This methodology is something of a hybrid of approaches from a wide range of practitioners and researchers in psychology, organisational behaviour, organisational development and change management, communication and influencing, neurology and linguistics.
We have made it our business to be at the cutting edge of modern change and peak performance psychology.
We are able to deliver the results we get regardless of culture, level of seniority, function or sector because we have been able to translate the work of the most accomplished giants from the scientific and academic world into models, tools and techniques that people can easily understand and use to get better results in their work and life.
And, more importantly, we have developed programs that generate outstanding levels of buy-in and commitment. Participants will actively want to use the models, tools and techniques. The motivation for change comes from inside them.
To summarise our methodology for change, we would describe it as a learning experience that is not directive or prescriptive, but rather takes the participants on an exciting journey of discovery. One of the key outcomes of this journey is that each individual comes to their own, internally generated conclusions about what and how they want to change.
Some of the people whose work we have used as theoretical underpinnings for our own change methodology are:
- Charles Handy. Professor Handy has been a leading OD specialist for more than 40 years now. His work on Sigmoid Curves and their application to how, when and why people and organisations change is something that I base my “Change” sessions on.
- Dr Peter Senge and Professor Chris Argyris. These gentlemen were the key figures in the Organisational Learning movement that began at the Massachusetts Institute of Technology in the 1980s. They emphasised the systemic nature of change and the importance of dealing with different people’s “mental models” (perception) when seeking to deliver sustained change and continuous learning. This has played a key part in my model of changing behaviour through changing beliefs.
- Professor Robert Rosenthal. The seminal work that he carried out into how our beliefs and expectations drive our attitudes and behaviours has also played a significant part in my own change model.
- Professor Susan Greenfied. One of the world’s leading Neurologists, her work on the human brain has had a major influence on my own models of unconscious behaviour and how to help people become more aware of it.
- Professor John Bargh. His ground-breaking research at Yale University into Priming and unconscious influencing has helped me to develop a model that anyone can use to build over time the positive impact of their own personal brand.
- Stephen Covey. His extensive research into moving from dependence to independence and finally to inter-dependence has been an important inspiration for my communication model. He brought a masterly insight into how to build win-win relationships and I regularly refer back to his seminal work, the 7 habits.
- Professor Robert Winston. His work on the human mind and how it works has helped me to develop my own models for building rapport and positively influencing others.
- Professor Daniel Kahneman. The genius psychologist and 2002 Nobel Prize winner has produced some of the most informed yet counter-intuitive research on how we actually make decisions as opposed to how we think we make decisions. This has implications for all of the decisions we make and his research has informed the influencing models that I have developed.
- Professor Martin Seligman. The famous Harvard psychologist known as the father of positive psychology has been an important influence on the work I do to help people develop a wide range of more positive habits.
- Professor Robert Cialdini. This genius has produced the most widely cited research into influence and persuasion in the business. The 6 Cialdini influence patterns form the backbone of all my change programmes and have been crucial to developing my model of influence and persuasion.
- Dr Steve Peters. He has been the driving force behind the 16 Gold Medals at the last 2 Olympics as well as the British success in the Tour de France. His most famous work is the Chimp Management model which can be applied to delivering peak performance in sport and business. I have worked with him, his cyclists and the coaching team and have had the opportunity to learn from one of the most significant names in psychiatry anywhere in the world.
- Dr Richard Bandler. He is the co-founder of Neuro-linguistic programming (NLP). I have received my training in NLP from him and have had the opportunity to work with him as an assistant on several of his international training seminars. Many of the principles of NLP have helped me to develop my models of change and influencing.
- Peter Drucker. One of the great contributors to the art and science of leadership, management and organisational behaviour. He has had a huge impact on my thinking in these areas.
- Russell Ackoff. A relatively obscure giant, he was way ahead oh his time and in many respects, our time. His work on systems and his ideas about error measurement can be applied to almost anything.
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