Transforming leadership conversations into drivers of Trust, Engagement, and High Performance.
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Learning outcomes aligned to the specific leadership skills that will make a difference in achieving the organisation’s strategic objectives. | ||
A relentless focus on embedding learning in real work practice. | ||
Using coaching to challenge the mindsets that underpin current leadership behaviour. | ||
Ongoing monitoring of the impact and results delivered. | ||
Interestingly, these were identified as the four key ingredients for success in a recent study by McKinsey that aimed to identify why so many leadership development programmes fail to deliver the desired impact.
Our Approach
We believe that every conversation in the organisation is an opportunity to lead. In recognition of the significance of leadership conversations, all our coaches are accredited to work with the theories and tools of Structural Dynamics; a theory of face-to-face communication pioneered by Dr David Kantor.
Our coaches use this to model leadership behaviours that accommodate and integrate individual differences, and views and perspectives from every learner; thereby creating a container of trust within each learning group. Another key component of our programme design is the use of coaching throughout the programme, this is a fundamental aspect of ensuring learning is put into practice in the workplace, and that deep-seated mindsets about leadership can be challenged. Learning is also supported by deeper more meaningful conversations with line management via pre-module learning plans, post-module action plans, and managerial testimony.
Learning is further sustained by development of reflective practice evidenced by the completion of learning journals, and practical application of learning in the workplace brought to life in a formal presentation at the end of the programme. Our focus on putting learning into practice has created programmes that exceed expectations in respect of ROI. Given our focus on providing learners with skills and behaviours in making change that has measurable impact, it is also important that we measure the impact on business performance.
We take a two-strand approach to calculating return on investment, firstly by looking at the impact on engagement, and secondly by investigating the benefits delivered as a result of the changes implemented by learners. We also track the design and delivery costs of the programme; from this we can measure the overall return on investment for the business. We aim to ensure sure that you get outstanding value for money and that there is a clear measurable ROI. | ||
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Our Award-Winning Standards Before we explore how our programme could work in your organisation, we’d like to bring our approach to life for you by sharing some information about our TJ Award Winning Leadership Development Programme.
What We Bring: |
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Successful delivery of agreed knowledge, skills and leadership behaviours. | ||
A high-quality programme that is highly innovative and underpinned by the latest leadership thinking research. | ||
A highly credible team of facilitators who model the learning in their facilitation and delivery. | ||
Sustained change in leadership behaviour that results in significant return on your investment, which is tracked and measured. | ||
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What We Do:
Overlay the modules with our Practice Based Learning Process, which helps support leaders to apply their learning in the workplace.
Implement our individual and group coaching to help embed deep behavioural and sustainable change.
Support you in tracking, measuring and quantifying the changes in leadership performance (ROI). |
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What We Achieved for One Client: | ||
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How could it work in your organisation? | ||
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Our first conversation is with you to understand the specific leadership skills and behaviours that will make a difference in achieving the organisation’s strategic objectives.
Typically, these might include: | ||
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Building trust and aligning actions around the organisation’s vision and strategy. | ||
Leading cross-functional initiatives and change projects. | ||
Leadership skills to unlock discretionary effort. | ||
Enhanced personal leadership, awareness, capabilities and confidence | ||
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We can offer two options for programme delivery, reflecting the need for flexibility to meet client needs:
Option One Based on adding a practice-based learning element to your existing or leadership programme (target audience can be first line/ middle management/Executive level).
Option Two If you do not have internal capability or capacity to design and deliver leadership programmes, then we can deliver our bespoke programme and customise it to your requirements.
Why work with us? We believe that the right team can achieve anything.
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