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leadership

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09March 2017
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“What we achieve inwardly will change outer reality”   Plutarch This quote sums up for me how change really happens.  It is about leading change by example, or to put it another way, truly walking the talk.  A change in how we behave or how we do things has an effect on those around us. The beauty of this is that we are all capable of making change happen. If you want to see something specific change in your organisation or team culture, maybe you are seeking greater collaborative working, more creativity or agility. What is it that you can develop more in yourself to support this? On a deeper level we can work to continue to develop ourselves as aware, awake and truly alive human beings and bring this into the workplace. In many organisations, if you talk to people who work there, they have very strong reasons for why they work where they work and do what they do. Really understanding these reasons can actually be the ‘pants on fire’ drivers for people’s behaviour and for change. Just think about the potential that could be untapped within your team or organisation if you can truly connect to this. This is about really getting to know and understand people as whole human beings not just the bit that comes into the office and does the work.  It means creating an environment where people feel comfortable about bringing their whole selves into. Can you see the benefits of this for everyone and the organisation? How often is the work environment truly lacking in humanity? At a physical level we often see muted colours and uniformity – that’s not human at all! It certainly doesn’t encourage people to be who they are – a very large part of each person is left at the door when they walk in or possibly in the car park, on the train or on the bus when they switch into ‘work mode’. It is so much more than just the physical environment that matters here. How can we as individuals and leaders create a work place where people show up as their whole selves, contribute through all of their talents and are truly valued for all of this? You won’t be surprised to learn that I believe this starts with each of us. By bringing our whole selves into the work place and truly showing up we give others a way to do this too. Taking time with people to let them see more of us and to listen to what is happening for them.  If we are also comfortable with not having to have all of the answers we can truly unlock potential. It really doesn’t need to be dramatic either as small changes in how you are at work can make a big difference. I know this is true from personal experience. From someone who has had her ‘pants on fire’ about this for many years I am hopeful that this connects with you too.
08March 2017
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Today is International Women’s Day and this year’s strapline is #BeBoldForChange. This got me thinking about what is bold and what stops us being bold. My simple view is that bold is ‘doing something even when you are sh***ing yourself!’ and one of the things that prevents us from being bold is when we feel ‘down’. Here is a lovely parable from Robert Terry about Ups and Downs

The Parable of Ups and Downs by Robert Terry

What makes an UP an UP and a DOWN a DOWN is that an UP can do more to a DOWN than a DOWN can do to an UP. That's what keeps an UP UP and a DOWN DOWN. The UPS tend to talk to each other and study the DOWNS, asking the DOWNS about what's UP, or what's coming DOWN, for that matter. The DOWNS spend a lot of time taking the UPS out to lunch or dinner, to explain their DOWNNESS. The UPS listen attentively, often in amazement about the experiences of being a DOWN. They contrast one DOWN'S experience with another DOWN'S experience and usually don't worry too much about what the DOWNS are UP to because the DOWNS never get together. If they did, the UPS would have to shape UP. After a while, the DOWNS weary of talking to the UPS. They tire of explaining and justifying their DOWNNESS. They think, "If I have to explain my DOWNNESS one more time, I'll throw UP." And so they form a process which they call "networking and support groups." This act makes the UPS nervous. Three UPS together is a board meeting; three DOWNS a pre-revolutionary activity! Some UPS hire DOWNS, dress them UP, send them DOWN to see what DOWNS are UP to. We sometimes call this "personnel and affirmative action." This creates a serious problem for the DOWN who is dressed UP with no sure place to go. That DOWN doesn't know whether he or she is UP or DOWN. That's why DOWNS in the middle often burn out. Sometimes what the UPS do to smarten UP is to ask the DOWNS to come in to a program one at a time to explain their DOWNNESS. UPS call this "human relations training." OF course, the UPS never have to explain their UPNESS, that's why they're UPS rather than DOWNS. There's good news and bad news in this parable. The good news is, we're all both UPS and DOWNS. There's no such thing as a perfect UP or a perfect DOWN. The bad news is that when we're UP it often makes us stupid. We call that "DUMB-UPNESS." It's not because UPS are not smart. It's that UPS don't have to pay attention to DOWNS the way that DOWNS have to pay attention to UPS. DOWNS always have to figure out what UPS are UP to. The only time UPS worry about DOWNS is when DOWNS get uppity, at which time they're put DOWN by the UPS. The UPS' perception is that DOWNS are overly sensitive; they have an attitude problem. It's never understood that UPS are underly sensitive and have an attitude problem. I used to think that when DOWNS became UPS they would carry over their insight from their DOWNNESS to their UPNESS. Not so. Smart DOWN—dumb UP.  

