Organisational Development

Our team of Organisational Psychologists can assist you to diagnose organisational strengths and areas for improvement, and implement a range of organisational improvement strategies.

• Do you have a clear vision and future plan for your organisation?
• Do employees in your organisation understand their role in achieving the vision?
• Do people have the competencies and resources they need to perform their role well?
• Are you interested in strategies to improve organisational performance?

Organisational Diagnosis and Evaluation

Our Organisational Psychologists are trained to diagnose organisational problems using a broad range of data collection strategies. Our range of diagnostic tools includes:

• Individual interviews.
• Focus groups.
• Psychological assessment tools.
• Employee opinion survey.
• Environmental scan.
• Exit interviews.
• Behavioural observation.
• Stakeholder analysis.
• Organisational audit (e.g. stress, culture, communication).
• Review and evaluation methodologies (formative and summative).
• Document analysis.

We can assist you to analyse and interpret quantitative and qualitative data, and can offer guidance and support on the design and implementation of focussed strategies to address diagnosed problems in the workplace.

Individual Coaching

We can design an appropriate coaching program for your employees that meets each individual’s unique learning needs. Employees can access one-off coaching sessions as required or attend a structured course of sessions to develop specific competencies in accordance with a formalised learning plan. The aims of coaching include broadening an individual’s personal insights, facilitating focussed goal setting and assisting individuals to utilise effective strategies that will impact directly on their motivation and work performance.

Behavioural style may be assessed via 360 degree feedback from supervisors, peers and direct reports. Regular reviews of critical and relevant work and life situations are undertaken to enhance personal insights and enable progress and outcomes to be monitored and measured.

Group Coaching

We design customised group coaching programs with up to six participants. Initial sessions are facilitated in a more structured style with the participants become increasingly self-directed over the duration of the program. The group coaching format enables participants to achieve their individual learning goals while benefitting from each other’s experience and peer support. Participants complete the program equipped to facilitate their ongoing professional development, and to contribute more positively to the development of others in the workplace.

Telephone Coaching Hotline

We can provide ‘real time’ coaching to middle and senior managers in your organisation via a dedicated telephone support hotline, giving managers an opportunity in real time to discuss a current staff or management issue and receive immediate coaching support.

Training Workshops

We prefer to customise training workshops and skills development programs to address your organisation’s specific people development needs. Our training programs are based on psychological principles to promote the development of specific competencies and behaviours. We incorporate action learning methodologies that allow participants to try out and practise skills with scenarios that are tailored to your organisational environment.

Our largest training program was designed for 240 middle and senior managers in a large regional district of a government organisation, to improve skills in managing workplace stress. Managers attended a one-day workshop, then received on-site and telephone coaching for a further three months. Managers and front line supervisors learned to

• Manage their own stress.
• Identify common indicators of stress in the workplace.
• Approach difficult conversations with employees showing signs of stress.
• Identify and manage workplace stressors.

Other training workshops that we have designed and facilitated include:

• Monitoring team health.
• Workplace communication.
• Supportive leadership.
• Managing people.
• Emotional intelligence.
• Organisational culture.
• Dealing with difficult people / customers.
• Interpersonal skills.
• Managing conflict and disputes.
• Managing organisational change and transitions.
• Work life balance.
• Creativity and innovation.

Training Needs Analysis

We can conduct a needs analysis to assist you to identify your organisation’s people development needs, and recommend potential strategies to address them.

Team Development

We are accredited facilitators of the team development programs produced by Team Management Systems that are designed to improve individual and team performance in the workplace.

Team Management Profile (TMP)

The TMP identifies eight types of work preferences common to high performing teams. Based on responses to the 60-item Team Management Profile Questionnaire, a team profile is produced that plots team members’ preferences across the eight types of work. Members also receive comprehensive individual reports that identify their strengths, their preferred types of work, and specific areas for development. The profile information contributes to design of a team development session or program in which our facilitator assists the team to identify and build on their innate strengths.

