Where does the future lie?

With tighter financial controls and increasing scrutiny of transparency and efficiency, public sector organisations face new challenges: How to deliver public value without losing quality; how to impose regulation without stiffling entrepreneurship and innovation; how to work with private sector providers in integrated partnerships; how to develop and retain high-performing individual employees.

The resources to meet these challenges can be found from within the organisation itself.

The new alchemy is to unlock the organisation's own social and intellectual capital.
The Big Conversation creates a template for the organisation to learn from itself.

"Many corporations and large public bodies have difficulty in drawing on the suggestions and criticisms of their staff due to their hierarchical structures. One solution is to open up the field with intellectually active employees who can engage in free discussion with internationally experienced professionals."
Meredith Belbin

The Big Conversational themes covered:

Global trends (The impact of evolution on contemporary human culture)
-Current power balances across the world
-Peak Oil and the influence of diminishing resources
-Regional leadership styles and their impact on global politics
-Current UK leadership style and its relative success
-Changes in the language and learning styles of the world today

Organisational trends (Sustainability, collaboration and models of power)
-A shift in the tectonic plates of organisational understanding
-Dynamic systems and beyond job descriptions
-How Social Capital is created

Team and group trends (Leadership and efficiency)
-Creating successful teams from disparate people
-How has team role theory developed and its continued relevance today
-The social ecology of teams
-Building successful teams

Individual trends (Personal fulfilment, coaching and change)
-Personality and its relationship to values, convictions and beliefs
-Factors shaping the development of personality
-Factors which help individuals develop and flourish

The 4 Steps of the Big Conversation Process:

Step 1.
Key thought-leaders from your organisation are identified and sponsored to take part in these conversations.

Step 2.
An open, chaired conversation between Meredith and Simon, takes place over a half day or day, which catalyses the other conversations in the room around the four Big Trends.

Step 3.
A DVD can be produced of the conversation which can then used by the participants to ignite similar conversations throughout the organisation.

Step 4.
The process can be repeated as required to review, reinforce and develop the conversations across the firm.

Contact us for more information about facilitating a Big Conversation in your organisation