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We’re delighted to be partnering with Ferri Montana Ltd, a niche consulting practice focusing on organisational development. Since 1999 Ferri Montana has been helping organisations improve performance and effectiveness at organisational, team, and individual level. The Ferri Montana offering includes:

The assessment of organisational effectiveness
Addressing organisational performance improvement
Advising and supporting major change and transformation initiatives
Assessing and improving employee engagement
Organisational development and performance management training
Leadership development and coaching
Measuring organisational effectiveness and performance, and developing feedback mechanisms that allow for continuous improvement.

Ferri Montana’s business partners are:

TrackSurveys – employee engagement surveys and performance management tools
Manufacturing best practice and supply chain expertise – improving operational performance and effectiveness in the manufacturing sector
Paul Siegenthaler – comprehensive company/M&A integration management
Lindsay Wittenberg Ltd – senior leadership coaching in an organisational setting

One core value binds Ferri Montana Ltd and the business partners:

Service that is based on solid, tried-and-tested methodology and technical expertise, and delivered by hands-on, experienced, robust practitioners – depth and sustainable application combined.

Partnering with Ferri Montana

LWL is partnering with Ferri Montana Ltd, a niche consulting practice focusing on organisational development.

Leaders in the firing line: on integrity, commitment and passion

I’m privileged to be coaching UNICEF leaders again. They need a challenging blend of mastery of people skills, diplomatic skills, technical skills, knowledge, vision, initiative, adaptability, resilience and endurance. Stress levels are high, and the most basic resources in their environments are often lacking. Their integrity and their passion for their cause – the promotion and defence of children’s rights, survival, security and protection – are dazzling and humbling. It’s unbelievably inspiring and energising to be working with them.

Trust: a critical element of leadership

Trust is a key enabler to getting the results that organisations need. Leaders need to nurture relationships at work and need to be able to trust their teams. And their teams need to be able to trust them too. One of the outcomes of development of this kind is that leaders find themselves getting more from their teams without much apparent effort. They find that the members of those teams take more initiative and more responsibility,

Twitter announces new two-tier service

Twitter has announced today, 1st April, that they are shifting to a two-tiered service: Everyone can use the basic service, Twttr, but they will only get consonants. For five dollars a month, you can use the premium “Twitter” service, which also includes vowels.

Making Culture Change Stick

On 10th May in London, our partner ANKLe (A New Kind of Leadership) is running a workshop entitled 'Making Culture Change Stick'. Participants will explore what they mean by culture change and will examine a range of new as well as tried and tested tools and techniques for managing and embedding culture change in organisations.

Approaching the finishing line of the 30 Day Challenge

The 30 Day Challenge draws to a close. I've been challenged, supported, and held accountable, and I've gained some insights. I'm learning about blogging - and about topics I'd never anticipated - and I'm surprised at how much I'm enjoying the blogging process. I'm on the alert for topics to blog about - and now that I'm blogging twice a week, I feel 'in the groove'. My next step is to ensure that my blog is read and to build a readership.

Connect!

My core message is ‘Connect’ – make relationships and nurture them. When people connect, they care enough to hear what’s going on for the other person without judging it, pre-empting, advising or interrupting: they just listen. Out of that apparently simple interaction new perspectives, insights and solutions can emerge.

The other side of the development coin

A humorous short video on the perils implicit in development professionals 'knowing what's good for their clients'.

The S-curve

The S curve, developed by Dr Peter Robertson, is a model of organisational development. To survive in the long-term, organisations need to jump from the stage of squeezing out efficiencies and closing down the old business model to starting again with designing a new future.

United Nations launches International Happiness Day

Higher GDP doesn't make people happy. Does being happy enable higher GDP? Does it enable more productivity, creativity and engagement in your organisation? And does being unhappy or stressed diminish your organisation's GDP?

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