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Planning

Men discussing plansWe design and facilitate strategy development and make planning and documentation of plans easy:

This could be a strategic plan for a whole organisation, or an operational plan for a division, site, group, or a plan for a large geographic region.

We receive a briefing from you on the nature of your business, and 
the type of plan you require.  We design a process to conduct at a planning workshop of several days (depending on your requirement).

The process can involve developing design thinking capabilities, creating an agreed vision, objectives, strategies and performance indicators, or ‘Good to Great’ variables, or other outcomes as appropriate to your needs.

We make planning easy:

One of us chairs and facilitates the workshop with the your team, so that each planning exercise is addressed and completed with ease.

At the same time, another colleague documents the plan as it is created, so managers can work with hard copy throughout the planning process.

At the end of each day, a copy of the plan to date is available if required, allowing the workshop to maintain continuity and integrity over several days.

At the completion of the planning event, a hard copy of the plan is available and a soft copy is emailed for distribution to the person in charge of the group.

This is planning with a minium of fuss.  It is efficient, effective and enjoyable. 

In addition, when required:

We assist with the development of a Strategic Intent.  This envisions a desired leadership position and capturing a market space that is off the current marketing map.  In this way it is possible to achieve a major impact on the business and results.

It allows new insights on the business and marketing strategy to emerge that can be included in the strategy and development of plans.

Performance

3We leverage business performance through building individual, group and organisation capability and measurement.

There are four important questions:

- How are we thinking about this?

- Have we got the right strategy?

- What does it take to implement our strategy?

- And, have we got what it takes?

Building capability is a way of making strategy destiny.  It creates high wellbeing, employee loyalty and extraordinary performance.  We use capability as a way to deliver strategy.  Capability is the business driver.

We provide rigourous individual, group, and executive coaching. The purpose of the bespoke programmes is to assist to maximise the potential, performance, and presence of each individual, in terms of transformation in thinking, engagement, productivity, and career advancement.

Often competent employees do not perform to the best of their ability due to lack of self-confidence and lack of other psychological capacities.  Historically the corporate environment has given feedback on perceived weaknesses and expected improvement.  Generally this improvement is not sustainable.

Current practice has broadened corporate perspective beyond what is wrong with people.  Now focus is on what is right with people and moving them toward optimal functioning, flourishing, and reaching human potential.

Coaching is an essential step for employees to do their jobs to the best of their ability both, as individuals and team members, who gain satisfaction, meaning and enjoyment from their work.

Coaching orients employees to positivity and motivates engagement. The consequent rational and emotional engagement results in employee effort and intention to stay.

Global research into employee engagement (including Australian companies) by the Gallup Organization, Washington, and the Corporate Leadership Council, Washington, show that the majority of employees are only partially engaged in their work. 

Our experience, and the research that underpins the capability coaching and sales coaching, show that job performance changes as the dormant contribution of the individual is tapped.  This dormant contribution is not historically made available on the job.  The way to tap this and increase employee engagement upwards is through coaching, so that people want to come to work each day and are excited about what they do.

We have found that the coaching assists people to get more meaning from their jobs and they start to contribute discretionary effort.  This 20% more effort can otherwise remain dormant. The increase in effort is a result of the enhanced rational and emotional commitment to the company and to self, that comes from the higher engagement levels, trust in self and skill application.

Increased Employee Engagement + Psychological Capital = Positive Impact on Organisational Metrics.

We have found that doing capability coaching in tandem with sales coaching (or other forms of training) creates the following.

Increased Employee Engagement + Sale Skills + Psychological Capital = Extraordinary Impact on Organisation Metrics + Sustainabiity

See the Coaching and Testimonials Sections for more details.

Presentations

15975591We present and provide trainings at conferences, seminars and events providing thought leadership on a variety of subjects to bring about change in people and the organisation.

Our presentations and trainings introduce new concepts, theory, case studies and processes, highlighting new ways of thinking and being at work.

The Process

We meet with the client to specify the brief and the outcomes to be achieved.
This includes understanding the context, the people involved and the desired results in the workplace.

We design and conduct the presentation or training, sometimes requiring prework by participants, to make the experience vital, inviting, interesting and motivating.

We debrief with the client to ensure that there is transference of learning to the workplace.  The purpose of this strategic conversation with the client is to maximise the value gained by the client from the presentation or training.

Topics

Shine International has a range of topics relating to the services we provide
as outlined on this website.

