Case Studies

Journey to Success - National WiRE Conference 2010

The challenge

The brief was to develop and deliver a workshop which would engage and inspire women to continue on their journey to success, regardless of which stage of the business journey they were at. Additionally, we were asked to provide an opportunity for attendees to learn new skills, gain valuable knowledge and enable them to share inspiring ideas. The desired outcome was to enable their growth, particularly in the core area of leadership and management.

Our solution

We developed and delivered the ‘Direction Forward: Managing Your Business, Leading Your Team’ workshop, reflecting on:

• The management and leadership processes and the difference between the two
• How relationships are the key to happy customers, quality and success
• Self-awareness
• Social Awareness
• Self-management and relationship management

We recognised that women operate from a more ‘holistic’ stance, which is why E.I. is an excellent framework to use when developing firstly yourself and only then, your business.

The result

The workshop achieved excellent attendance. Through the power of word-of-mouth during a short break, extra delegates 'gate-crashed' the later session! Feedback indicated high praise for content, delivery and the examples used which related theoretical models and concepts to everyday practices.

The excellent feedback received led to us being asked to develop the With Confidence Series, a range of workshops developed for and delivered to a wider audience.

Chamber of Commerce (Herefordshire and Worcestershire)

The challenge

Already a high performing team, the Chamber identified that key team members required additional knowledge and awareness to engage further with the wider cultural groups in the county to enable the development of a greater rapport and understanding of the business needs of the diverse ethnic groups.

We were asked to deliver training to a mixed group of managers to raise awareness and knowledge and to enable the identification of shortfalls and strategies to develop and strengthen links.

Our solution

We wrote a tailored workbook and delivered a bespoke training to meet the brief outlined above and enable delegates to further consider:

• Culture
• Diversity
• Religion
• Ethnicity
• Beliefs
• The main features of a socially inclusive society which embraces cultural difference
• Key differences between equal opportunities and managing cultural diversity
• Cultural classification, e.g. gender, disability, sexual orientation, nationality etc.
• Stereotyping, prejudice, discrimination and the effects on cultural diversity
• A definition of how to manage cultural diversity
• The business case for managing cultural diversity

The result

Experiential training delivered with exercises, discussions and debate, ascertaining knowledge, understanding and areas for the opportunity of further growth of business links with the wider cultural and diverse community identified and noted.

Knightstone Housing Association

The challenge

There are a number of new duties placed on services and organisations to ensure they do not discriminate against disabled people. Knightstone Housing wanted to ensure that all staff understood current legislation and good practice in relation to disability. They also wanted to enable individual employees to develop an understanding of the wider context of disability and how this should be put into practice within their workplace from a whole organization approach.

The brief also required us to attempt to challenge individual attitudes towards disability and to explore the barriers that are faced by disabled people.

Our solution

We sourced and delivered a generic qualification for staff and teams at all levels, enabling them to gain a basic understanding of the difference between disability and impairment and to explore the attitudes and barriers disabled people face and the impact this has on quality of services and products. This included:

• The meaning of disability and impairment
• The attitudes and barriers faced by disabled people
• What is meant by ‘the social model of disability’
• Disability as a rights issue
• Disability as a socio-economics issue
• Language relating to disability
• How the social model can be put into practice

The result

A series of workshops were held during 2009 and 2010 with a diverse and dispersed staff group including directors, key managers and stakeholders. The style of delivery ensured knowledge progression and skill development and culminated in an exam. The results of the exam were excellent, with an achievement rate of over 97% and delegates had a range of innovative strategies to take back to the workplace and implement.

Feedback received

"The training was delivered to a high standard, preparation and materials were appropriate and current. The training effectively involved everyone and was excellent value for money. The success rate was exceptionally high with 99% of the candidates passing the timed test at the end of the day course. Feedback obtained from candidates through our evaluation process was excellent and praised the delivery, content, and the new knowledge they acquired. Because of the professional approach to the training, the feedback and the quality of the training delivered, we have booked Donnah to deliver the award to another 170 staff during the next months. I would recommend Donnah and this training, and staff, residents and Board thoroughly enjoyed the learning process."
J Edmonds, Assistant Director