Legacy and Added Value
Our Organisation Transformation Programmes are designed to give, and structure, the time, space and experiences required for participants to discover; how their way of being has developed thus far, how to achieve a level of personal agency that can, right now, take them well beyond their own expectations, and how to create the future of their choice.
The work that participants engage in, both as part of the programme and in the workplace as a result of it, leaves a legacy of added value.
When an organisation facilitates its leaders and team members at this level the benefits are magnified. Individuals know that they are valued. Their commitment, efficiency and efficacy improve. Team relationships are enhanced. Conversation, communication and co-operation are inspired by non-judgemental openness and mutual respect. Hours previously lost to sickness or dispute resolution can be minimised. The organisation becomes a happy, compassionate workplace where mental health and emotional wellbeing are respected and all of this can save money.
Every programme is designed, created and facilitated in the specific context of the experiences and needs of the organisation. This begins with a conversation between ourselves and the most appropriate person in the organisation. Let's explore the situation together.
Challenges and change
Challenges and change
When an organisation is struggling to deal with challenges or manage change, InterBe helps expand the narratives, facilitate the sharing of new perspectives and open up new possibilities. This doesn't just change the situation, it transforms it.
We're doing fine, but...
Sometimes change doesn't feel necessary and yet... This is the 'we're doing fine but...' scenario. CEO's, managing directors or team leaders will say, 'We're doing fine but we need to; do it more quickly, be even more efficient, find new clients' etc.
Audits. reviews and conflcits
Maybe an audit has shown up something unexpected, an annual review has been disappointing, or an internal conflict is getting in the way of excellence.
As soon as an anomaly in the organisation shows up InterBe can step in. This is where whistle blowers are your best allies. Whether or not their story matches that of their colleagues, line managers or CEO, the fact that they have spoken identifies that their is a glitch in the system. The sooner it is addressed, the quicker it can be transformed. By transforming it rather than just 'sorting' it you are inviting new possibilies for outstanding performance and results.
Stories that dominate
We, and our organisations, are entirely made up of stories. We are the way we are because of what (we believe) has happened to us, around us and for us. Families share stories. Teams and organisations share stories. Sometimes whole communities share stories about themselves or other communities. We refer to the stories that become most widely accepted as the dominant discourse.
A dominant discourse can be identified, explored, and challenged. Changes occur, the changes ripple through the organisation, new possibilities arise and are themselves explored and acted upon. This is transformation in action.
We are our thoughts and values
Narrative Transformation is founded on the premise that the reality we perceive is entirely created by the stories (narratives) we unwittingly carry around as a constant backdrop to all our thoughts, feelings and responses.
Working with InterBe means being prepared to explore, challenge, and change the dominant discourse. The outcome is an organisation free from a discourse created in the past: free to regenerate. Free to create a new story for itself.
For organisations we offer
- Executive Coaching
- Encounters - Taking Bullying and Harrassment out of the Workplace
- Encouters II - No Place for Racism
- Recovery, Recuperation, Regeneration
- Bespoke Interventions to Address your Organisation's Immediate Needs