In our recent in-depth interviews with business leaders, we found that one of the foremost issues on their mind relates to ‘business transformation’. Yet, most change efforts and programs fail to deliver on the promise. Yet, most change efforts are accompanied by missed deadlines, conflict, stretched budgets and frustration. In short, lost time and money.
A CEO we were in a conversation with shared his frustration, ‘We bought an expensive HRM software to streamline and advance our HR processes, we envisaged the implementation to take between 4 to 6 months. We are now in our eighth month and nowhere near completion.’ Sounds familiar?
As your change and thinking partners we understand the stakes involved in change. In the pursuit of being change partners, we employ a simple infusion of widening circles of conversation. Each progressing circle includes the previous one. We create a ripple effect to pursue the agenda for change.
02. Coaching Partners
Humans and organisations can take themselves towards what they truly desire and are genuinely capable of creating a lasting shift in themselves. However, this requires exploring the depths of our thinking, unearthing our beliefs and challenging them in a safe environment. Therefore, our work with individuals goes beyond skills enhancement or performance improvement; instead we aim to co-create a space where individuals can bring about true development by becoming more self-aware, safely confronting their current reality and devising authentic ways to express the new found self-awareness. We are integrative in approach as we are informed by various disciplines such as psychology, anthropology, sociology, philosophy and the latest research in Neuroscience.
In the coaching space we remain largely emergent, in that we refrain from using a prescriptive method of coaching that follows a certain order and the emphasis remains on mutual exploration.
In modern day organisations, it is teams and not individuals who are the fundamental unit delivering work and performance. Yet the forces of interpersonal group dynamics and overall organisational culture impede the collective performance of a team.
We as Thinking Partners for teams, coach them through internal and external challenges. We equip them in holding productive and constructive dialogues. This particular feature allows teams to co-create creative solutions to their performance challenges. It also helps in fostering healthy work relationships among team members. Another significant feature of our work as team coaches includes, building the team’s resilience in working through ambiguity and uncertainty that has come to be a constant feature of organisational life.
As we work with a team over a nine to twelve month period, teams make a unique journey to becoming high performing teams.
03. Learning Partners
Most small to mid-sized companies cannot justify a complete Learning and Development function. However, given their motivation to grow and expand further, they require their people to develop their skills and capabilities to continue to meet the challenges of growth. In most cases, this inherent requirement goes unnoticed amidst the more pressing everyday demands of organisational life. At best, ad hoc and sporadic training programs are organised that ultimately have a short-term impact and do not necessarily match the organisation’s strategy and goals.
Recently, we at Thinking Partners undertook a research project to interview business leaders about the most challenging issues that kept them occupied. Most leaders of small to mid-sized companies agreed that at critical junctures in their growth curve the most inhibiting factors directly or indirectly related to their own or their people’s ability to address and deal with new challenges.
We saw an obvious opportunity here – and that is to be ‘L&D Partners’ for small to mid-sized organisations.
As your Learning Partners we develop your organisation’s inherent capability in a systematic way and in line with your strategy and performance goals.
We are not your usual consultants, for we have used and rejected models, graphs and quadrants that somehow try to contain the unpredictability of the world into predictable states. We work towards developing a richer understanding of the complexity, of the systemic dynamics at play; we highlight the paradoxes and contradictions. We don’t try and reduce reality into neat formats; we work with it in all its messiness.
Evidently, we are being governed by the idea of counter-consultancy; for we don’t come in with our expert hats and fancy tools, we partner with you and co-evolve and co-create the way forward with you.
With our coaching expertise and counter-intuitive attitude, organisations and people get the opportunity to participate in a skillful dialogue. This kind of conversation offers a rigorous space to reflect, access intuition and resilience and mindfully work through the chaos and complexity towards the corporate purpose.
Our typical assignments have entailed:
Effecting change and removing barriers in its implementation
Effecting the organisational culture positively by enabling people to engage in constructive dialogues; for culture lives in conversations.
Developing the change agenda with leaders and leadership teams
Bringing a rigor in thinking for leaders and teams to craft their strategy