Please ask us about the topics or have us develop a presentation or training for your needs.

Mentoring

The purpose of mentoring at work is to enhance the development of the client in early, middle and later career years.

Our mentoring is designed to foster the sharing of wisdom, experience, knowledge, networks, how-to and feedback.  It is a mutually beneficial relationship with the focus on the growth, capability and career path of the individual.

The sessions are confidential and bring exposure to new ideas, other perspectives and intellectual stimulation.

For the client, there are targeted development activities and assistance in avoiding mistakes. At all times, the mentor provides wise counsel and a second opinion that can be trusted.

The benefits to the client are increased self worth and self trust, support of development activities and career goals, and more recognition and advancement inside and outside the organisation.

A mentoring contract is established at the start of the sessions around the client’s objectives for the mentoring.

Our executive mentoring
is aimed at developing the full potential of the CEO, executive or senior manager.  It enhances leadership and the ability to think through policies, strategic issues, business challenges and make the right decisions in regard to the organisation and the wider business context.

Executive mentoring is based on the alliance between the client and the mentor.  It challenges the client to consider new perspectives, ideas, and local, national and global considerations.

All our mentors are either former CEO’s or senior consultants with many years experience in senior and executive management positions before consulting to a wide group of organisations across industry, private and public sectors. 

We have 19 mentors of this calibre and references are available.

Each one of us is open to answering any questions you might have. 

Feel free to contact us to discuss the requirements of a particular organisation, group or individual and the potential fit with our mentoring approach.

Coaching

Our bespoke coaching and training programmes are research based and have specific methods for achieving, maintaining and measuring positive change in capability. We assess the degree of change required from an internal quantitative baseline that you can measure against year by year.

Capability building takes employees on a journey by asking the “What’s right?” questions versus the deficit ones.  The big ideas underpinning this positive approach are the well research premises:

  • that positive strengths are more effective targets for change in individuals and groups than weaknesses and issues;

  • that by building psychological capital in individuals and groups, confidence, resilience, wellbeing, relationship, satisfaction and performance are expanded;

  • that ongoing capability building assists to move individuals and groups from being confident to focusing on world’s best practice, from being good to being outstanding.

You are given proven theory from substantial research; practical application processes; mastery experiences; reading; case examples, profiles and more.

The thought leadership in the programmes taps into your current and potential strengths and supports you in living them in work and life.

In the projects we work on with clients in this manner, the productivity and satisfaction increases, and there is 10%+ net improvement in process and net profit terms.

Tal Ben-Shahar, Lecturer, Harvard University, who runs the largest and most successful positive psychology and positive leadership classes in the history of Harvard, has described the approach we use in business, as “awhat you are doing is the science of making a difference in business.  Please write a paper on it and send me a copy.” 

He is referring to the empirical underpinnings of the substantial research related to Positive Psychology (U  Pennsylvania); Positive Organisation Behaviour (U Nebraska); Positive Organisation Scholarship (U Michigan); Positive Emotions (U North Carolina), and Positive Leadership (Gallup Institute, U Nebraska). Jointly this thought leadership can have major impact on the way business is conducted and the results that are achieved.

Sales Coaching

Selling the ways our customers buy are critical sales skills in making strategy destiny.

Sales people are required to close the deal and complete the order. And, to do this time and time again with different types of customers.

  • To make the sale requires sales people:
     
    • To manage their prospect’s and their own communication styles and strategies.

  • To empathise with each prospect, requires sales people:

    • To be able to recognise the prospect’s unique communication style and requirements; and
       
    • To have the skills to build rapport and relationship with the prospect based   on the those specific requirements; and
       
    • To close the sale in the ways the prospect wants to buy.

This seven step sales process, modelled on the most successful sales people, is a methodology for high performance.

Shine International conducts a 7 step sales coaching programme
in which sales people learn:

Why your prospect’s buying style, priorities and values determine the sale.

What knowledge and skills you require to mirror, match and pace the way your prospect wants to buy. 

How to recognise and talk in your prospects subconscious buying style.

How to handle objections and close the sale in the ways that fit how your prospect buys.

What else you need to know about your own strengths and your unique mental
D&A in order to have many new and satisfied customers.

Note: 

We find that:

  • some clients focus on capability building coaching;
  • some focus on building sales skills coaching, and
  • with some clients they focus on building sales skills and capability building coaching in tandem.

