Service 03
Leadership Development
The strategy, the process and the technology all depend on the people leading them. We help those people lead well, especially while the organization around them is changing.
- Capability 1
- Executive coaching
- Capability 2
- Leadership programmes
- Capability 3
- Leading change
- Capability 4
- Team effectiveness
The approach
Most leadership training happens away from the work and fades soon after people return to it. We work the other way round: development is tied to the decisions, conversations and changes each leader is facing now, so practice and progress happen in the same place.
That can mean one to one coaching for senior leaders, a cohort programme for managers stepping into larger roles, or support for a leadership team taking the organization through a Lean or Agile transformation.
Every programme starts with what the organization needs its leaders to do differently, and ends with evidence that they are doing it: feedback from their teams, decisions made, and changes delivered.
- 01
Understand the need
We talk to leaders and their teams to agree what needs to change, and how we will all know it has.
- 02
Develop in the work
Coaching, workshops and assignments tied to the challenges leaders face this quarter.
- 03
Measure and sustain
We review progress with fresh feedback, and set up the peer support that keeps it going.
What you get
Deliverables, not a status update.
- 01
Leadership assessment
Where your leaders are strong and where they need support, drawn from interviews and 360 feedback.
- 02
Development programme
Workshops, peer groups and practical assignments built around your real challenges.
- 03
Executive coaching
One to one coaching for senior leaders, in confidence, focused on the decisions in front of them.
- 04
Change leadership
Support for leaders taking teams through a transformation, from the first announcement to the new normal.
- 05
Succession plan
A view of who is ready for larger roles, and what each person needs to get there.
- 06
Progress review
Evidence of change at the end of the programme, gathered from the people being led.
Questions
Answered straight.
- Who is it for?
- New managers, experienced leaders stepping into larger roles, and leadership teams working through change. Programmes are sized to the group, from one executive to a full management cohort.
- Is coaching confidential?
- Yes. What a leader discusses in coaching stays between them and their coach. The organization agrees the goals and sees the progress, not the conversations.
- How do you measure the result?
- Against the change agreed at the start, using feedback from the leader's team and peers before and after, alongside the outcomes the leader was working on.
Start here
Building the leaders for what comes next?
You will speak to an engineer, and you will leave the first conversation with an opinion about your problem whether or not you hire us.