what we do

Leadership Capability

Building an Agile Top Team

We will work with you through a tailored process to support and challenge the top team as it seeks to improve its own performance. This process provides a framework for a senior team to

• Lay out a road map to sustainable high performance
• To clarify its particular leadership role and value, and define what is working well and what needs improvement and to engage in a different way of thinking aided by a new kind of conversation.

 Our specific areas of support:

• Top Team Audit (to evaluate 'top team' effectiveness)
• Design and facilitation of top team development
• Producing a top team improvement plan

Leadership Agility

Most leadership models place emphasis on the heroic or charismatic individual.  We view leadership as a collective endeavour.  The aim is to create a self-sustaining culture that can adapt to change. This will be achieved by leaders creating power in and between others. 

Our Leadership Development is bespoke and is often embedded as a part of a broader strategic change.   It places emphasis on provocation, questioning, reflection, and an unstinting focus of the 'real' leadership challenges faced by real leaders.  It is based on robust conceptual models and grounded in very practical applications.   It focuses on the role that leaders might have to take to enable Strategic Agility and sustainable high performance. 

Our co-created leadership development solutions seek to minimise extensive time 'off the job'  and maximises the transfer of learning using real world leadership challenges of participants as core learning material. 

We look at high performance through different lenses (without reducing to 'one right way').  Our aim is to challenge assumptions and to help participants to make better sense of their own leadership journey, as a precursor to defining new, more productive courses of action.

Our specific areas of support:-

• Design and facilitation of leadership and management development programmes

Coaching for a Complex Environment

 Our coaching service takes a systemic approach, assisting busy people to see better the patterns of relationships and connections that produce their status quo.

Our coaches have access to a wide repertoire of enabling tools; these include the use of appropriate psychometrics including Myers-Briggs Type Indicator (MBTI), Hogan Development Survey, Hogan Personality Survey, Thomas-Kilmann Conflict Mode Instrument  (TKI) and  Firo B.    We blend an in depth understanding of organisational psychology, organisational, personal and leadership development and organisational strategy and change and use this in appropriate combinations dependent on the context and needs of each client. Our approach is then both flexible and informed. We work with the real world issues of our coachees and uncover and clarify their unique strengths that can be harnessed in response to these. We partner with our coachees to translate new thinking into productive action and throughout this journey we focus on using an appropriate balance of support and challenge, always recognising that it is the individual leader who will ultimately decide what thinking to adopt and what action to take, in relation to the goals that they are pursuing.

 Our specific areas of support:

•  Leadership Coaching for Directors and Senior Managers

We have recently worked in the following contexts to offer coaching to leaders in a variety of organisations:

• Supporting an IT director as he introduced significant change as part of an organisation structure
• Supporting the Managing Director of a large transport organisation to become more strategic and less involved in day to day operations
• Helping the director of a recruitment company to develop a better relationship with her team following team member grievances
• Helping a director in a local authority to feel more confident and influential in a new role
• Helping a senior manager in a public sector organisation to make career progress and to achieve a satisfactory work-life balance
• Helping a director of a public sector organisation to build more trusting and productive relationships