We are happy to fit with the client requirements.  We have learnt through experience that focusing on capability building coaching along side other training such as sales training or leadership training, creates high satisfaction, upward spirals in the organisation and extraordinary performance and process improvement.

Before we commence, each individual determines their objectives for the coaching and what it is they particularly desire to achieve during the sessions, along with the Sales Targets and KPI’s set by the company.  Achieving those objectives and KPI’s takes place in tandem with the coaching programme.

Coaching sessions are normally every three weeks.

The thought leadership in the programme comprises a focus on identifying the strengths of each individual participant, as a starting point, followed by other content pieces and profiles.

Participants are given proven theory from substantial research and practice; practical application processes; mastery experiences; reading; case examples, and insight from our 25 year experience in the corporate environment and private clients.

We find that whether we are working with people in the corporate environment or private clients – everyone enjoys applying what they learn to their whole life.  It happens naturally.

Measurement & Effectiveness Evaluation

It is possible to conduct a questionnaire or survey before and after the programme to assess the change.

The results of the statistical evaluation of the pre and post questionnaire loaded to a website and done by the participants, is given back to the client as either (1) tabulated data tables identifying individual and aggregate responses with no commentary, or (2) as a comprehensive report, depending on the client budget and requirement.  The effectiveness evaluation is fed back at a debrief meeting with the client and can be measured against year by year.

Facilitation

Facilitation works to empower individuals and groups to learn for themselves and find their own answers, so that the purpose of the exercise is achieved.

For the facilitator, this broadly means to make things easy.  It is the process of assisting groups to reach consensus and find solutions, without imposing or dictating outcomes.

Strategic Facilitation

We do strategic facilitation - gaining value from bringing out the potency of the nuances and differences of a group or organisation, yet achieving meaningful agreement.

Strategic facilitation is useful in a variety of contexts including experiential learning; conflict resolution; negotiation; planning; meditation; innovation; organisation design and development, M & A’s, meetings, etc.

Shine International strategic facilitation ranges from large scale events, projects, plans, and interventions, to confidential meetings. We have extensive experience in bringing together diverse groups, dynamics and perspectives to achieve agreed objectives.

How We Facilitate

Working closely with clients, we use our expertise in event and process design, facilitation and delivery, to create bespoke activities that meet the specific needs of the client organisation.

In all projects, our role is to act as a catalyst to bring out the positive chemistry of the group and activity, to achieve the desired outcomes within the allotted timeframe.  

This sometimes means designing creative and fun processes that provide task variety and engender interest and engagement. At other times, it means
eliminating sabotaging, domineering or passive behaviours from the group; attending to emerging issues swiftly, while also focusing attention on the process.

It is not our role to take an expert stance but to facilitate original outcomes, based on a rich exchange of participant’s expertise, thoughts, ideas and experiences.

Our projects range in focus, size and complexity - from facilitating a meeting in an individual organisation, to facilitating strategic development for a region across private, public and community sectors, involving up to 70 organisations.

We have worked across many industries as facilitators, including ship building, mining and manufacturing to water resources, tourism, financial services, property, transport, information technology, telecommunications, banking, medical products, commercial fishing, education, and conservation.

We facilitate in Australia and overseas.

Mediation

15422724We mediate in conflict to create lasting partnerships so that co-operation, collaboration and productive harmony are sustained.

Our first question when we are invited into an organisation in conflict is, “Are you serious?”  Is the organisation and those individuals and groups involved, serious about addressing the issues and making positive change?

Once that commitment is given, we are able to commence.

We have worked with conflict in organisations for decades.  As a consequence we have developed a proven process to facilitate the shift from conflict to co-operation.

Issue Clarification:

Using confidential qualitative interviews and some quantitative measures (if appropriate), we research the issues to be addressed, as seen by the various parties involved. 

We feed back the clarified issues to participants and get agreement to move forward.

Solution Generation:

Through solution generation groups we evolve ways to address the issues and opportunities.  As this process occurs between the parties in conflict, there is a shift in attitudes and the communication improves.

Implementation:

In the process of implementation, co-operation and collaboration takes place among participants.  This is a natural evolution, particularly with an independent person keeping the process moving and everyone honest.  Once implementation occurs the workplace becomes more respectful, productive and balanced.

We have worked in many industries between unions and management; between environmental groups and an industry or company, and between a company and a particular government, to ensure appropriate positive change occurs.