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Workshop 1: Preparing for Consulting 
Success

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Aims for Workshop 1:

  • Clarify my personal journey - where am I, where am I going, how will I get there?

  • Understand my strengths and potential blind spots

  • Build my will and commitment to action and learning

  • Build confidence, humility and credibility

  • Understand why growth mindset? The impact having a growth mindset has when defining complex problems

 

For a recap of the overall FDM Strategic Consulting Programme click here

Our approach to learning & acquiring knowledge

Acquiring knowledge results from a complex process that is social, goal-driven, contextual, and culturally-bounded. We get to knowledge — especially ‘actionable’ knowledge — by having desires and curiosity, through plotting and play, by being wrong more often than right, by talking with others and forming social bonds, by applying methods and then backing away from them, by calculation and serendipity, by rationality and intuition, by institutional processes and social roles. Most important in this regard, where the decisions are tough and knowledge is hard to come by, knowledge is not determined by information, for it is the knowing process that first decides which information is relevant, and how it is to be used.

 

This not a simple, linear training programme. Learning, and acquiring knowledge, is more creative, messier, harder won, and far more discontinuous. 

 

Are you prepared for the journey?

Ambition/ Drivers

  • Resilience

  • Learning 

  • Innovation

I want to be a successful Strategic Consultant

Am I prepared to work at it?

Do I have the capability?

Do I have the will?

Do I have the confidence?

Do I appear credible?

Growth Mindset Descriptions

Growth mindset is the belief that an individual can grow and develop through dedication, hard work and purposeful practice and not just rely on give talent

Resilience Mindset

Growth

Strives to learn and grow by embracing challenges. Engages in purposeful practice

Resilience Mindset

Seeks feedback from others and views feedback as a way to learn

Attitude to Feedback

Resilience Mindset

Engages in challenging tasks where might not succeed. Learns from mistakes and setbacks

Attitude to Failure

Learning Mindset

Humility

Believes can learn from others. Does not feel the need to be the "smartest in the room"

Innovation Mindset

Curiosity

Actively looks for new ideas and perspectives. Energised by different opinions

Learning Mindset

Attitude to complexity

Takes time to understand the factors that influence complex problems. Doesn't jump to assign blame.

Learning Mindset

Perception of potential

Believes that can develop new skills through effort and practice and that skills are not fixed

Innovation Mindset

Collaboration

Shares information openly with others. Works with rather than competes with colleagues

Innovation Mindset

Agility

Open to trying different approaches and acting with incomplete information. Responds quickly to changes

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Our
Values

01

Together we are stronger

02

We strive for success

03

Commited to our clients

04

We say it how it is

05

We make it happen

Whilst doing our work the FDM Values will guide how we think and behave.

Looking forward to Workshop 2

Workshop 2 will focus on 'Defining the Problem'

Please click on the link below and complete the short survey on defining a problem a client you are working with has.

Please complete this prior to the 30th June.

Thank you.

Outputs from Workshop 1:

During workshop 1 we discussed and agreed ground rules for when we are together: 

Our Ground Rules

When we are together as a team we will:

  • Be respectful of everyones views and give space for everyone to have their say

  • Actively listen - suspend judgement and the urge to talk over other people's views. Get good at summarising and building on the views/ideas of others

  • Show empathy - be aware of how others are feeling - check-ins and check-outs at team meetings/workshops. Create smaller group discussions to allow those less vocal to be comfortable in expressing their views

  • Create a safe space - keep sensitive conversations and info within the team. People able to be honest and say what they think and feel without any repercussions

  • Avoid venting - stay focused on the issue/problem and what can be done to resolve it

  • Seek clarity - Capture clear outcomes, actions, owners and next steps from team meetings

At the end of the workshop we captured how we were feeling. We will build on these 'emotional insights' in future workshops.

Feelings at the end of Workshop 1

Interested

Curious

Optimistic

Positive

Excited

Energised

Reflective

Useful

Driven

Overwhelmed

Insightful

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