Wherever you are and whatever you do you probably belong to several different types of teams. Things get done through teams, teams deliver change, solve problems, make decisions, and are the life force of an organisation. But, not all teams are the same, some teams are more of a “tribe” so the growth and development of these groups can not be a “one size fits all” approach.

You can’t make a group of people a team, they individually have to want to be part of a team. My approach to individual and group development is grounded in strengths-focused thinking, team “psychological safety” and adherence to team disciplines. I don’t deliver one-off team building events. I work with groups over a longer period of time, building relationships and trust with the group members. I will use a combination of reflective practices to ensure the group uses their time effectively and engages in real, meaningful conversations that only that team can have.

Peer Learning Groups

One of the most effective ways to develop managers and leaders is through, skilfully facilitated, “Peer Learning Groups”. Working with small groups of committed people who want to learn, grow, and excel. I encourage them to work on real, relevant business issues, while being supported and challenged by trusted peers. In between sessions I coach individuals to develop confidence, competence, and commitment. Peer Learning Groups tend to be 5-6 people from across the organisation. They meet every 4 weeks for a minimum of 6 months and work on organisational issues and personal leadership growth.