Graham Curtis (MA)

Graham is an experienced OD consultant and executive coach, he has delivered OD support to large scale projects in complex organisations in both the public and private sector. He takes a coaching approach to helping people and organisations understand what success means to them and supports them in achieving it.

Experience

UK Border Agency

• Supporting the UK Border Agency in the creation of a regional delivery model supporting six new regional directors in their team development and helping them understand the leadership challenges involved in developing their own regional portfolios
• Provision of organisational design and development support to the intelligence directorate consulting with senior leaders in delivering a model to show how new structures, roles and responsibilities would support an improved flow of information and intelligence. This new model moved the organisation away from a command and control culture to more collaborative ways of working, engaging the workforce and empowering managers to make decisions.

Food and Environment Research Agency

• Supporting an environmental science agency in conducting diagnostics aimed at developing an understanding of how to engage and support women leaders in scientific careers.

UK Prison Service

• Designing people development and change programmes for the Prison Service most notably with prison governors in the North West of England developing a coaching approach to management in support of building a culture of empowerment across prison management grades.

Fabricom Offshore Services Limited

• Supporting a design engineering company working in the oil and gas industry consolidate it’s recent growth by supporting the MD in building a new senior team and helping them develop new internal processes in support of further growth.

Graham has a MSc in People and Organisational Development, and a Diploma in Business Communications.  He is a Master NLP Practitioner.

This story of disconnection is a mantra heard in most organisations to which we consult, irrespective of the sector or industry in which they operate.   This story highlights the detachment between the near-term profit initiatives (those that deliver performance today and are influenced by the management tier) and organisational health initiatives (those that build the capacity to deliver tomorrow’s results that are decided by the Senior Leadership).  For overall success a balance must be maintained between operational improvement and long-term growth, however there is no single model that guarantees success, but OD is a methodology to enable organisations to explore and test options for success.

What is OD?

There are numerous definitions of OD, with currently no single accepted definition.  However, the following definition (from a leader’s perspective) provides a useful summary:

OD is the application of the planning, development, and problem-solving process to the overall functioning of the organisation in such a way that it strengthens the physical, financial, and human resources; improves the process of interface; helps the organisation mature; and is responsive to the environment of which the organisation is a part.

The key themes and characteristics emerging from this definition is that OD is:

• a planned effort
• which is organisation wide and total system
• aimed at increasing organisational effectiveness and health
• usually responding to a changing environment (technologies, markets, challenges)
• intended to change the beliefs, attitudes, values and structure

The Leader’s OD Accountability

Organisational leaders are accountable for delivering the organisational strategy.  OD is the twin of strategy – i.e. it seeks to improve organisational performance through people, systems and processes.  OD provides content and substance to leadership in organisations.  It provides meaning for the ‘non-work’ activities that individuals and teams find themselves engaged in at work, from the way the organisation is structured, how teams are put together, the culture and values of the organisation, to how people socially engage and interact with one another and with their clients.  Without it leaders find themselves ‘leading in a vacuum’ and unable to provide meaningful and effective leadership in reaching the organisation’s goals and objectives.

OD is interested in alignment between all facets of an organization, including leadership, culture, systems, processes and client service.  Alignment helps to ensure that everyone in the organization is pulling in the same direction, with the same prioritised strategic goals and objectives.  The OD methodology provides an extremely useful leadership approach whenever a leader is faced with a decision.  Taking the key OD elements into account, he/she may ask a number of insightful questions to ensure each decision is aligned with the overall strategic direction of the organization:

1. What environmental aspects do I need to take into account (e.g. political, geographic, public opinion)
2. Is our current leadership style the right approach for what needs to get done?
3. Do we have the right mission and strategy in place for where the organization is going?
4. What changes in culture will we require for change to be effective?
5. Are our organizational structures fit-for-purpose?  What about our systems and processes?
6. Are our staff motivated and ready for change?

An organisation that is aligned and improving in these key elements shows a level of organisational maturity that is likely to ensure success, even in the most challenging circumstances.

______________________________________________________________________________________________________________

If you are interested in finding out about how an organisational approach may benefit your organisation, please contact us at - we would be delighted to help.