What I love about this tale is that it is amusing and yet it makes a serious point.

In organisations it is often the ‘Downs’ who have the finger of the pulse of what’s going on, who probably have the insights about what is key to staying ahead of the curve, and yet it is often ‘Ups’ who are the leaders.

In the words of Robert Terry himself…

The tests for leadership are: Are we grasped by the injustice of the issues that need to be addressed? Are we in dialogue in up-down relationships so that we do not have blind spots? Are we in motion to address issues in collaboration with others? Our goal is to get rid of arbitrary up-down power relationships. We should not have up-down relationships based on color, gender, or anything else that is arbitrary and capricious or has to do with how we’re born. Rather, we need to find ways to stand side-by-side, so that as we look out at the world together, we can eliminate any of the barriers that keep us from building an authentic, vibrant, human community. The Parable of Ups and Downs exists in several versions. It appears in two books by Robert Terrry: Authentic Leadership: Courage in Action (ISBN 1-55542-547-X) and Seven Zones for Leadership: Acting Authentically in Stability and Chaos (ISBN 0-89106-158-4). Robert Terry was the President of Zobius Leadership International (formerly The Terry Group) and his work is now carried on by The AWL Group. You can find a shorter version of the parable at http://www.actionwheel.com/parableofupsanddowns.html Thankyou also to Walt Hopkins, for helping me find the source of this parable.
14February 2017
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It is Valentine’s Day, so it feels appropriate to offer something into the universe about love in the workplace. For any saucy minxes out there, I do NOT mean that this blog is about doing it in the stationery cupboard!!! What I mean is that love is rarely talked about in the workplace and, as a wise friend of mine said recently, ‘the world needs more love’, which I think is particularly true in the challenging place we find ourselves in the world right now. As organisations grow they tend to take on machine-like qualities, to enable standardisation, replication and scale, and many of their original warm human features get lost. Just think about how many times we meet with colleagues and present at them in darkened rooms using PowerPoint – and leave those meetings with no idea of what’s really going on for them as human beings. It seems like, in doing this, we relinquish something vital and important about bringing people together to do work in the first place. I have a passion for re-humanising the workplace and, as part of that considering our colleagues as people, whom we may grow to love, in a comrade-like way…. Like the Greek form of love known as Philia. Personally I love Brene Brown’s view on love – taken from her book ‘Daring Greatly’ ‘We cultivate love when we allow our most vulnerable and powerful selves to be deeply seen and known, and when we honour the spiritual connection that grows from that offering with trust, respect, kindness and affection. Love is not something we give and get, it is something we nurture and grow, a connection that can only be cultivated between two people, when it exists within each one of them – we can only love others as much as we love ourselves. Shame, blame, disrespect, betrayal and the withholding of affection damage the roots from which love grows. Love can only survive these injuries if they are acknowledged, healed and rare.’ Regardless of which definition of love we are talking about, there are three elements considered universally necessary for love: Understanding, Acceptance and Appreciation. These quotes speak to these dimensions of love and how they relate.  “Appreciation is a wonderful thing. It makes what is excellent in others belong to us as well.” ~ Voltaire “At times our own light goes out and is rekindled by a spark from another person. Each of us has cause to think with deep gratitude of those who have lighted the flame within us.” ~ Albert Schweitzer “Too often we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of caring, all of which have the potential to turn a life around.” ~ Leo Buscaglia  “Love is a by-product of deep appreciation.” ~ Debasish Mridha   So, if there are people you work with who you appreciate, and possibly love, because they SEE you, all of you, and they have your back… tell them how much you appreciate them today and add some more love to the world! Kenda Gaynham – thank you for all your help, including your input into this blog – I appreciate you, and the way you see me, and I see you!
