Despite this obvious truism encouraging individuals, teams and organisations to respond positively to change can be challenging. It is often said that 'people do not like change' and whether or not that statement is based upon academic research it obviously influences beliefs and behaviours.

In an organisational sense there can be the feeling of 'being done to' rather than being actively involved in the process.

As external consultants we can help managers and leaders ask the questions which explore options for change; communicate the need for change and engage teams in the process of change.

We specialise in the development of what has often been called 'soft skills'.

The leadership model presented opposite clearly identifies two of the four 'domains' as belonging to what we have called 'soft skills'.

• Self-Management and Development
• Relationship Building and Communication

We would suggest that the third domain, application of leadership competencies, also falls under the broad heading of 'soft skills' since it is difficult to apply competencies without reference to self and through communication with others.

As consultants and trainers we can offer leadership support in these key areas.

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