Peak Performance Partnership Ltd

Your internationally recognized guide to better communications, winning solutions and peak performance in technology, utilities, environment and development

This is what we do:

· Understand the client’s perception of the challenges and opportunities they face

· Look deeper, using interviews, workshops and other techniques, to develop our own understanding of the situation (this can add very significantly to the client’s perception)

· Represent the situation in pictorial or written accounts that help the client and ourselves to get to grips with the challenges and opportunities

· Use our learning from these accounts and the client’s responses to them to develop and evaluate ideas for improving the situation

· Discuss the options with the client

· Help the client to implement his or her preferred actions by preparing and delivering written documentation, training or other activities

· Support the client by telephone or e-mail for a year after our intervention

At every stage we will select from a wide variety of research-based tools and techniques, many of which are unique to Peak Performance Partnership Ltd

Here are a few of the projects we have worked on recently, in England and around the world.

A group of over 100 scientists and engineers, already under very severe pressure due to poor leadership and excessive workload, was faced with several new, high profile tasks.

Our role was to restore the group's effectiveness, then create and implement a strategy for the new tasks. They involved a high degree of interaction with a wide range of stakeholders, many of whom were not sympathetic to the organization's goals.

We devised an enrichment programme that stretched the group members to take responsibility for their own learning of new communication and leadership skills. We based the programme on a careful study that included sharing the rigours of their work for a period. Through our understanding of the cultural situation we avoided applying American business school methods where they would not have been appropriate. Using the techniques of excellent leadership we transformed the group into an effective team, able to devise its own route to success.

The new tasks were implemented successfully and we recorded a 400% improvement in attainment of existing technical goals. Many members of the team went on to earn rapid advancement after our intervention ended.

 

 

Technical experts are usually hired for their technical expertise, not their ability to get along with their fellow workers. So it wasn’t really a surprise when Judy, a team leader at Spectral Image, started to upset her co-workers with her brusque, abrasive and demanding manner.

 

Spectral Image is a computer-aided design firm with a staff of fifteen. The problem with Judy was brought home to the partners when they held routine annual appraisal interviews with all the staff. Things were so bad that some key people were preparing to leave, and this would have had a serious impact on the business.

 

The partners asked Peak Performance Partnership Ltd to help: they valued Judy, and needed to be sure they had done everything possible to solve the problem before they thought of dismissing her.

 

Working with Peak Performance Partnership, the team identified ways to reduce the stress. More importantly, our work together created a communications platform that helped the team members to understand each other’s roles and behaviour and to relate to each other better.

 

The insights we provided restored a harmonious and productive atmosphere. Judy still gets stressed sometimes, but she and her fellow-workers are able to deal with the situation effectively. Three months after our work with Spectral Image, we measured improvements of up to 63% in indicators of team effectiveness. A year later, with further guidance from us, the firm increased in size by 50% and has more than doubled its turnover..

The government of a country with a transitional economy established an environment ministry. Day-to-day environmental management activities were vested in a number of regional offices, which were under-resourced and largely disregarded by both developers and the municipal authorities where they operated.

Our role was to build the strength and influence of the regional offices so that they could manage the environment according to the proper national standards, resisting undue outside influence.

We investigated the processes by which the regional offices operated, and systematically reformulated their procedures. We facilitated a workshop in which the staff of the offices identified their needs, both material and in terms of skill development. With this information, we devised and facilitated a learning event, in which the staff enhanced their understanding of the critical communication processes, and especially built up their skill at dealing with objections.

The outcome was that every member of the regional office staff was more confident in dealing with the key stakeholders and the regulated community. This will enable them, in time, to reduce pollution and improve environmental quality.

 

 

400% increase in technical goal attainment

Better Communication Cuts Stress

Building capacity to improve environmental conditions

Project List