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The ThEM Energy Process has been developped after many years of observing what
it is that impacts individual and team performance at different levels in
organisations. It has become clear that there are common threads in the way
companies, sports, cultural and artistic “organizations” perform. |
Those that succeed, create peak performance that goes beyond the traditionally measurable means and to provide but a taste of these commonalities, the following traits can be found:....Fun, I want to, inside out influence, passion, knowledge, focus, trust, centered leadership, sentic state performance as such becomes a magical experience shared by all those that come into contact with it. Ex. : an orchestra creates harmony with its audience, a jazz band creates the link among the performing musicians, the electricity in the air as an athlete comes into the winning lap of the stadium.
Observations
we made have now been transcribed into
a process whereby each of the CAPABILITIES
explained herein can become your ABILITY
(skill: how to) if you have the WILLINGNESS
(personal alignment with the others)
to achieve outstanding levels of performance.
The
ThEM learning principle consists of:
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an
understanding and acknowledgement of ones
current situation, compared to the desired
situation or higher level of personal
satisfaction.
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based
on the understanding of what is and what
can be, we will provide concrete, tangible
solutions in an experiential environment
for application in office life.
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the synchronization of two or more dynamic
systems into a common direction.
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Each
session is typically followed by 4 to
6 weeks application of principles and
inter linked with key personnel coaching
and counselling where needed. Each subsequent
session will start with feedback of acquired
results and successes so as to trigger
team learning derived from individual
proven progression. This principle is
repeated at least 3 times in order to
reinforce a step by step internalization
of the required values and principles
to reach the desired level of genuine
satisfaction.
Our approach is inside out and therefore
our role is one of facilitating the how
and not the what.
The emphasis of our interventions can
be placed upon: conflict and change management,
leadership training, team building, stress
management, interpersonal skills, culture
bridging, communication and presentation
skills.
A preparation phase may be necessary in
order to communicate the intent and style
of the process to the groups. This is
achieved through creative and improvisational
techniques applied to individual and group
work so as to “break the ice”
and allow people to experience a new level
of interaction. Experimentation with free
play, breathing and relaxation exercises,
getting in touch with ones current state
of preparedness or defensiveness as the
case may be, contribute to the success
of the following days.
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The
work starts with the smallest element
in an organization, “the individual”.
We work with the martial art of Aikido
which encourages self-reflection, experience,
feed-back and exploration. Who am I
in this environment ? What is my direct
and indirect contribution in my function
?, and to the “Bottom Line”
? What impact do I have and how can
I optimize it ? What is it that motivates
me ? Where do I get my energy from ?
Why
do we use Aikido
?
Details
of the day ...
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The
individual behaviors, contributions
and motivational factors are now assimilated
and integrated so as to understand the
impact and influence we have over others.
Through role playing, adventure and
by stretching our perceived boundaries,
we experience the interaction and communication
of intent. The transmission of energy
between people and the impact of different
emotional states are explored through
real, physical, situations. Where and
when do we enter into a “dance”
and when do we sit it out ? We perform
an Emotional (team) audit. A micro-culture
appears.
Why
do we work with nature
?
Details
of the day ...
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The
group, division or organization meet
under a “common umbrella”.
How does the previous work contribute
to the overall well being and success
? What is it that “binds”
us together and where is there “energy
seepage” or “energy killers”
?
The previous micro-cultures are recognized
and their alignment with the larger
organizational values are tested and
approved. The setting is the world of
theater or opera, and the participants
work in an environment unbeknown to
most.
Why
do we use the Performing
Arts ?
Details
of the day ...
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