Leadership and organizational agility
WE HELP people manage transitions and bring about change.
We help leaders and their teams MOVE FORWARD together.
We offer psychologically robust career and performance coaching, leadership development, facilitation, change support, and organization development consultancy, on a flexible, discreet and independent basis.
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Leadership agility is our psychological model for leadership development that promotes organizational agility. Cultural agility is an approach to culture development that supports better collaboration, creativity, innovation and high performance. Structural agility is a way of thinking about organization design that enables people to tackle complex challenges with speed and decisiveness. Career agility is our unique framework for career coaching.
On top of these core areas of focus we can deliver training and consultancy on many other issues which underpin high performance at work, such workplace wellbeing, stress, organizational health, emotional intelligence, communication, executive presence, and high performance teams.
At the heart of our approach is an appreciation for the business and societal benefits of an interculturally aware, global mindset, even in a world that is becoming more fragmented and divisive.
We work with clients in all sectors and across every type of business.
What matters to us is our clients’ demonstrable commitment to learning and self-improvement.
CaREERS
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Career Coaching & Career Management
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Business leaders & senior professionals.
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High potential emerging leaders.
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Developing career coaching skills in leaders.
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Career management and succession planning support.
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We provide flexible and bespoke career coaching services for individual and corporate clients.
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Our approach is pragmatic and pluralist, incorporating a range of methods, techniques and tools.
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The aim of our career coaching is to help people achieve their goals and flourish as individuals, helping them and their organizations be successful. For corporate clients we adopt as systemic and strategic perspective, while treating each person as unique.
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Our style is collaborative, insightful and to work as thinking partners, not just as experts.
LEADERS
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Leadership Development, & Talent Strategy
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Bespoke leadership and performance coaching for individuals and teams.
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Support for development of leadership & talent management strategies.
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We support leaders in a variety of ways.
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Our coaching helps leaders build their own agility in times of ambiguity and uncertainty. We help leaders develop greater self-awareness and respond to the demands of the situation.
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The work we do with leaders is psychological and strategic. We use coaching psychology tools and techniques to support performance enhancement and personal growth.
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As practitioners with international experience and diverse backgrounds, we help to harness the power of diversity.
ORGANIZATIONS
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Organization Development & Facilitation
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Facilitation support for organizational change and transformation programmes.
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Ad hoc change implementation support acting as an enabler to the internal HR team.
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We have deep experience of facilitating organizational change.
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With experience of multiple sectors and regions of the world, we bring an agile, global mindset to our work when coaching leadership teams and facilitating strategic conversations.
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We work at senior levels to help build momentum for change during periods of organizational transition.
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This is done in a way that supports speed and decisiveness in collective responses to external demands. The world we are in is digital and complex. We help clients manage the complexity.
CORE TOPICs FOR DEVELOPMENT WORKSHOPs and CONSULTANCY
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We design and facilitate workshops and programmes which are aligned to your organization's needs. We do this working in partnership with your internal HR team and business leaders. We are not limited to these topics and can cover the full spectrum of people development priorities for a digital age.
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BUILDING THE AGILE ORGANIZATION:
HOW PEOPLE MAKE ORGANIZATIONS AGILE
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For HR practitioners, talent/L&D/OD specialists, and internal change agents
Targeted performance outcomes: better, more sustained results from digitalization and transformation efforts; more effective execution of strategy; improved organizational effectiveness, streamlined decision making; enhanced creativity, innovation & ESG performance; a psychological foundation for better diversity and inclusion
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The level of environmental uncertainty in today’s world exacerbates the challenges of strategic change, digitalization, and business transformation. Organizational agility creates a sound basis for business and organizational transformation, or a pivot in strategy, to do so in such a way that will create value and sustained improvements in performance. Organizations that exhibit agility demonstrate speed of response during crises and ambiguous situations, such as global pandemics. Ultimately, we aim to help organizations make agility part of the corporate DNA, and a source of sustained competitive advantage. We do this by sharing psychologically robust and scalable approaches to leadership, culture, organization structure, and career management. Each of these topics can also be covered individually (below).
LEADING THE AGILE ORGANIZATION:
THE 4 A’s of AGILE LEADERSHIP
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For senior leadership teams, groups of senior leaders, & transformation managers
Targeted performance outcomes: improved engagement of people during transformation and mobilization of teams towards shared purpose, and business goals
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Effective change leadership builds shared aspiration and emotional alignment, drives operational acceleration, and ensures sustained achievement in an organization. These are the four 4 A’s of Agile Leadership. We have designed the Leadership Agility Questionnaire in collaboration with Sova Assessment. This mobile-friendly digital assessment can be used to provide assessment data, feedback and coaching to leaders, as individuals and as teams. It is a robust psychometric tool which supports authentic and data-driven conversations about agile leadership. Our approach to development of agile leadersip also makes use of role play, scenarios which can be designed based on your own business, action learning and other experiential learning methods.
