Example of co writing

The world’s first Cultural Transformation Platform
INDIVIDUALLY LED. PEER SUPPORTED. TECHNOLOGY ENABLED.
Creatively designed for scale and cost efficiency.
Flexible enough to integrate as much or as little expert support as you need.

2 | MindNavig8or® Overview
Innovation has become the canned response for how
businesses will remain relevant in the global economy.
Yet, paradoxically businesses continue to look for
standardised solutions. Standardisation stifles creativity.
MindNavig8or® develops mindsets for self mastery and
adaptive thinking.
— Ami Cook, MindNavig8or® Chief Design Officer

Table of contents
Is your corporate culture driving the trust, engagement
and productivity you need? ...............................................4
Unique approach to leadership and change......................7
Leadership ..........................................................................8
Change................................................................................9
Flexible measureable efficient..........................................10
Key outcomes....................................................................11
How it works.....................................................................12
Translating Theory Into Practice.......................................13
What makes change successful?......................................14
MindNavig8or®
Change Framework.................................15
How do we fully engage in change?.................................16
MindNavig8or®
Change Engagement Model....................17
Inside Cycles of Development..........................................18
Product Features...............................................................19
Collective Transformation ................................................23
Individual Transformation.................................................26
About the company..........................................................28
MindNavig8or® Overview | 3

Is your corporate
culture driving the
trust, engagement
and productivity
you need?
The latest research suggests that an open and transparent
culture drives innovation and has a positive impact on
productivity, particularly when workers are able to challenge the
status quo and provide insights about the need for and direction
of change.1
Organisations with neglected cultures experience low
engagement, diminished brand trust and struggle to keep
customers. Ultimately, they fall behind competitors.
Conversely, organisations that nurture their culture thrive. They
understand that culture, like a fingerprint, is the one thing that
can’t be replicated.
1 Administrative Science Quarterly, ‘Voice Flows to and around Leaders: Understanding When Units Are
Helped or Hurt by Employee Voice’, 2013
MindNavig8or® engages your whole organisation in
developmental change cycles, helping you to create a culture
that empowers all employees to collaborate in service of a
common strategic vision.
There’s a wealth of fantastic cultural diagnostic tools out there,
there are some great leadership development programs, but
no other system is able to provide
the depth and scale of individual
and collective transformation in one
integrated, cost-effective solution.

“Organisational culture
holds your organisation’s
aspirations and the spirit
of the place. Its beliefs
and values define the
organisation’s core.”
— McGuire & Rhodes, Transforming
your Leadership Culture

BACKED BY SCIENCE
________
MindNavig8or® distills the best of numerous
world leading coaching methodologies,
decades of research in psychologies and
theories of change, and the latest findings
from neuroscience, in one
integrated solution.
APPLIED
________
MindNavig8or® ensures insights convert to
sustainable behavioral change in the work
environment by creating a strong framework
for developmental change to occur.
TRIED & TESTED
________
A methodology that has been continuously
refined through thousands of engagements
with both individuals and groups to
optimise performance.
EFFICIENT
________
Micro-bites of learning and simple practices
that are integrated into day-to-day activities
create efficiency for time-sensitive
work environments.
SCALEABLE
________
Artfully designed processes and cutting
edge technology facilitate scalability and
engagement across diverse geographies.
Organisations are able to provide
development opportunities for everyone,
without blowing the budget, and create
communities of practice.
MEASURABLE
________
Measurement is focused on progress of
actions committed to after learning. This
promotes self-accountability and provides
evidence of success. Customised reports
provide transparency around
engagement and performance.

