LEADERSHIP and coaching advisory
Market
Economic uncertainty, changes in market fundamentals and capital structures, technology innovation, disruption and customers heightened expectations at better cost require increasingly dynamic leadership in organisations of every size. When the pressure comes on and performance, capability or capacity are stressed, the default becomes “manage” rather than “lead” - there is a marked difference. Conversations become task focused and interpersonal tensions arise, undermining confidence, trust and alignment.
Those who determinedly have the real conversations will learn and align, grow in influence and capability, leading to differential performance.
Frameworks and Interventions that enable and complement
Our Leadership Development and Coaching capability allow us to partner with organisations to complement what they are doing in-house and with other learning organisations. Bringing a dynamic, systemic approach to people development delivers multiple benefits: Identifying and tackling strategic priorities; instilling cohesion and better decision making; engendering organisational motivation, trust and confidence; facilitating change to deliver sustainable outcomes.
This can work at an individual level, with both bespoke coaching and mentoring interventions as part of a structured development plan or at team and organisational level supporting the strategic endeavours of the organisation.
Mitigating the Risk of Failure, Maximising Potential
Organisations often throw senior people ‘in at the deep-end’, expecting them to land and perform from the outset with little support. When a new leader is appointed or a leadership team member changes, whether experienced or new, the system dynamic will shift. The high expectations and aspirations of the organisation, the individual, the team members and their subordinates can be exposed and put at risk. The costs of under-performing leadership teams or a failed Executive Appointments are high, far reaching and long lasting.
Accelerating the acclimatisation and integration of people and teams is pivotal in mitigating downside risk and maximising upside potential.
THE TEAM
Diana Hogbin-Mills
John English
Paul Redwood