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Process design and facilitation
Strategy & policy development
Team building & collaboration
Knowledge sharing & networking
Action planning & implementation
Innovation
Active citizenship
Experience harvesting
Design thinking
Coaching & mentoring
Conflict transformation
Leadership & personal development
Training & curriculum development
Culture change
Monitoring & evaluation
Behavioural & personality profiling
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Process design and facilitation
Process design and facilitation lie at the core of all our services. Whether in the physical or virtual realm, state of the art facilitation requires process design. Our approach is systemic and participatory, in that it takes into account the human spirit as well as the nature and complexities of living systems in which we all exist. Thorough process design allows us to create safe spaces of a transformative nature, in which individuals and collectives can achieve meaningful results and longer-term impact.
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Strategy & policy development
Affording each stakeholder a genuine say in what matters makes all the difference between dead paper and impactful instruments. A holistic understanding of the complexity and diverse perspectives of a situation leads to a clearer sense of purpose and direction. Dealing with uncertainty whilst remaining agile are core to any relevant strategy.
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Team building & collaboration
People relate to each other and collaborate naturally if they are able to connect their personal purpose in work and life to the bigger, shared mission and vision of their team and organisation. Transparent and deep conversations create the necessary trust and empathy to strengthen collaboration within teams and across stakeholders.
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Knowledge sharing & networking
Knowledge is a process, not a commodity that requires a safe and enabling environment. It needs to be shared, elaborated on and grappled with. Formats that allow for more learning and reflection between people allow us to leverage collective knowledge and nurture a culture of knowledge sharing and learning.
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Action planning & implementation
If action plans are to be effective, then the implementers and those affected must have a say and be part of the creation process. Co-creating plans does not only entail a mutual learning process. It also brings about shared ownership that leads to effective implementation within the predefined boundaries of what is negotiable and possible.
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Innovation
To innovate means to examine closely held assumptions and views to move beyond incremental change. Real innovation is a process of inquiry, critical examination, playful exploration, and accepting failure as an invaluable source of learning. Most importantly, innovation requires a healthy degree of confusion at the right stage, which allows for unlearning and letting go.
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Active citizenship
Democratic societies must actively and continuously involve citizens, using people’s contributions and ingenuity to cope, thrive and evolve. It is no longer sufficient for power to be delegated to an elite group, whether elected or not. Participatory processes are a precondition for finding relevant and workable responses to society’s present challenges.
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Experience harvesting
Insights of past projects, events and other endeavours can stimulate and deepen genuine reflection of consecutive actors. They won’t add value in the form of rigid instructions and blueprints, but rather as a number of "jugular" questions. In the spirit of design thinking, we shape processes to capitalise on past experiences with a focus on bringing out and polishing the most important gems of profound practical value.
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Design thinking
Putting the user and the desirability of an innovation at the centre has always been key to our work. Design thinking provides a welcome complementary toolkit to grapple with the lived reality and the question of true, functional value. Empathy is a top discipline in our "anthropologic" learning journeys, which we support through many of our methods.
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Coaching & mentoring
The development of leadership capacity and the integration of new skills into the workplace when leading organisations, teams and programmes requires a safe space of a more personalised quality. The coaching and mentoring space invites deeper self-reflection resulting in a new awareness of possibilities and pathways towards specific individual development and growth opportunities. Whether individual coaching or group coaching, remote or face-to-face, this is the space and time to experiment and test different ways of being and doing to the benefit of the individual, team and tasks at hand.
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Conflict transformation
Once we recognise diversity as a constituting part of a living system, we can appreciate its inherent wealth and value. Diversity brings in different perspectives and holds the potential of variation, recombination and hence innovation and resilience. Conflict is a natural expression of diversity. We seek to surface and acknowledge different perceptions and ideas, and then turn them into assets that add value and provide solutions.
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Leadership & personal development
Leadership is no longer the function of status and assigned power. To provide value, leadership has to become participatory and situational, shifting from the hero who leads the troops to a facilitator that sustains a safe fail learning environment, which leverages collective wisdom. Leaders benefit immensely from mentoring and coaching support on this journey.
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Training & curriculum development
When training adults it is quintessential to use their rich experience and expertise as a starting point, foundation and resource. Introducing new concepts in experiential ways and then trigger "aha moments" to shift people’s perceptions and mindsets is of a catalytic nature. We train others in our own process design and facilitation approaches and also design training methodologies for any other content. What's more we develop full curricula that integrate the application of technical knowledge with transformative leadership practices. Only the combination of both allows trainings to have the full desired impact.
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Culture change
Despite many differing claims, culture is always the emergent quality of human beings interacting with each other. Culture can be observed, but not managed, let alone changed or manufactured. There is huge value in raising awareness, creating favourable environments, examining existing and deciding on preferred practices that bring about culture change and lead towards a more desirable future culture.
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Monitoring & evaluation
M&E is vital for learning and an integral part of development collaboration projects and programmes. But what, why and how should we measure to improve outputs, outcomes and impact? If M&E is to be relevant to the larger system it must be supply and demand driven and engage all relevant stakeholders in the process.
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Behavioural & personality profiling
Differences in behavioural styles can lead to tension and inefficiencies. The persolog® online self-assessment tool assists individuals in identifying their behavioural profile and strategies for improved effectiveness. With a better understanding of themselves and each other, team members can discover how to work to each other's strengths to improve their performance.
