Case Studies

Case studies

We have helped organisations across the public, private and third sectors to develop skills and leadership, and the case studies below will provide a flavour of the work that we can do for your organisation.

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The Local Authority

A local authority wished to support the development of a unified, purposeful and strategic thinking management team. The team needed to develop a greater sense of team and collaborative working.

The Solution

A diagnostic day with the team to explore the challenges they were facing in becoming a high performing team. We worked with the team to identify their needs, we then designed a programme that combined development modules and one to one coaching.

The team improved the quality and effectiveness of their interactions with each other. They developed a sense of being ‘One Team’. They have also gained a range of practical tools and strategies for effective management and leadership that have enhanced their ability to lead change. Individual team members are continuing to develop themselves at work and develop the leadership skills in their teams. A more collaborative leadership approach, more delegation to managers and improved dynamic in team meetings has been reported.

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The Council

A council wished to develop a leadership approach that was more responsive to flatter structures of management, would promote a performance oriented culture and would cultivate collaboration and co-operation across the organisation.

The Solution

We undertook 360 appraisals for the Corporate Management Team (CMT) and produced individual development plans and provision of coaching for the directors.

We facilitated a series of workshops with the CMT to develop more effective team relationships and a more corporate leadership approach and workshops to identify the leadership approach and culture they wished to develop in the organisation.

This resulted in the design and delivery of a leadership programme for five cohorts over a period of two years developing leadership, management and interpersonal skills and resulting in many participants taking on leadership responsibilities successfully.

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The Children’s Services Directorate

A children’s services directorate was undergoing major structural changes in the delivery of their service. There was considerable resistance to the changes.

The Solution

We designed and delivered a series of facilitated workshops with mixed disciplines. The objectives were to explore the way services could be shaped and organised; to enable staff to see what they shared rather than what made them different; and to identify how the organisational culture could encourage inclusion.

The outcome was extremely positive, initial concerns were significantly reduced thus enabling staff to participate more positively in the change programme

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The National Monitoring Organisation

A national monitoring organisation had identified inconsistencies in their service provision and wanted to ensure that it was fully inclusive and in line with statutory duties.

The Solution

We designed and delivered a series of workshops across the country over nine month period. A key requirement of the programme was the provision of opportunity for staff to reflect on the nature of prejudice and stereotypes and the implications of this for their services. The organisation also wished to ensure that diversity management was being implemented in a strategic and pro-active manner.

Despite the mandatory attendance requirement, the workshops were very well received. The participants acted as our ambassadors and recommended the workshops to their colleagues. There developed a real willingness to identify and find solutions for inadequacies in service provision and to reflect on the need for personal accountability and leadership.

The workshops were seen as enabling and motivating and the commitment to inclusion was seen at a range of levels in the organisation.

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The University

A university wished to develop a purposeful and constructive leadership approach to managing performance and to develop the confidence of the participants to use a performance toolkit as part of an empowered way of working.

The Solution

We designed a series of workshops, to develop the confidence of managers in their ability to manage performance effectively, and provide practical and immediately applicable tools and strategies to improve the process of performance management.

The feedback indicated that participants recognised their role in cascading a positive attitude to performance management and recognised the benefits for individuals and the organisation when managing performance.

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The Data Centre Provider

A leading provider of data centres wanted to influence the development of a confident and motivating leadership approach that reflected the values of the organisation and was consistent across the organisation. The company was very proud of its achievements and the culture that had enabled this.

Whilst the managers were highly qualified and technically very able, job and time challenges meant they had not thought through how best to develop their leadership approach. They also tended to focus on their own functional area rather than seeing a more holistic picture.

The company wanted a more purposeful and proactive performance management approach, for senior managers to reflect on their current managerial practice and to think about building capability within their teams.

The Solution

We designed a programme exploring leadership within their business context, reflecting their business issues, and focusing on the development of a more corporate sense of responsibility. The programme provided opportunity to step back and reflect on their strengths and how to play to them most effectively. We introduced a pre-and post programme individual assessment to inform the programme content and to act as a self-awareness tool for the coaching sessions.

The workshops were challenging and often intense and the participants engaged wholeheartedly. During the programme they gained more in depth understanding of each other’s roles and pressures and shared tactics for managing some of the challenges they faced. Individually, they gained a lot more self-awareness and increased self-confidence. Shaping a leadership approach that was consistent and enabling of individual strengths was a key result of this programme.

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The London Borough

A London borough, that had experienced many changes in leadership and a resulting drop in staff motivation, wanted to develop a clear, purposeful and inclusive leadership approach that would re-energize its middle managers and develop their competence and flexibility to deliver its vision.

They wanted to develop a more collaborative sense of partnership and recognition of the need for and benefits of a corporate/directorate approach to successfully meet new challenges.

The Solution

We developed a programme for an initial cohort which was a mix of diagnostic assessment, coaching and training. We concentrated on how to build and nurture work relationships. Two further cohorts were commissioned as the positive impact of the first was recognised.

The gap between the strategic and operational sections of the Directorate shrunk as each cohort built relationships with colleagues, and at different levels, people were seen to be leading this culture change. People became more focused on building positive relationships, and, as trust grew, used the tools honed on the programme to have more open conversations with peers and their teams.

There was a greater awareness of the need for leadership and knowing when to lead and when to manage. Managers from the programme were seen to be spending more time with their teams engaging them in change plans in a pro-active and more empowering manner.

Contact us now to help you develop the leadership skills in your organsiation