Fostering Dialogue
Engaging a highly trained consultant will add value to your initiative by creating an environment which encourages open and transparent dialogue. Wythe & Associates specializes in the provision of various approaches, methods and processes to foster and develop dialogue within teams, organizations and communities. There are many ways to foster and develop dialogue. The Learning Z
one
There are many ways to help adults learn effectively. One of the most effective approaches is the facilitation of learning – the process of helping learners achieve self-growth through self-evaluation and cooperation with others. Acting as Learning Facilitators Helen Wythe and Rod Harder help adults learn by building a foundation upon which good and meaningful learning can occur through attending, responding, and understanding the adult learner. If you want to do good planning, keep your employees involved, and create real leadership opportunities in your organization and skills in your members, you need facilitator skills. The more you know about how to shape and run a good learning and planning process, the better your meetings will be. Better meetings will result in more of your employees feeling empowered about their own ideas and participation with your employees being motivated and committed to actually implement the team’s decisions, while holding each other accountable. If you want your employees to stay invested in your organization taking on responsibility and ownership raise the bar on your organizations key communication tool – meetings. The Facilitative Coach
Acting as a Facilitative Coach, Helen Wythe and Rod Harder work with their client to help them improve their effectiveness by enabling them to reflect on their behaviour and thinking. (Schwarz, 2005) Rod or Helen will jointly design the learning process with you, the client, rather than assuming that they know the best way to help their client. Helen and Rod will work to “explore the coaching relationship itself as a source of learning for the client and the coach” (Schwarz, 2005, p. 30).
