Diagnostics

What do you want to achieve?
We help you work through what you want to be different from what you have now.

This is the first stage of choosing an appropriate intervention. It also sets the main measures for evaluating whether the intervention has been successful.

Audits

We can undertake relationship audits within your organisation from interview and observations to full team events.

These can help you and your team understand the dynamics that are operating within individual or group relationships.  This allows people to express their feelings and to start to formulate new ways of behaving.  Often it is an intervention in itself!

For individuals and small teams we use The STAR relationship model. This looks at the relationship on four points

• Separateness
  The unique characteristics of each person and their role.
• Talk
  How much they talk and listen to each other
• Action
  How much they do together to maintain their relationship
• Reason
  Do they have a good reason to work collaboratively?

For larger audits we use a process called Prismatic Thought¹. In the same way as a prism splits white light to enable us to see colours so we can split the issues into four components to examine it from different angles and gives a deeper and richer view of the relationships.

• Structure
  How the roles within the organisation fit together
• Process
  How the processes help or hinder collaboration
• Meaning
  How the people interpret their work and its value
• Knowledge
  Whose knowledge and opinion is valued and how this is used

Which intervention is appropriate?

We have a variety of interventional techniques we can apply depending upon your situation.

Mediation
Working with two or more people who are in direct conflict with each other.  This special techniques aims to defuse the conflict and help disputants to gain greater understanding of each others needs so that  they can together devise a win/win solution. It is suitable for all forms of conflict and may be used as an alternative to disciplinary action in cases of bullying or harassment or other conflicts or disputes which have given rise to a grievance at work.

Coaching
Working with individual or teams to give greater self awareness and develop new ways of approaching and behaving to take control of improving their own relationships at work.

Team building
We will devise bespoke events for teams to resolve conflict and/or build high performing teams. 

Leadership Development
Suitable for managers and other leaders at all stages of their careers.  These are one-to-one structured programmes of self development aimed at enhancing personal skills of leadership. 

Bespoke solutions
Most relationship issues can be resolved using one of these interventions.  In the rare case where none are suitable we will work with you to devise the optimum intervention to meet your needs.

For more information please contact us

(¹ Robert Louis Flood. (1999) Rethinking the Fifth Discipline. Routledge, London)