Mayvin - A specialist Leadership and Organisational Development company
Mayvin /‘meIvIn/ def: [also Maven - Yiddish/Hebrew]: ‘trusted expert in a particular field’
Mayvin (def: ‘trusted expert in a particular field’) is a specialist Leadership and Organisational Development company. The company was founded in 2010 by our Directors, Martin Saville and James Traeger, both of whom were formerly Senior Consultants at Roffey Park Institute.
We have a network of Associates, and we are supported by an Advisory Board, which enables us to stay on the leading edge of our field. We also work as partners with some of the most prestigious OD, HR and Leadership Development organisations.
We believe in, and practise, wise business. We explain what we mean below:
James Traeger takes an in-depth look at what it takes for organisations truly to create gender equality and why doing so is in the interest of us all.More articles
View our track record
James has supported the Council’s high performance team initiative since 2004, using a full range of one-to-one and team-based work. This support has undoubtedly been a key factor in the transformation of a previously inexperienced senior management team into a highly effective group and improved the awareness and effectiveness of the individuals within it. Over this timeframe, the organisation has moved from a poor performing authority to one that is recognised as well managed, with a senior management team that clearly works well together and has developed a track record of meeting the challenges the public sector has been facing. James has a finely tuned sense of the way teams and individuals operate and is able to express his OD insights in ways that busy, practically minded and sometimes cynical managers can ‘work with’.”
Richard Hodson, Assistant Chief Executive (UK Local Authority)
The world is full of customers, clients and opportunities.
Like a weather system, the world is not predictable.
In human systems, the heart matters as much as the head.
The physical body matters as much as the heart.
Knowledge is not absolute - people’s perspectives and contexts matter.
There are different types of knowledge - insights and feelings matter as much as clear-headed reasoning.
People’s stories about what is going on matter more than the ‘objective’ truth.
Relationships, connections and politics matter.
Repeating patterns matter.
Diversity is a business-critical issue, not just an ethical one.
The world is ever-changing, messy and not always as it seems, but it is possible to find moments of clarity when the way forward suddenly becomes clear.