Leadership & Engagement

I was looking for an external resource to help me test my assumptions and introduce action learning into our organisation. You were exactly what was needed.

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Client challenge:

“We need to improve management capability as well as encouraging leadership at all levels.”

Our response

Research tells us that the most important determinant of an employee’s job satisfaction, productivity and loyalty to the company is their relationship with their immediate line manager. After decades of management development training, why do we still have the problem of poor management skills which continue to erode organisational effectiveness?

The management role is carried out within a context. Typically it’s a context of pressures, conflicting priorities and limited resources. Management training, no matter how high the quality, cannot simulate the context in which the management behaviours will be applied. And we know that context is a much stronger determinant of behaviour than we like to believe. Therefore, traditional training is only one piece of the puzzle.

Our approach

We start with the supposition that all managers want to be effective. However, there are organisational, team and individual factors that are getting in the way.

We help the organisation see the management role in context. We ask the question, ‘how are organisational factors like: culture, climate, resources, leadership, structure and processes helping and hindering the management role?' Then we help managers find creative ways to reduce the factors that are getting in the way of good management practice.

Just some of the ways we might work with you:

Working with Boards and Senior Management Teams to ensure they provide the leadership their organisations require.
Action learning sets to give leaders a chance to think together about issues and formulate strategies for change.
Workshops to explore organisational culture and climate – finding the ‘tipping point’ for change and transformation.
On-going skills development in: facilitation skills, change agency, influencing, stakeholder relations, collaboration, coaching.
Individual coaching to support leaders as they develop new ways of working to achieve their goals.
Shadowing leaders to observe their behaviour and give feedback.
EQ (entrepreneurial quotient) assessment tool to measure management style and effectiveness

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