Unique approach to
leadership and change
MindNavig8or® is a unique combination of the latest thinking around
the leadership maturity needed to navigate change and thrive
in fluid, networked environments, and decades of research into
theories and approaches for learning and developmental change.
Modern, agile teams rely
on the people nearest an
issue to take responsibility
for fixing it – hierarchy slows
things down and dramatically
increases risk. Our experience
of MindNavig8or® is that it
trains exactly the required
transformational skills.
— Dr Timothy Mansfield, CEO

“Leadership applies to every one of us,
regardless of age, profession and title”
— Zamantungwa Khumalo, World Economic Forum Global Shaper
8 | MindNavig8or Overview
Leadership
In line with the latest thinking around the who, what and how of leadership
development, MindNavig8or®:
• Adopts a whole of business approach
• Defines leadership as a mindset rather than a role
• Develops universal attributes of self mastery and influence
• Facilitates adaptive thinking
• Puts the individual in the driving seat of their own development
• Develops the facilitation skills needed to lead in networked environments

MindNavig8or Overview | 9
Change
Drawing on the latest approaches and technologies for sustainable behavioural
change, MindNavig8or®:
• Makes change individually relevant rather than adopting a one-size-fits-all
approach
• Accommodates various levels of staff maturity and development
• Creates support networks that enable people to learn with and from each other
• Focuses on expanding perspectives rather than broadening skills within the same
level of thinking
• Incorporates practices for application of change in the work environment
“Focus more on development, less on content;
Make the development and the work inseparable;
Create strong developmental networks at work;
Make leadership development a process not
an event ”
— Nick Petrie, Centre for Creative Leadership

Flexible
measureable
efficient
Unlike traditional solutions, such as coaching and leadership
programs that focus on executive development, or
learning management systems, the MindNavig8or® cultural
transformation platform is a change solution that:
• Measures and demonstrates behavioural change
• Leverages science to ensure change is implemented
and sustained
• Facilitates both individual and collective change
• Scales for organisation-wide implementation with
cost efficiency
• Demands very little time away from day-to-day
work activities
• Creates ease of access for global environments

Key outcomes
For Organisations
Shapes and sustains corporate culture to generate performance
uplift across the entire organisation. Helps create an environment
people want to be a part of and a truly innovative business ready
for whatever is to come.
For Teams
Creates a common language for people to safely challenge
themselves and each other around what they may be over and
under valuing. Helps build trust, vulnerability and openness,
which improve working relationships.
For Individuals
Helps build awareness, accountability and agility and reduce
fear-based actions and behaviours, enabling people to be and
do their best. Develops the facilitation skills needed to lead in
a networked environment.

Online Learning
Participants work with key concepts for developing self mastery and
capabilities of ‘response-able’ leading, independently via high-value
micro learning modules. Insight is achieved through interactive
engagement and guided reflection.
These modules support the change process by offering a gateway to
new mental, emotional and behavioural possibilities.
Group Dialogue
Participants come together to discuss these insights and key concepts
through structured, facilitated conversations that can occur either face-
to-face or via video conference.
Perspectives are expanded through group interaction and sharing.
Insights are made relevant through discussion in the context of current
business challenges.
Realtime Application
Each participant can individually craft or select a developmental
practice to integrate into their daily work activities.
Shifts in mindset and behaviour are achieved through micro-moves
over time, supported by peer and leader feedback, support
and measurement.
ONLINE
LEARNING
CYCLES OF
DEVELOPMENT
GROUP
DIALOGUE
REALTIME
APPLICATION
How it works

Translating Theory
Into Practice
At MindNavig8or we have developed a systemic change philosophy
and translated it into the world’s first Cultural Transformation
Platform, enabling depth and scale of individual and collective
transformation in one integrated, cost-effective solution.
ONLINE
LEARNING
CYCLES OF
DEVELOPMENT
CHANGE
PHILOSOPHY
GROUP
DIALOGUE
REALTIME
APPLICATION

What makes
change successful?
Systemic change is complex and requires consideration of a
number of interrelated components.
Many approaches to change tackle the easier, more visible
aspects but ignore the more intangible aspects of psychology
and relationships such as self-identity systems, shared meanings
and unwritten group rules.
In our experience, successful systemic change must include
these four lenses of change*.
Relation
ships Lens System
s
Lens
Psycholo
gy
Lens Behavio
urLens
*Adapted from the work of philosopher Ken Wilber
1. Psychology
Gaining new insights and shifting mindsets, belief structures
and self-identity through deepening individual awareness
and reflection.
2. Relationships
Sparking new ideas between individuals and revealing the
hidden territory of our shared assumptions and differences
through focused conversation.
3. Behaviour
Practicing new behaviors to achieve change and cement new,
healthier habits.
4. Systems
Adapting to ensure change is appropriate for the context,
relevant for the role and fits the systems we participate in.

