Leadership and Organisational Development  Coaching and Process Consulting
Stephen Doughty
Effective Leadership can only be mastered through learning from experience.
This is especially true of leaders implementing change. It is a career long journey occasionally requiring some assistance along the way.
Coaching and Process Consulting undertaken in conjunction with Reflexive Practice are the most effective ways to enable leaders to learn from their experiences.

Coaching Executives to Implement Change
Confidentially assisting you and your organisation
to perform, prosper and grow
Based on over 20 years practical experience in a wide range of sectors and cultural settings,
Stephen coaches people who have leadership responsibilities in organisations undergoing or preparing for significant change,
particularly in project environments within corporate settings. 

Stephen's holistic approach assists clients with responsibility for implementing change to deliver current  goals and targets leaving them well resourced to independently overcome similar challenges in the future without recourse to external assistance.
Confidential Leadership Development  
Executive Coaching as a personal one to one learning experience where  development is targeted on addressing specific issues of interest to the  individual or group concerned.  

Reflexive Practice processes to get the best understanding while implementing learning as a conscious, continuous, iterative process of learn, apply, reflect, modify, learn and apply.

Process Consultation as a human systems intervention is a more widely targeted approach of working with managers and their teams in real time while delivering  day to day goals and targets. Typically this would involve reflexive feed back from the consultant based on observations, the introduction of new ideas and practices, followed by coaching groups and individuals to implement performance improvements.

Consultancy Process
Engagement is always for an agreed package of work covering  detailed scoping with specified outcomes, a fixed price and delivery date.  This process starts with one non-chargeable meeting to identify the fit between consultant and client,  outline a scope of work and agree the certainty of value for money success. 
Delivery takes the form of an active partnership between client and consultant with stage reviews to assess progress and agree modifications in approach. 
In the course of our work we use a combination of face to face meetings, regular telephone and Skype conversations as well as on-line data gathering techniques.  

Review of delivery is the point where personal and organisational learning is summarised, identified and shared.  Plans are  made to sustain the gains made and to continue the development process independently without recourse to external assistance.
Markets Served are those in the UK and  Europe delivering to clients undergoing significant cultural change in a multicultural and multi national environment.


Diagnostic Options
Barrett Cultural Transformation Tools (CTT) diagnostic tools use detailed assessment of personal and organisational values that can identify exactly where people related business improvements can be made, what actions should be taken and how much it will cost, together with the ROI yield figure. It is also possible to track the year on year value of the improvements implemented.  
CTT gets beyond the rhetoric to the heart of what an organisation's actual culture really is,  what the desired culture might be and how required change can be achieved.  
Life Orientations  LIFO tools enable people to understand the dynamics of their relationships  and make considered choices over their behavioural response to thier own emotions, those of others and new situations.  
The information gained can assist leaders and those with specific roles such as sales or purchasing professionals,  to congruently adapt how they engage with others especially in a changing environment that demands  flexibility and innovation. 

Organisational Development Methodologies used include Appreciative Inquiry, Action Learning, Action Research and Future State Visioning.  
As a way of diagnosing the interface between human systems and business processes we use Critical Incident Analysis as a holistic means of understanding the impact of  organisational  culture on performance.  

Critical Incident Analysis produces a strategy and plans to implement  targeted solutions that deliver measurable performance improvements in areas critical to organisational success.  

As a collaborative process it both enhances personal and  organisational learning and has a positive impact on participant engangement at all levels in the organisation.  

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