Consultancy Services at Pearlman-Shaw Consultancy
NEW IN CONSULTANCY SERVICES: FACILITATION TRAINING
Do you and your team run team meetings, training events and strategy sessions? We will help you to think about how to offer the best facilitative experience. This workshop considers the four essential steps in successful facilitation:
Contact Kate to set this up for your team.
Kate has been offering Psychological Consultancy for many years. Skilled in ‘Process Consultation’ a method that helps you to think about and solve your own issues, Kate will engage you in conversation judging carefully when to offer you her psychological expertise. This is particularly well suited to business transformation, culture change, performance management, people strategy and especially leadership development. Kate teaches this method of psychological consultancy to Post Graduate students at Nottingham University and formally at Leeds University and for the British Psychological Society.
This relational method of consultancy is different from ‘Expert’ consulting as it is highly psychological, focusing on the dynamics of making change happen. Ultimately, this means solutions are fully grounded in your organisation’s and leaders’ needs.
She has applied this over the years to a variety of organisational issues, most recently:
Consultancy Testimonial
HR Head, Scientific Body: “Kate’s outstanding insights into human behaviour at work are an exceptional asset to any business. I look forward to every opportunity to work with Kate and cannot recommend her consultancy service highly enough”.
From an OD leader after a series of one off coaching sessions to support the communication of a major transformation programme, Science Sector: “the feedback from leaders has been very positive. Many commented on how much more confident they felt communicating with their teams after the sessions. It was particularly rewarding to see them apply some of the suggestions they identified with you during the coaching. This translated into smoother conversations and greater clarity in their interactions with their teams. From my perspective, the investment was certainly worthwhile”.
And from one of those leaders who took part, Science Sector: “I am so grateful for the discussions we had. Me and xx had a catch up this morning prior, to compare our thoughts after we’d spoken, and I think the way we tried to run the meeting was 100% shaped by our chats with you. Your suggestion that people are often more engaged with a constructive problem, rather than a blanket solicitation of “How do you feel” was completely on the money. We started off with a bit of it, to make sure people who felt that strong impulse to share immediately could, and then we managed to steer the conversations towards “What do you like”, to “What are your concerns” into about 20 mins of “What would you like to see?”. Everything felt productive, rather than combative or like an airing of frustrations, I don’t think we could have asked for more!”
NEW IN CONSULTANCY SERVICES: FACILITATION TRAINING
Do you and your team run team meetings, training events and strategy sessions? We will help you to think about how to offer the best facilitative experience. This workshop considers the four essential steps in successful facilitation:
- The set up
- Using the time
- Managing the People
- Managing yourself
Contact Kate to set this up for your team.
Kate has been offering Psychological Consultancy for many years. Skilled in ‘Process Consultation’ a method that helps you to think about and solve your own issues, Kate will engage you in conversation judging carefully when to offer you her psychological expertise. This is particularly well suited to business transformation, culture change, performance management, people strategy and especially leadership development. Kate teaches this method of psychological consultancy to Post Graduate students at Nottingham University and formally at Leeds University and for the British Psychological Society.
This relational method of consultancy is different from ‘Expert’ consulting as it is highly psychological, focusing on the dynamics of making change happen. Ultimately, this means solutions are fully grounded in your organisation’s and leaders’ needs.
She has applied this over the years to a variety of organisational issues, most recently:
- Support on psychological dynamics in transformational change projects
- Development of behavioural expectations frameworks for leadership and talent development
- Development of governance frameworks in Education and member-led settings
- Application of psychology to sales frameworks
- During the pandemic, developing wellbeing strategies, especially how to enhance the effectiveness of leading remote teams
- Consultancy and advice on team development
- How to create culture change through enhancing leadership effectiveness
Consultancy Testimonial
HR Head, Scientific Body: “Kate’s outstanding insights into human behaviour at work are an exceptional asset to any business. I look forward to every opportunity to work with Kate and cannot recommend her consultancy service highly enough”.
From an OD leader after a series of one off coaching sessions to support the communication of a major transformation programme, Science Sector: “the feedback from leaders has been very positive. Many commented on how much more confident they felt communicating with their teams after the sessions. It was particularly rewarding to see them apply some of the suggestions they identified with you during the coaching. This translated into smoother conversations and greater clarity in their interactions with their teams. From my perspective, the investment was certainly worthwhile”.
And from one of those leaders who took part, Science Sector: “I am so grateful for the discussions we had. Me and xx had a catch up this morning prior, to compare our thoughts after we’d spoken, and I think the way we tried to run the meeting was 100% shaped by our chats with you. Your suggestion that people are often more engaged with a constructive problem, rather than a blanket solicitation of “How do you feel” was completely on the money. We started off with a bit of it, to make sure people who felt that strong impulse to share immediately could, and then we managed to steer the conversations towards “What do you like”, to “What are your concerns” into about 20 mins of “What would you like to see?”. Everything felt productive, rather than combative or like an airing of frustrations, I don’t think we could have asked for more!”