Executive Coaching

Coaching starts with establishing with the individual, supervisor or manager and their head of department what the objective of the exercise will be. Is it to fill in gaps? Is it to propel top performers to do even better? Once agreed on goals and targets executive coaching is best described as an ongoing relationship focused on the client taking action toward the realisation of their goals. It uses a process of inquiry and personal discovery to build the client’s self-awareness, encourages responsibility and provides the client with structure, support and feedback necessary to move forward.

Benefits:

• Enhances worker productivity and performance
• Increases retention of employees
• Boosts motivation and commitment to corporate values and vision
• Enables employees to respond quickly and more favourably to change.

Team Building

Jones and Pfeiffer (1985) developed a theory of Experiential Learning Cycle that guides PMSL design and delivery of workshops. The Five Phases of the Experiential Learning Cycle included in the design of this programme are :

1. Experiencing is the activity phase of experiential learning. It involves learners in a common activity that can be extrapolated to the real world.
2. Publishing occurs when learners share what they have experienced and observed in the learning activities, or the experiencing phase.
3. Processing is group discussion of the dynamics of the learning activity.
4. Debriefing involves moving the group discussion from the immediate context to the real world.
5. Applying includes discussing the next steps and committing to putting the learning to work through action planning.

Teamwork

Team dynamics are a constantly evolving process. Good teamwork contributes to the overall success of any organisation. However, few organisations take the time to fully articulate what they want from their team or from developing an effective intact team that is formed to accomplish organisational goals. Like all effective relationships, teams focusing on renewal need to take the time to understand the ground rules, set boundaries, communicate, clearly articulate expectations and goals. It is easy to get caught up in the process of constantly doing instead of taking the time to develop a cohesive team. When your organisation has been so busy "doing" over the past ten years now may be an ideal time in the re-forming cycle. People in every workplace talk about building the team, working as a team and "my team", but few understand how to create the experience of teamwork or how to develop an effective team. Even some of the most experienced people in the most venerable organisations often assume that their team will automatically work. Particularly in times of economic change, of organisational restructuring or merger or downsizing, re-establishment of team dynamics is essential.

Industrial Relations

PMSL provides services in as many different aspects of Industrial Relations as the environment can throw at us. Companies without in-house expertise in IR can contract these services to carry out functions they would otherwise have to recruit full-time staff to do and companies with in-house expertise use these services to work along with, and support the expertise they already have. Industrial Relations is a discipline, very unlike law in many respects, although it includes knowledge of labour legislation, it extends far beyond the practice of law and is an essential support for legal practitioners dealing with issues in the Industrial Court.
We can assist in:

Learning Solutions

PMSL’s Learning Solutions are designed to support your Performance Management System. Essentially, all learning is part of the Performance Management function. Our objective is to work with you to design learning interventions that are specific to your needs and which facilitate and influence improvements in performance. Our focus is behaviour and attitudes which impact on individual, job and organisational performance. We can also help you to identify technical competency gaps that require attention.