Development – Developing people’s talents and motivations to achieve success
Having the best people in the organisation through robust selection processes is the first element of a successful organisation. Keeping people motivated, and developing them in a way that they will be able to drive the business forward now and in the future, is the second element. Retaining great employees can sometimes be difficult. People have different motivations for coming to work, different aspirations for what they want to achieve at work, and different expectations of what they want from their employer. It’s important to remember that people generally don’t leave organisations, they leave managers! We help you to understand what motivates individuals and teams, how to nurture their talents, how to develop their leadership capability, and how to build effective teams.
Leadership is not just for the senior management team. Successful organisations develop sustainable leadership capability across the organisation. This not only supports the business needs at any given moment in time but also ensures that there is a pipeline of talent available to develop the organisation in the future. There is no single commonly agreed template for leadership behaviour; different leadership behaviours may be needed in different circumstances. We help you to identify what leadership qualities are important for your organisation and help you bring out those qualities from within your employees. We do this by providing the tools and support for individuals to identify when and how to adapt, to lead others more effectively, and to develop a self-awareness of their own leadership style and the impact that this has on the people around them. We support this leadership development through bespoke leadership development programmes. By combining a blended learning approach we can create an environment in which leaders can learn, reflect, test out new behaviours, and ensure that they are able to become more effective back in the workplace. Our blended learning approach incorporates several elements which include leadership development forums, action learning sets, coaching, corporate projects, online discussion forums, mentoring, self assessment, and workplace health and wellbeing assessment.
Development Centres are regarded as the most objective, fair and challenging method of identifying how well someone is performing, whilst at the same time identifying their strengths and potential for improvement.
The approach provides an independent and objectively assessed event based on work performance/competency criteria. Individuals are encouraged to diagnose their development needs by participating in a series of exercises, ability tests and psychometric assessments, supported by feedback from trained observers / assessors. We follow the British Psychological Society best practice guidance in the design and implementation of our assessment and development centres, and so we are able to support individuals and teams within a development centre context.
As organisations face greater complexity, leaders need time and space to reflect and make the changes necessary to thrive in a changing environment. Individuals can achieve greater performance advantage through executive coaching. Coaching supports individuals to explore and identify solutions to problems and challenges they face at work, and enables them to evaluate the full impact of their decisions. Coaching can facilitate learning and development, improve performance, and enhance wellbeing. We know that the success of coaching very much depends on the individual being coached, the coach, and the relationship between the two individuals. All of our associates are fully trained in their individual areas of expertise to make sure we provide the right coach for the individual. Our coaching service provides you with practical support focusing on areas such as leadership development, improving impact and influence, improving performance, confidence in decision making, managing motivation, and achieving work life balance.
We know that this process doesn’t always run smoothly. We also know that introducing effective team processes, ensuring that the team task is clear, ensuring that conflicts can be processed without negative consequences, giving team members clear roles, ensuring team members understand norms for behaviour, and giving team members the tools to know their own capabilities to perform well are some of the key ingredients for successful teams. We can support teams to implement a range of team development processes which will increase awareness of these success factors, as well as enhance communication within the team and support them in achieving high performance.
Coaching skills training
Coaching involves a range of skills that can enhance performance and the learning ability of others. Coaching skills are not just for the select few who want to become internal coaches. Coaching skills training can support individuals to become more effective leaders, increase levels of self-awareness, and help to establish a culture of coaching which becomes part of the way the organisation works overall in the future. We can provide a variety of coaching skills programmes depending on your aims. For example, we can help you to train people to become internal coaches, taking them through a training programme that will enable them to coach others inside the organisation. We can also help you train people to have more effective coaching conversations, enabling them integrate the principles of coaching into their management style going forward. We also provide workshops and master-classes on developing a coaching culture within your business.
Facilitation skills training
Over the decades there has been a rapid growth in the importance of facilitation. While it was once an obscure skill mainly held by consultants or HR professionals, facilitator has now become a common title being added to a growing number of job descriptions. This is particularly true of team leaders who recognise how important facilitation is for achieving results in groups and teams. The flattening of organisations and the increase in project teams requires more collaboration and less control. We know that great facilitators have a high degree of self-awareness, confidence in giving feedback, understand the stages and tools associated with effective facilitation, are able to lead complex decision making processes, and can manage dysfunctional behaviours and make effective interventions. We have the tools to help you train people in effective facilitation skills.
Emotional Intelligence Training
Over a decade of research has demonstrated that people with higher emotional intelligence (EI) are more likely to perform at higher levels than their less emotionally intelligent co-workers. EI is the ability to identify and manage emotional information in oneself and others and to focus energy on required behaviours. Because of the constantly changing environments within which we work, we need more than just task competencies or technical know-how in order to be successful. The skills and competencies that comprise EI compliment an individual’s task competencies and technical skills. They help us to increase our self-awareness, understand and manage our emotions, understand other people’s emotions, and using our knowledge of both our own and other people’s emotions to manage interactions more effectively. Emotional intelligence can be improved through training, and we can provide these courses to your team. Whether you want to support individuals or teams to develop their emotional intelligence, we can provide you with the tools to help people identify their own levels of emotional intelligence and then provide training to enhance it.
Conflict Management Training
Being able to manage conflict effectively is a key component of team development. We know that teams low on conflict management skills either seek to avoid conflict altogether, or have too much conflict which they lack the ability to manage productively. When this happens, they tend to side with whatever decision is endorsed by the loudest voice’ they rarely reach consensus decision making and rarely deal well with sensitive issues. Being able to manage conflict is also a critical leadership skill. We know that a high proportion of people will have to deal with conflict in their work lives. We also know that conflict that is left un-managed can make people feel demotivated, angry, and frustrated. We can help individuals and teams diagnose their own preferred conflict modes and explore how they can become more effective in handling conflict so that rather than hindering performance, conflict can encourage innovation and creativity.