Staff Engagement: Information gathering and analysis , action planning and change management delivery
Staff Experience: Reviewing the impact the work space has on the productivity (in the broadest sense) of the organisation and how this could be improved
Embedding Effective, Constructive, Diverse and Inclusive Work Practices
Team Growth and Performance
Training (see services and schools)
Facilitation (Events, training, specific meetings and challenging conversations)
Consultancy (advice, thought partner work and creative, “Noo” approaches and strategies)
Coaching (Leadership,performance, career and business)
Developing Resilience, Emotional Intelligence and Grit
Mentor Training and Development
Motivating, Coaching and Empowering Young People (1:1 and group, in education and the workplace)
Support with Employing and Empowering Young People to succeed
GDPR Compliance and Training
Conflict and Dispute Resolution and Mediation
Effective Teaching and Learning, Inclusion, Pupil Engagement and Assessment
Educational Consultancy: sustaining and driving forward school performance and improvement
Download and complete Noothinking’s guide to effective work and change management practices. We can support you with any aspects that you think you may need to re-look at, or target some initial foci.
Whether you work alone, are a school, organisation or business, starting up, on the point of growth or well established, embedding effective work and change management practices, can be made easier by commissioning external support; that’s us!
Noo Thinking can help you:
Create time for thinking and planning;
Reviewing work practices and structures to ensure that all staff are clear about their roles can highlight areas in need of review. Checking that everyone is trained to perform well in their roles, and ensuring that there is a training plan in place, can make a positive difference to performance and well being. Having someone external to do these reviews for you, can be beneficial in terms of time and objectivity.
Sometimes we just need some extra help to deliver discrete pieces of work or projects, to help us manage busier times and plug temporary skills or capacity gaps. Bringing in a consultant to help here, can be very effective.
Have a shared focus and direction;
Having a shared and clear vision, and set of values, helps steer individuals, schools, organisations and businesses forward. This vision, and your values, should drive all aspects of policy, performance and work practices. They will give a transparent and objective reference point for all stakeholders.
It is often far more productive to have an external facilator to support events that are targeted at establishing or reviewing your vision and values.
Ensuring that there is routine review and evaluation of performance and practices is essential to sustaining and increasing improvements. Using evaluative conclusions to plan directional focus , is another crucial step to sustaining and improving performance. Careful planning of change and growth in terms of vision and process will support a smoother transition. The greater the involvement of all stakeholders at all levels, the greater the sense of understanding, ownership and commitment of the whole organisation; and hence positive, institutional growth.
Bringing in an external facilatator to help with all aspects of the above described processes can be beneficial in a number of ways:
- Leaders can be part of the discussion, as they are not leading it
- Relationships can change positively, as there is a new dynamic
- There can be a reduction in any negative legacy of ideas that may cloud inspirational thinking
- Planned activities can help ensure all have a voice
- Time can be managed to ensure the event is productive
- Commissioning an external consultant can suggest extra importance and value are being given to the process
Integrate well-being and support for all;
When people are happy at work, they have less time off sick, they stay in their jobs for longer and they work more effectively when they are at work. Creating happy teams can need careful planning for schools, organisations and businesses; having clarity on roles and direction is a major part of this. Being treated fairly and consistently, in line with agreed policies and procedures, and seeing leaders and managers “Walking the Walk “ and not just “Talking the Talk” is another crucial part of the jigsaw for creating happy teams at work. Sometimes, we need to take some specific actions to build positive teams; this can show that value is being placed here.
Improving the performance, capability and professional work behaviour of individuals and small groups, can be addressed through mentoring , coaching and embedding a culture of openness and transparency.
Overt and specific acknowledgements to celebrate positive practice and outcomes in line with the vision and values of the organisation, and objective and clear key conversations to address practice and outcomes that are not in line with the vision and values of the organisation, need to be routinely embedded in to work practices. Positive cultures do not happen by chance, they planning to be established and constant attention to be maintained.
When things are really not working and disputes and complaints occur, then resolution or even mediation may be needed.
Many smaller schools, organisations and businesses may not have the skills to address some of the aspects outlined above, and it may be necessary to bring in an external person with the right skill set. Even where there are the skills at a work place, it can at times be beneficial to bring in an external person, to address a specific aspect of well-being, relationship building or relationship mending.
If you would like to discuss any aspects of effective working and change management practices, why not book a free, initial consultation to talk to us about your needs.