Training and development

Solutions for local government

At Two Crows, we love New South Wales!

Heart of local communities

New South Wales is undoubtedly the best place to live, work and learn, and contributing to this is the role local government plays in our vibrant local communities. With the recent changes to local government in New South Wales, we understand many councils are facing the challenge of bringing a range of communities together through the NSW Government’s Stronger Councils, Stronger Communities package.

Change solutions

Struggling with change, or just wanting to make the most of the opportunity, a range of tools have been developed to help your council implement these changes. Designed to be used individually or as a package, our local government change solutions will help your community remain the best place to live and do business.

We offer three specific training packages that will ensure your organisation has a smooth transition through the change process. Ideally all three packages should be bundled to implement effective change for your organisation, however, if needed, we can tailor a package to meet your organisation’s specific needs.

Our full day change sessions for up to 15 senior executives are designed to give senior executives the right tools to lead the organisation through the change process without it being onerous.

Our sessions will push the boundaries, make some executives squirm momentarily in their seats, but will ultimately give them a learning experience that will deliver results on the ground that are required for bring about positive change.

The sessions focus on:

  • Vision
  • Culture
  • Organisation survival strategies
  • Return on investment

This hands-on experience will support senior managers by:

  • Providing the skills and knowledge required to determine strategic change requirements.
  • Suggesting options and opportunities for change to create a change management plan.
  • Identifying and adjusting change leadership style with a focus on consultation with stakeholders with a view to consensus decision making for future improvements.
  • Defining how to evaluate change management strategies.

Our two day change session for middle managers is a high impact session to tool up managers that will have the biggest impact on the success of your change program. This program isn’t for the faint hearted, but will give middle managers the necessary spanners to fine tune your engine.

More than managing upwards, this program will help them manage their teams as well as manage sideways during a time of heightened uncertainty.

Limited to 20 people per session, this hands on experience delivers the following outcomes:

  • Dealing with ambiguity in the change process.
  • Consultation with stakeholders with a view to consensus decision making for future improvements.
  • How to enable all stakeholders to embrace change positively.
  • Implement change strategies that align with organisational goals.
  • Implementing step change or a change resulting from a problem solving exercise such as a through a blitz.
  • Successfully manage resistance to change
  • How to evaluate change management strategies.

Future proof your organisation. This session will give your middle managers a learning experience that will deliver results on the ground that are required for bringing about positive change, but also readies this cohort of managers to be the future leaders in time to come.

Our full day change sessions for business units and teams are designed to help employees feel good about change and engage in the process. We reference examples across the world where change has started off poorly and how that exacerbates things for employees and how change through good management builds success.

Limited to 25 people per session, this hands-on experience delivers the following outcomes:

  • Give participants’ an opportunity for self-reflection on behaviour and type.
  • Help participants work together as a team through understanding each other more deeply.
  • Give participants another “lens” for looking and working with each other.
  • Dealing with ambiguity in the change process.
  • How to enable all stakeholders to embrace change positively.
  • Implementing step change or a change resulting from a problem solving exercise such as a blitz.

Most employees resent change, and this is compounded if implemented poorly.