WE ANSWER A FUNDAMENTAL QUESTION. WHAT DOES THE WORLD NEED FROM YOU, AND WHAT HOLDS YOU BACK FROM DELIVERING THAT?
We support your organisation in discovering what the world needs from you.
We support your organisation in discovering how you need to think and act differently to bring the new story to life.
We support your organisation in dealing with the obstacles and tensions that arise during the transition process.
OUR APPROACH
Listen to all stakeholders about the specific questions, challenges, and opportunities to address. What are the questions behind the questions? What are current programmes a solution for? What are the symptoms? What do they point to in the system? Where did it all begin?
LISTEN
Design the approach that addresses the specific questions and creates a sustainable change. Making symptoms disappear is relatively easy, we’re interested in diagnosing and working on what is causing the symptoms to appear in the first place.
DESIGN
Bring the plan to life and ensure the business has the resources, training and capacity to take it forward.
REALISE
And we repeat. Listening, reiterating, and redesigning to ensure impact, sustainability, longevity, and success.
WHAT DOES THE WORLD NEED FROM YOU?
No single human achievement has not begun with a story, from putting a man on the moon to building the great pyramids. Stories, ‘what if…’ is our superpower. We work with your organisation and teams to bring the essence, (glorious) purpose, and energy to life so it becomes both the fuel and the guidance system for your future success. It’s about discovering what the world needs from you and what you are uniquely positioned to deliver.
Whether it is a new vision for sustainability, ESG, or a team purpose, we bring it to life through words, actions, and behaviours.
According to Gartner (and let’s face it, they know what they’re talking about), purpose-led brands have seen their valuation surge by 175% over 12 years. According to Gallup (ditto), 70% of business leaders see being Purpose-driven business as critical to their business success.
What we do, but not limited to:
Interviews with all key contributors, stakeholders, and owners of the new story. Or put another way, we listen, listen, listen.
An Introduction to Storytelling and Impact for key leaders and team leads.
Storytelling Workshops with key contributors using a variety of approaches rooted in systems thinking, learning principles, storytelling principles, and fun. The objective is to create, understand, and embed the new narrative.
Systemic workshops to make clear choices about what changes: gains & losses; and secondly to understand the impact of a new narrative on position, clients, and revenue
Integration, input, and collaboration with strategy.
Research from where it all began to what clients need and want and the questions they are asking of the business.
Working with the Storytelling Change Canvas.
Definitions and alignment around words we use and what we mean by them.
Output Includes
Your Purpose
Your Story: long, medium, short
Definitions
Alignment within the Leadership
Connection with, what Frederic Laloux called the Emerging Future.
A purpose rooted in the history, dynamics and vision of the business.
Clients:
“I have had the pleasure of working with Ben both at Nutreco and now at Recordati. Ben has helped us capture the essence of who we are and what we stand for, and want to achieve brilliantly. He works fast, is flexible and is very pleasant to work with. I would highly recommend him.”
Rob Koremans, CEO, Recordati
HOW DO YOU THINK & ACT DIFFERENTLY?
A new story demands something of the organisation, leadership, teams, and people. It is a script brought to life by the various actors in the drama of business. Embedded within any new narrative are the values, guiding principles, and behaviours necessary for profound and significant success. So, what core beliefs shape how you behave towards customers and each other? What are the true, unique values that make you stand out and attract new business and people? What is the magnetism that draws people in? And what needs to change if this story is to come to life and create business value?
Employees are 115% more engaged when their organisation has well-defined company values. Employees have 107% higher employee engagement when their company has detailed the specific behaviours necessary to live their company values.
Included but never limited to:
Listening - but I hope you expected that by now ;)
We work with tools like the Collective Leadership Assessment, BRIGHT, and The Leadership Circle to explore core beliefs, behaviours, and culture necessary for organisational success.
Interviews with key people, demographics, countries, regions, and business units. In short, lots of listening and talking.
Interviews with key leaders.
Systemic workshops.
Working with the Storytelling Change Canvas.
Output:
Key From & To Shifts
Values
Guiding Principles
Core Behaviours (and beliefs)
Clients:
“Ben is a consummate new-age leader. He can create exceptional experiences with an unmissable human touch that is becoming all too rare.
He has authentic empathy in all he does and is a joy to work with.
Simply one of the very best.”
Rene Carayol MBE, Global Leadership Advisor & CEO
HOW DO YOU MANAGE OBSTACLES & TENSIONS?
Change is hard, and rightly so. If it were easy, there would be virtually no stability in the world, and we would have all died of war or starvation. Why is it hard? Two reasons:
We have patterns and ways of doing things deeply embedded in our personal and organisational DNA that nothing short of a crisis will trigger a change.
Our primal need to belong will out-manoeuvre any change that inherently threatens our belonging to the tribe.
A core equation created by a chap called Galleway sits at the heart of what we do: Performance Potential - Interference, or p=P-I. Patterns of behaviour, core beliefs, dynamics, personal experience, personal trauma, and the rules of belonging can significantly interfere with your performance as an organisation and as a team. We specialise in finding interference in organisations.
Once we understand where our core beliefs, patterns, and behaviours come from, it is easier to look at them and consciously move on from them.
Included but never limited to:
Listening, listening, listening.
A Collective Leadership Assessment to assess the impact of leadership on culture and business.
One-on-one leadership development sessions.
A complete Leadership Circle Profile for top leaders people.
Working with the Storytelling Change Canvas.
Train the trainer for Systemic Principles, Structured Constellations, and Somatic work.
An intensive training course for key change catalysts on systemic work, leading constellations, and creating profound change.
Attending key leadership meetings to observe, challenge, and reflect.
Working with the theories of (among others) Otto Scharmer, Bert Hellinger, Bruce Lipton, Frederic Laloux, and Carl Jung.
Peer Coaching.
Output:
A better understanding of how core beliefs impact behaviour
A Conscious Shift from Reactive Leadership to Creative Leadership
A better understanding of how systems work
15-20+ people fully trained in systemic work and part of a continuous support network
A larger group of people 100+ trained in the basics of systemic work, including structured constellations and somatic work
The foundations, actions, and continuous support to create deep, lasting human change.
Clients:
“Ben and the team bring an alternative way of thinking to any organisation and are unafraid of challenging the status quo.
Their immersive approach, high levels of energy, and passion for their craft are infectious, creating thought-provoking solutions and ideas.”
Miranda Stokkingreef, CEO ABN Amro Bank