Thank you very much Paul for the excellent workshop yesterday. You created a most inclusive and safe environment in which everyone could (and did) contribute positively. The day certainly helped take our effectiveness and cohesion as a team to the next level.
Emotional and insightful.
Thanks again Paul for a great day and massive inputs. Your prowess in a tough crowd is awesome. I was with the crew on Thursday and even the toughest of them were alread communicating in a different way. Bloody unreal. Thanks again, we are making a real difference here. The dollar value at the project level of these things is immeasurable but substantial.
Professionalism, frankness, openness. Comfort and safety in the environment. Calmness. Impacting, uncomfortable, and effective. Any change in any system results in discomfort. Paul's session provided the tools and awareness to sit in the discomfort and know that it's okay. To stop the "rescuer" mentality so often present in leaders of "fixing all the problems". Paul's facilitated session provided me with the tools and awareness to take a different perspective on challenges within the team and organisation.
We were fortunate to have Paul for two sessions and the results have been extremely powerful in helping achieve our goal as a High Performing Team. We have a large, dynamic, and growing team and with Paul’s expert facilitation we undertook Team Management Profiling to better understand each of our work preferences. This not only built relationships within the team quickly but helped provide a deeper appreciation of how we individually approached work, and importantly how we can best work together as a high performing team. To say the team has gelled since is an understatement.
We have also adopted the discipline of The Decision Making Kite Model and have found this to be a powerful tool leading to better meetings. My favourite initiative, however, is how we radicalised our senior leadership meetings and took them from a rolling set of minutes to an engaged and productive session where we collectively solve the real issues facing the team. Every time we have these meetings since we made the change as suggested by Paul I have at least one person come to me and say how good these meetings are!
I just wanted to say a personal thank you for your time and energy you invested in the session. The understanding gained from days like yours enable us to work in a more aligned environment of knowledge both of ourselves and those we interact with. This is a very powerful tool.
Learning gets results
The amazing thing is that when teams prioritise learning to be on equal footing with action, they become more effective. That’s perhaps a little surprising, since learning takes time! However, teams that take the time to learn not only still get the job done, but get it done better.
Peer Action Learning sets are small teams of 6 to 8 members that work together to solve problems, and at the same time learn. They make entirely explicit their dual intention of planning action to solve problems and building personal and collective capability through learning. Consequently, each of their meetings provides time for members to plan action required to solve individual, team or organisational problems AND practice leadership skills and reflect on their real time growth.
Action Learning has credibility
Since its inception in the 1940’s, Action Learning has evolved and deepened considerably, and subsequently become a powerful approach to creating sustainable change that has been adopted right across the world. Many and varied published case studies now exist making plain the power of Peer Action Learning sets to provide breakthrough strategies to wicked problems, and enable personal and collective transformation. It is indeed a primary strategy to create a learning organisation.
The Change Company as Expert
The Change Company has developed considerable know how in facilitating Peer Action Learning sets to become instruments of change for individuals, team and organisations. Our Director Dr. Paul Donovan has published original research about the use of Peer Action Learning sets to create organisational change, presented that research to peak international Action Learning bodies, and applied his and others latest research to real organisational challenges.