We use this psychological approach to help executives understand the core competences needed and the common leadership biases which can affect performance in times of uncertainty. We also share a framework for managing paradox in organizations. We explore the dilemmas that leaders commonly face and connect those with leadership styles and preferences.
CULTURAL AGILITY: CONVERSATIONS THAT CONNECT
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For people managers and leaders
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Targeted performance outcomes: coaching culture, improved productivity, better relationships at work and collaboration, better diversity and inclusion, wellbeing, and mental health
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Effective and purposeful conversations are at the heart of an agile culture. We build awareness and skill in leaders and managers to have the right conversations in the right ways, at the right times, with the right people, using ‘whole intelligence’. This requires them to learn to be present, authentic, and sensitive to emotional undercurrents within their teams. We work on this with clients experientially, using role play and practice on real-world scenarios.
STRUCTURAL AGILITY: LEARNING & INNOVATING BY DESIGN
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For HR practitioners and business leaders
Targeted performance outcomes: greater efficiency, speed, learning and innovation; faster, less bureaucratic decision-making processes
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Structures need a balance of ‘loose’ and ‘tight’ design in organizations which are seeking growth. Structural agility is about getting this balance right, to be able to meet operational demands while also driving transformation. Agile teams are at the heart of agile organizations, and they make optimal use of hierarchy. We share ideas and approaches which companies are using for building agile teams in which people can work creatively, and flexibility with adequate risk controls.
CAREER AGILITY:
BEING THE ARCHITECT OF YOUR CAREER
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For high potential talent and future leaders
Targeted performance outcomes: greater efficiency, speed, learning and innovation; faster, less bureaucratic decision-making processes
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Structures need a balance of ‘loose’ and ‘tight’ design in organizations which are seeking growth. Structural agility is about getting this balance right, to be able to meet operational demands while also driving transformation. Agile teams are at the heart of agile organizations, and they make optimal use of hierarchy. We share ideas and approaches which companies are using for building agile teams in which people can work creatively, and flexibility with adequate risk controls.
Other Topics and Areas of Focus in Our Work - Available as Half-Day, 1-Day or 2-Day Workshops In Person and Virtual, and as Areas for Consultancy
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EMOTIONAL INTELLIGENCE: THE KEY TO PSYCHOLOGICAL SAFETY & MOTIVATION
For first-line leaders, middle managers, and senior leaders – adapted to suit the level of participants.
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Targeted business outcomes: improved motivation in individuals and teams, better situational leadership, improved mental health at work, improved creativity, better performance.
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Builds emotional self-awareness and influencing skills in line managers and leaders at all levels.
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Creates a more open, trusting and psychologically safe culture.
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Help line managers learn to be more flexible in their leadership style to go beyond simple ‘top-down’ or ‘command and control’ ways of leading.
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Enable better, more productive collaboration across difference teams.
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Clarify the connection between use of EI competences and diversity and inclusion in organizations.
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COACHING FOR PERFORMANCE: GET RESULTS, BE AGILE, GROW YOUR PEOPLE
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For first-line leaders, middle managers, and senior leaders – adapted to suit the level of participants.
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Targeted business outcomes: enhanced performance in teams and individuals, achievement of business goals, enhanced productivity and employee engagement, career development, strategy execution.
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Learn basic skills of coaching, including application of a robust performance coaching methodology.
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Line managers will learn about to support a coaching culture.
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Learn how to use coaching ‘on the job’ as part of doing real work, rather than to treat it as an ‘additional’ activity which creates more work.
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Use experiential methods and role play to show line managers what works.
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HIGH PERFORMANCE TEAMS: BUILDING TEAMS THAT WIN
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For first-line leaders, middle managers, and senior leaders – adapted to suit the level of participants.
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Targeted business outcomes: better collaboration in teams resulting in more productive team behaviour, achievement of team KPIs/goals.
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In a practical workshop, line managers will learn how to diagnose and build high performance, and agile teams.
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Workshops can also be run for intact teams experiencing collaboration challenges.
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Learn to apply psychologically grounded models of team effectiveness to understand blockages in performance.