10January 2017
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Much of my work involves creating self-organising groups. When we create self-organisation we release energy in the people within the system to find their passion and take responsibility. I believe in this way of working so much that I've even integrated it into my personal life – here's an example... In my pre-children era I used to spend Boxing Day with friends at Kempton Park horse races. It was always a fun, albeit usually cold and windy, day out – a chance to catch up with friends, blow the cobwebs away, and enjoy the competitive spirit of horse racing. Race meets aren’t much fun with small children so, with the birth of my children came the birth of a new idea: “Why not have a day at the races from home!?” It started with two families getting together and has evolved over the years to its most recent format with 40 people. What I love about the way this event has changed is that everyone can bring their families, with at least three generations mingling together. It grows each year with new families joining us, and everyone has a great time, including me. So, here is my formula for a great Boxing Day Races party –
  • Each family that's invited can bring their relatives along, as long as they bring enough leftovers to feed them!
  • I provide tables for the food, plates and cutlery and I cook baked potatoes to accompany them.
  • When people arrive they put out their offerings and everyone shares what they have brought to the party.
  • Each person places £10 into a sweepstake for the race.
  • Each person then bets on one horse per race and gets three points for first place, two points for second and one point for third.
  • The races are televised, so, in between eating and drinking, we watch the races. It's very noisy as people really get into supporting the horses they bet on.
  • At the end of the race meet we tot up the scores and award prizes.
  • This year we reached a new level of self-organisation – one of my friends created an app! Everyone placed their bets from their phones before they arrived, or on arrival, and the scores popped up on the app as the day unfolded.
  So here are the principles of self-organisation demonstrated here
  • a common purpose – to have a good time
  • a leader who is willing to let go of control – I am always happy to eat drink and be merry!
  • ways of working, including decision making, that are understood by all – in the rules of the betting and the roles everyone takes
  • an effective induction and integration of new people. I love the way that each year the core partygoers explain the format to the newcomers.
  • the space for people to take the initiative and improve the system – the app!
My experience is that self-organisation appeals to the core of human nature, for people to take control of their environments. It inspires passion and responsibility in those involved, and releases the leader from the constraints of needing to control, so that she can be free to lead the fun. So, as we enter 2017, a fresh new year, have a think about which elements of self-organisation you might want to integrate into your life. Happy New 2017!
