Our work spans facilitation, consultancy and executive coaching. Examples and types of approach are listed below.
Workforce Strategies facilitators have designed and facilitated: Planning workshops, team building workshops, information sessions, community consultation forums, change management seminars and tailored training courses.
Workforce Strategies work with clients through the facilitation process (design, delivery and evaluation) to ensure that both individual and organisational needs are met. Workforce Strategies designs productive and dynamic group processes which focus on achieving results: injecting passion and enthusiasm into their workshops.
Types of facilitation include:
- Team development – Workforce Strategies offers a range of team development options designed to produce highly effective outcomes by developing and inspiring teamwork and motivation. We work with both newly formed and existing teams. Workforce Strategies can introduce a range of tools to assist a team understand differing working styles and preferences and develop strategies on how to utilise the strengths of all team members.
- Team and organisational strategic planning – Workforce Strategies develops structured planning workshops to ensure that work area plans align strategically with broader organisation plans, priorities and goals. We engineer planning workshops to engage participants whilst challenging them to explore their assumptions moving toward workable solutions and plans.
- Community and stakeholder consultation – Workforce Strategies can design and deliver a program to ensure effective consultation. Workforce Strategies understands that community and stakeholder consultation is a critical component of public sector engagement. We ensure the right type of consultation process is put in place to meet the needs of the organisation.
- Meeting facilitation – Workforce Strategies can design and run a critical meeting process that encourages people to work effectively together on the items of the agenda. We have found that meetings often involving complex issues work better if they are facilitated independently where the facilitator does not have a stake in the outcome of the discussions. We will direct and focus the discussion so that the agenda is accomplished.
- Information seminars – Workforce Strategies can deliver and communicate information to staff within your organisation or consumers or stakeholders. We have found delivering information and key messages to management, staff, clients and stakeholders is often best done by an independent facilitator. Workforce Strategies can design and deliver information seminars to meet the needs of the organisation.
Our consultancy work takes many forms and is build on a solid understanding of both business and corporate needs in a contemporary public sector environment. We possess a breadth and depth of understanding of public sector culture, governance and accountability and apply this knowledge to deliver practical and implementable workplace solutions. Some brief examples include:
- Review of organisational reporting (Department of Families, Housing, Community Services and Indigenous affairs): reviewed all departmental reporting including corporate, business and Ministerial, providing recommendations for streamlining, coordination and removing duplication.
- Agency workforce plan (AusAID): undertook workforce planning for two agency divisions (Asia and Corporate) for integration into the broader agency plan, addressing specific capability needs and gaps both in Australia and at AusAID posts in Asia.
- Structural and capability review (CARE Australia): reviewed capability, structure, practice and procedures of the International Programs Department providing recommendations to support organisational renewal.
- Capability review (AusAID): reviewed the profile and capability of the Australian Civilian Corp standing capacity, identifying capability gaps and recommending changes to attraction, recruitment and capability targeting.
Coaching can be described as one-on-one leadership development. Workforce Strategies executive coaches facilitate client-focused sessions. We listen, question, encourage, support and challenge our clients. We provide a structure where goals are set and actions are developed for maximum benefit.
Coaching works because clients are supported to set realistic work place goals and develop achievable strategies and actions to reach those goals.
Coaching can be done either face-to-face or over the telephone.
Types of executive coaching include:
- Leadership and management development – Working with leaders and managers to enhance their performance in leading organisational change. Executive coaching develops interpersonal and leadership skills aimed at producing results aligned with organisational vision and goals. This can include leading sustained organisational change, situational leadership, building highly performing teams, managing upwards, relationship and stakeholder management strategies, effective delegation, dealing with under-performing staff, managing stress, building resilience and work-life balance.
- Posted officer coaching – Working with Australian Government staff posted overseas to enhance their performance. This coaching includes navigating the transition to work and life in a new environment, working in a cross-cultural context, managing underperforming staff, dealing with challenges of managing overseas engaged employees, communicating with influence in a cross-cultural environment, working more effectively with Australian based officers, working effectively with counterparts and stakeholders, coping in high pressure (and often isolated) environments, career planning, transitioning and preparing to return from post.
- Coaching for high performance – Working with individuals to enhance their work performance. These individuals may be new to an executive position and need coaching to maximise their potential. Even when individuals are already performing well, coaching can strengthen their effectiveness and productivity at work.
- Issue specific coaching – Working with individuals who may have a specific area which needs focus and development. This can often arise from performance feedback. Coaching is a useful mechanism in supporting under performing staff to achieve performance improvement goals. Coaching can include improving communication and interpersonal skills, working in a team environment, effective delegation and time management.
- Career development and transition coaching – Working with individuals to establish their career goals and develop practical strategies to reach those goals. Transitional coaching explores tools and support strategies targeting staff in transition, new to role, new to posting, recently promoted or returning to work from maternity leave for example. Coaching can also include effective positioning and networking strategies, application writing and resume development, interview skills development and interview practice and preparation.
- Combined or team coaching – Working with an existing team or a group of managers to focus on specific areas for development. Areas include: strategic and business planning program and project management, enhancing team performance, developing plans and strategies for a new program or policy, establishing a cohesive high performing new management team, enhancing customer service, establishing strategies to better engage stakeholders.