MindNavig8or®
Change Framework
SUPPORT
Stakeholder engagement and peer
coaching facilitate accountability
and follow through
DIALOGUE
Broader perspecƟves emerge from
group wisdom, expanding
mindsets, sƟmulaƟng creaƟvity and
deepening relaƟonships
INTROSPECTION
ReflecƟon reveals old assumpƟons and
develops awareness of new possibiliƟes
for thinking and doing differently
RELEVANCE
MoƟvaƟon fuels growth when
pracƟces are individually customised
and personally meaningful
CONTEXT
New strategies are considered in
the context of related systems, roles
and requirements
MEASUREMENT
Progress is measured to provide
posiƟve moƟvaƟon for further growth
APPLICATION
New results are achieved through
repeated pracƟce that develops
strength, confidence and enhanced
performance
ITERATION
TransformaƟon occurs through short
bursts of learning and micro-moves
over Ɵme
Relation
ships Lens System
s
Lens
Psycholo
gy
Lens Behavi
ourLens
Individuals, teams and organisations as a whole, tend to preference some
lenses over others.
The MindNavig8or® Change Framework integrates all four lenses and has
eight core principles. This offers participants a holistic approach, leading to
substantive change.

Head
________
the master of thinking, cognition,
perception and meaning making
(I get that…)
Change in understanding.
Heart
________
the designation of deep emotion
processing, connecting us to what
we value
(I want to…)
Change in motivation.
Gut
________
the domain of key immune
functions, intuition, where we
protect ourselves from fear (self-
preservation), and the seat of
action and mobility
(I will do…)
Change in action.
How do we fully
engage in change?
Change does not occur unless we are fully engaged.
To fully engage in change, we need to integrate the
intelligences of our head, heart and gut, each of which
plays distinct roles.

G
UT
HEART
HEAD
ENGAGEMENT
Change in Understanding
C
hangeinAcƟon
ChangeinM
oƟ
vaƟon
MindNavig8or®
Change Engagement
Model
The Eastern traditions have been aware of the connection
between our head, heart and gut for centuries and Western
scientific understanding is now catching up. Latest research
in neuroscience suggests these three Centres are linked by
the vagus nerve, which acts as a kind of information highway
between them.
Since a lot of information travels in an upwards direction, if
we experience a gut reaction that our brain interprets as ‘it’s
not safe’, or we place hand on heart and say ‘that doesn’t feel
right’, these interpretations will likely override any rationale
for that change.
The MindNavig8or® Change Engagement Model operates on
the tenet that when our head, heart and gut intelligences are
aligned, we not only know what to change, we actually do it.

Step 1 – Online Learning
Change experiences are based on
researched and applied universal
principles that operate above
and beyond content and context
to facilitate increasing self-
actualisation.
Journaling provides a number
of proven benefits including
strengthening immune cells,
called T-lymphocytes and
removing mental blocks.
Reflection helps clarify thoughts
and feelings, increases self
awareness, reduces stress and
improves problem solving.
Step 2 – Group Dialogue
Often in workplaces the focus is
on ‘doing’, leaving little space for
conversation and creativity.
Focused conversations provide
opportunities to expand world-
views, deepen engagement, build
relationships and develop trust.
These discussions also reveal hidden
organisational narratives and
cultural DNA.
Insight is not enough. Embodied
change requires consistent and
continuous practical application of
new learnings.
Our approach also recognises the
importance of self reflection and
stakeholder input in any virtuous
cycle of on-the-job learning.
Measuring progress maintains
intrinsic motivation for change.
Inside Cycles of Development
Step 3 – Realtime Application

