SECRETS
.COM.AU
NINE
DIMENSIONS
Therese
Cook
Lisa
Fomin
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reserved.
CREATIVE CONSULTING
The
Initial Meeting
For Creative Consulting to achieve any value, the participant must feel committed to see it through to its conclusion. The purpose of this meeting with the candidate, therefore, is for us to explain the objectives and benefits of the program, to outline its structure and to obtain the agreement of the candidate to proceed. The client is explained about the change force field analysis and is given an opportunity to think about the advantages and disadvantages of his or her decision.
The Assessment Phase
It is necessary for the consultant both to gain a full understanding of the current situation of the participant (client), and also to obtain a clear vision of what it is the client expects to see by way of a result from the Creative Consulting sessions. To gather information about background, aspirations and characteristics of the participant various questionnaires will be used. This audit of personal information follows the stages of development and influence that has contributed to the 'persona' of the individual. The information we will typically collect from the client is covered by our 'Integrity and Values' profiling system and 'NINE DIMENSIONS' questionnaires.
The Planning Phase
The client is given a full review of the complete assessment and is provided with a range of options to proceed with. The client and the consultant then discuss the areas upon which to concentrate during the main body of the program. During this process, particular attention is paid to the initial meeting, to ensure that the next phase of the program is fully relevant to the objectives laid out at that time. Setting personal objectives completes the buy-in process, and an action plan will be created which will constitute the body of the program content for the series of one to two-hour meetings that will ensue.
The Developmental Phase
Each subsequent meeting will be focused on developing the skills identified by the manager personally. The action plan that has been developed is unique to the participant and can include any area of concern that is deemed to be having an impact on the satisfaction of the participant. The consultant assumes the role of "coach" to the participant and to assist this process a series of exercises have been developed using the Stanislavski’s Acting System as a guide. These have been designed to be interactive between the client and the consultant, tailored to suit client’s own personal profile and/or working environment. Clients are encouraged to use this time to consider alternative management approaches and styles that would be more successful or less stressful. As the program concludes, the meetings will typically become more spaced and reduced in time to provide, if required, a longer period of support for the integration of newly acquired skills into the behavioural style. During this phase of the program, the consultant's role naturally progresses from one of coaching to one of mentoring. It is also probable that other professionals may be involved in the process of Creative Consulting if it responds to the client’s needs (eg. personal stylist may be invited to work on client’s self-presentation or medical practitioners may be recommended if medical condition is a concern).
The Follow-Up
When the formal program content is complete, we follow up by suggesting a meeting with the client at the end of three months and again at the end of six months in order to ascertain how the individual is progressing. It is common that, by virtue of the close bond that is established between participant and consultant during the course of a program, a friendship is established whereby the participant may feel inclined to keep in contact on an ad hoc basis simply to discuss his or her ideas on an informal basis. The consultants are always happy to provide our former clients with this assistance at no additional cost, and will indeed encourage them to contact us at any time should they feel we can be of help.
For Creative Consulting to achieve any value, the participant must feel committed to see it through to its conclusion. The purpose of this meeting with the candidate, therefore, is for us to explain the objectives and benefits of the program, to outline its structure and to obtain the agreement of the candidate to proceed. The client is explained about the change force field analysis and is given an opportunity to think about the advantages and disadvantages of his or her decision.
The Assessment Phase
It is necessary for the consultant both to gain a full understanding of the current situation of the participant (client), and also to obtain a clear vision of what it is the client expects to see by way of a result from the Creative Consulting sessions. To gather information about background, aspirations and characteristics of the participant various questionnaires will be used. This audit of personal information follows the stages of development and influence that has contributed to the 'persona' of the individual. The information we will typically collect from the client is covered by our 'Integrity and Values' profiling system and 'NINE DIMENSIONS' questionnaires.
The Planning Phase
The client is given a full review of the complete assessment and is provided with a range of options to proceed with. The client and the consultant then discuss the areas upon which to concentrate during the main body of the program. During this process, particular attention is paid to the initial meeting, to ensure that the next phase of the program is fully relevant to the objectives laid out at that time. Setting personal objectives completes the buy-in process, and an action plan will be created which will constitute the body of the program content for the series of one to two-hour meetings that will ensue.
The Developmental Phase
Each subsequent meeting will be focused on developing the skills identified by the manager personally. The action plan that has been developed is unique to the participant and can include any area of concern that is deemed to be having an impact on the satisfaction of the participant. The consultant assumes the role of "coach" to the participant and to assist this process a series of exercises have been developed using the Stanislavski’s Acting System as a guide. These have been designed to be interactive between the client and the consultant, tailored to suit client’s own personal profile and/or working environment. Clients are encouraged to use this time to consider alternative management approaches and styles that would be more successful or less stressful. As the program concludes, the meetings will typically become more spaced and reduced in time to provide, if required, a longer period of support for the integration of newly acquired skills into the behavioural style. During this phase of the program, the consultant's role naturally progresses from one of coaching to one of mentoring. It is also probable that other professionals may be involved in the process of Creative Consulting if it responds to the client’s needs (eg. personal stylist may be invited to work on client’s self-presentation or medical practitioners may be recommended if medical condition is a concern).
The Follow-Up
When the formal program content is complete, we follow up by suggesting a meeting with the client at the end of three months and again at the end of six months in order to ascertain how the individual is progressing. It is common that, by virtue of the close bond that is established between participant and consultant during the course of a program, a friendship is established whereby the participant may feel inclined to keep in contact on an ad hoc basis simply to discuss his or her ideas on an informal basis. The consultants are always happy to provide our former clients with this assistance at no additional cost, and will indeed encourage them to contact us at any time should they feel we can be of help.
The
Creative Consulting program is designed to be a one-on-one, executive coaching
process that is structured and delivered over a period of several weeks or
months in order to accommodate the schedule of the participant. It is designed
to provide the client with personal information specifically in the context of
the current or future occupational setting. This includes personality traits,
behaviors, attitudes, preferences, values and skills. From this comprehensive
base of personal information, and driven off a series of objectives and criteria
for success defined by the client, a participant and the consultant together
build an action plan which is designed not only to help him or her to explore
and develop ways in which strengths and skills can be enhanced, but also, and
perhaps more crucially, to understand and to take on board certain weaknesses or
limitations which may be preventing that person from fulfilling his or her
career ambitions and personal aspirations. Absolute confidentiality between the
participant and the consultant is non-questionable at any time during or after
the program.
| · | Initial Meeting |
| · | Assessment Phase ('Nine Dimensions' and 'Integrity and Values' profiling system) |
| · | Planning Phase |
| · | Development Phase (Stanislavski's System) |
| · | Follow-up |
THE OUTLINE OF THE PROGRAM
NO