Leadership Development

Leadership Development is a very broad spectrum.  It includes coaching which is a fast growing  type of leadership development.  But there will always be a place for a broader leadership (or management) programme which includes group workshops, courses and modules as well as action learning, development centres and other group activities.  In short shared experience which binds people and organisation together and builds the culture. 

A major advantage is that when 12, 20 or 50 people are learning together they share costs so that leadership development is much cheaper per head than one on one coaching

When should you consider undertaking a leadership development programme?

• You have grown so fast you haven’t had time to think about development until now
• You face major change in the commercial or political environment
• You are re-structuring or merging business units
• You need to introduce a more concerted, achievement focus in the leadership of your organisation
• You want to initiate the process of strategy or culture change

How do you decide what is needed?

It’s your call:  we aim to help you identify it (if you haven’t already) and meet your leadership goals. There’s a lot more to leadership development than a set-piece course.

Advanced skills workshops.  Top leaders need top skills - Influencing, personal presentation, chairing and facilitating meetings, handling difficult people, negotiation, strategic thinking, managing creativity

Development programmes.  Working with peers, getting the benefit of their experience and their ideas, as well as input from a consultant

Action learning sets, and other forms of mutual support such as co-coaching pairs and other such approaches help to generate and consolidate leadership learning.

Team facilitation can help a leader grow and develop their team, clarifying roles, removing blocks,  resolving conflict. (Also see Team Coaching)

Networking and learning events. Breakfast seminars, open days, informal meetings with peers.

Development and Assessment Centres which identify your high fliers, or select them in the first place

Don’t make the mistake of thinking its mediocre organisations that need leadership development. The best are those which take talent development most seriously. It’s our role to help you draw out what is working well and fit leadership development to the success culture you already have.  So that you can become first class.

It’s a partnership:  you know your business; we know about development.  We don’t tell you what to do and we don’t believe in ‘one right answer’.  Our work will be tailored to your needs.

Change is key to success

Change is key: if your investment is to pay off, your organisation will need to be up for change and be prepared to do things differently: we will work with your leaders to act differently

It’s about the whole organisation: if new leadership practices are to be embedded, other things may need to change too.