Increase self-awareness and gain new insights.
Spark new ideas through focused conversation.
Practice new behaviours and cement healthier habits.
Adapt the change to make it contextually relevant.
A program for everyone!
The MindNavig8or program has been specifically designed to meet individuals, teams and organisations at whatever stage they are in their evolution.
As new forms of organisational structures emerge, MindNavig8or helps shape and sustain corporate cultures to generate performance uplift and engagement across the entire organisation. We help create an environment that people want to be a part of and a truly innovative business ready for whatever is to come.
For Teams and Groups
MindNavig8or creates a common language for teams and groups to safely challenge themselves and each other around what they may be over and under valuing. Group engagement helps build trust, vulnerability and openness, and improves working relationships.
Whatever your role within your organisation, MindNavig8or helps build awareness, accountability and agility and reduce fear-based actions and behaviours, enabling you to be and do your best. It also helps you develop the facilitation skills needed to lead in a networked environment.
Cycles of Development
Participants work through 6 cycles of development, designed to minimise time out of the business and maximise results. Each cycle follows a consistent, 3 step process. Behavioural change can be measured by self assessment and 360 for each cycle – with just a few clicks!
Step 1: Online Learning (30-60 minutes)
Moving beyond just content delivery, participants engage in a self-enquiry process with integrated journaling. These learning experiences support the change process by offering a gateway to new mental, emotional and behavioural possibilities and by making the experience personally relevant to each individual.
Step 2: Group Dialogue (60 minutes +)
Unlike traditional solutions that are expert led, time-consuming and scenario-based, MindNavig8or supports focused conversations that can be internally driven. Facilitator guides support the process and insights are made relevant through discussion in the context of current business challenges. These conversations deepen engagement, build relationships and develop trust.
Step 3: Real Time Application
Change is effected through deliberate, applied practices, conducted within the work environment to minimise disruption. Participants can either craft or select an individually relevant developmental practice from our comprehensive library, to integrate into their daily work activities.
A PARTICIPANTS JOURNEY
Follow a previous participant (Sarah) through her MindNavig8or journey by clicking the arrows above < >. By the end of the program, Sarah had found confidence and voice; her work was of a higher quality; she had developed deeper relationships both at work and with her partner; and she felt more relaxed in her role, not needing to know everything. Her development had also positively impacted the people around her, and her team members felt more empowered and engaged.
Change starts with noticing our thought processes and the belief set and intentions influencing what we say and do.
Sarah is a team leader in a technology organsation. Working with Awareness, Sarah becomes aware of a core personal value around ‘knowledge’. She really values knowledge in herself and in others; it really affects how she perceives people. Her practice reveals that having knowledge is connected to feeling secure in her job and also receiving recognition from others.
Once able to observe ourselves in our current way we can begin to pause and make more conscious choices.
Sarah brings attention to her tendency to be running her own internal dialogue whilst someone else is talking. She realises she often misses part of the conversation. She adopts a practice of mindful listening and this leads to her developing a deeper level of connection and understanding with her colleagues.
As our choices become more considered it leads us to take ownership for our outcomes and balance our own needs with the needs of those around us.
Sarah develops healthier boundaries through more careful consideration of what she is and isn’t accountable for. She realises that she often completes tasks she could easily delegate to her team. Instead of taking everything on herself, she begins to refer requests for information to relevant team members. Not only does she free up her own time but her staff feel more valued and able to contribute.
When we can own our current choices we can start to expand our perspectives enabling new ideas to convert to new, more meaningful actions.
Sarah works on shifting attention from tasks to foregrounding her relationships with her colleagues. By taking time in her conversations rather than jumping straight into the detail of what needs to get done, she discovers new solutions to her department’s key challenges. She also continues to develop deeper connections with the people she works with.
Moving to a greater level of flexibility, we can continue to shift from fear based actions and behaviours to step into our full potential.
Sarah wants to speak up more in leadership groups but finds herself remaining quiet and reflective. A guided process reveals a hidden assumption that speaking up may cause people to question whether she is capable enough to perform her role.
Testing her assumption by incrementally increasing her input into these meetings proves to her that her knowledge and input is valuable and builds her confidence to engage more fully with her key stakeholders and senior leaders.
Our creativity is unleashed as we start to integrate work and life and fully step into our human ‘being’.
Sarah works on balancing time between her time at the office, building more routine around her running and spending time with her partner. She notices that her work commitments are still being met and her delivery has actually improved because she is spending less time adding unnecessary detail and information to her presentations and other output.
Leadership used to be a role requiring the ‘leader’ to know what to do in a senior position within an organisational structure. Leadership is now a mindset. It relates to every individual in the organisation and how they think about and conceptualise the contexts in which they are called to collaborate.
Leadership maturity is directly relational to an individual’s moment-to-moment capacity to respond to challenges and complexity. We call this ‘response-able’ leading.
Incorporating six capabilities that provide the wisdom to respond in the moment, the MindNavig8or Model for Response-Able Leading® provides an integrative approach to assist leadership development at all levels of maturity and personal mastery in any context.
If you’d like more information on our philosophy and approach – Download our brochure
If you’d like to collaborate with us – Download our partner brochure
Suite 1D, Level 23
Governor Phillip Tower
1 Farrer Place
Sydney NSW 2000
tel: + 61 2 9401 9300
Leadership for Women program Price: $2,500 AUD (excl. gst)
Leadership for Women program + individual coaching support (6 sessions) Price: $5,500 AUD (excl. gst)
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