Group Dynamics
Why this work matters?
This work is particularly helpful in major organisational change, intractable problems, start ups and complex environments. Working systemically offers opportunities and resources to see patterns in complexity and navigate collectively to serve purpose. Working at the intersection of people, the organisation and the context of work through roles can provide swift and clear movements or actions.
Who is this for?
People in organisations seek my services for what are often presenting challenges such as shifting market conditions, structural changes or work flow, new functions, working as a team more effectively, working with stakeholders externally, grappling with contextual constraints and/or shifting priorities.
They may use words such as leadership, culture, collaboration, change, stuckness, challenges and/or innovation.
They are committed to exploring what would be useful for the organisation rather than ‘rolling’ out pre formulated solutions.
They understand that they need different or external perspectives.
Three ways to work together
Adaptation and Change
As a skilled consultant specialising in team and organisational dynamics, I offer comprehensive organisational development and change management services aimed at enabling positive transformations within organisations. By combining expertise in human behaviour, team dynamics, and organisational structures, I am dedicated to fostering a culture of continuous improvement, enhancing collaboration, and sustainable change. From assessing organisational needs to implementing effective strategies, my services are tailored to meet your unique requirements and propel your organisation towards long-term success.
I work closely with your leadership team to align your organisation's vision and strategy with the desired outcomes of the change initiative. By ensuring a clear understanding of the overarching goals, we develop strategies that align with your organisation's values and long-term vision. This alignment sets the stage for effective change implementation and promotes a shared sense of purpose.
Using a structured change management approach, I develop a comprehensive plan to guide the entire change process. This includes defining objectives, identifying key milestones, and establishing clear communication channels. Through effective project management techniques, I help navigate complexities and minimize disruptions, ensuring a smooth transition to the desired future state.
Team Dynamics and Development
Teams are pivotal to organisational success. I provide tailored interventions to enhance team dynamics, foster collaboration, and develop the necessary collective skills and competencies. Through team sessions and coaching, I promote a culture of openness, effective communication, and shared accountability. By aligning individual and team goals with organisational objectives, I strengthen overall performance and organisational success.
Taking an integrated systemic approach, we agree on the scope of our work together, desired outcomes, and areas of exploration. We begin by determining what type of team we need to be and then determine the tasks, role relatedness and how behaviours are influenced collectively and individually.
Founder Consultations
Founders of organisations can have unique challenges related to collaborating, letting go, having perspective, succession and relationships with each other, investors/funders and the broader context. These working sessions provide a space for exploring, clearing and formulating successful ways through challenging business building.
*I am also accredited in the Leadership Circle Profile.
Team development Process
An example of a process undertaken with teams:
A model for work
Over the years I have been able to discern patterns of topics that people bring forward when working with their experiences at work. I have formulated them into categories that are useful to understand when examining the world of work. The categories intersect and influence each other, in small or large ways, depending on the topic at hand. This model assists people to move beyond a ‘me centric’ view of the world to one where multiple perspectives are brought into view.
| I | It | Us | |
|---|---|---|---|
| Future | Desire Vision Dreams Vocation Imagination | Strategy Societal trends Environment Political shifts Technology | Social norms Policy changes Socio – demographics Climate impacts Public health |
| Present | Emotions Beliefs Health Diet Habits Mental models Social identities Behaviours | Multiple Roles Leadership Boundaries Functions Resources Accountabilities Authority Mindful practices | Organisational Purpose Collective beliefs Professional identities Organisational dynamics Team Effectiveness Contextual cultural norms |
| Past | Role biography Decisions taken Training Experiences Key relationships Family history | Products Services Customers Market shifts | History Generational Narratives Resource allocation Migration Ancestors |