12December 2016
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When I was a junior manager I was told that part of my job was to inspire and motivate my team in order to gain their commitment to aligned action. After years of trying to do this I started to realise: 1) People are motivated by a complicated set of factors, all of which are invisible to others and sometimes unknown to the individual concerned. 2) My power to act was in creating the conditions for people to ignite inspiration, motivation and commitment in themselves. This came as a bit of a relief, because the leadership philosophy of my youth was to develop ‘Martin Luther King-like’ presentation skills, to rally the troops. Unfortunately, I found myself lacking in these skills. However, what I am able to do is create the conditions for rich dialogue in which people inspire themselves. I have learnt that the level of commitment and motivation people can create among themselves is far greater than I can achieve by imposing my views. This might sound a bit fluffy… Just to be clear, I am not suggesting that just by getting a group together inspiration, motivation and commitment will magically emerge, far from it. The conditions for rich dialogue require structure, intentionality and attention to the subtle biases in our culture that get in the way of self-motivation. I also don’t want to sound dismissive of presenters who have the ability to inspire. The growth in popularity of TED Talks is proof that there are people all over the world who have the ability to inspire through their stories. The art of taking that inspiration and landing it in action is the dialogue that follows. When we create structured dialogue it has the power to unleash motivation and commitment. Let me give a specific example… A common approach taken in business meetings is to have presentations followed by question and answer sessions (Q&A). If we unpack that approach, the implications are:
  • The presenter has the answer to the group’s questions
  • ·Implying that the expertise lies with the presenter, rather than the group, unconsciously disempowering the group
If we shift the emphasis in this approach to… STIMULUS – short, impactful presentations in easy-to-digest format, aimed at stimulating the listener’s thinking. (For ideas on how to do this, take a look at Nancy Duarte’s philosophy on engaging communication http://www.duarte.com/) CLARIFICATION – a chance to ask for points of clarification DIALOGUE – about where the stimulus takes people’s thinking, what it might mean and the implications for the work in hand. … then we are much more likely to light the touch-paper of motivation. If we haven’t then it will be apparent in the dialogue, whereas in the presentation format I first proposed, dissent and lack of motivation remains hidden. So, to go back to the title question, I think that inspiration, motivation and commitment lie within each of us. These are not things that can be ‘done’ to us by others, they can only come by unleashing what we have inside us. If you are charged with getting others to be inspired, motivated and committed, then my offer to you is to invest your energy in the design of high-quality dialogue, rather than searching for inspirational speakers.
25November 2015
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Creating a mutual relationship with outsourced suppliers

There has been a theme in the conversations I have had this week. The theme is about customers, outsourced suppliers and how we go about buying services into organisations. This has got me thinking about the the paradigms and pitfalls of B2B services buying that I have experienced as both customer and supplier. Organisations place a big emphasis on the management of suppliers of raw goods and products. There is a clear link between these tangible suppliers and a company’s ability to deliver. However, I think there is a lot more ambiguity in the area of services buying and I see the need to shift, as organisations evolve into new ways of working. (more…)
19October 2015
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The image above is a visualisation of Frederic Laloux's descriptions of organisations from his important thinking described in his book Reinventing Organizations (RO). The image was created by Katherine Woods to visualise RO and to, quite literally, see what Laloux is articulating. Laloux has had a profound impact on our own organisation as well as the work we do with clients, which is and has been deeply rooted in working collaboratively. The work we do puts conversation and collaboration at the heart of meetings, virtual and face-to-face, to get the best out of people. We have been doing this work for over 16 years. We actively participate in the Reinventing Organizations community. The contribution we can make is to offer a forum for some of the great conversations that have already started around being teal to develop. Watch this space for our 2016 Being Teal event. Get in touch to find out more of if you'd like to participate in the event at enquiries@meetingmagic.co.uk. If you want to learn more about how to have truly beneficial conversations and to collaborate more fully give us a call at +44 1628 477 114 or complete our contact form telling us a little about what you want to achieve.
10October 2015
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Margaret Heffernan, in her new book on social capital, explores in depth the true benefit of trust, knowledge, reciprocity, and shared norms in creating successful organisations, including cultures and societies. This is an excellent look at how teams function and think and view themselves and interact. Have a read of this extract from Beyond Measure: The Big Impact of Small Changes (TED Books/Simon & Schuster, 2015). Then let us know how we can support your teams. We can explore the theories of teams and how to implement stages of development that lead to Heffernan's success. We know teams and how to create high-performing results. Call us at +44 (0)1628 471 114 or complete the contact form to learn how addressing your team issues can move you to greatness.
26September 2015
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One way to charge up your group, team, section, division or your entire organisation is to bring in some bespoke training. Not only do we offer four highly regarded workshops, we will design bespoke training that targets your specific needs, including building in the new energy you need to spark commitment, ideas generation, strategy and action. We target your training needs. Have a look at the offers we have posted on our site then give us a call to discuss what we can do to energize your company or your team. Serious work gets done in meetings, we help energize your meetings and we can help you do that, too. +44 (0)20 1628 471 114 or complete the contact form to tell us what training ideas you'd like to explore.