Product Features
• Micro Modules
• Interactive Exercises
• MindNavig8or® Personal Journal
• Resources
• Scheduling Tool
• Faciltiator Guides
• Group Forum
• Practice Library
• Tailored Email Notification
• Measurement
• Reporting

Product Features
Step 1
Micro Modules
Engage with high value, short-form change experiences and work
with key concepts for developing self mastery and qualities of
response-able leading.
Interactive Exercises
Experience high levels of interactivity through guided exercises
and reflection that support the introspection needed to facilitate
substantive change.
MindNavig8or® Personal Journal
Record a personal development journey and capture thoughts,
feelings and reflections during each change experience. Journals
are data protected and can also be exported to PDF.
Resources
Understand the science behind each change experience. Enhance
learning and development to greater levels through optional
access to additional materials, in various formats. Explore
different levels of development within each change experience.

Product Features
Step 2
Scheduling Tool
Access a full schedule of session times for face-to-face
or online discussions based on group allocation.
Scheduling can be synchronised with work calendars.
Automated email reminders prompt task completion
and attendance.
Faciltiator Guides
Download a comprehensive facilitator guide for each change
experience to support the structure and flow of focused
conversations.
Group Forum
Share insights, reflections and additional resources with
other participants via an online group forum set up for
exchanges within allocated groups.
Encourage participant development by providing feedback
on practices and progress.

Product Features
Step 3
Practice Library
Individually craft or search and select from a comprehensive library of
developmental practices related to each change experience.
Tailored Email Notification
Opt in to receive reminders that support practice and accountability.
Gain additional input and insights to enhance the learning and
development journey.
Measurement
Measure capability at the beginning and end of each change experience
to track progress and measure movement. Receive 360 measures from
selected stakeholders, in addition to self assessment.
Reporting
Access customised reporting to measure individual and cultural change.
Track attendance, engagement and performance within different areas
of the business.

Collective
Transformation
Before MindNavig8or®
The Melbourne office of a global technology firm was
struggling to keep up with the broader business, experiencing
cultural issues as well as gaps in leadership capability and
self-leadership.
At an individual level staff tended to focus more on their own
contributions than on collaboration and group outcomes.
Collectively, employees were having difficulty finding a sense
of purpose. They considered themselves as secondary to head
office, which created an us vs them mentality, and at times
lead to blame and lack of ownership.
Senior leadership described their culture as ‘close knit’
yet based on protection and silos rather than depth
of connection.

24 | MindNavig8or Overview
After MindNavig8or®
All participants reported a positive shift in working relationships,
and the majority reported changes in their work performance. This
was supported by senior leaders interviewed after the program.
“The Melbourne team has found a healthier
level of responsibility. Staff are more self
aware and are taking greater responsibility
for their actions.”
— Regional HR Business Leader
Performance uplift
Staff are making significant progress in their leadership and
development. For example, a team leader who previously over
extended their self is now consistently delegating – this is also
giving other people opportunities.
“People are being more effective in their roles.
They’re no longer focusing on negatives
or the past, they’re focusing on their own
personal development and showing healthier
levels of responsibility.”
68% of participants
were motivated to
continue applying the
learning after course
completion as a
High Priority.
of participants
reported a positive
shift in working
relationships.
100%

Empowered employees
Staff are advising senior leaders that they feel more comfortable with
pushing back on clients when appropriate, looking for other solutions
and managing their expectations.
There is an increase in the number of staff stepping up and applying
for new internal roles and opportunities. Participants also reported an
increase in job satisfaction.
“There is a different energy in the office. People are
more engaged, excited, open minded – they feel like
they have more options.”
Increased collaboration
Collaboration has increased both within teams and with Head Office.
For example, an Account Manager who previously tended to work in
isolation proactively engaged with head office to collaborate on his
idea for a new CRM solution.
“I can see a shift in people’s perspectives
and openness.”
Greater trust
Staff now report an environment where it is safe to understand the
‘self’ better and accept who you are.
“Vulnerability it’s less tiring simply being
myself, and I feel more energised”.