Team Performance Profile (TPP)

The TPP identifies eight team roles shown by research to be essential for high team performance. Based on responses to the 54-item Team performance Profile Questionnaire, a team profile is produced that plots team members’ preferences across the eight team roles. Members also receive comprehensive individual reports that identify their strengths, their preferred roles when working in or leading a team, and specific areas for development. The profile information contributes to design of a team development session or program in which our facilitator assists the team to reach agreement and develop strategies to improve performance.   

Strategic Team Development Profile (STDP)

The STDP uses the High-Energy Team Model to address eight fundamental areas that teams need to resolve in order to perform effectively. Based on responses to the 48-item Strategic Team Development Questionnaire, it allows a team to isolate and address the issues that contribute to good or poor performance and therefore provides direction for team development. This clear understanding of a teams strengths and weaknesses provides a road map for our facilitator to support your team in its ongoing development.

Linking Skills Profile (LSP)

The Linking Skills Profile can be used as a basis for measuring perceptions of an employee’s abilities across a range of task-oriented, people-oriented and leadership skills. It incorporates a range of perspectives (including the employee, immediate supervisor, peers and direct reports) about how often the employee demonstrates these key behaviours.

Communication and Problem Solving (CPS)

Communication and Problem Solving is a framework that focusses on eight key topics essential in any communication and problem solving in the workplace:

• Problem identification.
• Discussion of problem and solutions.
• Solution development.
• Decisions on problems and solutions.
• Understanding of facts and feelings.
• Explanation of causes and consequences.
• Evaluation of costs and benefits.
• Implementation of plans and systems.

Action Learning Groups

We design customised action learning groups with up to six participants. Initial sessions are facilitated in a more structured style with the participants become increasingly self-directed over the duration of the program. Based on action learning principles, participants identify work-based projects that serve as vehicles for individual development, and develop an individual learning plan that identifies their personal learning goals. The group coaching format enables participants to achieve their individual learning goals while benefitting from each other’s experience and peer support. Participants complete the program equipped to facilitate their ongoing professional development, and to contribute more positively to the development of others in the workplace.

Management Development

We can design and deliver a range of management development programs, including customised training modules, individual and group coaching programs, and 360-degree feedback. Your managers can also access a dedicated telephone coaching hotline to receive ‘real time’ coaching that helps them to deal with challenging organisational or people management issues as they occur.

Group Facilitation

Our experienced psychologists, who have in-depth understanding of human behaviour can design and facilitate robust group processes to promote discussion and learning across a range of content areas.

Mediation

Our mediators can facilitate a controlled and safe communication process between two aggrieved parties in dispute. They are experienced psychologists with skills in addressing dysfunctional behaviours in the workplace and resolving discord. We facilitate awareness regarding the impact of specific behaviours on others, and generate understandings and agreements regarding future directions.

Workplace Assessment

We can design a structured process to assist a work unit or team that is affected by conflict. The process may involve some or all of the following:

• Conducting individual interviews with team members to identify the sources of conflict, the impact they are having on individuals and the team and others in the workplace, and people’s  motivation to be part of a way forward.
• Working with key stakeholders to identify potential solutions and strategies to resolve the sources of conflict.
• A mediation or guided discussion between two individuals to restore communication and relationships.
• Facilitated team processes to discuss the core issues and establish sustainable action plans.
• Team development activities to enhance cooperation and unity.
• Review processes to monitor progress and address any unresolved issues.

Workplace Conferencing

We can facilitate a workplace conference which brings together individuals who have been affected by harmful or negative workplace behaviour. This allows those affected to participate in a discussion of the causes and consequences of this type of behaviour, and contribute to the development of future oriented strategies and solutions. Workplace conferencing is more useful when conflict permeates an entire team rather than two individuals.

Stress Audit

We draw on well-researched and proven methodologies to identify the primary sources of stress in your organisation, and the impact that these may be having on your productivity. We then offer guidance and support to assist you to implement appropriate strategies to address them.