Embodied Learning

Knowing yourself, what you care about, and building your capacity to fulfil on your personal aspirations

There is a profound wisdom in the body… Once we are aware of its subtle power, the body becomes a sensitive antenna for tuning into ourselves and other people. It serves as a metaphor for every human thought, emotion, and action. It is also a ‘Master Teacher’. Where human change is concerned, there is no more effective teacher than the body. In a culture that has traditionally downgraded the flesh, and routinely characterised it as a threat to the workings of the mind, such a statement might seem strange. But far from opposing the mind, the body reflects and is reflected by it with amazing dependability. (Ref: George Leonard & Michael Murphy, 2005).

This programme offers an opportunity to call upon your ‘Master Teacher’, not only to show you how to live a more balanced, connected and healthy life, but also to point the way toward the next stage of your development. Benefits to you and your organisation

Attending this programme will enable you to:

• Understand the somatic domain and body as ‘Master Teacher’
• Identify and understand your strengths and limitations to learning
• Develop greater capacity to act and respond effectively in varying
  situations
• Motivate and inspire others through compelling presence
• Understand your learning style, strengths and limitations, and develop
  appropriate practices towards mastery
• Blend and co-ordinate with others to maintain sustainable relationships
• Develop new leadership practices

Fees are inclusive of all materials,
refreshments and light lunch.

Fees are exclusive of residential and travel costs Who should attend this programme:

This programme is for anybody who is curious to explore the domain of embodied learning, and who wishes to transform their personal and professional lives. This programme has also proved very successful for individuals who wish to gain greater insight and understanding of issues with which they may be grappling, and invites them into new transformative practices.

This programme is suitable for:

• Leaders and Managers
• OD and HR Business Partner practitioners and consultants
• Coaches
• Professionals and other colleagues

Programme Content:

• Welcome, Introductions and Objectives
• Understand the somatic domain and body as ‘Master Teacher’
• Reflect on our personal approach and preferences to life-long learning and building personal capacity
• Develop congruence and presence through balance and centering
• Declare a future based on what you want to master
• Get in-touch with our body as a ‘Master Teacher’:
  • Tackle your personal ‘autopilot’ reactions
  • Learn to stay centered in the face of chaos and multiple demands upon you
  • Create sustainable change, be more accountable for your actions
• Explore and understand what has shaped you, your learning style and your long term success and fulfilment
• Identify and capitalise on your natural strengths
• Learn how to effectively co-ordinate with others
  • Explore your impact on others
  • Build trust to have honest, courageous conversations
  • Learn to extend and blend with others
  • Increase your capacity to resolve conflict
  • Give and receive grounded assessments
• Understand the generative nature of language, affirmations, self limiting beliefs, boundaries and taking skilful actions
• Design new personal and leadership practices
• Planning what to do next – how to apply the learning

Coaching Skills for Managers

Coaching for high performance

For individuals and organisations alike, coaching and mentoring is effective in accelerating learning and raising performance levels. This programme has been designed to enable participants to establish their personal coaching methodology and style, whilst practicing its application to real work performance management. Benefits to you and your organisation:

Attending this programme will enable you to:

• Examine and practice various coaching models and the key skills
  needed for effective coaching
• Effectively contract coaching outcomes with your client
• Understand and navigate the ethical issues in coaching
• Clarify your role in developing staff to their full potential
• Determine appropriate development strategies for high, medium and
  low performers
• Identify opportunities that support people development, including
  their strengths and motivations
• Practice skills in tackling poor performance effectively and aligning
  personal goals with those of the organization.

Fees are inclusive of all materials,
refreshments and light lunch.

Fees are exclusive of residential and travel costs Who should attend this programme:

This programme has been designed for coaches, practitioners, practicing managers and leaders, to develop their coaching skills. Duration:
3 Days

Programme Content:

• Welcome, Introductions and Objectives
• Background and context of coaching
  • Coaching – what do we mean by coaching?
  • Coaching versus mentoring
  • Exploring and assessing various coaching models
  • Situational leadership – a model which puts coaching into context
  • Considering the ethical issues in coaching
  • Aligning your preferred coaching method with the ICF Code of
    Ethics
• Key skills needed for coaching:
  • The difference between directive and non-directive coaching
  • The ultimate compass – Working with the whole person to ensure
    interventions have breadth and depth
  • Blending and connecting through building rapport, listening
    and enquiry
  • Understanding the generative nature of language
  • Making assessments, giving information and designing practices
  • Parallel process skills practice using GROW – a model for coaching
• How does coaching link into the performance management cycle?
  • Performance Management – links between individual and organisational
    performance
  • 7 step model – a framework for managing performance and tricky
    conversations
  • Skills practice
• Planning what to do next – how to apply the learning