Awareness
Change starts with noticing our thought
processes and the belief set and intentions
influencing what we say and do.
Attention
Once able to observe ourselves in our
current way we can begin to pause and
make more conscious choices.
Accountability
As our choices become more considered
it leads us to take ownership for our
outcomes and balance our own needs
with the needs of those around us.
Individual Transformation
Sarah’s Story
Sarah is a team leader in a technology
organsation. Working with Awareness,
Sarah becomes aware of a core personal
value around ‘knowledge’. She really values
knowledge in herself and in others; it really
affects how she perceives people. Her
practice reveals that having knowledge is
connected to feeling secure in her job and
also receiving recognition from others.
Sarah brings attention to her tendency to
be running her own internal dialogue whilst
someone else is talking. She realises she
often misses part of the conversation. She
adopts a practice of mindful listening and
this leads to her developing a deeper level
of connection and understanding with
her colleagues.
Sarah develops healthier boundaries
through more careful consideration of
what she is and isn’t accountable for. She
realises that she often completes tasks she
could easily delegate to her team. Instead
of taking everything on herself, she begins
to refer requests for information to relevant
team members. Not only does she free up
her own time but her staff feel more valued
and able to contribute.

Agility
When we can own our current choices
we can start to expand our perspectives
enabling new ideas to convert to new,
more meaningful actions.
Actualisation
Moving to a greater level of flexibility,
we can continue to shift from fear based
actions and behaviours to step into
our full potential.
Artistry
Our creativity is unleashed as we start to
integrate work and life and fully step into
our human ‘being’.
After working through these 6 cycles of development, Sarah has found confidence and voice; her work is of a higher quality; she has developed deeper relationships
both at work and with her partner; and she feels more relaxed in her role, not needing to know everything. Her development has also positively impacted the
people around her, and her team members feel more empowered and engaged.
Sarah works on shifting attention from
tasks to foregrounding her relationships
with her colleagues. By taking time in
her conversations rather than jumping
straight into the detail of what needs to
get done, she discovers new solutions to
her department’s key challenges. She also
continues to develop deeper connections
with the people she works with.
Sarah wants to speak up more in leadership
groups but finds herself remaining quiet
and reflective. A guided process reveals a
hidden assumption that speaking up may
cause people to question whether she is
capable enough to perform her role.
Testing her assumption by incrementally
increasing her input into these meetings
proves to her that her knowledge and input
is valuable and builds her confidence to
engage more fully with her key stakeholders
and senior leaders.
Sarah works on balancing time between her
time at the office, building more routine
around her running and spending time
with her partner. She notices that her work
commitments are still being met and her
delivery has actually improved because she
is spending less time adding unnecessary
detail and information to her presentations
and other output.

About the company
MindNavig8or® Pty Ltd develops and markets change solutions focused on optimising
human potential. Organisations across all industries and sectors can incorporate
MindNavig8or® solutions into their business to achieve individual performance uplift
and cultural transformation.
The MindNavig8or® vision is to contribute to human evolution and to the planet
through facilitating greater awareness, conscious choice and deeper connection.
For more information, visit www.mindnavig8or.com
Copyright © MindNavig8or® All rights reserved.
With this innovative online platform MindNavig8or® is seeking to make coaching benefits available to all employees. I have been able to share
and explore the tools and techniques I had practiced with my coach individually, with my team in the virtual environment. The results were
very encouraging; high employee satisfaction, increased team communication, cohesiveness and resilience. I am really excited that through
MindNavig8or®, these benefits will be so much more accessible.
— Kate Whyman, General Manager

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