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Become more confident as team leaders and become aware of the strong connection between the role of a leader and team performance.
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LIVING YOUR PURPOSE, BRAND, AND VALUES: PUTTING PURPOSE, BRAND, AND VALUES INTO ACTION
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For first-line leaders, middle managers, and senior leaders – adapted to suit the level of participants.
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Targeted business outcomes: better ESG performance, enhanced ability to enable diversity, equity and inclusion, sustainability, brand activation, customer experience and customer centricity.
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Go from treating purpose, values, and brand as ‘poster’ campaigns to real-world transformations.
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Focus on the ‘moments of truth’ or ‘moments that matter’ which have an impact on customers and employees.
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Build better employee and customer experience and improve organizational health.
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Enable execution of ESG aspirations across an enterprise by mobilising leaders and managers.
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CREATIVE PROBLEM SOLVING and COMPLEXITY: HOW TO BE CREATIVE AND DRIVE PERFORMANCE IMPROVEMENT
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For middle managers, and senior leaders.
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Targeted business outcomes: enhanced creativity, innovation and solution-development in the face of complexity/uncertainty, better use of diverse perspectives to find creative solutions to complex business issues.
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Apply a robust creative problem-solving framework which is anchored in psychological research.
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Learn to generate ideas effectively and to treat diversity or difference as a source of creativity.
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Apply tools to manage complex problems with no obvious ‘right answer’.
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Manage the conflicts which can arise when dealing with complexity.
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COMMUNICATION SKILLS FOR LEADERS AND MANAGERS: HOW TO DEMONSTRATE CONFIDENCE AND BUILD CREDIBILITY
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For first-line leaders, middle managers, and emerging leaders.
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Targeted business outcomes: inspiration of staff about corporate strategy, mission and purpose, ability to drive change and improvement through stronger communication.
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Learn to use a powerful psychologically researched framework for effective persuasive communication.
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Approach internal and external interactions with greater confidence and impact.
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Increase the effectiveness of presentations and pitches.
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Help line managers be more concise, direct and compelling in their approach to leadership communication.
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WELLBEING AT WORK: HOW TO ENABLE SUSTAINABLE HIGH PERFORMANCE
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For first-line leaders, middle managers, and emerging leaders.
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Targeted business outcomes: enhanced workplace wellbeing outcomes, lower absenteeism, better retention of key talent, higher achievement of KPIs in the long-term.
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Manage the seemingly conflicting priorities of high performance and wellbeing with greater confidence and skill.
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Learn to delegate more effectively so that people do not feel overwhelmed but so that they are empowered.
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Learn to prioritise more effectively so that teams can deliver on their mission.
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EXECUTIVE PRESENCE: BUILDING IMPACT AS A LEADER
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For future leaders, and senior leaders.
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Targeted business outcomes: stronger pipeline of future leaders with the right impact on stakeholders and teams, better alignment of organization with strategic priorities.
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Learn about how leadership is embodied and use body language with greater effect.
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Develop better self-awareness about leadership presence and intent vs effect.
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Build personal power and presence through experiential exercises and feedback.
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STORY TELLING FOR LEADERS AND MANAGERS: USING STORIES TO CREATE CLARITY AND SHARED VISION
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For future leaders, middle managers, and senior leaders.
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Targeted business outcomes: faster and more powerful strategy execution and alignment, improved employee engagement and retention.
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Create a leadership point of view which is personal and authentic, while also reflecting the strategic priorities of the business.
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Go beyond ordinary ways of communicating strategies and plans to teams.
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Engage head and heart through use of metaphor, imagery, and examples.
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Create stories which can be used in different settings to inspire results and motivate teams.
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Build a shared vision within teams and whole organizations.
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How we work with clients
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Our approach to complexity is to cut to the chase. We have no incentive to over-complicate things. We represent an efficient alternative for you.
Our impact is achieved by leveraging client internal resources, technologies and capabilities, in many cases by upskilling leaders, line managers and internal HR practitioners.
Our desire from the outset is to transfer the necessary tools and knowledge to you, our client, to develop internal ownership, and achieve scale fast, rather than become dependent on us.
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We are led by a desire to make a lasting difference, by evidence-based practice, and by you as a client.
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Often our role is to plug short-term gaps in resource or capability for the design and implementation of internal career development initiatives, leadership development programmes, or organizational change.
We are able to shape and coordinate the efforts of other vendors, offering direction and ensuring high-value outcomes.
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We Help Clients
ENVISION THE FUTURE
Focused. Insightful. Collaborative.