Summit Consult is an organisational consultancy, facilitating excellence in organisational behaviour and human communication to improve client’s performance and sustainability. We do so by providing a range of consulting services for executives and senior management, in a perspective of learning & growth.
This process transforms leadership, communication and collaboration which increases agility in the team to take advantage of change.
Staff develop clarity of direction with a societal and communal awareness and also have a sense of being innovative and profitable. Your organisation will develop a culture with a can do attitude that is experienced positively by those who do business with it.
The Late Peter Druker (Management consultant, educator & author) suggested “that any business can be as good as any other business. The only distinction is how it develops it’s people.”
Organisational Development starts by finding your purpose and developing the culture to support this purpose.
This type of work starts with the people in leadership positions making a commitment for change and supporting a process that includes the organization as a whole.
All organisations are made up of living people who have unconscious and non rational aims and needs, which need to integrate simultaneously with the rational aims of the organisational.
This is a long term process that will lead to new demands on staff, teams and managers who need to be able to work within the new culture and direction of the organization.
All leadership and staff training is naturally designed to take the above into account. The foundation is education in human relations and communication using thinking, feeling and emotions.
This is targeted as a support for any manager who reflects on his or her performance, managing superiors, colleagues and employees. It also supports participants in a team development programme.
In The first level Coaching one works with the presented issues and looks for behavioural change and options: the focus is on finding another way of behaving, on managing the crises and on how to move on without exploring the deeper dynamics.
In the second level supervision, one explores the dynamics behind the presented issues. We find if you go deeper into the problem and explore alternatives, you always get a better answer.
2. Team Development work
Team development work or group relations training enhances group communication and understanding of human behaviour. This learning increases self-knowledge and a preparedness to reflect on one’s own action, which realises openness, increased awareness and respect for different perspectives.
3. Review direction & Organisational Analysis
On identification of a problem in the organisational system, the consulting process has the advantage of being on the outside, looking in, with a licence to see and to be heard. Employees are more likely to discuss what they are observing and experiencing with a consultant rather than discussing with their superior if the information raises anxiety in the individual or group. Through objective Investigating and using particular tools to make sense of what we see and feel we can raise a hypothesis for discussion on the essence and dynamics of the problem. This can challenge the executives’ view with fresh information to reflect onto discover a better solution to the problem.
Coming together is a beginning
If our nature is social, then why do we have such difficulties with others as well within ourselves in relation to others?
Why is social life so unpredictable and seemingly irrational? Freud (1921/1955) famously suggested that this was because our conscious rational intentions are being driven and disrupted by unconscious intentions and desires.”When individuals come together in a group all their individual inhibitions fall away and all the cruel, brutal and destructive instincts, which lie dormant in individuals as relics of a primitive epoch, are stirred up to find free gratification” (p.79)
Therefore the process is a zig-zag path of learning. At times it will be easy-floating, but as it goes it will meet lumps and bumps, resistances and sabotages. The process can at times speed up, other moments slow down.
As consultants, we know how to deal with that, managing the challenges while keeping an eye on the long-term process.We encourage people to talk about the issues and opportunities facing the organization by bringing the best out of the potential.This encourages group participation to come up with innovative solutions which guarantee success of the mission.
1. An organisation that is effective in an environment of high spirit and cohesion.
We support small to medium (SME)organisations in Canberra.
We design the project including carrying and holding the project as a whole and run specific tasks as trainers, coaches and specialist consultants.
Mark is the managing director of Summit Consult. Mark was raised in Sydney and moved his family to the Riverina in 2003 to get out of the city. I have recently relocated to the Canberra region and travel back to the Riverina for clients. Mark is a keen horse rider, enjoys snow skiing, and camping. Mark has worked in real estate, Property development, Construction and Information Technology holding executive sales positions.
My passion has been to understand human behaviour, communication & group development in organisations. I started summit as a business-coaching consultancy for the SME market but found that the skills and understanding at cognitive level not sufficient enough to hold clients and their teams through the change process. So I researched for 12 months looking for a Psychodynamic Analytical process that would be effective for the transformational change process, easily understood and practical. I found Transactional Analysis (TA) founder Dr Eric Berne MD and a psychiatrist, ticked all the boxes.
I started a 5-year training course at The Australian institute for integrative studies (ACIS) in Sydney completing the Relational Consultant course in 2013.
I have been practicing (TA) in consultancy, supervision for individuals and team development since 2012. I’m in the process of doing my Certification in Transactional Analysis (CTA), which involves a further 5-year process of self development. In addition I continue supervision for learning and development.
I have found that individuals and teams grow emotionally by gaining awareness to start looking at problems and challenges in a perspective of learning and growth. Groups and individuals increase productivity and reduce stress and anxiety. I personally believe this is the key to working successfully in groups. I work with clients in Canberra.