Businesses face public demands to show how they create value for society. We offer a tried and tested framework for sustaining social value in your organisation.
Their role seems likely to become a central concern of politicians.
David Harvey’s Marxist critique helps explain why we’re in the midst of a paradigm shift.
“Mark and Martin have taken time to understand how our business works and asked challenging questions about the kind of company that we want to be. Their open, relaxed style meant that we were able to get to the crux of certain issues.”
Awaken to what is to subvert ossified organisations and groupthink.
“This has been the most useful piece of training or development that I have ever done.”
The social and artistic purposes of the arts are closely aligned.
“You can trust Mark. He is committed and will not give up on you.”
To lead is to eschew inflicting ourselves mindlessly on others.
We are too doing-focussed. We need more of a sense of being in what we do.
“I would very much recommend Vogel Wakefield as a team that gets quickly to the heart of an organisation.”
– Sandy Nairne, Director, National Portrait Gallery
Workplaces are full of people acting out their defensive strategies..
A test case in public leadership.
The shareholder value model of capitalism is its own worst enemy. Inequality is holding back the recovery.
Chris Grey’s Studying Organizations challenges fashionable nonsense of both managerialist and oppositional varieties.
Ever since the ancient Greeks, self-awareness has been a central theme of Western philosophy. Recent corporate reputational crises suggest that we should now apply this understanding to organisations.
“He drew me out and made me think for myself and by probing my answers helped me get my thinking clear.”
The world in crisis is a context that leaders, and their coaches, can’t ignore.
Business schools are trying to reconstruct an ethical dimension to management that they previously undermined.
The concept of public value is not just for the public sector.
Leaders should stop invoking trust. It’s a quality that must be earned.
Brexit signals the high watermark of the leadership culture of the past three decades.
We should respond to a day of infamy by checking our impetus to certainty.
The employee-owned retailer puts the welfare of staff above any other purpose. It proves a good recipe for commercial success.
Universities need a more networked approach to leadership.
Frederic Laloux celebrates the organisations that exist to nurture human potential.
They need leaders who can hold uncertainty and give people space to think.
The social value of art comes to the fore in periods of distress.
“I felt I was listened to and felt supported and as if someone was ‘on my side’ through a difficult time.”
“The coaching process far exceeded my highest expectations. I liked your calmness and light touch with humour which helped me relax and trust you.”
Lived values say more about an organisation than professed ones.
Atul Gawande draws on coaching to help the dying depart elegantly.
“They stayed with the work programme to the very end, despite numerous changes of direction and postponements. A very refreshing ‘consultant’ experience, conducted with mutual respect and in an atmosphere of trust.”
Busyness is a status symbol for some. For others, a curse.
The corporate view of leadership is narcissistic and crowds out other models.
Modern corporations should turn to Robert Greenleaf for ethical inspiration.
Organisations are emotionally-charged places. But little of this ever reaches the boardroom.
Intensifying global competition in higher education will force universities to define more clearly who they serve.
In the post-Brexit leadership vacuum, it’s time to set a new direction..
Learning from An Officer and a Spy by Robert Harris.
Applying corporate ingenuity to social problems is a win-win.
Universities have not had to justify their existence, until now.
Merely to go along with an oppressive system is to enact it. So found Václav Havel.
“Martin’s coaching helped me to value my own judgment and to feel more confident in applying this to tricky situations.”
A think tank paper from Will Morris proposes that all companies should have to publish a code of ethics.
Gary Hamel’s What Matters Now is an important contribution to the literature on social value.
We are witnessing the birth pangs of something new.
How we use conversation and reflection to mobilise distributed leadership.
Coaches and consultants should stand aside from corporate agendas to align themselves with societal ethics.
Brexit anxiety manifests in unexpected ways and can affect our relationships.
Non-judgment is a cherished value. But judgment has its place too.
We need places of stillness in which we can defamiliarise ourselves from our default modes of thinking.
“Martin has been an excellent coach. He really pushed me hard to find my own solutions.”
Bringing to life in universities the value they create for society.
Happier staff, loyal customers and a sense of contribution to society.
Coaching is barely a profession, characterised by great diversity. In its fringes lie its relevance to the 21st Century
“Mark asks penetrating questions, the type that make you stop and think very hard.”
“It is not by chance that Mark and Martin call themselves a ‘counter-consultancy’. There are no diagrams, no matrix and no pattern. This is about real attempts to find solutions to genuinely complex and tangled issues.”
The best managers can achieve in complex organisations is to muddle through elegantly.
How counter-consultancy eases the path to interdisciplinarity.
A brief overview of the crisis of capitalism and what it means for coaches.