The Fundamentals of Project Management

Building your essential Project Management toolkit

Project management is being increasingly recognised as a vital skill set for many management positions, not just those with the title of “project manager”. This programme provides in-depth, practical, project management training. Participants will discuss projects from within their own organisation, and review tools and templates used every day to manage real projects. Benefits to you and your organisation:

Attending this programme will enable you to:

• Appreciate the characteristics of projects and the basic elements
  required for successful project management
• Understand the project lifecycle including basic tools or techniques
  used at each stage
• Develop project documentation, i.e. Business Case, Project Scope,
  Project Plan (Gantt chart), Control and Monitoring, Risk Analysis, Quality
  Assurance, Configuration Management etc.
• Understand risk and how to manage it
• Identify the project stakeholders and learn how to effectively engage
  stakeholders
• Understand the role and responsibilities of the project sponsor,
  programme manager and/or project manager
• Understand and learn to manage the most common causes of project
  failure

Fees are inclusive of all materials,
refreshments and light lunch.

Fees are exclusive of residential and travel costs Who should attend this programme:

This course is for anyone interested in learning about formal project management techniques, including project managers, project team members, functional managers, procurement and contracting officers and senior managers. Duration:
2 Days

Programme Content:

• Welcome, Introductions and Objectives
• Context and theory of Project and Programme Management
  • Objectives of a project
  • Role and Responsibilities of the Project Manager
  • Project Manager skills and competences
  • The reasons projects fail
• Project Life Cycle or Methodology
  • Understanding the Project Management Life Cycle
• The ‘how’ of Project Management – a case study
• Detailed phases of Project Management
  • Project initiation and set up
  • Project planning
  • Project implementation – executing the plan through organising
    and managing, as well as monitoring and controlling
  • Project closure
• Planning what to do next – how to apply the learning

25 – 26 June 2012 (London)


21 – 22 November 2012 (Manchester) ]]> http://www.labyrinthcc.com/the-fundamentals/feed/ 0 http://www.labyrinthcc.com/the-people-side/ http://www.labyrinthcc.com/the-people-side/#comments Thu, 03 Mar 2011 16:15:05 +0000 admin http://79.170.44.105/labyrinthcc.com/?p=297 ]]>

The People side of Project Management

Leading effective Project Teams for synergistic performance

Given that a large part of any project or programme is about people management, this becomes a vital skill and leadership ability for any project/programme manager. This programme focuses on leading teams, understanding and working with team dynamics and conflict, and keeping the team motivated during times of challenge, change and plateaus, especially within a matrix structure. Benefits to you and your organisation:

Attending this programme will enable you to:

• Think long-term and act more strategically
• Understand the conflicting pressures in matrix structures
• Build relationships and influence key stakeholders
• Understand personal leadership styles
• Lead others through the project lifecycle
• Build effective project teams
• Organise and delegate more effectively
• Inspire others to deliver against project objectives
• Manage conflict constructively
• Monitor results, and respond to the changing environment
• Learn from projects

Fees are inclusive of all materials,
refreshments and light lunch.

Fees are exclusive of residential and travel costs Who should attend this programme:

This programme is ideal for any project and programme managers who wish to enhance their leadership skills. It is also an ideal ‘team building’ programme for project teams, especially at the beginning of a project or programme. Duration:
3 Days

Programme Content:

• Welcome, Introductions and Objectives
• Understanding the organisational strategy and vision
  • How projects make a difference
  • Considering the implication of your organisational model and what this demands of you as a project manager
  • What do you need from the Project Board?
• The reasons projects fail
  • Analysis of key issues
  • To Managing for success
  • How our methodology helps us
• Understanding projects in matrix structures
  • The locus of control
  • The skills required of a project manager
• Stakeholder management
  • Relationship mapping
  • Strategies for gaining ‘buy-in’ to projects
  • Managing difficult meetings
• Leading effective project teams
  • Influential communication
    • Understanding personal communication styles
    • Developing flexibility in communication
• Personal Leadership style
  • Increasing the project manager’s repertoire
  • Linking the various styles to the project lifecycle
• Developing high performing project teams
  • Identifying characteristics of high performing teams
  • The team development process
  • Communication and decision-making
  • Inspiring others to deliver on projects
  • Effective project organisation, briefing and delegation
• Dealing with Conflict
  • Team dynamics – causes of conflict
  • Conflict resolution
• Project exercise – putting it all into practice
  • Collaborative and flexible teamwork – managing the tension
• Learning from Projects
  • Effective project reviews
  • Knowledge-sharing from projects
  • Celebrating successes
• Planning what to do next – how to apply the learning

Women in Leadership

The myth of the class ceiling?

