These ideas are for consultants and trainers that want to develop people or organisations.
This short event gives a gentle introduction to the profound theory and practice of cocounselling.
Here is a simple planning template for the design of events. it helps you think how to run them and is very useful if more than one person is doing this.
Infants learn much faster than adults do. What can we do to recover these abilities and help others do the same?
This describes the process and outcomes of small support groups for Directors from different organisations.
Appreciation costs nothing and can be transform organisations.
This is a simple way to end a workshop. Everyone leaves feeling positive about themselves and has something to treasure.
This helped people powerfully develop their team working, learning and customer service.
This exercise will help you think about how to help other people. This is not always easy as not all "Help" is helpful. You can use it in a small group or one to one.
This talks about five ways of helping people and when they are helpful. Read this after doing the "Appropriate and Inappropriate Help", exercise.
Every interaction in organisations, and life, works better when people pay attention to each other.
This gives a simple process to help professionals share their best practice and learn from each other. It uses facilitating skills as an example but is applicable much more widely.
This describes what we can do that will build relationships that work and what to avoid. These principles are universal and apply in and out of work.
This design helped three different groups working in education understand and appreciate each other better.
This helps people help each other think about what they want to do and go about looking for a new job. It is backed by a series of handouts.
This lists the handouts and other resources that support the Career Development workshops
This course helps couples, affected by an office relocation, cope positively with the change.
This is a very simple, quick and enjoyable exercise that can help people in a group get closer and take a few more risks.
One simple structured way to do cooconsulting
Coconsulting is the simplest process for two people to exchange help with each other effectively. The article shows you how to use it to develop yourself and others.
Coconsulting is the simplest process for two people to exchange help with each other effectively. This article is a brief description of how to do it.
Cocounselling is a simple and profound approach to improving human functioning. You take turns listening to each other.
The article describes the skills required to help the other person, the client, help him/her self. It also explains how counselling works.
Listening to others is often the most effective thing you can do to develop their thinking and creativity.
This simple activity helps people understand and value their own and others' cultures. They also appreciate that they can learn from each other.
This workshop helped a team in Local Government develop their strategy for improving customer care in their Council. They also learned to value each other and how to work well together.
This describes the principles that lead to effective learning events such as away days or courses. It also gives two designs that how these principles were applied in practice.
Everybody has more untapped talent. This article gives some ways to develop everybody.
This discusses several ways to evaluate the business benefits of developmental training. All will give valuable insights but none give rigorous proof.
The transfer process involves the learner integrating into their experience 'missing' pieces from the teacher's experience (mental map) which make sense to the learner.
We are very good at learning and, if the circumstances are right find, it both fun and rewarding. This gives some simple ideas about how to make learning fun.
How to use interviews with staff to get useful ideas for improvement.
These are the vital skills we all need to gain the co-operation of others in the long term.
This is an example of a two-day version of this course. It helps people use a model of influencing and practice it in role-plays that the participants design themselves.
These questions, models and exercises will help people prepare for an influencing skills course or anyone think about their influencing of others.
These exercises were very effective at building intercultural understanding in the context of a short course.
This describes briefly things you can do to help individuals, teams and interfaces between teams and organisations become more effective.
Use this to help someone think about his/her life and the peak experiences that give it meaning. The exercise can be very useful to build a group or team when people want to build trust and mutual understanding.
This shows how to help managers be more interested and active in managing and developing their people.
A mentor helps a less experienced person grow to become more effective now and in the future. This note describes the five roles that a mentor may play and gives one way to set up a mentoring service.
This helps people learn each other's names in a light-hearted and unexpectedly effective way. It also helps to beak the ice and create a learning climate
This shows a simple way to create a learning community. The range of skills and topics covered is remarkable. This work was done in North London in the eighties before computers were easily available.
Open systems is a simple and powerful method for developing any system from an individual to an organisation. It can also be used for strategic planning and problem solving.
This is an extremely quick and powerful way to transform presentation skills by dealing with the fear of making a presentation directly
Role negotiation is a process for clarifying others' expectations of you and vice versa.
The District Managers looked after a group of stores. Their remit was rather vague so they needed to think from first principles about how to add value.
This is a classic article by Herb Shepard. It gives some powerful and clear thoughts about how to get change to happen effectively
Simple things you can do that help groups run smoothly
This discusses how to grow the spirit of an organisation, team or individual using practical methods.
This brief game or exercise is a useful energiser. It also helps people laugh and challenges them to think laterally.
This short workshop helps people appreciate the strengths of their organisation, build an attractive shared vision and decide how to achieve it.
This describes the costs of stress and work and some things that people at work can do to reduce stress for themselves and others.
A simple way to run a group where everyone get's heard and develops their thinking and confidence.
Coverdale training created this powerful model by observing what successful groups of people did when they were engaged in tasks.
This design can create much more participation and two way communication than the conventional approach.
This is an enjoyable, practical exercise with potential for learning about using resources, listening, assumptions, learning from experience and creative thinking.
This describes some effective techniques for helping people in a group work better together.
This is a simple energiser that you can use in a course or workshop to produce some laughter and relaxation.
This shows how workshops on time management were able to change the culture of a company and the attitudes and behaviour of it's managers.
This outlines one way to find training needs that will help the organisation or business develop.
This note describes "Seven-column Analysis" which is a powerful analytical tool for understanding and developing any relationship.
Use "Pictures" when an individual or a small team needs to think about where they are going and are looking for a direction in work, life or through a specific problem.
A group is usually working on a task, managing a process and dealing with members' feelings all at once. The note gives guidance on how anyone can help a group become more rewarding and effective.