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Find your Team's Strengths

development pillars

right time,
right skills, and
right person development

Development the right way

Any of these scenarios sound familiar?

not 'one size' fits all


You get sent on a course but

the timing isn’t right, you are too busy at work, and the course is too long and for what you need.

Then you turn up and realise its not suitable to the environment you are in,

or even worse... this would have been great 6 months ago and its now not relevant.


The course that you want to go on is 

deemed 'too expensive'

so the boss only allocates it out once a year (or not at all).


Or you aren't entitled to professional development until you reach a certain level in the company.


You get on the course, you had a great experience and learnt so much!

You cant wait to put all the great things you learnt into play back in the office....

However when you get back into your workplace and try and use your new skills, you are met with your same old work mates, with the same old habits and you can't make any headway.

So disenchanted, you give up and the course is wasted.

Yes, very familiar - but how can you help?

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

So if this is recognisable to you, 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.

Offering training and development opportunities to everyone, (not just the privileged few),

as short snappy 2 hour sessions, with action points and takeaways.

The goal of the 12 Development Pillars is to get step in, when the need arises for a specific learning tool.

Upskilling you by using a specific current obstacle,

the fundamental need to grow enhances the 'stick-ability' of the skills.

If you are struggling with Productivity and Motivation, you are potentially going to need different tools,

than if you need to develop Leadership skills. 

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 I 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. 

Understand 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 resilience

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.


Stakeholder Engagement

Consider who are your stakeholders, why are they important

and how you want them to feel as they engage with you.

Map the stakeholder engagement, discuss enablers and blockers.

As well as rituals, actions and moments that matter in your work together.


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.



A tool kit of to start thinking about your internal and external values and how to implement these in your world/organisation.

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

Setting intentions, gathering feedback and performance data.


onboarding and retaining

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 retaining your people for team strength and organisational stability.


conflict resolution and courageous conversations

Building a tool box of methods and strategies to avoid and

facilitate resolution of conflict situations.

Identifying team development barriers 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.

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