STRONG ORGANISATIONS
Supporting organisations to achieve satistfying and effective outcomes, for people and the business.
Find out how we define "strong organisations"
In our work, we target two key aspects of organisational functioning:
1) The organisations capability to engage with the community and external stakeholders, and...
2) The organisations capability to effectively engage employees and internal stakeholders
Our rationale is based on research that supports the proposition that organisations that are capable of effective internal engagement of their employees, are more capable of effectively engaging with stakeholders outside their organisation including customers, shareholders and the community.
Building capability for effective community engagement
Twyford Consulting has developed a proprietary Capacity Building Cycle Model to support organisational development leading to more effective community engagement.
We recognise the systemic nature of change facing any group wanting to improve its engagement processes, and we utilise a principle of start anywhere, go everywhere in our developmental approach. This acknowledges the often significant work underway within any organisation in good engagement practices, and builds this into a coherent and holistic approach, supported by appropriate interventions.
The Capacity Building Cycle offers a quick diagnoistic to guide development activity related to building capability for effective community engagement.
Building capability for effective employee engagement
Employee Engagement Diagnostic
The Twyfords Employee Engagement Review (TEER) is an online diagnostic that can play an integral role in focussing cultural development efforts. The TEER is one of a suite of diagnostic tools that we can apply to support organisations to create both the environment and opportunity for employee engagement.
Cultural development
Including cultural diagnosis and the planning and implementation of suitable development initiatives
Strategic planning and development of business performance processes
Building awareness and capability of middle managers and front line supervisors to meet the challenges of leadership
Working with teams and workgroups to improve their capability to generate desired collective outcomes
Coaching individuals to build personal and interpersonal skill and professional competence
In all our work we apply the principles and practices of Action Learning to support the application of learning back into the workplace. We believe this is critical to ensuring that the individual truly consolidates their learning, and the organisation achieved a return on the development investment.