Tools and methods
We work in a pragmatic manner, co-creating with our Clients to develop the leadership development intervention that will create lasting change.
We continue to develop our own models to support our coaching and training work, and we also strive to be certified and qualified in the most relevant and up-to-date tools and instruments available.
Derived from over 50 years' of academic research into cross-cultural working, our unique TOUCH© Cross-cultural Model supports teams and individuals learn about how to work effectively in a cross-cultural environment.
The TOUCH© Model was developed by IBC in 2009 and has been widely used with clients since, achieving a high level of acceptance. It is usually delivered in an interactive style with the aim of increasing both self-awareness of one's own culture as well as that of others.
The TOUCH© Model can be used in training and coaching and is very effective at increasing self-awareness of one's own cultural values as well as those of others.
Organisational Culture Model
The MOSAIC© Model was developed to enable teams and leaders to shape the strategic direction of their organisational culture.
The MOSAIC© Model is based on recent academic research and aims to develop leaders' awareness of the importance of working on organisational culture change when implementing a new strategy.
The Model is encourages teams and leaders to identify the existing organisational culture and, when linked to the strategic challenges of an organisation, highlight potential gaps and subsequent actions that need to be taken to ensure that culture change is a success.
The Model was developed by IBC and was first published in 2005.
The Diligent Mind
The Diligent Mind is a tool to support the implementation of actions agreed and committed to in training and coaching.
From our experience, participants and coachees often finish programmes with a list of "Action Points" or "Next Steps" which are then promptly forgotten about within two weeks back at work (or even two days).
The Diligent Mind aims to support sustainable, self-driven learning through encouraging an on-going commitment to personal development and change.
The Diligent Mind was first presented by Andrew at TEDx Great Wall, Jinshanling, China in 2012. It is currently being further developed as a learning App with our Chinese colleagues.
Other Tools we use
We are certified in a number of well-known tools and methods. Below is a summary of the tools our team members are certified in, with examples as to how we use them in training and coaching.
Systemic Team Coaching
Based on a Diploma qualification certified by the International Coach Federation, we use a Systemic team coaching process to diagnose and enable teams to function effectively together.
The TKI helps teams and leaders assess their approaches to conflict and work out how to find an effective approach to resolution.
Myers-Briggs Step II
The MBTI Step II can be used for both individual and team development. With teams, it helps identify the nuance approaches that different team members might take to an issue - such as conflict or communication - and raise awareness within the team of different approaches.
Science of Happiness at Work
This is an effective tool for highlighting and deepening the level of engagement in an organisational unit or team. The methodology includes a profile instrument which then can be worked into a team workshop to investigate what further can be done to strengthen overall team performance. One of our key team members has the licence for this product in Germany.
Similar to the MBTI, it is based on the work of Carl Jung and is very effective when used in a team environment and helps teams recognise the different personality types and how they impact one another. This can be used for team coaching, individual coaching and is particularly effective when a team is facing change.
Myers-Briggs Step I and Step II
The Myers-Briggs Type Inventory (MBTI) is the classic personality profile instrument. Based on the work of Carl Jung, Step I helps the individual identify their working preferences and the kind of impact they might be having on the team. Step II delves into greater detail and is particularly powerful in looking at team contexts such as potentially conflicting preferences and how these can best be surfaced.
Herrmann Brain Dominance Instrument
The Herrmann Brain Dominance Instrument is a professional, memorable and instructive approach to identifying working preferences. We have worked with the tool for many years both in individual and team coaching situations, as well as part of leadership programmes.