PROGRAMS

‘Georgia was great to work with and her energy see no bounds.’

Irene Frisby, Global HR Director, Optiver

EMBEDDING FEEDBACK CULTURES

Training in isolation does not drive change. It’s a vital part of the process but it’s not the start or the end. Creating cultures where everyone in the organisation learns to give and receive feedback, in the everyday, is when they are in their ‘Feedback Flow’. Where they are highly capable and equally motivated. This requires a clever strategy.

When we create and sustain these feedback cultures it drives engagement, gets things done and creates profitable and thriving workplaces. This is not change management – it’s sustain management. It’s making feedback an everyday habit.

By embedding feedback, your organisation will:

  • Eliminate dependence on formal performance management and create a performance forward focus
  • Significantly improve productivity by teaching people to get things done
  • Create a culture of accountability and commitment
  • Teach individuals to own their own development
    Sustain the ‘great place to work’ attention to attract and retain employees and customers

EMBEDDING FEEDBACK CULTURES

Training in isolation does not drive change. It’s a vital part of the process but it’s not the start or the end. Creating cultures where everyone in the organisation learns to give and receive feedback, in the everyday, is when they are in their ‘Feedback Flow’. Where they are highly capable and equally motivated. This requires a clever strategy.

When we create and sustain these feedback cultures it drives engagement, gets things done and creates profitable and thriving workplaces. This is not change management – it’s sustain management. It’s making feedback an everyday habit.

By embedding feedback, your organisation will:

  • Eliminate dependence on formal performance management and create a performance forward focus
  • Significantly improve productivity by teaching people to get things done
  • Create a culture of accountability and commitment
  • Teach individuals to own their own development
    Sustain the ‘great place to work’ attention to attract and retain employees and customers

WORKING AS ONE

We all know the better the team, the better the performance. That’s a no brainer. What’s difficult is often navigating how to get there. How do we create the right environment? How can we ensure that we are making the most of our leaders? How do we help them build the capability and motivation to remain at their best?

Creating a high-performance team doesn’t happen by accident. We need to address the things that get in the way of ‘Working as One’ and build their capability to do it as a habit. In this program we will;

  • Agree on how we will measure our success as a team so we have a foundation to work from.
  • Build a strong relationship to healthy conflict, where we can address issues and debate in a way that grows trust and respect.
  • Develop the tools and knowledge to hold each other to account and their team.
  • Solve some real workplace issues with new tools and techniques.
  • Create new habits and systems to embed what has been learned and agreed on so it becomes the norm.

At a high level the three essential elements are;

  1. Being accountable: Taking responsibility for ourselves, how we treat others and facilitate trust – both ways.
  2. Building awareness: Understanding ourselves and those around us. It means that we develop insight on a whole new level.
  3. Developing agility: Being flexible and responsive to what’s happening around us, understanding what it takes to sustain momentum.

CREATING A CHECK IN CULTURE

People are increasingly asking for less formal reviews and more ‘in the moment’ conversations. When we do them well we can improve engagement by over 40%. Because how we gather matters. Yet we still fall trap to ‘task driven’ catch ups that keep things operational not inspirational.

This program helps you understand what it takes to create a team or workplace that deals with issues as they arise, in a way that grows performance and engagement. To grow a check in culture Georgia will focus on;

  • What people are looking for in their catch ups
  • How to balance quality and quantity
  • The role of the manager and of the employee
  • How to measure success and improve as we implement
  • Building the capability of leaders to grow their people and themselves

WORKING AS ONE

We all know the better the team, the better the performance. That’s a no brainer. What’s difficult is often navigating how to get there. How do we create the right environment? How can we ensure that we are making the most of our leaders? How do we help them build the capability and motivation to remain at their best?

Creating a high-performance team doesn’t happen by accident. We need to address the things that get in the way of ‘Working as One’ and build their capability to do it as a habit. In this program we will;

  • Agree on how we will measure our success as a team so we have a foundation to work from.
  • Build a strong relationship to healthy conflict, where we can address issues and debate in a way that grows trust and respect.
  • Develop the tools and knowledge to hold each other to account and their team.
  • Solve some real workplace issues with new tools and techniques.
  • Create new habits and systems to embed what has been learned and agreed on so it becomes the norm.

At a high level the three essential elements are;

  1. Being accountable: Taking responsibility for ourselves, how we treat others and facilitate trust – both ways.
  2. Building awareness: Understanding ourselves and those around us. It means that we develop insight on a whole new level.
  3. Developing agility: Being flexible and responsive to what’s happening around us, understanding what it takes to sustain momentum.

CREATING A CHECK IN CULTURE

People are increasingly asking for less formal reviews and more ‘in the moment’ conversations. When we do them well we can improve engagement by over 40%. Because how we gather matters. Yet we still fall trap to ‘task driven’ catch ups that keep things operational not inspirational.

This program helps you understand what it takes to create a team or workplace that deals with issues as they arise, in a way that grows performance and engagement. To grow a check in culture Georgia will focus on;

  • What people are looking for in their catch ups
  • How to balance quality and quantity
  • The role of the manager and of the employee
  • How to measure success and improve as we implement
    Building the capability of leaders to grow their people and themselves