WHAT DIFFERENTIATES TWP FROM OTHER PARTNERS?
TWP are different. Clients approach TWP almost exclusively via referral, as a result of someone having experienced profound change through attending one of our programs.
Clients come to us when they see that, in order to hit their goals, their current way of working will not suffice. They therefore need to think different, feel different and be different, before they can ultimately do different and create different results.
TWP clients realise that traditional forms of leadership development and coaching are not sufficient. They acknowledge that the rational approach of science and logic does not provide the answer to the human challenges of the workplace.
The basic foundation of the TWP approach is a belief that in order to sustainably change behaviour, it makes no sense to focus on behaviour, in the first instance. If there is a sincere desire to change behaviour, then we need to look at the level beneath behaviour – and ask why it is that the current behaviour occurs, both at an individual and a contextual (cultural) level.
Behaviour is not random. Behaviour is determined by at least two major forces.
Firstly, the beliefs held by the person in question – beliefs about how they need to show up in the world in order to look smart, gain approval, recognition or results. These beliefs are generally founded upon one or more self-limiting beliefs. The tricky thing about these beliefs is that they were formed so long ago, that they disappear from the view of the person holding them – they become transparent and function like invisible train tracks, putting life on a predictable and pre-determined path.
The second major force is the context within which an individual or team operates. Often referred to as “culture” in the corporate world, the context in any situation determines the content that will be permitted to exist. Certain behaviour and ways of working fit a certain context and some do not: Orchids do not grow in a desert.
A fish in water has no awareness of the thing we call water until it is removed from the water. Similarly, leaders do not clearly see their culture until they experience a very different one, such as a TWP workshop. Trying to change results through traditional education methods and the imposition of new structures and processes generally leads to frustration and dissatisfaction.