Ecological Origination: Pitch to Lose
We pitched to lose. The result was a successful outcome and the initiation of a global leadership development program for 140 leaders.
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We source insights from our lived experience with our clients, our own learning and development journeys and from the creative tension which is inspired in our Community of Practice. The magic comes from the diversity of our backgrounds, beliefs and biases. We welcome insights from others.
We source insights from our lived experience with our clients, our own learning and development journeys and from the creative tension which is inspired in our Community of Practice. The magic comes from the diversity of our backgrounds, beliefs and biases. We welcome insights from others.
We pitched to lose. The result was a successful outcome and the initiation of a global leadership development program for 140 leaders.
Change success depends on how well the sponsors of a new initiative are able to clearly articulate their vision.
With compliance, people do the least they can get away with. With commitment, people do the most they possibly can.
What is Organisational Coaching? (Part 1)
At the heart of any capable coaching practice is the art of asking thought-provoking questions.
With compliance, people do the least they can get away with. With commitment, people do the most they possibly can.
What is Organisational Coaching? (Part 1)
At the heart of any capable coaching practice is the art of asking thought-provoking questions.
What is Organisational Coaching? (Part 2)
The advanced and mastery levels of coaching are about continuously letting go of what is unnecessary.
What is Organisational Coaching? (Part 3)
Mastery in coaching is to step into our stretch zones and embrace the power of not knowing.
What is Organisational Coaching? (Part 4)
We complete our mini series by summarising all we’ve learnt about organisational coaching.
Explore the key reflections of being part of a remarkable journey where steadiness in turbulence, emergent learning and awakened potential stood out.
As we are bound by client confidentiality in the vast majority of work that we do, various aspects of our insights are changed to honour this. Therefore, client names are never used, sectors, genders, positions and other factors are randomised. Any similarity to any situation is purely conincidental. If we do mention any organisation or person by name, it is because we have had their express permission to do so.
We are Organisational Coaches who believe that coaching inspires the leadership and learning culture in organisations. We coach leaders, teams and organisations and we develop skills in others to do this without us. We have the audacious gumption and courage to create coaching cultures throughout organisations. Together we make the difference.
We are Organisational Coaches who believe that coaching inspires the leadership and learning culture in organisations. We coach leaders, teams and organisations and we develop skills in others to do this without us. We have the audacious gumption and courage to create coaching cultures throughout organisations.
Together we make the difference.