We set up a 360-degree survey measuring Team Climate and Leadership Styles (based on research by the Korn Ferry Institute) for the CEO, Executive Team and the remaining leaders/managers in the organisation (30 in total). We wanted to better understand the team climate.
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To Undertake a 360 Feedback Exercise on Climate and Leadership Behaviour and then Design,, Build and Implement a Leadership Development Programme for Top 30 Leaders.
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The Chief Executive wanted to harness the collective capability of his senior leadership team to lead and embed the changes within the organisation. Read more to see what the challenges being experienced in the organisation included.
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I am passionate about changing the nature of conversations in organisations. I want to help leaders to have powerful conversations that lead to sustained changes in their behaviour to create engaged teams while at the same time link this to operational profit.
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In a previous life when I was designing HR people processes, a key component of most Performance Development Processes (PD) was to have regular coaching conversations throughout the operational year. Leaders and their staff agreed that this leadership activity was essential. So, no conflict there! When I created a new PD process, my practice was to check in with users in the organisation what was working and what was problematic as the process was rolled out.
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