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Supporting Business Strategies
We will work with you to devise learning and development programmes to support your organisation as you:
- Undergo organisational change, including cultural change
- Introduce the Modernising Government Agenda, including Professional Skills for Government (PSG)
- Re-engineer your business processes
- Introduce or improve Quality Management
- Carry out efficiency reviews
- Improve poorly performing services
We are accredited to administer and interpret the following diagnostic instruments:
- Myers-Briggs Type Indicator Step I
- Myers-Briggs Type Indicator Step 2
- FIRO-B ( Schutz )
- Personal Style Inventory ( Hogan & Champagne )
- Strength Deployment Inventory ( Porter )
- Personal Leadership Profile ( Adair & Bailey)
- Personal Leadership Profile II ( Adair )
- Self-Perception Inventory ( Belbin )
- Team Management System ( Margerison & McCann )
- Conflict Mode Instrument ( Thomas & Kilmann )
- Learning Styles ( Honey & Mumford)
- Profiles of Organisational Influence Strategies ( Kipnis & Schmidt )
360 degree feedback is a widely-used and well-respected way of helping a person identify their current strengths and areas for development. Research has shown that individuals are not very good at giving themselves objective feedback, for a variety of reasons. 360 degree feedback gives a person the chance to compare their own perceptions of themselves with what other people say about them.
In indigo we devise 360 degree feedback systems for organisations to use either as part of a development programme, or in conjunction with the appraisal process. A common approach is to design a questionnaire using the behavioural statements from the organisation’s competence framework. People are asked to say how strongly they agree or disagree with those statements when thinking about their colleague. There is usually an opportunity for some specific and general comments. Individuals are also asked to give self-feedback by completing the questionnaire.
We then anonymise and collate the returned questionnaires and prepare a report for the individual. The report might then be given to the individual as part of a development programme. They can then use the feedback, if they choose, to help make some decisions about what to focus on for the rest of the course, and how and what to how to develop following the course. Sometimes, a 360 feedback report would be discussed by an individual and their line manager as part of an annual appraisal.
Indigo will offer you advice about the best approach for your organisation, and design the system appropriately, to help you achieve your organisational developmental objectives.
Gone are the days when a person could expect a “job for life” with someone in the Personnel Department keeping an eye on their career. The concept of the “psychological contract” means that each individual has to be responsible for their own career progression and development – and it’s easy to feel a bit “stuck”.
Whether you want to reflect on your current position, clarify your objectives about where you want to be, or bounce ideas about how to get there, a session of career counselling can be an invaluable investment.
indigo
- runs one-to-one sessions for individuals
- facilitates workshops for teams going through role change
- works with HR departments to design organisational career counselling programmes
In indigo we all recognise the value of coaching because we have all benefited from the skill and generosity of various coaches over the years, in our professional and personal lives. At its best coaching motivates, challenges and stimulates a person to develop, improve and deliver excellent results, in whatever field is in question.
We now offer coaching in our turn.
We have clients who have approached us individually, and organisational clients who engage us so that they can offer a coaching service to their people.
Even highly effective teams can benefit from a day away from the office – to focus on what’s important for them and think about “what next?”
And if a team is going through a difficult period of change, or struggling with conflict, time out can be crucial to the team successfully coming through to optimum performance.
We believe it is essential that a team building event is more than just a fun day out, a “jolly”.
When you choose an indigo team building event we will
- Help you identify and clarify your goals for the event
- Choose and adapt a theme
- Suggest and design meaningful activities
- Facilitate the event so that participants learn from the activities, and most importantly, take away commitment to the actions which will lead to achievement of the objectives
We have run events using:
- Cooking
- Theatre
- Latin dance
- Treasure hunts
We often recommend using psychometric or diagnostic questionnaires and suggest ways that the findings can be used to drive change and support respect for difference.