Facilitation
How I work
- Client led approach with a clear shared idea of goals and objectives
- Get your people talking to each other and with their stakeholders both internal and external
- Cut through entrenched relationships and behaviours as an external, totally impartial facilitator
- Ask all those awkward questions
- Move things forward – people are busy, a well facilitated session will save so much meeting time
- Get to the nub of the issue
- Take teams through times of change in a way which minimises suspicion and insecurity.
Current Projects
- For Department of Trade and Industry
Business Support Simplification Project (huge government programme). Design and deliver monthly Project Leaders’ workshops around design of Products and Services for the new National Portfolio. This involves a blend of attendees from across Whitehall, RDAs, LAs and business.
DTI Capability Review – Business Planning events with Senior Management Team on their response to and actions following this review
Team coaching – on going change management work with various teams in context of changing environment within DTI
Delivering national Stakeholder Engagement groups on uptake of Direct Payments for care needs
- For iLab (a creative thinking facility based at University of Essex)
Workshops for Creative Partnerships (DFES, DCMS)
Design and delivery of 2 day strategy away day for 60 research scientists
What I can help with:
Team Building
- Finding creative and innovative ways for both new and established teams to develop their route forwards to peak performance in times of change and uncertainty
Internal Communications
- “Seek first to understand, then to be understood”. Stephen Covey’s Seven Habits
- Helping teams to first develop and then communicate consistent messages throughout the organisation ensuring these are not just top-down and one-way
- Encouraging teams to develop a culture of feedback and listening
Strategic Review
- Designing and delivering tailor made workshops and away days where Senior Executives, Directors and Board members can formulate their future vision for the organisation, plan what they need to do to reach that vision and identify barriers which may prevent them reaching their goals
Managing change
- Creating a safe environment where groups can discuss both the organisational and emotional aspects of change and feel part of the process rather than merely its recipients.
Staff Survey Follow Up
- Designing and managing projects which pick up on areas of concern following organisational staff surveys
- Facilitating focus groups to unpack the underlying reasons for negative responses and moving managers towards realistic actions and solutions
Scenario Planning
- Helping groups develop several versions of the ‘possible’ future considering both predetermined elements and unforeseen circumstances, not as a prediction but as a policy and strategy planning tool
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