Live Training
WANT TO GO TO THE NEXT LEVEL?

WE DESIGN AND DELIVER ENGAGING LIVE TRAINING

A UNIQUE MIX OF DYNAMIC DELIVERY, IMMEDIATE ACCESSIBILITY AND 2ND NATURE TRAINING

We offer highly engaging live training in a number of different areas, all of which drive mindset and behavioural change.

What makes this training unique is it's dynamic delivery, immediate accessibility, and how quickly the techniques become habit for participants. It is the technologies of Second Nature Learning and Interact that have lead to these programmes working so effectively across diverse cultures, educational backgrounds and hierarchies.

People the world over have built new habits of effectiveness as a direct result of these courses. We facilitate small and large groups. We can offer bespoke trainings or design them according to your requirements.

2ND NATURE TECHNOLOGY

HOW DO YOU MAKE ANY NON-TECHNICAL TRAINING 2ND NATURE?

By translating the learning in a way that :

  • is immediately applicable and habit forming
  • feels deeply familiar and so simple that people want to apply it outside work as much as in
  • addresses both the subconscious and the conscious mind.

We can “2nd NATURE” your values, ethics, strategy or any non-technical learning into mindsets and behaviours which are immediately applicable and work in all cultures/languages.

We have spent the last 25 years “2nd Naturing” the fundamental skills, mindsets and behaviours that systematically save time and boost the economy of any organisation. We have assembled these “Effectiveness + Agility Mindsets and Behaviours” into the STARLINGS programme.

INTERACT TECHNOLOGY

IS THERE ANYTHING A 1,000 YEARS WORTH OF EXPERIENCE COULDN’T RESOLVE?

INTERACT is one of the most exciting, enjoyable and effective ways of solving problems, changing attitudes and behaviours and developing a highly effective culture. Interact sessions can be supported by dynamic online content, community forums, video clips and podcasts. If you want to generate dynamic behavioural change in large groups of people quickly let’s talk.

How does it work?

We create a highly targeted, dynamic piece of theatre around a specific set of issues such as change management, appraisals, conflicts, networking etc. The play is as funny as it is serious and ends in disaster for the lead character. This is followed by a highly focused conversation and training.

Then we start the play again. This time the audience can stop the action at any point. They intervene, talk to the characters, make suggestions and come onto the stage replacing  the lead character and trying out their ideas. The other actors improvise around them and the audience becomes a team trying out their ideas and arriving at solutions that work. Initial shyness is soon overcome and the session is filled with laughter and conversation as the dilemmas are resolved by the people they concern most.

PUT AN END TO SOME OF THE BIGGEST ISSUES YOUR ORGANISATION FACES IN WEEKS

Interact can be applied on any non-technical subjects.
It’s the only medium which works across ALL levels in the organisation.
We can put 300 people daily through the process, 1,500 weekly!
. Sessions work for large numbers and can be live and/or digital:
. Range from 90mins to full days/ can also be broken down to series of 2mins digital scenarios
. Supported by online learning material
. Minimum per head costs, maximum impact

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THE STARLINGS PROGRAMME

UPGRADE YOUR PEOPLE’S ABILITIES TO EMBRACE CHANGE

DO YOU WANT TO GO TO THE NEXT LEVEL?

WOULD YOU LIKE TO BECOME A SELF-EVOLVING ORGANISATION?

Have you ever seen a murmuration? Thousands of starlings flying in the sky, twisting and turning in unison, creating a wondrously evolving cloud that avoids predators and obstacles and shares learning instantaneously? How that is possible? How can birds who have brains the size of a peanut have far greater agility and complexity in their social groups than any business or human organisation on the planet?

Isn’t this extraordinary capacity to respond to change exactly what organisations require now more than ever?

 

Scientists have discovered that Starlings are capable of this extraordinary dynamic agility because they follow 5 self-organising principles.

Whether the murmuration is made of 10,000 birds or 1 million, these 5 self-organising principles suffice to make the system work. What if we could apply similar rules and approaches to organisations? Could the adoption of such an approach lead to an unlimited ability to evolve and develop in accordance with the radical socio-economic and market shifts currently occurring?

Yes indeed.

Drawn from a quarter of a century’s worth of experience we have now identified the simple set of mindsets and behaviours which enable any system regardless of its size to respond effectively to the waves of change. Leadership, presencing, purpose and facilitation skills are integrated within each of these principles.

We can introduce you to each principle one by one or through a unified programme depending on your requirements. The way we deliver these programme includes media, immersive experiences, comedy and high level group facilitation as well as two unique technologies that we have developed throughout the years: 2nd Nature Learning and InterAct.


THE 5 SELF-ORGANISING PRINCIPLES

RESPOND EFFECTIVELY TO THE WAVES OF CHANGE

What if giving 5 self-organising principles to your people exponentially increased their ability to work together effectively?

SELF-ORGANISING PRINCIPLE 1: COMMUNICATION

What if everyone in your organisation improves their communication skills?

Communication is the conduit for change, the medium by which we induce flexibility and the means to get things done. In organisations, our ability to communicate is the beating of our wings. What makes us universally effective? What mindsets and behaviours can make compelling communication an immediate habit?

SELF-ORGANISING PRINCIPLE 2: COLLABORATION

What if everyone in your organisation improves their ability to create dynamic connections?

Working as a great team is not the same as great team-working. A great team-worker can interface with any team, on any project regardless of it's culture, hierarchy or history. Starlings don't have to like their neighbours to operate effectively with them. The SAS don't need to know the people they depend on to get the job done and most improvisers only get to meet their co-players when they get on stage. What principles and practices create that dynamic connection?

SELF-ORGANISING PRINCIPLE 3: CREATIVITY

What if everyone in your organisation improves their ability to be creative innovators?

Perpetually evolving dynamic creativity leads to elasticity of thought, mental regeneration, paradigm shift thinking and a great sense of humour. What are the mindsets and behaviours anyone can learn that will naturally improve their ability to be creative innovators?

SELF-ORGANISING PRINCIPLE 4: CHANGE

What if everyone in your organisation gets good at change?

Most people are afraid of it, but what are they really afraid of? What if we could ride the waves of change like a surfer instead of suffering them to crash over us? Starlings evolve with the winds and currents not in spite of them. Which mindsets and behaviours enable people to naturally experience adaptability and the integration of elemental forces? What inner leadership is required?

SELF-ORGANISING PRINCIPLE 5: CARE

What if everyone in your organisation engaged at a deeper level?

It all starts and ends with care. All collective evolution comes down to personal responsibility, care for the self and care for the whole. Most people talk about care as if it's a 'nice to have' in the workplace as opposed to the greatest conductor of personal effectiveness. What single unifying principle, mindsets and behaviours give birth to another level of engagement in people?


What if instead of fearing change, organisations embraced it?

The Starlings programme invites organisations to:

  • EMBRACE CHANGE, making change a strategic choice and making learning how to perform organisational change effort faster, better and with fewer resources than competitors a priority as well as a source of competitive advantage.
  • Train their leaders to become effective CHANGE LEADERS
  • Train their workforce to become excellent at change and fabulous CHANGE AGENTS
  • Define and roll out new ways to measure and reward the capacity for change