Collective leadership
Effective leaders are the mainstay of any successful enterprise: people who combine a range of intelligences to identify what is needed and inspire others to collaborate in the pursuit of meaningful, shared goals.
With change a constant companion, our coaches and consultants help leaders to develop their creative leadership capacity and achieve their goals. Whether stepping into a new leadership role or seeking to improve performance within an existing position, we focus on the relationship between the individual and their world rather than solely on a particular issue.
This is where the greatest leverage for learning and development exists.
Creating a strong, collaborative relationship within a judgement free environment, our expert coaches and leadership consultants use innovative feedback and assessment tools to clarify clients’ goals, guiding principles and current level of leadership performance. Agreed outcomes from the development process serve as benchmarks for success.
Coach and leader agree a clear an effective development pathway with the focus on identifying the mental models and behaviours that need to be refined or transformed to improve performance and enable creative leadership.
Regular coaching sessions support the integration of new leadership skills and practices. Skills transfer is supported by insightful feedback from a coach committed to the leader’s success with results including the growth of emotional and social intelligence, effective communication skills and change mastery and leadership abilities.
Once the coaching agreement is complete and agreed outcomes achieved, we remain available to offer continued support and leadership expertise to both individual leaders and their leadership teams.
Systems awareness
While 79% of leaders in both the private and public sectors anticipate levels of complexity to increase significantly in the years ahead, fewer than half feel that their enterprises are equipped to deal with that growing complexity.
(Source: IBM’s 2010 Report “Capitalising on Complexity – Insights from the Global CEO Study”)
Whether it’s a merger, the creation of a new business strategy, a reorganisation or an initiative to transform the company culture, the sad truth is that the vast majority of change programmes fail. Significant amounts of money, time and other resources are committed to programmes that never achieve their intended impact.
We build long-term relationships with leaders and their organisations to enable them to deal with the complex challenges and constant change that they face. Our “whole systems approach” sees organisations as evolving and integrated networks of people and relationships.
This enables us to work closely with clients to identify the untapped potential and value that exist within their organisation, and then design work programmes to use those precious qualities to generate sustainable success.
Personal contact with leadership teams and others responsible for strategy and execution allows us to deploy our innovative system assessment tools and techniques. This initial process reveals the changes that are needed or which are trying to happen – and enables our clients to benefit from the intelligence and resources available from many different parts of their organisation or project.
Combining our expertise with that of our clients, we build on the results of the systems assessment to consciously design an integrated organisational development programme. Practical, focused work with individuals, teams and groups right across the organisation, builds awareness, change mastery and alignment around values and vision. Roles are clarified and support structures formed to
Developing internal expertise and capacity while growing a productive and purposeful corporate culture is the route to sustaining success. Colleagues collaborate to both achieve today’s targets and to create the time and space for changes to take root and grow. Change agents equipped with the skills needed to lead effectively emerge at all levels of the organisation.
Silos begin to dissolve as an agile and flexible organisational architecture emerges, one capable of responding to and intelligently navigating any change. Reactive short-termism is replaced by creative, values-driven strategies and operational plans as the levels of staff and customer satisfaction increase.
Culture transformation
Expert facilitation by certified relationship systems specialists enables teams and workgroups to become aware of their operating patterns and relationship dynamics. From there, exceptional performance becomes more than just a possibility.
By understanding what’s going on within a team (or between teams located in different parts of the enterprise), we enable the team system to crack the code of its unique way of working. This creates the opportunity to harness the full potential available when diverse knowledge, approaches and skill sets are effectively combined.
Working with the leading edge Organisational & Relationship Systems Coaching model (ORSC) developed by CRR Global, we offer a Systems Awareness programme for teams and workgroups at all stages in the forming, storming, norming and performing cycle.
Whether caused by personnel changes, the inception of a new project or a strategic review, we facilitate the successful design and launch of new teams and workgroups. Conscious agreement around operating principles and behaviours and the setting of clear, shared goals and priorities, creates a powerful structure to enable effective collaboration.
For existing teams, whether high performers wanting to raise the bar or dysfunctional systems in breakdown, we design development programmes that create and maintain productivity and positivity. Using innovative diagnostic and assessment tools enables us to design and deliver programmes that suit the team’s specific requirements.
Our workshops, off-sites and in-person or virtual team coaching sessions create teams that are systems aware, aligned around a common purpose, able to communicate effectively and deal with conflicts as they emerge.
We support teams to find fundamental solutions to their challenges – and avoid the vicious circle of dealing solely with surface symptoms.