WHY THE NEED?
Bringing people together to solve their own problems is an essential requirement for our new era of unprecedented change.
It’s essential you take the time to address the problems every organisation faces. Change brings problems and solutions often bring further problems. This “change” loop is ongoing and getting faster and faster.
And the quicker and more efficiently and effectively you deal with it, the more chance you have of staying ahead of your competitors.
Leadership Facilitation on whole organisational issues or specific team challenges will not only help solve your current problems, our focus on “technology transfer” means you get inspired to apply these tools to future challenges the world throws at you.
Your whole business will feel more integrated, more alive. Through solving your own problems, greater trust will be generated and an in-depth respect for the divergent ideas so essential for out of the box thinking.
WHAT HAPPENS IF YOU DON’T?
Leadership in many respects is the management of change.
With change, you have to make new decisions, and once decisions are made you have to implement them.
Poor decisions often stem from not taking a broader perspective of all viewpoints. And therefore associates often doubt the organisation’s capacity to achieve. We lose respect for one another, trust begins to fade and a lot of our energy is spent on politics and internal struggles rather than mind-blowing customer service and potential growth strategies.
Without building great relationships and a culture of mutual trust and respect, you’ll never harness great conflict. And without great conflict, you’ll have little buy-in and commitment, with people often going off and doing their own thing.
The results can be disastrous. Only by embracing the inevitability of change and building a culture that simultaneously honours both control and flexibility, will you ever achieve what your team and organisation are capable of.
A BRIEF OVERVIEW
Every Leadership Facilitation is different.
We take a brief, we get to the heart of your problem and then design an intervention to uncover and unlock the potential in your team and or organisation.
These may be as short as an afternoon workshop, 1-3 day retreats, or longer term programmes spread out over several months.
We get very clear roles and expectations. If it’s your team, we see you as the “Authority” or “Sponsor”, HR normally as the “Champion” and your organisation or team as the “Ultimate Client”.
You’ll see as much emphasis on what we do beforehand, like taking the brief, surveys, or involving key stakeholders up front, as we do on the design of the Leadership Facilitation and follow-up. Together we clearly define the problem to be addressed, what needs to be done, how we will judge success, generate solutions, action plan and reflect on overall learnings.
DISTINGUISHING FEATURES AND BENEFITs
|HOW IT WORKS||WHICH MEANS FOR YOU|
|A comprehensive brief is taken.||You’ll have many issues. We help you isolate the most pressing one, for where both your team and organisation is at. We give you both clarity and a path forward.|
|A unique design is created just for you.||We use researched technologies and tools like a smorgasbord. You get to decide the dishes and the portions you need.|
|A major emphasis on follow up.||As great as decisions are, it’s the implementation that counts. Our Proprietary Team Action Planner helps to ensure ‘stuff happens’.|
|Surveying of Participants.||We get buy-in to the workshop through individual interviews, whole team or organisation surveys.|
|Use of the globally tested Adizes’ Team Integration Tools.||It’s not a one-off event. You get practical and researched tools to address future challenges and the reassurance of their track record for results.|
|Clear Articulation of Roles.||We all know beforehand exactly the roles everyone will be playing on the day. This leaves the team leader free to fully participate and engage.|
|Harnessing of conflict and raising awareness of styles and contribution.||We don’t run away from conflict, we both harness and harvest it, using complimentary styles to arrive at robust decisions. Decisions that take into account short and long term thinking and both effectiveness and efficiency.|
|Environment of Openness.||Issues are put on the table. We don’t run away from the truth. Freeing up the energy to focus on extraordinary solutions.|
|Energising Exercises.||Sometimes you have to get it in your “gut” for it to make sense. Creative exercises mean real visceral learning occurs at a deep lasting emotional level.|
Paul’s facilitation is brilliant. He has a natural ability to connect with his audience and target his approach and style accordingly. Mitch comes across as highly credible in his field- essential when working with executives. We were particularly impressed by how he delivered key and often difficult messages in an engaging and poignant way through the use of story-telling and humour. His approach strongly resonated with our senior leader team and ensured we delivered on the key outcomes of our conference.
In partnering closely with our MD and HRD, his consulting, coaching and facilitation have transformed our senior leader team from feeling disconnected, tired and frustrated to being full of energy, enthusiasm and determination to lead the business forward. We see Paul and the human enterprise team as an integral part of our journey in building strong leadership capability in our senior leader team.
Caroline Brennan, Leadership Development Manager, Coca-Cola Amatil
As always Paul brings all of himself and his knowledge in a practical and real way. Paul’s knowledge of leadership and his way of relating to all of the people in the room is second to none! I always walk away from my time with Paul feeling confident and inspired. Paul has a great way of keeping everyone on track so even the biggest and smallest of voices are given time.
Anne Paredes, Director – People & Performance, Royal Institute for Deaf and Blind Children
the human enterprise have been working with Fujitsu over the past decade to develop the capabilities and skills of our leaders. Our partnership has ensured that the content of our talent programs are tailored to meet the ever changing needs of our business. The delivery of the program is high energy, engaging and enthusiastic. Our people have found the programs have enabled them to meet the challenges of our business environment.
Natasha Warwick, Head of Org & Talent Development Oceania, Fujitsu
I just have to say a massive thank you for session last week in Hobart. I know you do these regularly, however, I just have to say that I thought you were outstanding. Your style and approach resonated with me perfectly and I got a heck of a lot from it on a personal and work front. Based on initial feedback from others, I feel confident this positivity was uniform.
Hamish Thomson, General Manager, Mars Food Australia
For over 10 years, I have seen Paul operate incredibly well with large groups, small groups and one on one. I have found his counsel and advice invaluable, and critically he has helped me understand myself better as a leader and as a person. He has worked well with my teams to stretch their development, and work with larger audiences to help them understand culture and how to drive success in large organisations. He has shown me the importance of “middles” making a stand, and I appreciate his personal support for me as I navigated through some challenging situations.
Daniel Fogarty, CEO, General Insurance, Zurich Financial Services Australia
There is a wisdom that comes with being so experienced in a particular area of expertise and this is evident in working with Paul and the human enterprise. Paul has an unwavering commitment to and belief in what he delivers that is infectious. His energy comes across in his facilitation style and is not only entertaining but also educational.
There are many leadership programs and facilitators on the market – in fact they’re a dime a dozen and all making promises to change your world. What makes the human enterprise unique is the quality of their work and most importantly their commitment to the outcome. I feel that Paul was as invested in this as we were.
Merylee Crockett, Director of Human Resources, Interactive
A big thankyou for today. I always value your input, facilitation and the way you kept us all on track in an inspiring manner. I don’t think we could have done this as well without you. We achieved our outcomes of everyone engaging and having their thoughts and voices heard which is so important in the ABC.
Leisa Bacon, Director Audience and Marketing, Australian Broadcasting Corporation
*NB: All roles and organisations are accurate for the time of testimonial provided
Contact us today to organise a chat with a consultant and more information on Leadership Facilitations with the human enterprise.