09September 2015
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We love this video, both for the content but also the visuals used. This is proof that visual thinking aids understanding. We believe visual or graphic facilitation embeds that visual thinking in organisations. Enjoy! If you want to discuss how visual thinking and graphic facilitation supports your organisational communications give us a call at +44 (0)1628 471 114 or complete the contact form letting us know some of your thinking and how we might help you.
26August 2015
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We are excited about our newest pages on the website. In addition to our popular Advanced Facilitation Training (AFT), our training offers now cover Collaborative Leadership, Vision to Action and Team Performance. These four offers round out the messages we have been sharing with clients and offering in training for our 16 years of service.
  • Collaborative Leadership: supporting management and directors who understand that harnessing group working creates a stronger, more focused organisation with rewards for all stakeholders.
  • Vision to Action: our unique formats for creating vision and understanding how to take the vision off the shelf and into committed action.
  • Team Performance: an in-depth exploration of how to sustain trust, commitment and momentum in groups of all types and in all sectors of an organisation.
While the AFT is offered as open, public training (with our next dates of 11-12 November), these new titles are offered in-house so that we can explore the topics within the context of your organisation, applying real-life issues and questions in a non-threatening environment. For more information on each of our training offers give us a call at +44 (0)20 1628 471 114 or complete the contact form telling us the training options you want to explore. We love training. Give us a call.
Senior business planning team meeting around a table.
11August 2015
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There's a saying, ‘if you fail to plan then you plan to fail’. As we approach the time when many businesses are involved in business planning there is no doubt that this is a really important activity. How effective is business planning in your business? Do you get the outcomes that deliver real business benefit and drive competitive advantage? Could it be better? (more…)
03August 2015
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Recently, I spent two days at the 7th Developing Leadership Conference held this year at Henley Business School. The forum attracts academics from around the world to present the latest research on leadership development. (more…)
27July 2015
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While it is a 'nice to have' in order to keep the reality in our sights, in reality we all know that meetings are under pressure to become better. That meeting is a verb that needs some action, not a noun to be reviled and left to hang out to dry. We know meetings. We know why meeting works. We support meeting as a strategy not a 'must do.' (more…)
14July 2015
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VoiceAmerica is the online leader in original live talk radio; they more or less invented the format back in the 1990s and have gone on to become the single largest producer, distributor, and online broadcaster of original live and on-demand talk radio programming in the world. VoiceAmerica reaches millions of listeners every month in more than 60 countries worldwide, and in June 2015 their radio host Chris Cooper, whose widely listened-to Be More, Achieve More talk show provides inspiration to thousands of high-achieving  businesspeople and entrepreneurs, interviewed Meeting Magic CEO Katherine Woods. On the agenda: meetings, of course, with all their opportunities and pitfalls, and some insights into what led Katherine Woods to create one of the most successful and longest-running meeting facilitation businesses in the world. (more…)
10July 2015
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Inspiring talk based on his leadership knowledge gained from his military experience. Give us a shout and we'll help strap you in as a leader by helping you listen, learn and lead! +44 (0)1628 471 114. Or, complete our contact form with some thoughts on what you want to learn and we'll get back to you as quickly as we can.
03July 2015
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Consultancy Article Image 2 - Time Spent2 - 18-6-15 - KGWe know the Autumn conference planning is in full swing. You have a team of people coordinating and contacting and creating and figuring and on and on. And, we know you are sitting there working on the content so it is relevant and energising and fun and that you get the biggest bang for the buck. And yet, your conferences engender more dread than excitement. More quiet whinging than positive buzz. What is that about? (more…)
01July 2015
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We like this quote because it supports our thinking on how to approach meetings with openness to ideas. Holding our own ideas loosely so we are ready to change when we learn from others.
