Welcome to SEW
Creating Safer Organisations - Linking Safeguarding, Leadership and Cultural change
Whole system change. System leadership. Managing transitions.
Coaching
Individual and Executive Coaching- offered remotely
Leadership Development - Team Development and Individuals , specialising in using MBTI and a licence holder of the Five Behaviours of a Cohesive Team
Performance Development and Career Coaching - managing transitions at key points in our lives
Get started to get the life you want. Take the first step and contact me for a complimentary discovery session.
S|E|W ..engage ..encourage ..empower
01. engage
Most importantly, we believe that people are important and to be valued; as such all of our work involves working with people to release their true potential and enhance the organisations learning. We believe in striving for real engagement, involving participation and collaboration. True engagement allows people to make choices and is the key to ensuring that any approach becomes part of the ‘way we do things here’ . Engagement is one of the first steps in any process of change or in fact in any piece of work. An understanding of engagement in an organisational culture is reflected across all areas - in the people we promote and recruit; in what gets rewarded for example. Engagement is at the centre of an improving organisation - not only with clients, customers , service users but equally with all staff. People need to understand and be accountable for their own areas of responsibility and be able to make relevant decisions.
02. encourage
The ability to support and encourage should be an intuitive part of every leaders character. It is about the ability to nurture talent; develop reward systems , development and training programmes, good appraisal systems. It is not simply about uttering the word s 'well done'! It is both practical and functional and a necessity if organisations are to flourish.
Empower - Click Here
03. empower
Empowerment is an oft misquoted term. In effect, it literally means ‘to wrestle power back’ requiring effort and focus as well as relinquishment of control and power. It is about enabling people through information exchange, skills sharing and listening. True empowerment is about both give and take and can at times seems destabilising - the oft quoted ‘messy middle’ of organisational development work. This is also a time when many organisations may feel that it requires time that they just haven’t got! It can and will seem that leaders have lost control - but this is the very power of an empowerment approach - in that it is about a redefining of roles and responsibilities and a new clarity of purpose. It is about bringing together both hearts and minds - not leaving our minds and therefore our thinking behind!...
Change is a process preparing people to engage and make transitions.
Improvement takes place step by step and the 3 facets of Engage, Encourage and Empower are intertwined - like the interlocking of a Russian Wedding Ring.
