What We Do

Never doubt that a small group of thoughtful committed citizens can change the world Margaret Mead

Our ultimate mission is to change the world. We do this by facilitating the transformation of organization members who now transform their organizations (family, community, company, society) to be what they desire it to be, or can possibly be.

The key to creating a total quality organization is first to create a total quality person….Stephen R. Covey
Organisational Transformation (OT)

is a familiar phrase, but has a special meaning in current management literature. The concept is also relatively new in management .. 'many of the concepts (of OT) are quite new to people who manage organisations and their consultants'. (John D. Adams, Phd. 1984). This distinction is important to avoid confusing any small change like introducing IT, TQM, JIT, process reengineering, downsizing, right-sizing, consolidating and reengineering, team building, customer service or any of these 'silver bullet' approaches which cannot bring the promise of all-round transformation as OT does.

OT is first of all a change, a change in people's perceptions, thinking, attitudes, behaviours, a change in approach and effectivity. But it is more than this, for not all change is transformational. First of all, the change must be radical in nature – like 180 degrees shift, not a slight adjustment or improvement - like our so-called reforms. Secondly, it is a fundamental and foundational change – one that touches the very depth or essence of the person or organization. It shifts the current operating paradigms. Finally, it tends to be irreversible – there is no going back to the old ways.

But most of all, transformation is a process, a journey courageously embarked on without clear demarcation points. It requires what is referred to as the 3Bs. First, one believes that it is possible, and has faith that even the most established patterns can be shifted. Second, the change begins with the individual, the person guiding the transformation. And third, one needs to build a core group of other people working toward the same result. The job is far too big for a single individual.

OT encourages participation, empowerment self-managed teams, learning organizations, and a host of other radical shifts in the way organizations operate their processes and cultures. The aim is to bring humanness into the work, environment and society. It creates a cultural fellowship amongst members (and stakeholders) who establish a covenant in the hearts and minds of each other in a total effort at transforming the organization.

This transformation is effected through shifting paradigms (world view of life), by a collective articulation, internalization and operationalisation of the five governing ideas of vision, purpose, mission, values and principles which must be shared by all organization members for the following reasons:

- The only visions that take hold are shared visions (according to Konzes and Posner).
- The visions of managers/leaders are their personal visions.

Just because they occupy a position of leadership does not mean that their personal visions are automatically the organization's visionPeter M Senge.
The Fifth Discipline

We also design programmes to address specific needs of people/organizations


In achieving our aims and objectives, we carry out the following activities:

Organisational Transformation Programmes

Results-oriented participatory planning, problem-solving, decision-making and research, as all stakeholders are engaged in the development of an action plan, leading to high commitment to the results and immediate implementation. Some of the programmes include:

  • Effective Discussion Method
  • Consensus Building Workshop Method
  • Action Planning Method
  • Group Facilitation Methods for Enhancing Productivity
  • Participatory Strategic Planning
  • Re-inventing your Organisation through Shared Vision Workshop
  • Alignment through Shared Vision Workshop
  • Attunement through Shared Purpose, Mission , Values and Principles Workshop
  • Transformation through Image Change
  • Facilitating Conciliation
  • ToP Secrets of Implementation
  • Team Leadership
  • Result-oriented Meetings
  • Negotiating for Success
  • Participatory Problem Solving
Youth Development (Youth for Change)

is aimed at creating a new leadership paradigm by giving young people the insight, skills and training to enable them achieve both personal empowerment and solid foundation to lead productive and creative lives, as well as the ability to work with people to effect positive and peaceful social change. These include:

  • Youth with a Purpose Workshop
  • Youth as Facilitative Leaders
  • Youth Re-orientation for Constructive Engagement

Leverage the knowledge and experience of your people to make effective decisions and transform your organisation with the new face of leadership in facilitation. These include:

  • New Age Executive Skills
  • Appreciative Inquiry and Positive Thinking
  • Social Artistry Leadership
  • Facilitative Leadership
  • Building Effective Teams
  • Life Style Simplification Workshop
  • Life Style Simplification Workshop
  • Working with Emotional Intelligence
  • Entrepreneurship Development

programmes designed to address specific areas in our society, such as:

  • Group Facilitation Processes for Schools
  • Group Facilitation Processes for Effective Legislation
  • Sustainable NGO Operations
  • Human Empowerment and Self-Deternination.