Delight

This is the Daring Way™ practice of harnessing intention and outcome in the service of colleagues and customers, as we strive to answer the 3 fundamental questions of joyful and impactful collaboration:

  • What should we do next?
  • How should we do it?
  • How should we be together?


If this is of interest, please read on.

The Principle and Practice of Delight

The profitable execution of the Discover, Deliver, Delight™ practices is a highly collaborative venture, often in need of coaching support. It is this collaboration coaching that benefits our clients – the difference that makes the difference.

The following Delight plays have been carefully designed or chosen to support the work done both in this practice, as well as the others. As we partner with our clients, our work weaves these 3 core practices together, creating your own playbook and your Daring Way™.

This then, is how we realise your ambitions.

“According to Darwin’s Origin of Species, it is not the most intellectual of the species that survives; it is not the strongest that survives; but the species that survives is the one that is able best to adapt and adjust to the changing environment in which it finds itself.”

Service Portfolio - Delight Practice

The following Delight plays have been carefully designed or chosen to support the work done both in this practice, as well as the others. As we partner with our clients, our work weaves these 3 core practices together, creating your own playbook and your Daring Way™.

Holacracy - Transitioning to Teal

Holacracy[31] is an organisation design for distributing leadership. We know from Frederic Laloux’s studies of Teal, in “Reinventing Organisations[32]” and Dan Pink’s studies of intrinsic motivations in “Drive[33]” that people are happiest when they can co-create their own futures.
Benefits include:

  • Enterprise Agility - these organisations have fluid and powerful systems of distributed authority and a collective intelligence enabling responsivity at scale.
  • Engagement - by developing consistent sets of practices, these organisations enable employees to bring their whole selves to their work, increasing engagement and productivity.
  • Evolutionary Purpose - freed from the need to predict the future, these organisations invite their members to listen to and understand what the organisation is drawn to become, and where it naturally wants to go.

Remote Collaboration

Remote Collaboration[34] is a way of working that extends to encompass teammates working remotely, or the whole team working remotely to each other and their organisation.
Benefits include:

  • Reduced Costs - besides reducing the time and costs losses of commuting and attending meetings, savings can extend to reducing office costs, and according to a recent survey[35] , remote workers have been willing to take a salary cut to have this benefit.
  • Increased Engagement - from allowing collaborators to work at times when they are at their most productive, and able to schedule their lives around their work.
  • Talent Access - increases in both staff retention and acquisition, as well as enabling access to a global pool of talent, unrestricted by the organisation’s physical location and talent catchment area.

Creative Conflict

Creative conflict[36] is a respectful way of embracing the passion that collaborators want to bring to their work, that turns diversity into valuable insights and meaningful relationships.
Benefits include:

  • Best thinking - avoids ‘group-think’ and silent dissenters by providing a structured dialogue that encourages the very best thinking from a team.
  • Alignment - with all views being considered, alignment is assured behind decisions the team makes.
  • Cost Savings - having courageous conversations earlier in the process avoids many costly mistakes, reworking, or worse, later.

Coaching Signatures Supervision

Coaching Signature Supervision[37] is a coach development tool, used primarily for coaching supervision with individuals or groups of coaches, which identifies a coach's unique coaching style.
Benefits include:

  • Awareness - helps the coach identify the way that they behave and manage the dynamics of the coaching relationships.
  • Increased Flexibility - supports the creation of strategies for developing alternative and appropriate coaching interventions.
  • Structure - provides a shared framework and language to monitor, evaluate coaching and develop practice.
  • But don't just take our word for it...