Exceeding expectations:
1-2-1 Executive Coaching Programme

We work with new leaders, directors and partners from a range of professional services including accountants and solicitors in private practice, and from the public sector including schools and across NHS organisations whether that is an acute trust, primary care GP practices, Clinical Commissioning Groups (CCG), Integrated Care Systems (ICS) and Local Medical Committees (LMC’s).

Our coaching programmes are designed around your needs. This could be a short term programme of support to help with a specific issues, or a longer term relationship to take you through your first year in Directorship. We know that the right support at this time is critical to your success and the success of the organisation. Coaching will not only help you transition into your role, but it more likely to enable you to feel a valued part of the senior team, you’ll be able to go home after a days work knowing you have done a good job and be able to enjoy your team with your family and you’ll be more likely to stay in your job.

All of our programmes are different, but this is what a typical 12 month programme will support you with:

Months 1-2 : Vision and objective setting

In this step we will ensure you are clear about the expectations of the role and where your current strengths and weaknesses are, through a combination of self-reflection and using DiSC personality profiling.  We will then develop  12 month roadmap to play to your strengths and address your development areas to harness your ability to engage, lead and influence; and achieve the right results and balance in operational and strategic delivery; as well as contributing positively towards organisational culture.  This will enable you to feel back in control over your future, motivated and excited for the journey ahead, and relieved it can be achieved in manageable steps.

Months 3-4: Self Leadership

 By the end of month 4 we aim to have completed all actions relating to self-leadership.

Ahead of this section, we will undertake the DiSC EQ profile, which determines your baseline against a number of emotional intelligence indicators. We will tease out your understanding of self and what that means to you; looking into strengths and weaknesses and how you utilise these at work.

This will go into greater depth about your working patterns and preferences, how you manage your time and get the right balance between the operational, management of strategy and management of the team.

This will highlight key areas for change and enable you to develop measurable actions to take forward in between sessions.

These actions will be reviewed at the beginning of each session to ensure your milestones are reached.

Months 5: Communications

In this step we will examine a range of communication styles from body language, listening, questioning and conversation styles, and how these impact upon working relationships. By re-examining your DiSC profiles, we will have a good indication of why some relationships feel easier than others, ensure you can develop a plan for improving relationships through communication; as well as developing your influencing skills so you get good results.

Examples may include ensuring your pitch at the Boardroom table gets heard, understood and approved; or changing your communication style to ensure that staff and colleagues take ownership of their workload and deliver.

Months 6-7: Team Leadership

 We will undertake a baseline assessment using DiSC  management profile, which will outline your management preferences, ability to delegate and give clear direction, how you motivate and develop your team.

From here, we will work on getting systems and processes in place so you are managing your team effectively. This may include handling 1-2-1’s; how to engage and influence your team, delegate effectively and ensure good performance.

Months 8: Strategic Leadership

In this step we will develop how you approach leadership using the Vision, Alignment and Execution model; working on your ability to focus on the activities that take the business forward, and developing your leadership skills on a one to many, basis.

Months 9-10: Leadership presence

In this section we will work on the mindset of the leader and how you portray yourself to your peers and staff. This will provide you with the opportunity to critically reflect on your own style, and how you can develop this to be seen as the leader you want to be.  Examples may be how you prepare for a Board meeting, working on how to say the right things, make the right impression and get the results you need.

Months 11-12+: Ongoing success

This is where we review your progress against the milestones, measuring your personal success. We may also revisit some psychometric assessment or undertake a 360 to fully understand how you are now making an impact in your leadership role. This is an opportunity to celebrate your success, but also critically reflect, and ensure you embed a process for ongoing learning and development so you continue to add new value for you, your career and your organisation.

This is an example programme. Programmes may vary dependent upon baseline, development needs and pace at which you take forward the actions and learning.

 

Inspiring other: Team engagement

Your role as leader means you are responsible for inspiring others, engaging your team and representing and informing the culture of your organisation. It is well known that people don’t leave their organisations, they leave their managers – so make sure you’re contributing to a positive organisational culture.

A recent McKinsey’s report showed that up to 40% of people are currently thinking of leaving their organisation within the next 3-6 months and up to 64% of these would leave their job without another to go to. This is staggering and when asked the reasons ranged from not feeling valued and part of the organisation, not being recognised beyond their work-life and not being supported to develop in the organisation.

So do you know how your staff a really feeling, and do you know what to do about it?

Our staff engagement solutions can help you to identify how staff are really feeling in your organisation and help you to find solutions to address these problems. We partner with Engagement Multiplier to survey your team, and then work with you to develop a programme of support.

Here’s how Engagement Multiplier works:

 

 

Often one of our solutions is to address poor relationships and communication at work. A fundamental to good leadership is good communication and the development of trust. By using DiSC to uncover the personality and communication styles of the team, it promotes understanding of each others strengths, as well as an understanding of what people need to support them to work at their best. Once everyone in the team has this in-depth understanding of each other it promotes positive relationships and great team working, through:

  • greater understanding of self and colleagues, by highlighting preferences, strengths and weaknesses
  • helping with delegation, pulling in the right skills and ideas for the right jobs, and gaining differing perspectives
  • promoting healthy challenge, enabling better decision making
  • helping to engage and influence
  • helping team members to communicate in a way others understand, and meets their needs

Team work involves being invested in supporting each other and our tools support your team in doing just that.

“Contact us” for more information

Training Programmes

Training managers and leaders to effectively engage and lead their teams is essential. This training provides a refresher and confidence to manager in how to lead, help to problem solve issues and come up with an action plan to develop skills further.

Leadership Skills for Managers and Leaders Programme

Overview:

This course is designed for people in a Team Lead or Management role who want to learn how to better support themselves and their teams. It is recognised that leadership and management is a demanding and varied role, and that at times, it can be overwhelming, and so this course is designed to provide you with skills which will make you, and your teams, more effective.

The aims of this course are to:

  • Allow you to critically reflect upon your  current leadership style and practice and to find new ways to deal with practice staff management issues, team performance and develop you as a more confident leader.
  • Allow you to support your teams better; helping you to delegate, and empower staff to take action

The course covers:

  • The difference between leadership and management
  • The role of communication, listening and questioning
  • Leadership styles
  • Motivation
  • Leading teams to create high performance
  • Delegating
  • Giving feedback
  • Influencing skills
  • Action planning

 

Manager as Coach Programme

This course is aimed at staff responsible for line management who wish to adopt a coaching style to use with staff and to develop a culture of engagement and  improved performance within the organisation.  Through coaching, individuals are able in increase their self-awareness, identify new goals or areas for change, find their own solutions, develop their own skills and change their own behaviours and attitudes. Therefore, coaching can be a major tool for delivering improved performance and motivation amongst staff.

The course covers:

Day One:

  • The difference between coaching and mentoring
  • Defining the qualities of a great coach
  • Presuppositions and the coaching agreement
  • Self awareness
  • Rapport & listening skills
  • Questioning models – GROW
  • The Performance Wheel
  • Reflective practice

Day Two*:

  • Questioning techniques: chunking, meta model and reframing
  • Using Anchors to generate resourceful states
  • Perceptual positioning
  • Introduction to Timelines
  • Dilts neurological levels

These coaching tools will enable you to coach staff members on a 1-2-1 or team basis