When to use an independent facilitator?

Facilitation is about helping clients more effectively help themselves, and get the best from existing resources and untapped potential. It literally means: “making things easier”.

Client’s call upon the benefits of facilitation to:

Streamline decision making for leadership teams that need to resolve complex issues.
Ensure sound strategies and operational plans are developed that enable the organisation to ‘get on with business’.
Maximise limited time to ensure that all agenda items are addressed and accountability for action is assigned.
Introduce an independent perspective and expertise to facilitate as a neutral party, beyond what is available within the organisation.
Enable contentious or sensitive issues to be addressed effectively and efficiently through an environment that balances challenge with support, ensuring all involved are encouraged to participate and achieve ownership of agreed direction, goals, and outcomes.

Facilitation specialities

Strategy and Business Planning

We help clients with:

Strategy articulation – strategic intent, core purpose, vision, goals and objective setting.
Strategic thinking and decision-making processes.
Developing and embedding corporate values.
Organisation design and restructure.
Business scorecard development.
100 day; 12month plan and milestone setting.
Organisational Change and Innovation

We help clients with:

Large group innovation summits – stakeholder connection, ownership, execution
Idea generation and project initiation.
Application and transfer of robust organisational change approaches.
Change leadership capability development.
Employee engagement, alignment, planning and execution.
Stakeholder mapping and buy-in, cross-functional collaboration, and knowledge networking.
Accelerating team transition and team effectiveness.
Accelerating leadership role transition and achieving peak performance.
Leadership and Team Effectiveness
We help clients with:

Lead the team through a significant period of restructure, ambiguity and uncertainty.
Development of change management and change leadership capability
Better understanding of individual contribution to and awareness of team performance issues.
Establish effective team goals, operating principles, roles and processes.
Develop or improve team dynamics, team cohesion, enhance or repair trust to enable more effective working relationships.
Engage team commitment, accountability, ownership and energy.
Align team culture to achieve department and organisational goals.
Project leadership, team start up, team dynamics, and project team effectiveness.

Facilitation methods

Depending on your specific requirements, a range of methods may be incorporated including, process facilitation, collaborative working sessions, small group dialogue, peer consultation, personal disclosure and reflection, group energy mapping, large group methods such as appreciative inquiry, open space technology, world café, future search, and action-learning. Your outcomes always come before the methods proposed.

Design for relevance and impact

To optimise your investment, an effective design builds ownership for sustainable outcomes back in the workplace. In addition to crafting clear agenda and objectives, meeting content and process ideally balance four fundamentals: informing, listening, connecting, and mobilising the audience for action.

In our experience, the best conference or workshop outcomes come from involving and testing the agenda with participants in advance. They also result from inviting all participants to begin work prior to the event in answering key questions, forming a point of view, and collecting relevant data. This means everybody arrives ready to work purposefully engaged with strong ownership for the agenda and outcomes. We help you to make this happen.