Game Plan Programs
Through hands-on sessions built around pressures and decisions, teams develop skills to work through complexity and ambiguity together, and have a surprising amount of fun doing it.
We were hearing from our leaders about how they were struggling to work through and help their teams cope with constant change and uncertainty.
Katrina Lines, Chief Executive Officer, Act for Kids
Most teams have been to the training day. They came back with a model, a set of cards and good intentions, and within a fortnight the pressure of the job had closed over the top of it.
These sessions start from the pressures and decisions your team is already dealing with. People work on their own live issues as well as on worked examples, so the practice transfers.
Four programs sit under the Game Plan Programs. Which one depends on what the team needs and how long you have.
Most teams can have a good day in a room. What I am interested in is what yours is doing differently three months later, and whether that was worth what you spent.
Ready, Set… Wait! What?
For teams working with situations that are unclear, unfamiliar or still moving. It builds the specific skills that make the difference when the information is not all there, practised rather than explained. Ambiguity Apocalypse®, the game Susanne co-built with Dr Samantha Rush, sits inside it. The IAm (Indicator of Ambiguity) assessment is available as an option where a team wants to understand their tolerance before they start.
Three hours to a full day.
The Centring Star Leadership Program
Works through the Centring Star™, the framework from Susanne's book. Five capabilities: emotional agility, intellectual flexibility, contextual wisdom, inter-relational expertise and tactical agility, anchored to the team's own values and character strengths.
A half-day executive workshop, a full day, or up to a six month program with pre and post-diagnostics for a team.
Lead Through Convergence
A 90-day program for senior leaders in NGO health, community and human services who are shaping their organisation's response while funding, workforce, regulatory and commissioning pressures land at once. A one-day workshop builds the method. Two virtual labs work as practice clinics on the live issues participants bring.
For senior leaders accountable for outcomes their organisation depends on. Bring Susanne into your organisation or collaborate with other like organisations to share the cost.
Influence by Design
A six-month program for senior leaders in NGO health, community and human services, where stakeholder work runs on personal habit, different parts of the organisation talk to the same funder differently, and the chief executive ends up the single point of trust on every important relationship. One-day workshop, three virtual labs across the six months, and an online library in between.
By month six the senior team is using one method, and several strategic relationships are being repositioned.
All four
Sessions run in person, virtual or hybrid, and have been delivered to groups from a single leadership team up to sixty or seventy people. Every engagement opens with a pre-brief with you and closes with a debrief, so you know what came out of the sessions and what your team is taking back into the job.
The game plan through
Every room is different, so there's no fixed formula. But underneath the tools and frameworks, Susanne works the same four moves, whether she's in a boardroom, on a stage, or in a room full of people who've stopped agreeing with each other.
- 01
READ the field
Before the engagement begins, Susanne finds out what's really going on beneath the agenda. On the day, she reads the room live.
- 02
NAME the play
Susanne takes a clear view and says the true, necessary thing out loud, staying true to the substance without taking sides.
- 03
FIND the way through
She'll get the room imagining what's possible, then ground it in what's real, mapping a route that can flex as conditions change.
- 04
MOVE as one
With the collective behind the decision, you'll be able to keep things moving long after Susanne's gone.
Find your way through.
If the complexity in your organisation isn't going anywhere, and you have less certainty than you'd like, that's ground Susanne has worked for thirty years.
Start with a conversation to find your team's way through.
“I think the main outcome I have noticed is that people are using some of the concepts in daily communication and teams and individuals have embraced the activities designed to build the skills for leading in complexity.”