Coaching and Assessment
- Contemplating a leadership role
- New to leadership
- Ready to transition from one level of leadership to the next
- Handing over the reins to the next leader
- Formal assessment – Assessments for leadership development.
- Leadership coaching – Take charge of your leadership development with the support of Role Coaching
Leadership assessment – Leadership Circle ® for Individuals
- Forming a new team
- Renewing an old team with new members
- Diversity / group-think / team effectiveness
- Adapting to changes in the way of working
- Formal assessment – The Leadership Circle ® and Team Management Systems ®
- Team formation and effectiveness
- Facilitation, use of creative (and conventional) tools for team development
- High performance and self-managed or semi-autonomous teams – search conferencing, participative design and implementation
- Handling change – individual change and organisational change approaches, including project-initiated change
Team assessment – The Leadership Circle ® for Groups
Team effectiveness – Team Management Systems ®
- Working through Career options*
- Evaluating potential
- Working on derailers
- Formal assessment
- The Leadership Circle ®
- Team Management Systems ®
- MBTI ®
- Coaching – Career planning, Role and transition coaching, Handling change
*If you are in Australia and find yourself unemployed as a result of the current pandemic, you can engage with a range of free-of-charge career coaching services from Project Displaced.
OD PRACTITIONER DEVELOPMENT
- New to OD, branching out, developing your career
- Blending Organisation Dynamics and Organisation Development methods
- Applied OD know-how
OD / OC Effectiveness
Whatever stage of your career, you can build your capability and plan your career path with applied coaching or mentoring.
CASE EXAMPLE: GRADUATE COHORT DEVELOPMENT - MULTI-NATIONAL ASX LISTED PAPUA NEW GUINEAN OIL AND GAS COMPANY - GRADUATE EVENTS BUILT BY GRADS, FOR GRADS
The graduate cohort at this Papua New Guinean Oil and Gas organisation was participating in a multi-year graduate program. Most people were PNG engineering graduates who worked on a fly in fly out roster. They worked at an operational site in the PNG Southern Highlands. A few were in other disciplines – chemists, health and safety, corporate social responsibility and finance. One or two were Australian nationals.
This cohort’s development needed to cover a broad range of topics. Safety, mental health and wellbeing, essential skills like critical thinking, continuous improvement and innovation. The graduates mainly learned on the job but had regular if infrequent opportunities to learn together as a whole cohort. Residential workshops were used to make this happen.
Personal ownership of the program was really important. These were bright, early career graduates. They were passionate about their own development, their career growth and the contribution they could make to PNG. They worked on different swings but were connected by family relationships, friendship, professional occupation and a sense of belonging to the graduate program and their employer.
Most importantly for the design of a sustainable approach to development, the graduates were accustomed to working things out by trial and error. Their ingenuity suggested that they could make things happen with few or no resources. These qualities lent themselves to a blend of high-involvement creative (and conventional) design choices for graduate events.
The creation of the residential event was run on a “built by grads, for grads” model that taught grads new skills, put site-based coaches and observers in the room, and let people learn in action. Local HR and OD staff were involved from start to finish, so that the know-how for residential development and execution was transferred, along with its ownership.
Graduates took responsibility for helping to ‘make the residential’ happen, so that their planning and organising skills could be rounded out.
I led the development approach for this cohort and was the group’s coach and facilitator.
This work is complete. The cohort finished its graduate program well after I left the firm. Three of the grads from the program have made their way to another resources company where I have been consulting, so I’ve been able to reconnect and see how they’ve grown their careers.
CURRENT WORK: INDIVIDUAL DEVELOPMENT VIA A NATIONAL CHARITY - PROJECT DISPLACED (PRO BONO CAREER COACHING)
Project Displaced is a registered charity, established to support people in Australia who were displaced from their jobs due to the impact of the 2020-2022 pandemic. I work as part of its team of volunteer consultants to provide career coaching to clients. We see most clients only once, as our work is allocated automatically. This gives the career coach one shot to help the client. Clients can return for further sessions, and may or may not get the same coach – a key benefit of this is that clients can develop multiple perspectives about their careers by interacting with many coaches.
As a career coach I assist the client to do the work they need to do on themselves, or for themselves (as it relates to their career). This includes coaching and feedback sessions on resumes and CVs, letters, social media professional profiles and mindset coaching.