How we do it

Sixfold Course Style

In order to maintain a standard of quality, pace and interest across all its courses Sixfold works to the following development principles:

Interactive ‘lecturing'. Any facilitator lead dialogue will include frequent class exercises and questions thrown back to the group. This will facilitate discussion which helps to shift self-limiting beliefs and the sharing of best practice.
Team based exercises. The element of cooperation helps draw out the best from individuals and maintains interest and pace.
Varied exercises. Sixfold will use a variety of approaches to keep interest levels high. This includes game play, role play, quizzes and some paper-based exercises. We introduce such tools as stereogram's, board games, construction tools, videos and simulations.
Tailored Action Plans. At frequent intervals we ask attendees to record what they will do differently as a result of what they have learned. As a result they take away a personalised action plan.
Revision not repetition. Sixfold structures quizzes and reviews that encourage the attendees to recall their learning experience. This is a far better form of reinforcement than the facilitators repeating what they have already said.
Trap Setting. We learn best from our mistakes. So Sixfold deliberately sets traps for its attendees to fall into. Better to make the mistakes in the classroom than in front of the client!
‘Wow moments'. Each event must include a number of what Sixfold call ‘Wow' moments. These are points when delegates will suddenly become aware of significant insights that will change the way they go about their work in the future. These are sometimes achieved through the introduction of new tools or processes. Alternatively, they can be created by carefully staged (sometimes theatrical) discovery processes. Trap setting is often a particularly good way of highlighting these.
Atmosphere. The right atmosphere is crucial and, to an extent, is created by the attendees. Sixfold strives to set a tone of fun and informality, but not to the extent that the delegates feel that the event is lightweight. Sixfold does this by ensuring that any facilitator delivered content is intellectually sound and well researched, but delivered with humour and in a relaxed style.
Focus on outcomes. Although Sixfold believes discussion amongst delegates is vital, we will cut debates that are not specifically within the course agenda. In particular we will avoid negative discussion around your organisation's issues. Sixfold already has considerable experience about how to achieve this and to ensure that delegates focus on the opportunities for the future.

The Sixfold Method

The Sixfold methodology for enabling business improvement within any organisation has been shaped by the combined experience of the Sixfold team. It is based upon the assumption that client requirements ought to be "needs" driven rather than "menu" driven. Sixfold believes that it is important to discover the root issues before creating a prescriptive list of solutions. This ensures two key outcomes:

Identification of development solutions that are precisely relevant and unique to the organisation.
A commitment to adopting the skills and behaviours put forward to be learned by every participant which, as a consequence, will lead to an improved performance at the workplace.

The Sixfold approach is based upon a Development model template which Sixfold has found to be a very good fit with all its consultancy activities. Although it was developed initially to support training and development projects, this does not diminish its value; it works in any complex consultancy situation where brain power and experience of the consultancy needs to be applied to areas of a client's business to achieve business benefits and lasting change. The model includes the following steps:

Articulate the Business Goals

Sixfold believes it is an important part of any engagement that both it and the client fully understands the business goals which are to be achieved by the activity before any activity begins. These goals will define the outcome of the activity and need to be written down and agreed by both parties early on in the process.

Link the Business Goals to Human Performance

Once goals have been defined and agreed, the next step in the Sixfold process is to interpret those goals into activities and behaviours that individuals in the process need to follow.

Diagnose the Current Performance

With defined required activities and behaviours, the next step is to determine the gap between current specific activities and those desired.

Find Root Causes of Deficiencies

When gaps have been identified the next step requires that the underlying reasons for the gap are understood. It is only when the reasons for the gap are fully appreciated that effective solutions can be designed.

Implement Solutions

Solutions are designed on the basis of the understanding of the performance gap and the reasons that it exists. These solutions will often involve process design, training, development workshops and the creation of review processes.

Evaluate the Results of the Interventions

Once the solutions have been in place for a period of time it is very important that the effectiveness of those solutions is examined to ensure that the original business goals have been met. Any deviation needs to be re-examined using this process.

In Practice

Whereas there are many similar process to achieve business change and performance improvement, Sixfold has found that its six step approach linked to the perspective of the individuals involved is very efficient in achieving its results and it commends this approach to most clients.

In practice it is not normally necessary for Sixfold to be involved in defining the status of each step with its customers. Wherever possible, Sixfold will look to existing evidence from the client to support its understanding of each of the steps rather than reinvestigate areas which are already well defined by the customer.

Sixfold Principles

Sixfold offers companies guaranteed business improvement by helping them achieve excellence in the two areas that will make the most difference: winning more sales and increasing employee contribution to the business.

We do this by concentrating on the front end of the business cycle, supplementing the internal team and transferring the skills, knowledge and tools that have been proven to improve win rates and service to the customer.

Unlike many training organisations whose measure of success is only the passing on of techniques, we are a group of seasoned professionals with many years successful experience in the business areas that count, Our results orientated approach has delivered client documented ROI successes.

Recently, Sixfold has provided significant assistance to companies such as Unisys, T- Systems, Royal Mail and the Home Office resulting in high return and measurable performance improvements. Our understanding of the high value sales environment is underpinned by our ability to field large teams of bid professionals at short notice, which provides Sixfold clients with both the professional expertise and the skills they need to win.

Key principles:

Easy and cooperative to work with - feels like working with a colleague and not a contractor
Noticeably focused on the job at hand rather then the next piece of work
Staggering record of successes and client feedback
Able to work with minimal client overhead
Highly responsive and reactive to client's needs, with extensive backup capability where required
Led by client needs and not the contents of the existing portfolio
High "Board Level" credibility from all our staff
We deliver events, levels of pace, engagement and animation which are not only engaging but also lead to valuable change in behaviours or results
Quickly engage attention and develop trust/credibility
Create many moments of insight
Knowledge of how to exploit Public Sector procurement processes and politics for client success
Can translate client strategy into action; deliver results way in excess of client effort and involvement