Our facilitators have run talent development programmes for several international companies, notably GKN (engineering/manufacturing), Prudential Corporation Asia (insurance and investment), Siegwerk (printing ink manufacture), KnorrBremse (braking system manufacture), and SopraSteria (IT services). These tend to have 3 or 4 modules, spread over 18 months, supported by business projects, social projects, and coaching between modules.
There are usually around 20 participants from a wide range of countries and professional disciplines, and they are usually in the talent pool for progression to country and regional level executive positions. With GKN we incorporate plant tours at a local facility as participants come from all over the world and benefit from seeing other parts of their business.
With Prudential we have had Learning Expeditions to local businesses, such as Unilever when we were in Vietnam, and Cathay Pacific when we were in Hong Kong, to see best practice in certain fields. In some programmes we have utilised outdoor specialists to incorporate some classic experiential learning activity, although we are always careful to keep the focus on application in the workplace. We will also build in ‘Executive Exchanges’ where very senior company figures come and chat to participants about their own leadership journey.
As well as talent development, our facilitators have run broader leadership development programmes at all levels from supervisor and first line manager, through to middle and senior management. These can take a variety of formats depending on the needs of the client. For example, we have run 2 and 3 day first line manager programmes, where people cannot be released from the workplace for long.
We also run 4 and 5 day residential programmes for middle and senior managers, usually where people have had to travel significantly and where value can be gained from the residential nature of the programme. For maintaining momentum for the learning over a longer period, and helping to embed it, we have also run multi-modular programmes, short modules being separated by several months, with scope to apply the learning in between.
All our programmes combine practical activity, experiential learning, discussion of real-life business issues, individual, pairs, sub-group and whole group working. The design of each programme is always carried out in close collaboration with the internal HR/talent team.
Whilst we have particular topics which appear regularly, each programme is designed in a bespoke way to address specific issues within the client organisation. Case studies are written to reflect the real situations within the company to make it as realistic and practical as possible for participants, and any models that we use are applied in a client specific way.
Coaching for teams & individuals
Coaching forms a key part of our work, often supporting programmes with built-in coaching between modules. This is done face-to-face or more often remotely through Skype or telephone. It adds an important dimension to the programmes, reinforcing the learning and building relationships with individual participants to tailor their development experience.
We also coach senior executives, either in support of top team development, or as stand-alone executive coaching assignments.
(for team development, engagement, and/or strategic planning)
Typically we are invited in to help teams improve their effectiveness and gain better understanding of themselves and their colleagues through MBTI or another suitable instrument.
We design and facilitate workshops for senior teams who are formulating vision and strategy, offering tools and techniques and freeing up the internal leaders to fully participate while we look after keeping them on track.
We also facilitate workshops in organisations where the leadership team is looking to engage the teams below them in the future vision and strategy of the business. This is sometimes to gain alignment behind an existing strategy, or to work as a team in identifying what their strategy should be.
Events can be as simple as single ‘away-days’ or a series of interventions over an 18 month period.
Supporting organisational change
With our expertise in project and programme management, and in all aspects of HR, our consultants have been involved in a number of business transformation projects. These have involved full analysis and research interviews, design of interventions, facilitation and delivery of relevant workshops, regular monitoring, upskilling of the internal team, and drafting of communication briefings for the internal client to send out.
Our consultants have worked with a wide variety of client organizations across multiple industries, markets and cultures across the world. These have included:
Within our programs we use a wide range of learning methods:
||Coaching & mentoring
||Action learning sets
|Problem solving exercises
||Executive ‘fireside’ Q&As
||Learning expeditions (to other organizations)