Our approach to development

Harthill is deeply committed to supporting individual and organisational transformations. Our developmental approach centres on:

• enabling individuals to make better judgements, take skilful decisions and exercise leadership effectively, with care and courage
• supporting teams to raise the performance of individual members and the group to achieve stated and emerging operational and strategic goals
• partnering with the client organisation to generate transformational change and long-term sustainability

Harthill’s development approach to transformational change is grounded in Action Inquiry and the Leadership Development Framework (LDF). In terms of methodology, Action Inquiry represents the core process we use to support individual and organisational transformations, and the LDF represents a core map we use to chart the territory of transformation and guide our clients through it.

Our approach to working with organisations

Harthill has an established track record in supporting transformational change. We believe that our Client stories demonstrate this clearly.

Our approach to working with clients centres on combining genuine collaborative inquiry with a committed focus on worthwhile practical outcomes. We explicitly seek to partner with organisations in their ongoing developmental journey. This means that we are dedicated to establishing, maintaining and deepening long-term relationships with our clients founded on mutuality.  

Our methodology focuses on supporting the effective actions of individuals in their respective contexts through Action Inquiry. We work with individual leaders to support their personal impact in role, as well as their effectiveness as team members and as active participants within the broader organisational system. We believe this dynamic approach delivers required systemic change.       

Our approach to organisational development also fosters a transforming use of power. Traditional forms of power are more likely to generate conformity, dependency and resistance rather than the kind of transformations organisations seek. Transforming power invites mutuality, seeks contradiction and heightens awareness in a way that opens individuals, teams and organisations to desired transformational change. 

Our overall intention is to be simultaneously supportive and usefully provocative in the service of appropriate transformation.