29June 2015
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Blog_Bendy Men KG Paddling Authored by John Ogier, meeting facilitator in Singapore, 12 June 2015 American novelist and social critic James A. Baldwin is responsible for one of our favourite quotes, "The future is like Heaven. Everyone exhalts it, but no-one wants to go there now." It speaks to the recognised human condition that rather than grasping the potential of something different and life changing for the better, we often hang on to what we know or have, no matter how bad. (more…)
24June 2015
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This article in the San Francisco Chronicles online service SFGate published on 11 June 2015 holds that leaders who are defensive about their actions and decisions are less trusted in their organisations. Have a read and then have a think with us. (more…)
22June 2015
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As I am sure you are aware, an increasing amount of corporate work is done virtually, thanks to technology platforms like Lync, Skype for Business, GoTo Meeting and the like. However, we consistently hear from our clients that meetings in the virtual space have an even worse reputation than those that are face-to-face. (more…)
11June 2015
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Some really interesting research released today by CIPD in their Employee Outlook 2015 Survey got me thinking...again!

In the survey, "around 50% of the 2,226 respondents described their organisation culture as 'a formalised and structured place to work, where procedures govern what people do and hold people together." (more…)

09June 2015
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[caption id="attachment_2073" align="alignright" width="300"]Bendy's relaxed confidence comes from building trust. Bendy's relaxed confidence comes from building trust.[/caption] This article on the BBC News website on the 9th of June caught our eye. It frames the issue of trust of leadership quite well. It identifies the issue and uses some good examples of the need for trust. We find that the article struggles a little not so much on why leadership needs to build trust but on how to build trust. Exploring practical ways of building trust is a difficult thing in a brief article as each organisation is different and each leader is different, with a multiplicity of experience and baggage and personal points of view on the full range of issues they encounter on a daily basis. (more…)
26May 2015
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We highly recommend this workshop by David Sibbet. If you can't make it to our Advanced Facilitation Training workshop 9-10 July near London this is an alternative worth considering.
20May 2015
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When we run our open training course on advanced meeting facilitation there is a point in the training that always sparks debate. This happens when we explore the art of meeting design, when we refer to the sections of a meeting as 'conversations'. These are the parts of a meeting that might traditionally be referred to as 'agenda items' but we call them conversations because we believe this gets to the nub of what they should be. (more…)
20May 2015
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We know you may have seen this TED talk. Leadership may never be the same! Talk to us about your leadership and how to be what Simon is talking about. +44 (0)1628 471 114. Or, complete the contact form with some basic thoughts and we'll get back to you.
15May 2015
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We know that sometimes the language of working together can get a little tree-huggie. Co-creation can sound like a trip in the woods with flowers in the hair. We get that. (more…)
13May 2015
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Leadership comes in many forms and leadership communications comes in many styles. Some leaders 'tell' as their primary leadership style, others 'sell' their ideas, and some will 'test' ideas in order to gain input and buy-in. Over the 16 years of our supporting clients we are discovering a new breed of leaders who understand that consultation with stakeholders as part of idea generation, strategy creation and innovation gets them strong results. (more…)
11May 2015
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Many leaders have clear visions and strategies that they communicate by 'telling' and 'selling' to stakeholders and the marketplace. 'Telling' and 'selling', when done well and within a solid communications strategy can be effective and get desired results. (more…)
08May 2015
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One of the most used skills of a leader is 'selling' their ideas and strategies whether to other organisational leaders, to employees, a broad range of stakeholders and to the general public marketplace. How 'selling' happens is critical to its success. (more…)
06May 2015
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Sometimes leaders need to 'tell' people what the company is up to and how the leader wants to get results. Sometimes 'telling' is the most efficient and best way to communicate with his employees and stakeholders. (more…)
30April 2015
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I have been inspired whilst reading the book Reinventing Organizations by Frederic Laloux. This book has hit the button for me as I have been considering the work we do with our clients and why collaboration feels so hard in some organisations while being so natural in others. (more…)
20April 2015
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The word 'collaboration' seems to have entered mainstream business language and I am aware that it means slightly different things to different people. However, the biggest variance I see is in HOW different organisations go about fostering collaboration. The paragraphs below are some thoughts and ideas about how we go about this, based on my experience. (more…)
20April 2015
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Another Simon TED talk. This one from 2013. The Golden Circle talk about why, how and what. Interesting and inspiring!
