>>Organisation diagnosis
Problems and issues can usually be understood in terms of the interplay between structural factors (market, technical aspects, size, policy framework etc) and behavioural ones. There are some robust and tested methods and frameworks for carrying out diagnostic studies and working with the results of such diagnosis. These methods may be applied or taught to others.
>>Evaluation studies
When new policies and systems are introduced it is important that they are evaluated from the perspective of all the stakeholders that are affected. It is almost unheard of for an innovation to lead to exactly and only what was intended; organisations are complex entities and it is important to understand what occurs and why. There are tried and tested methods for conducting evaluations which collect both quantitative evidence (in relation to the aims of the policy or system) and qualitative evidence (which is invaluable in explaining why outcomes occur).
>>Action research
This can take many forms, but generally involves engaging with the people in the situation to help mobilise their own ideas in shaping what is to happen. It is usual to have an exploratory or feasibility phase before proceeding with a project.
>>Workshops in the analysis and design of sociotechnical systems
These workshops aim at 'joint optimisation', or looking at work systems in terms of the interaction between technical and human aspects. For example, there are design strategies which take explicit account of local values and priorities. Workshops can range from brief (one-day) introductory seminars to more extensive development work.
>>The design of transitional systems
In organisational change, it is often not possible to go directly from A to B. The idea of 'transitional systems' stems from the work of the psychoanalyst D.W. Winnicott: he pointed to the function of play in facilitating experimentation with new and unknown aspects of the world and the working through of anxieties and conflicts. Models, prototyping, simulations and scenarios may all have this function of facilitating transition provided certain criteria are met. They therefore present a design task. A well-designed transitional system can be the main contributing factor to a successful outcome.
>>Professional support and mentoring for project management
Some organisations engage in change or development without an explicit input from the social sciences. Project managers may find it helpful to have available a support system outside their home base where they can work on the issues they are encountering and pursue their own continuing learning.
>>Executive Coaching
We provide ongoing coaching for Executives, Leaders and Managers, either for development purposes or as part of their professional maintenance programme.
For this we offer a series of confidential one-to-one sessions with one of our consultants. These can range from two intense sessions, to fortnightly or monthly ongoing sessions which can be used by Senior Managers as part of their regular maintenance routine. We support clients in recognising the impact of their own behaviour on work issues. This enables them to improve their working patterns through skilful management of their workplace relationships, and to reflect on how they relate to colleagues and managers.
Where relevant, issues around work delegation and staff supervision can be explored. Consultants pay attention to work-life balance and stress management, and help clients to clarify personal and organisational goals, in order to develop their own capacity for strategic thought and sustainable leadership. Essentially, we are led by what the client needs and our work with them is based on a relationship which is both challenging and supportive.
>>Professional
development for consultants and action researchers
We offer professional development activities for those who are in consultancy or other applied roles: training of social scientists in applied work, in cooperation with universities and colleges, project supervision of postgraduate students and seminars for users and practitioners of action research.
