We develop leaders, align teams to organisational goals, and build cultures that drive results.
Organisational Development.
Improving organisational effectiveness through culture, process and structure.
Understand & shape organisational culture
We support you to enhance individual, team, and organisational capabilities through planned and measured organisational development interventions.
Evaluate the values, beliefs, behaviours, and practices that define how an organisation operates. Identify the underlying cultural dynamics that influence employee engagement, decision-making, collaboration, and performance.
Identify and evaluate workplace factors that can impact employees’ mental health, well-being, and overall job satisfaction. Psychosocial hazards include aspects such as high job demands, poor support, unclear roles, or workplace conflict. These factors can contribute to stress, burnout, or other mental health issues if not addressed.
Understand what creates a positive, fulfilling, work-related state of mind. Measure the level of energy, dedication and immersion that people experience towards their work.
Team Coaching.
Optimise teams to more effectively achieve their goals through improved ways of working and the development of individuals within the team.
Effective teamwork for greater impact
We help leaders of teams apply what we know about the science of teams, to identify what may be contributing to or detracting from team performance, and to address this.
For a team that is failing to align on it’s purpose and direction. A process to ensure that all team members share a clear understanding of the goals, priorities, and roles within the group. Team Alignment Workshop.
For newly formed, inexperienced or ineffective teams. Uncover the real reasons why there may be issues in the team and address these. Workshop in combination with a team diagnostic to identify which drivers of team effectiveness may be contributing to the problem.
For teams experiencing challenges to team performance, cohesion and effectiveness or wants to go from “good to great”. Engage a team coach to align team to purpose, priorities and approach and reflect on progress over time.
Leader Development.
We develop and coach leaders to improve accountability to their teams.
Develop skills & shape leader identity
People new to leadership roles may need support to develop their leader identity and requisite team leadership skills. Experienced leaders may have gaps in their leadership competency that they need to address.
For executives or senior leaders seeking support to enhance their leadership skills, improve their performance, and achieve their goals. Executive coaching supports sustained growth and development in areas like strategic thinking, decision-making, communication skills, leading teams and driving the success of an organisation. Approach may involve psychometric assessment plus coaching.
Teams with inexperienced, absent, or ineffective leaders often lack direction and struggle to stay motivated. Development for team leaders to learn effective management practices to empower them to inspire and guide their teams more effectively.
For those new to leadership roles who may still be developing the requisite team leadership skills and their leader identity. Emerging Leader psychometrics and coaching; or structured leadership program to develop
Self Management, Effective Communication, Stakeholder Management, Strategic and Operational Planning skills.
Psychometric Assessment.
Psychometric assessment is an approach to measuring an individual’s psychological attributes and abilities, such as personality traits, cognitive abilities, and emotional intelligence.
Objective insights for development & decisions
We use validated assessments and surveys to develop insight & capability through identifying an individual’s strengths and areas for improvement, and to inform decision-making processes.
Diagnose the strengths and weaknesses of teams. Measure how well a team is functioning and achieving its goals.
Evaluate strengths and weakness in areas of specific leadership competency and highlight factors that may enhance or inhibit an individual’s success.
Gather feedback about how others perceive someone’s leadership and managerial skills to assist them to recognise their strengths, identify improvement opportunities and develop plans for personal and professional development
Evaluate an individual’s personality traits, behaviors, and characteristics to help understand how they typically think, feels, and interacs with others, providing insights into their preferences, strengths, and areas for development.
Evaluate an individual’s mental capabilities related to learning, problem-solving, reasoning, and decision-making to assess potential to learn and adapt to new roles.
Understand an individual, team or organisation’s core principles, beliefs, and priorities that guide decisions and behaviour. Assess the way that these values could be impacting performance outcomes.
Measure individual or organisational wellbeing in different ways – mental wellbeing, subjective wellbeing, social trust, financial wellbeing and, work and wellbeing. Mental wellbeing has a powerful influence on our physical health, our learning ability, our productivity and on the quality of our relationships
Measuring attitudes toward safety involves evaluating individuals’ beliefs, perceptions, and behaviours regarding workplace safety practices and their importance. This helps organisations identify gaps in safety culture and implement strategies to improve compliance and engagement.
Australasian Society of Lifestyle Medicine Conference 2022
Image credit:
Raymond Setiadi