Design Principles for Consulting and Change Development Programmes

Development programmes are interventions; interventions into the way people think about themselves and their work and the sorts of routines and resources they bring to bear in their everyday working lives.

Like all other interventions, development programmes need to be designed for a specific purpose and to deliver agreed objectives. That’s why all WSK in-house programmes start with a design workshop, to understand organisation level needs. We translate those needs to individual practice issues. What do Principal Consultants, Team Leaders, Service Heads, OD, HR and other specialists need to do differently?

WSK programmes are designed to help participants:

  • work on their own practice needs by identifying which elements of their current repertoires are helpful and which are unhelpful in their work
  • address their perpetual preoccupations (with rescuing, being critical, being humorous, avoiding authority) by recognising patterns of past behaviour revisited in present experiences.
  • access useful theory to promote active analysis of problems and experiment with solutions.
  • enhance their competence in contracting, role-taking and intervention design by collaborating on crafting and co-creating module designs.
  • develop themselves as instruments in their practice by learning how to analyse data, work with emotions, and take up their authority in challenging contexts.

Consultant development programmes offer space to

These design principles provide the architecture in which we introduce specific content knowledge and develop practical expertise in leading and consulting to organisation change.