The Co-Co Suite: An Integrated Performance Improvement Programme
METHODS & MINDSETS
We have a joined-up suite of methods that both separately and together build positive and productive, growth Mindsets in people at work.
We serve team leaders, people in teams, groups, businesses and authorities of all shapes and sizes. Leaders looking to improve performance and keep talented people, or even teams in trouble can benefit from our intervention. We have a joined-up suite of methods that both separately and together can help to build positive and productive Mindsets in people at work.
- mutual understanding
- positive, growth mindsets
In the modern environment where teams and new working groups are constantly assembled and dismantled as projects and demands change, natural stages of group development tend to be overlooked, or not considered important enough to give them time. This always hinders progress and limits performance. We diagnose and accelerate these stages to make effectiveness possible.
We also focus on the multiple layers of differences between people, utilizing or resolving them where they can be taken advantage of to inspire and improve team spirit and success. Our integrated suite of approaches builds high-level communication skills, motivation and collaboration. Achieving this both among members of a team and between teams puts an end to the destructive effects of working in silos. Coordination can be maximized and co-operation becomes a natural response to challenges.
These methods ensure staff engagement, make talented employees want to stick around, and reinforce achievement of what really matters. By reducing causes of interference and overcoming blocks to honest co-operation, we help to make energy-sapping behaviours a thing of the past. We increase self-awareness, mutual understanding and positive, growth mindsets.
Introducing and building highly skilled communication gives natural access to collaboration, coordination and co-operation that are truly authentic. The result is attraction and retention of talent and simply superior performance all round.
HOW WE DO IT
Our suite of approaches includes the following:
NLP (Neuro-linguistic Programming)
NLP improves meetings beyond recognition. It brings with it clarity of thinking, expressing and decision-making, and helps people get to action faster and with more confidence. NLP also leads to highly developed communication and people skills, self-management and leadership capabilities.
We train NLP communication and personal change skills in a number of ways. These include explicit workshops, designed to meet particular objectives, and through impromptu teachings, demonstrations and coaching as we work with individuals, teams and groups. Further, through its constant use in our own communications, we transfer learning at an unconscious level as we work with our clients. Skills we teach include advanced skills of building rapport; how to respond to non-verbal, involuntary communications from other people, and how to use language with precision to specify meaning and to influence them.
We also teach NLP skills for personal change, self-development and for choosing resourceful responses when faced with challenges. Certifying people as Business Practitioners of NLP, accredited through our professional organization, the International Trainers Academy of NLP (www.ITANLP.com) can be a strong attraction to ambitious and talented employees.
Is a tried and tested Change Management tool, designed for building individual and collective visions of ideal futures, and for bringing them to fruition.
This works really well with teams, and since its creation in 1988, it has helped hundreds of teams all around the world to get their act together. It allows them to focus on what is important, and to make clearer choices and decisions about where they are going. It is particularly useful for new project teams, letting them envision the end product beyond the formal technical or structural specification. Above all, because of its inclusive nature, doing Future-basing® generates a strong sense of motivation and common purpose that builds on team cohesion.
Beyond the team, Future-basing® is used in a variety of contexts, ranging from personal goal setting in individual coaching, imagining mutually respectful and happier futures in resolving conflicts between individuals and groups, to designing systems and procedures with project and departmental teams and groups. It also lends itself readily to corporate vision building and strategy development on a much bigger scale.
Where appropriate, we also train and certify people as Future-basing® Facilitators, accredited by Bill Phillips Consulting Ltd, qualifying and empowering them to work effectively to guide their team colleagues and others through the process.
Coaching Skills For Team Leaders
Leaders acquire the essential mindsets and performance management skills to encourage openness, honest feedback, learning and commitment. People skills, Emotional Intelligence and Resilience are increasingly recognized as essential, and are gathering momentum in recruiting and selecting key staff members. This is a compact toolkit based on the now famous GROW Model, but extended with powerful NLP technology and change patterns. We deliver this as a two-day, hands-on, practical workshop, with a follow-up ‘golden nuggets’ day three months later. Where appropriate, we add monthly personal coaching support or ‘supervision’ for key people who attend these workshops.
