers and enablers of creativity and to which ones are relevant. By doing this you can gauge how creative behaviour in your workplace right now, and identify how to make it more creative.

The Personal Creativity Assessment (PCA) allows an individual to quickly determine how they measure up in the realm of creativity. The 62-item assessment correlates to 31 creativity barriers and 31 creativity enablers. The PCA also provides useful instructions on how to overcome or enhance barriers and enablers.

Presented in a non-threatening format, the PCA is an excellent activity to conduct in a workshop or group setting where creativity is an issue.