Why Consult To assist organisations to improve the mechanics of consultation through neutral assistance and the production of information that is accepted by all parties as genuine and accurate. The benefits are: • Reduce ‘us and them’ conflict through the provision of new information and understandings from an independent source • Acceptance through the opportunity to engage in dialogue • Reduce time of acceptance or change Being both independent and known for readily understanding organisations, in both its formal and below-surface manifestations, I can provide an ideal mirror for you to see the changes and results of undertaking consultation. your World, your Language Using the language and culture of your organisation leads to high levels of acceptance based on shared meanings. The unfolding dialogue that ensues at once becomes the basis of acceptance and the source of making the change or idea even better. Time savings are made through the removal of suspicion and the increased commitment to the change Recognising Staff as Sources of Change This can occur at both the development and/ or the review stages. The approach depends on the size of the body requiring to be consulted and can involve questionnaire, individual and group meetings to generate the consultative feedback. For more speculative but necessary changes the techniques of Action Research can be used which effectively puts a mirror to the problem and enables managers and staff to reflect on the new information and to shape and commit themselves to action. Part of the design is advice on how the policy could roll-out to achieve maximum coverage and acceptance by staff.