01April 2015
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Meeting-Facilitation-Riga-Values-3-June-2014In a recent blog, Katherine said, "Most senior leaders are intelligent and they 'get' that they need to collaborate and that collaboration is needed in their organisations." We firmly believe this. Every day we work with and support highly skilled, thoughtful, focused and talented leaders and managers. (more…)
25March 2015
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[caption id="attachment_2094" align="alignright" width="300"]Using tablet technology and an online platform we can facilitate dispersed team meetings. Using tablet technology and an online platform we can facilitate dispersed team meetings.[/caption] Most dispersed groups meet 2 or 3 or 4 times a year for face-to-face meetings. These meetings then become critical forums for the group to make decisions together, and form relationships that will tide them over until the next f2f meeting. This often leads to crammed agendas and rushed decisions. By taking a blended approach to these meetings, the f2f time can be far more effective. By 'blended' I mean the use of virtual meetings either side of the f2f meeting. (more…)
25March 2015
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This TED talk from about a year ago still inspires our thinking about leadership and the capacity for success.
20March 2015
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This article was written by Katherine Woods and was first published in July 2013.

Meeting-Facilitation-Riga-Bendys-June-2014 I've been facilitating meetings for nearly 20 years. It makes me feel old just saying that! During that time, many things have changed. In the early days, the Internet was still in its infancy. I remember sending emails on a painfully slow dial-up connection, and mobile phones were still HUGE. Much has also changed in the business world, yet how people think about business meetings has changed very little. (more…)

16March 2015
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Impact-Actions Image 14-10-14How to grow the business sustainably and profitably? That's the question most leaders are wrestling with at the moment. But we live in a fast changing, complex world in which no one person has all the answers. Last month, as part of our conversation about the 5C's of facilitation, I talked about the need for Connection to enable breadth of perspective. Connections only add value when the connected people collaborate effectively so that decisions harness the collective wisdom of the group. (more…)
12March 2015
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unicyclistOur Advanced Facilitation Training workshop is coming up in July. Take a look at the workshop information on the website then contact us to discuss whether you are right for participation. Our selection criteria for delegates requires at least three years group process facilitation, experience with uncovering desired meeting outcomes, substantive agenda design, leading meetings on the day and working toward follow up solutions to support group work. We are happy to discuss the agenda, training process and other details with you. Call us at +44 (0)20 1628 471 114 or complete the contact form with reference to the AFT and we'll get back to you as quickly as we can.
10March 2015
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Dave Grady is using humour to move people's thinking about meetings and the culture surrounding them. This one tackles one meeting syndrome and highlights some important messages for moving from bad meetings to good meetings. It can be done.
06March 2015
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We've added a new case study so you can see more of the kinds of work we have been doing and can do for you. Have a quick read and let us know how we can help you with your meeting facilitation needs. Give us a call at +44 (0)20 1628 471 114 or complete the contact form.
04March 2015
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huffAt last I am reading something in the media about the positive impact that meetings can have! This article in the Huffington Post, Bored Boards Are Bad for Busniess. Smart Companies are Fixing That. (February, 2015) highlights how powerful meetings can be (and, frankly, should be) particularly at leadership level. (more…)
02March 2015
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Ah meetings! You gotta love 'em. Or not. The love of meetings comes with having effective meetings. Sometimes the effectiveness of meetings rely on who is in the room and what they bring to the meeting. (more…)