Archive for December, 2014

High performance leadership skills


High performance leadership skills

Tim Dalmau and Michael Grinder will conduct a workshop in Adelaide for people who seek to excel at leadership skills, March 10th  – 11th, 2015 in Adelaide.

They will be delivering a special training event for those who wish to be more effective in their people leadership. No pre-requisites are needed for this workshop other than a strong desire to excel as a leader of people.  The workshop will focus on the non-verbal aspects of the science and art of being a high performing leader in both one-on-one and team settings

This training is for you if you are a leader, executive, educator, middle manager or supervisor who wants to lead and influence more effectively.

You will have the opportunity to work on your own specific needs under the guidance and skill of Michael and Tim

This is not a workshop of theory, but practical how to’s. Read More…


The key – knowing what outcomes you want




In framing work with an individual, team or meeting it is always critical to know your outcomes first. This is especially important if you are engaged in repetitive social activity with a purpose in which the sheer repetition can, at times, cause you to lose sight of fundamental purpose. Realizing that the majority of work we do in organizations is with, and through, people it is important to recognize that there are three broad types of outcomes: rational, emotional and social.

Read More…


Apollo organizations: worship at the altar of rationality



In our June Newsletter I introduced the work that Bernie Neville and I did on the Greek gods as archetypes for understanding the unconscious patterns of behavior that occur in organizations. The gods and goddess provide a window on different organizations you might know, work in, or recognize. In the two months since then I have presented the archetypal Zeus and Hera organizations.


The archetype god we examine this month in more detail, is Apollo. Apollo is the eldest son of Zeus, the symbol of what the classical Greeks understood by being Greek and civilised. He represents perfection in art, science, music, and athletic prowess, law. He is a god of healing and prophecy. He is reason and moderation personified. Read More…


Transition: the blindspot of change



Change is the only constant. And it happens at every level of our existence – from our own bodies right through to the whole planet.


When it is initiated by others in companies, departments, hospitals, mine sites and the like, it is labeled organizational change, and a plethora of literature exists on this subject. The vast majority of change programs initiated in large organizations fail – for many well documented and known reasons.


But too often the results are disappointing because change management is not sufficient in itself; it needs to be supplemented by transition management. Transition is the blind spot of so much well intentioned organizational change.


William Bridges points out that can be triggered by others (as a response to an organizational change), by events (death of a spouse, break up of a relationship)  or by oneself through a choice (new country, new relationship, new role). It can happen in as apparently simple a situation as a unit or section reshuffle of people into new roles or returning from an extended stay in another country. It can start when the change starts or may even begin before the change starts, in anticipation so speak.


In the case of transition triggered by organizational change, the leader’s role is to help individual managers and staff members move through to new beginnings.   Read or download our  paper that describes this blindspot in change management and what to do about it


For an introduction, view this short video by Tim

Tim Dalmau and Jill Tideman