Big questions
Big questions go better when the people they affect help answer them.
A new strategy, a restructure, bringing in AI. These questions are too big and too complex to settle in a boardroom. We design and run the process that brings in what the rest of your organisation knows, so people recognise the answer and act on it.
Where we help
What’s on your mind?
A new strategy. Strategies written by a small group often fall apart once the rest of the organisation gets hold of them. If the people delivering it help shape it, it holds up much better.
A restructure. When something isn’t working, the people inside it usually know why. They just haven’t been asked in a way that lets them say it.
Bringing in AI. Buying licences is the easy bit. Working out where AI helps, and getting people to trust it, needs the people doing the work.
The new B Corp standards. Lots of businesses now need to rethink how they operate. Working that out together makes sense.
How it works
Every project’s different, but most go something like this.
Agree the question. With your leadership, we work out what’s being decided, what’s fixed and what’s open.
Hear from everyone. Staff, partners and the people affected, using tools that pick up nuance.
Work it through. A mixed group weighs up the evidence and the trade-offs, with us facilitating.
Decide and follow through. Clear recommendations, and a plan to bring everyone with you.
Assemblies
For the biggest questions, bring in a group that reflects everyone.
Some questions need a group that mirrors the whole organisation or community, with time to get properly into the detail. We design and run assemblies for organisations, co-ops, and communities.
Our Organisational Assembly brings a group of staff together over 10 to 12 weeks on one hard question, and they come back with recommendations that carry weight. Let us know if you’d like to partner with us on this.
Over time
One project shows what your people can do together. The real goal is making it normal.
When listening to your people is part of how you’re run, you can keep adapting as things change, instead of sticking to a plan that’s out of date in six months. That’s the longer-term work we most want to do, alongside leadership teams.