Problem solving

workshops

Psychometric

assessments 

Mentoring

and mediation

The power of Play (workshops and talks)

 

Problem solving workshops 

We use the LEGO® SERIOUS PLAY® method. LSP is a research-backed facilitated thinking, communication and problem solving technique for organisations, teams and individuals. This methodology uses the collective intelligence found in teams and organisations to solve problems and improve decision making.

The LEGO® bricks are purely a medium to express complex ideas through building, storytelling and using metaphors. Think of it as a 3-dimensional way of seeing and addressing the opportunities and challenges you face, right there in front of you on the table.

The LSP method is very flexible, with a number of applications that can be used, depending on the core question that needs to be answered. We structure the workshops accordingly, which typically range from the more basic individual and team workshops to complex corporate strategy and emergence workshops. Once the key question is understood, the most relevant LSP applications can be selected.

1. Real time identity for you

This workshop focusses on allowing the participants to understand themselves better, and then, when done in groups, understand their colleagues better. The phrase “be better understood by understanding yourself better” encapsulates the essence of the workshop.  

Why you might need Real Time Identity for You:

Resilient people are better able to adapt to change. And change happens all the time. Resilience can only come from a deep understanding of “who am I?” This workshop helps the individual become adept at heeding changes and making decisions that are aligned with the individual’s identity as well as the company’s identity. It is more important than ever that the individual makes sound and ethical decisions. 

The workshop aims to help the participant to:

  • Become the best he/she can become right now

  • Share who he/she is at the core

  • Learn a better way of communicating

  • Enhance his/her value to the organisation

  • Develop the skills to become a more effective member of the organisation 

  • Be able to seize opportunities in what looks like chaos

 

As an outcome you can expect a shift from:

  • Having a job title to having an identity (in the context of work)

  • Being employed to being valuable

  • Talking to communicating

2. Real time strategy for the team

Designed to unlock the full potential of any team quickly, effectively and deeply. It is a process that will move a collection of individuals towards a real team: one that will exhibit characteristics such as nurturing ideas, being alert and flexible, sharing ideas transparently, being self-motivated and comprised of individuals who mesh together.

The workshop provides the opportunity for participants to gain more clarity in terms of knowing more about themselves, and why they are engaged in doing what they do every day on the job. They will learn more about each other, and about how the group behaves as a team. 

 

Team members will have the opportunity to decide which parts of their identity best serve the team, and which parts are less productive. All this knowledge and insight, and the social bonding that occurs as a natural outcome of the process (and of play), align and crystallises the potential of the team.

Why you might need Real Time Strategy for the Team:

  • The group of individuals may not be behaving as a team

  • The group has come as far as they can with the current group dynamics. The next step will not come from adding more competencies and resources; it will come from realising synergy

  • There is a desire to create the best possible leadership/development/project management team

  • There is a belief that an organisation’s real value is created in its teams. It is, therefore, crucial that they act intentionally, in a coordinated manner, and that theteam members recognise/acknowledge their collective potential

 

As an outcome you can expect a shift from:

  • Being a collection of jobs, to being effectively integrated

  • Having to live with frustrations, to making things better

  • Focusing on individual capabilities, to harnessing collective potential

  • Acting randomly, to acting intentionally

3. Real time strategy for the organisation

This workshop is a process for continuous strategising in an unpredictable world.

Why you might need Real Time Strategy for the Organisation? 

  • In an unpredictable world organisations and teams need to make aligned and intentional decisions

  • Businesses require a responsive strategic approach to deal with the pace of change

  • Traditional business strategy processes are increasingly unable to do the whole job thus, a living strategy process is required to remain competitive. 

This workshop is “play with a purpose”. It can help you:

  • Construct a shared identity for your enterprise

  • Continuously heed your changing landscape

  • Develop a set of Simply Guiding Principles for continuous strategising and decision making

 

As an outcome you can expect a shift from:

  • Purely visions of the future to mindful interactions

  • Mission statements to shared identity and purpose

  • Predictions in plans and budgets to Simple Guiding Principles

  • Having to live with frustrations, to making things better

 

Psychometric assessments

To remain competitive and relevant, you need a team that is resilient in the face of rapid change and you need to harness the unique strengths of each individual.

We can conduct a variety of assessments aimed at facilitating understanding and connection, including but not limited to: personality preferences, emotional- and intellectual functioning. A one size fits all approach doesn’t work. It’s about understanding what you want to test and finding the most suitable assessments.

Organisations

Why might your organisation want to use psychometric assessments?

  • Individual profiling/development: Personality, ability and competence assessments provide holistic evidence of the specific skills an individual brings to an organisation.

  • Team profiling/development: Help individuals thrive in groups. Learn what the strengths and development areas are for teams. Improve communication and productivity. Learn to appreciate differences and leverage personality strengths.   

  • Strengthen your organisational culture: An affordable way to evaluate quality and company suitability when bringing in new people. 

  • Consistency: It complements the recruitment process in that it provides an objective benchmark against which all applicants are measured. Valid and reliable assessments promote fair selection. 

Schools

  • Apart from general scholastic assessments and the organisational benefits mentioned above, we found the following additional benefits of using specific assessments in the school environment: 

  • Educator self-awareness: We believe teachers with highly developed self-awareness are better able to relate to and communicate with learners. Also, teacher stress and burnout often leads to disengagement and turnover, disrupting opportunities for long-lasting relationships between teachers, students, and families. Psychometric assessments and team facilitation provide ongoing opportunities for the development of a more responsive learning environment.

  • Learner social-emotional learning (SEL): SEL refers to life skills that support children and adults in experiencing, managing, and expressing emotions, making sound decisions, and fostering interpersonal relationships. SEL protects against adverse risk-taking behaviors, emotional distress, and conduct problems, and contributes to health, academic achievement, and success later in life. Teachers who implement SEL report better classroom management, lower occupational anxiety and depression, better interactions with their students, greater engagement, and greater perceived job control.How do schools know if their SEL efforts are producing positive results? A continuous improvement cycle that includes measurement and reflection as well as planning and taking action with adjustments to instruction and interventions can help.

 

Mentoring and mediation

When someone is new to management or new to a team it’s useful to manage the transition deliberately and avoid future conflicts and ineffectiveness. 

We do individual and personalised coaching in the areas of personal development, conflict management, communication, and leadership.

We follow a strength’s based approach to enhance individual performance, and help executives and employees discover their unique path. 

 

Power of Play

Play is powerful, it’s not frivolous. It’s not a luxury. It’s not something to fit in after completing all the important stuff. Play is the important stuff. 

– Jeff A Johnson & Denita Dinger

There is clear evidence of the benefits of play for early child development. 

The way that fathers play is especially important for the development of skills required for a child’s school readiness. We’d love to share these insights with you. 

Play doesn’t end with childhood. Adults can become more creative and more imaginative, through play activities. Stuart Brown, Contemporary American psychiatrist, said “Play energizes us and enlivens us. It eases our burdens. It renews our natural sense of optimism and opens us up to new possibilities.”

Not only does play relieve stress, as an added bonus it aids problem-solving and fosters emotional wellbeing. We find the LEGO® Serious Play® techniques especially effective for creative problem solving. Let’s make a playdate and show you more!