Case studies
Skills 4 Success ...
Testimonial from a previous participant on our Skills4Success programme in West London.
Strengthening the Team Relationships with Boots HR Shared Services ...
After a challenging and enjoyable project building a Customer Focused Culture with Boots HR Shared Services, I was approached by the Department Manager, Sandy Bradely, for an event to build the team. The team of 8 managers had changed 50% over the last 6 months due to; maternity; staff leaving; new staff joining and a freelance project manager made permanent.
Modelling best teaching practise in Ealing - working with African Caribbean pupils ...
Ealing Education Authority engaged Training Attention to elicit a model for successfully motivating African Caribbean students to learn who were otherwise in danger of underachievement. The two schools involved in the project nominated three teachers who they deemed to be successful at motivating this student group to learn.
Dalston Youth Project - European Community Safety Award Winner ...
Three groups of 10 pupils, considered most 'at risk' by their schools in Hackney, London were offered three 2-hour sessions a week with alternative education and behaviour management skills as well as a weekly contact with an adult Mentor for a year.
Training Attention set out to set up an arrangement that trained the young people with full respect for the skills and behaviour patterns that they had developed in response to their environments and to create a place where people could speak straight, where no-one was humiliated, where all skills were appreciated and where the pupils were given the opportunity to share their skills and then to develop new ones. The hypothesis was that no-one liked failing at school, all skills were useful in one context or another and that no-one learns when they feel bad.
Dyslexia - working with nonlinear thinking ...
Training Attention worked with individuals who were at risk of unemployment due to dyslexic symptoms, such as disorganisation and poor timekeeping. We used the technique of symbolic modelling and facilitated each client to develop a new understanding of their thinking style, enabling them to shift patterns and chose new ways of working.
Business - New Information Paradigms (NIP) ...
NIP engaged Training Attention to bring metaphor and clean language into the business world. In February 1999, the BBC came to NIP's offices to film this: the resulting video is a module (B822 - Creativity, Innovation and Change) for the Open University MBA programme.
Work Directions UK ...
Work Directions deliver welfare to work services. Contracted from the job centre, they supply programmes such as New Deal and Employment Zones. Work Directions recruited Training Attention to be involved from the start of their UK operation in 2002. They wanted to bring systemic thinking into the structure of their organisation from the beginning to improve the performance of their teams in facilitating long-term unemployed into sustainable employment of their choice.
Conflict at work ...
Here are three examples where an individual, a tem and an organisation have used the Training Attention practise to model out conflict in the workplace.
Shifting a whole organisation - Bexley Care Trust ...
Training Attention Ltd designed and delivered aa 2-part programme in diversity awareness for 800 members of a Primary Care Trust in London. The aim was to create a culture that fosters asking questions, acknowledging prejudice and challenging discrimination, in order that people are able to work more comfortably with diverse colleagues and customers.
Paying attention to unconscious prejudices - Police National Search Centre ...
Training Attention was called in to design and deliver a two day training to get senior police and army officers to pay attention to unconscious prejudice that might be leading them into discriminatory practices at work. The first day we worked very hard to build rapport firstly with the officers, then to get the officers to engage in their personal process. There was no point in discussing prejudice until we'd established a context where it was safe for people to discuss their internal experience and because that wasn't something that happened very often in this context establishing it took 50% of the training.
Overnight, the participants were asked to think of a prejudice that they used to have that they no longer held; where the prejudice came from, what it served and how they had lost it?
The next morning we put the question to the group and there was some silence.
Uncovering diversity of thinking in a partnership - eye contact ...
These transcripts are taken from the introduction of a diversity training event run by Training Attention