Our consulting is based on our real-life learning “on the inside”. Our experience is rooted in many years of line management and leadership. We know what works because we have done it, lived it, and felt it. And we are passionate about enabling individuals, teams and organizations to improve performance by strengthening their human systems.

Team Communication

Teams have the potential to achieve much more than the sum of their individual members’ contributions and are often a vehicle for wider organizational change.  Conversely, tensions and anxieties below the surface have the potential to create a dysfunctional team that can reduce individual and team performance. 

Sometimes the relationships between team members are an issue; more often it is getting alignment around goals, processes and responsibilities – the starting point for any high performance team.

Today’s “always on” communication technologies and the physical and time zone separation of dispersed teams present additional challenges for teams in working together effectively.

Leadership Development

A key barrier to motivation in many businesses is poor leadership. Talented, but poorly-led, employees are not fully engaged, and often end up leaving or suffering from burn-out. And, poorly led teams exhibit low levels of collaboration and poor communication.

Sending employees to a leadership training and hoping this will magically transform their skills isn't enough. Training programs often don't reflect the specific needs of the millennial mindset, remote working, or today's complex, high-stress, digital environment.

Employees who perform well in technical or administrative roles often get promoted and are suddenly expected to lead others. This requires very different skills and these new leaders often receive little leadership training.

Change Management

Change projects can be expertly managed but not realize their full potential if they don’t generate sufficient buy-in within the organization.

In today’s business world, change is continuous: mergers/acquisitions; relocations/site closures; new systems introductions; new technologies; culture initiatives;  re-organizations; new strategic roadmaps and priorities.

Such important initiatives can only achieve their full potential if people understand the need for change and feel involved, informed, and included. This doesn’t mean that such changes are democratic, but it does mean that in addition to technical project execution, there needs to be a plan for handling the human dimension.