Samples from our Coaching Skills For Team Leaders Workbook
Timeshifting, can help build Leaders through developing Emotional Intelligence and the ability to work effectively when things get pressured. People who remain calm during relative chaos or confusion create an atmosphere that calms others, leading to more effective decisions and faster recovery.
An early pre-cursor to the modern Mindfulness movement, it teaches how to shift our relationship with time, from the pressure of clock time into a state of flow in the present moment. This gives access to the ability to think clearly and creatively when the going gets tough, a core capacity that defines the effective Leader.
This is our approach to building resilience, putting stress in its place, and enabling people to balance the demands of their work with the important aspects of their whole lives. We teach Timeshifting in formal workshop settings on Mindfulness and Emotional Intelligence, and in team and individual coaching as disparate practices, attitudes and understandings.
TMS (Team Management Systems)
TMS is a tried, tested and scientifically proven route to growing high performing teams, this can help colleagues to break through misunderstandings and mistrust about others’ motives, and reduce irritation through explaining why others respond and work the way they do.
Created by Drs Charles Margerison & Dick McCann in the early 1980s, TMS is probably the best-researched and most accurate personal and team profiling system available today. A powerful guide for increasing team and individual performance, showing personal preferences for certain roles in team working, as well as how individuals best learn, communicate and how they respond to influence.
We frequently use TMS as we begin to work with a team. Following briefing with the team leader, we meet each team member to gather their views and concerns, and they complete an on-line questionnaire. Their feedback is in the form of a detailed written report, which we deliver, showing its significance in the team coaching setting. This builds mutual discovery of each other’s drivers for how they operate, and enables adjustments and decisions to be made based on increased awareness.
Greater co-operation is normally one immediate effect, and the fascination factor can engender curiosity about other significant people in the work context. This often paves the way for growing interest in how best to work with others outside of the team, and potential for better collaboration between teams.
A powerful and simple way to reduce working in silos and to energize Collaboration between parts of an organization.
This is a simple, mostly talk-based process for identifying what an individual or a team produces, finding out the receiving stakeholders’ functional needs and expectations of those outputs, and for negotiating viable and satisfactory delivery. Clarifying respective roles and needs in this way builds relationships and makes collaboration both easy and natural.
We aim for genuine and complete resolution of conflicts, unlike some philosophies of mediation and conciliation that seek satisfaction with compromise or signed, binding agreements.
Our approach tends to result in genuinely new perceptions, mutual and respectful agreements, insights into renewed ways of working and being. And good people stay rather than walking away.
Between individuals, between departments and teams, and between individuals and the company, conflict, anger and mutual distrust corrode relationships, harm people, waste time, add cost and destroy effective performance. In addition to working directly with our clients to resolve conflicts, we train managers in how to recognise, avoid and re-program corrosive behaviours and attitudes, and how to resolve conflicts using our methods.
The Neuroscience Connection
In our view, everything created by human beings is necessarily a reflection of the way our neurology works, the patterns and structures of our nervous systems.
The patterns and structures of language itself are a mirror image, and we organize our knowledge and understanding of the world around us through grouping and classifying everything. This may explain why so many are becoming interested in neuroscience and its relevance to business. There is a growing fascination with brain architecture, and for which parts of the brain are responsible for emotions and the ways we act.
Having followed developments in neurology for more than 20 years now, we apply the findings of neuroscience research into our:
- approaches to learning
- organization of programmes
- interpersonal relations and
- building resilience
Observations underlying Neuro linguistic Programming since the 1970s have tended to precede in practice a number of neuro-scientific discoveries by about 20 years. Mirror neurons first noted in 1996 are one example.
Although our suite of approaches described here links together in a seamless, flowing and organic suite of performance accelerators, each of them can be brought individually to bear at specific points where a particular problem or issue needs attention.
We welcome the opportunity to offer a comprehensive needs analysis, and to plan with clients how elements of our suite can bring desired results.