This five day leadership programme invites women to consider the specific challenges they face in their leadership roles. It considers the leadership strategies that women traditionally have followed, and explores new possibilities and opportunities for 21ST Century Leadership.

This programme, which is staffed by women, has been designed to be highly participative, where women from different leadership experiences and backgrounds can share best practice. This, along with a highly experiential programme, provides an opportunity for participants to develop their authentic leadership style, enabling them to take new and skilful action in the workplace. Benefits to you and your organisation:

Attending this programme will enable you to:

• Explore and understand what has shaped your leadership style, behaviours and attitudes
• Understand the ‘oval office’ territory and dynamics, as well as developing strategies for navigating your way to success
• Enhance your leadership instincts and skills, as well as your ability to blend and co-ordinate with your colleagues
• Become more decisive through clarity about your desired goals, objectives, and that which motivates you
• Understand the nature of language and its impact on taking skilful action
• Develop strategies for changing your habitual ways of working, responses, etc

Fees are inclusive of two executive coaching sessions, all materials, refreshments and light lunch.

Fees are exclusive of residential and travel costs Who should attend this programme:

This women’s leadership programme has been designed for and staffed by women. It explicitly seeks to enable participants to successfully navigate and visibly participate in their leadership roles. This could include senior business women, business owners, professionals, entrepreneurs, organisational leaders. Duration:
Module 1: 2 Days

Module 2: 3 Days

Programme Content:


Module 1:

• Welcome, Introductions and Objectives
• Considering the ‘myth of the glass ceiling’
• Identify and explore the dynamics of traditional roles and how they influence your leadership style
• Learn to navigate the ‘survival to success’ continuum
  • Behavioural Level
  • Strategic Level
  • Archetypal Level
• Through the lens of gender, explore leadership, group behaviour and dynamics
• Explore and practice the fundamental skills for self-referencing
• Declare and develop your future opportunities as a leader

Module 2:

• Reconnect by sharing what drives you, and how it manifests through your leadership role
• Explore the generative nature of language and its impact on your life, career, roles, etc
• Identify and understand your default drivers and ‘auto pilot’ responses, how they impact your leadership role, and develop practices for becoming more resourceful and effective
• Explore what excites and energises you to motivate and inspire others
• Consider a new ‘genderless’ model for leadership?
• Planning what to do next, developing the appropriate practices for success and consider how to apply the learning in the workplace

Bridging Activities:

• During the workshop, participants will be asked to design and develop new leadership practices, which they will work on between modules
• Peer coaching – Participants will be invited to select a partner for support and challenge conversations between modules with regards their action plans and application of their learning
• Two one-to-one coaching sessions with one of the programme tutors

Different but Same

• Understand the territory of diversity and social inequality and why it is important to us personally and in our organisations
• Understand all the elements of human difference and not just the overt – gender, race, sexual orientation, etc
• Gain an understanding of difference and sameness and the interplay between them
• Understand and experience social trauma and how we are all impacted
• Gain an appreciation for the impacts of the systemic nature of discrimination and privilege
• Develop and practice strategies at an individual level of more inclusiveness, and at a professional level an increased repertoire of risk-taking, relating and approaching challenges

• Welcome, Introductions and Objectives
• Context of valuing Diversity:
  • Defining the territory of social inequality
  • The different types of discrimination (direct, indirect, passive, unconscious, institutional)
  • Explore the importance of diversity for organisations and society
  • Diversity is not just what we ‘see’
  • The systemic nature of discrimination and privilege
• A new lens of social inequality:
  • What have we embodied?
  • Relational
  • Adaptive
• Declaring a different orientation:
  • Developing your future opportunities
  • Tackling your personal ‘autopilot’ reactions
  • Designing new personal and leadership practices
• Planning what to do next – how to apply the learning