MAKESHIFTS - Organisational Learning & Development Consultancy
MakING the shift.
“A learning organization is an organization that is continually expanding its capacity to create its future.”
Want to know more about developing organisational capacity for complex adaptive leadership?
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COURSES & TRAINING.
We offer a range of courses and training programmes which can be tailored to suit your organisational needs. If you don’t see what you’re looking for, feel free to talk to us about the areas of learning and development you’re focused on. We can work with you to co-design the right intervention to support your current needs and priorities.
Complex Adaptive Leadership.
Set free the latent capacity for leadership across your organisation. Embed culture and practice to see real and measurable results over time by investing in a long term commitment to complex adaptive leadership development programmes, co-designed to deliver on your current and future development needs. Or test the water with a shorter programme designed to evaluate the potential of further commitment to this important area of development.
We offer a range of leadership interventions interweaving coaching, mentoring, team building, training and peer learning to help you to shift culture and embed leadership across the whole organisation.
Where you have already made strides in developing your organisational leadership capacity, shorter, sharper and more targeted interventions such as learning top ups, executive coaching, masterclasses and project mentoring may meet your development priorities.
Get in touch to discuss your leadership development aspirations and allow us to work with you to co-design the best fit for your needs.
Changing The Conversation.
We are skilled in the art of conversation hosting and the facilitation of dialogue practices which bring people together to talk about the things that really matter, even when those conversations are difficult. We also offer training in conversation hosting, to build your capacity to continue to engage people constructively in policy and decision making, long after we’ve gone.
Whether you want to consult with stakeholders about a specific plan or proposal, or whether you want to engage staff more meaningfully in shaping the culture and values of the organisation, we can help you to create a safe space for challenging conversations to take place and provide tools and frameworks to help people work together more constructively and collaboratively.
There are many contexts where hosting and facilitation can enhance your ability to gather information, engage people in decision making, resolve conflicts or just open up a space where the combined experience and perspectives of participants can be harnessed.
Talk to us about where in your current work and future horizons you see a need for more effective tools of engagement. We can work with you to develop your engagement strategy and begin to host, and reap the harvests from, the conversations that really matter.
Pauline Meikleham specialises in coaching, training and facilitation approaches which are designed to equip staff and stakeholders with the tools to build and maintain their resilience and well being in the face of challenge and change.
Drawing on a range of modalities, including ACT (Acceptance and Commitment Therapy), TA (Transactional Analysis) and the latest thinking from the organisational resilience field, she can work with you to understand the factors which undermine resilience and agree appropriate strategies for action.
Solutions may include senior leadership engagement with HR, OD, Staffing and others, to explore the issues more systemically; employee engagement practices; training programmes, coaching interventions, or some combination of all of these. Prioritising resilience may require you to reflect deeply on organisational culture, and on the habits and behaviours modelled by senior figures.
Poor resilience in organisations is a systemic issue which needs systemic solutions. Resilient organisations are not just happier, they are higher performing. Talk to us about how we can work with you to build a more resilient work force.
Modern organisations are having to re-think their approach to traditional team development . What does team building look like in modern organisations, when teams are becoming increasingly multi-disciplinary and may consist of members from other services, organisations, networks, even countries?
Maybe you are focused on how to ensure cohesion for mobile and agile teams. Or perhaps you are re-designing services and need to develop a culture of collaboration between staff working across service lines. During a process of organisational restructuring staff may need support to take up new roles and develop new working relationships.
There are many reasons to reflect on your current approach to team development and to put in place strategies which address the challenges of team working in the current climate.
We believe in tailored solutions to your challenges around team development, performance and agility. This is why we don’t offer generic ‘off the shelf’ team building programmes. If developing happy, healthy, high performing teams is a priority for you, talk to us about how we can work with you to design and develop the right team development strategy to fit your needs.
“Find a group of people who challenge and inspire you, spend a lot of time with them, and it will change your life forever.”
Interested in talking about how to improve relationships and performance through embedding good feedback practices across your organisation?
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The ‘F’ Word - Overcoming Fear of Feedback.
“The secret to creating great teams lies in encouraging regular constructive feedback. Feedback shared in the right way promotes an environment of continuous improvement. It motivates people and drives them to succeed”. Worklytics
Few people would disagree with this statement. It is well known that high performing organisations are those with a strong culture of giving and receiving regular feedback. However, for many staff, the annual appraisal is the only time they can rely on receiving feedback from their manager, and, depending on the skills of the manager in question, the experience may be less than positive.
At makeshifts, we see feedback as fundamental to the health and effectiveness of the whole organisation, and promote its importance, not just for annual appraisals, and not just between managers and reports, but between all staff, as a regular feature of communication.
Learning how and when to use feedback equips us with the tools to communicate what is working for us, and the things we wish to improve or remedy. It gives us a language to express what we admire and value in others, and to offer constructive criticism and suggestions for improvement.
Feedback is often described as a ‘gift’. It certainly can be, but for some of us, it can feel more like a booby prize, wrapped in pretty paper. This is often because we lack the skills and courage to give each other challenging or critical feedback when needed, and try to ‘wrap it up’ in something less unappealing. Unfortunately, this can often result in confusion as the message gets obscured, and the opportunity for learning is lost.
Learning how to give appropriate, timely and useful feedback to others which increases their self awareness and creates an opportunity for them to learn and improve, is a key and important skill which is easily learned and makes a huge impact on organisational culture and performance when practised. Learning to receive and use feedback is the counterpart to this and together contribute to becoming a ‘learning organisation’ .
Our training in feedback is delivered alongside other intimately connected competencies, such as listening and coaching skills, direct communication and growth mindset as part of a systems learning approach to organisational development. Talk to us about we can help you to improve relationships and performance through embedding good feedback practices across your organisation.