development pillars

Focus on your Strengths

right time,

right skills, and

right person development

Organisational development

the right way

not 'one size' fits all

Have you or your team ever experienced one of these scenarios?


Yes, we have - but how can you help?

We found the situations above are happening all over the country.

So if this is recognisable within your organisation, you are not alone.


We conducted a Listening Tour to collect empathy research all over New Zealand, asking about people about their experiences with training and lost opportunities they see in their workplace,

12 Development Pillars was the result. 


Although we have titled it the '12 Development Pillars', ideally we want it to be understood as a social movement, where organisations identify learning opportunities in real time.

Offering training and development opportunities to everyone in your organisation, as short snappy 2 hour sessions, with action points and takeaways.

The goal of the 12 Development Pillars is to get step into your business, when the need arises

for a specific learning tool.

Upskilling your team by using a specific current obstacle, the fundamental need to grow

enhances the 'stick-ability' of the skills.

If your business is struggling with Onboarding new staff and retaining knowledge with staff attrition,

you are potentially going to need different tools, than if you need to develop continuous improvement skills

within the organisation. 

The 12 Development Pillars are designed to jump in and deliver you

the right training, at the right time to the right people.

What are these 12 Development Pillars? What can our business Iearn?



Leaders help themselves and others to do the right things. They set direction, build an inspiring vision, and create something new.

Discuss the differences between Leadership and Management, Personal Brand,

Performance and Styles.


Team Performance

Understanding principles of effective team functioning and development, and how to grow high performing individuals in a group setting.

Delve into what good high performance teams look like,

diversity and dysfunction, development stages.


productivity and motivation

Build skills to cultivate passionate, motivated people and

create more meaningful outcomes. 

Time management, action vs motion, organising and prioritising tasks, maximising focus. Simple ways to create more time and have more success from it.



Learning efficient communication as a fundamental skill to support growth, survival and progress. 

UInderstand the importance of effective communication, enhancing skills,

focus on listening and feedback, improving meetings and emails.


Continuous Improvement

Development and ongoing effort to incrementally improve products, service and processes, ongoing desire to be the best.

Learn the principles and tools of CI, and how to use them. Grow application of these to embrace diversity, engagement and development opportunities.


personal resiliance

Building the ability to cope with stress provoking events. With focus on promoting positive action, thoughts and wellbeing.

Understanding personal success principles, responsibility and application tools.

Enhancing personal and job satisfaction.


change management

Preparation, support and guide individuals, teams and

organisations through transformation.

Driving and managing change, potential resistance and failure.

Creating ownership, communication and processes.


achieving targets

Proven tips and ideas to achieve targets, KPIs and

organisational expectations to see results.

Actions and tasks to achieve your work targets faster and more efficiently.

Techniques to motivate, keep focused and inspire others.


developing people

Creating environments that invests time and resources to get you 'light bulb' moments from those around you.

Balancing challenge, capability, leadership and development.

Utilising and understanding effective coaching, teaching and training.


goals and objectives

A tool kit of action plans to focus on personal and professional growth and develop steps for the journey.

Steps to effective goal setting, differences between goals and objectives.

Setting intentions, gathering feedback and performance data.


onboarding and succession

Understanding the distinct phases of employee journey,

and ensuring engagement during these periods.

Ideas to streamline the onboarding process to improve the experience. Whilst also discussing the importance of succession planning for team strength and organisational stability.


conflict resolution

Building a tool box of methods and strategies to avoid and

facilitate resolution of conflict situations.

Identifying team development and dysfunction. Preventing destructive conflict,

signs of escalation and resolution techniques.

These can be one off training tools, or part of a 12 month development programme.

One off Delivery - $499 exc GST (up to 1-7 team members), please ask for larger group pricing. 

12 Month Continuous Development $5,489 exc GST (for up to 7)

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Email info@bluemercury.co.nz

Phone +64 204 076 771

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Queenstown, New Zealand

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