People and Organisations - Working Well

A legacy results from the facts of our behaviour that remain in the minds of others, the cumulative record of how close we came to the person we intended to be. For me, what you plan to do differs enormously from what you leave behind.

Max De Pree, Leading Without Power, 1997

Developing Individuals and Groups - managers, supervisors, leadership


Training and coaching are available for supervisors, covering the following topics as needed:

Supervisors receiving coaching are encouraged to liaise regularly with their own managers to review skill development and quality of role performance, so the coaching programme can be fine-tuned as skills reach desired levels.

Managers / Leaders:

For managers and other leaders, higher level skills and strategies to manage self and others are covered either by mentoring (individuals) or in professional development sessions (groups). Mentoring leaders provides an external and impartial sounding board who can systematically discuss with the leader how they and their work are going. Mentoring is an individual, confidential service. It usually entails elements such as review of recent work, discussion of current issues and dilemmas, and preview of forthcoming work, however the needs of each participant differ. At the outset these needs are identified and an approach that will respond to those needs will be developed, and they often include:

Other topics for seminars and workshops can be developed to suit the specific needs of the organisation. Once the mentoring goals and relationship are established, a contact schedule will be arranged to suit individual needs. Remember too, mentoring need not only be conducted through face-to-face contact, but can be via phone — convenient if your organisation operates in remote locations or your work involves travel.

The benefit of coaching and mentoring is that feedback and skill development are provided at exactly the time needed — when issues arise in the workplace that need an immediate and effective response. They also encourage a reflective, self-evaluative approach to their work by supervisors and managers, a strategy essential to on-going development of professional skills.

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