Are you looking to streamline systems and communication processes in your organisation? If so, our unique Reflexive Audiencing approach facilitates leaders and teams to take a ‘helicopter’ view. This perspective helps to streamline processes by looking closely at the ways culture, practice and relationships operate. Once identified, trouble spots can be addressed.

Two practice examples

One organisation I worked with espoused a ‘no-blame’ policy. When it reviewed emails between a manager and employee, blame was visible and problematic. When this was noticed, the manager was able to review her practice in ways that fitted more closely with organisational ideals and her preferred leadership style. Taking a ‘no-blame’ stance involves treating issues and concerns as opportunities for learning and development. This means that the process of reviewing documentation must be done in the same spirit. It requires reviewers, or audiences, to adopt a curious appreciative stance so that the anomalies can be addressed. It is then possible to streamline relationships and cultures that fit with organisational goals and aspirations.

Another good example is provided by Simon Moutter, CEO of Spark NZ. When Spark was finding ways to embrace diversity and inclusion, they looked closely at their language. They found that swearing, agressive language, war analogies and using the All Blacks as go-to examples of a successful team were at odds with the kind of organisational culture they aspired to. We featured Simon’s lecture in our 2018 December Blog Let’s talk about Heart-led Leadership (see links below).

Click here for links to our Blog and Simon Moutter’s lecture.

Click here for a PDF of the blog  (includes link to Simon Moutter’s lecture).

We work with you to develop Reflexive Audiencing through our training, mentoring, consultation and workplace counselling services.


What is reflexive audiencing?

Reflexive Audiencing helps leaders and teams take a ‘helicopter’ view of ‘the way we do things around here’. Reflexivity broadly means, the ability to identify a situation, understand how it has come about, evaluate and review it effectively.

Reflexive Audiencing helps develop reflexivity by discovering ways of doing things that may be at odds with organisational values and processess. The best places to find these contradictions are meeting minutes, recordings, policies, procedures, emails, reports etc.

Why does it matter?

The two examples above show that relationships and culture are not only expressed in words, they also continue to be reproduced through those words. This means that paying attention to them, in spirit of appreciation and curiosity, can create opportunities for something better.

We use Reflexive Audiencing to help you look closely at your relationships and culture. It involves a facilitated process for people to adopt an appreciative, curious stance. From this place it is possible to identify trouble-spots and find more satisfyihng and productive ways of getting on with eachother and getting on with the job.

Theoretical approaches

Reflexive Audiencing is founded on sound theoretical ideas. It was developed for couples, as part of my doctoral research, and adapted for organisational contexts.

Click here for an in-depth look at the theory and practice that underpins Reflexive Audiencing.


I have worked for more than 25 years in personal and professional relationship development, including workplace counselling, professional supervision, group facilitation and tertiary teaching practice.

Click here to read more about me and my Qualifications and Experience

Wendy Talbot PhD, MCouns., PG Cert Couns Sup., BCouns., CATE

Why Adventurous Conversations?

It can be risky to invite another professional into  your organisation and work alongside you to put the spotlight on your relationships, processes and practices. Such conversations often involve venturing into unknown territory that can be challenging and uncertain. Yet the effects can be invigorating and enhancing; creating space for new and effective ways of working and relating.


What you can expect

  • Professional, ethical practice
  • A qualified experienced consultant informed by sound theoretical ideas
  • To develop important skills in reflexivity
  • To address what is most relevant and important to your professional context
  • Adventurous conversations

Want to know more?

Check out our Blogs if you would like to think more about the shape and direction of your organisational culture.

Click here to access Features Of Neoliberal And Relational Organisational Approaches

Click here to access Indicators of Troubled and Thriving Organisational Culture

Choosing a person to consult with professionally is an important step to take. I offer a no-obligation complimentary 30-minute phone or online consultation to discuss the possibilities for working together.

Book a Complimentary 30-minute Introductory Consultation or a Professional Mentoring Consultation today

Our conversation can include

  • Hopes and expectations for how we might work together
  • Information about Reflexive Audiencing practice and Relational Leadership
  • Bookings, cancellation and postponement
  • Fees and methods of payment
  • Other questions you may have


PO Box 754, Thames
3540, New Zealand
PHONE: 027 604 9605




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