WE HELP YOU MOVE FORWARD

We offer psychological career and performance coaching, leadership facilitation and organization development consultancy, on a flexible, discreet and independent basis.

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.

 

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
 
Career Coaching & Career Management 

  • Business leaders & senior professionals.

  • High potential emerging leaders.

  • Developing career coaching skills in leaders.

  • Career management and succession planning support.

We provide flexible and bespoke career coaching services for individual and corporate clients. 

Our approach is pragmatic and pluralist, incorporating a range of methods, techniques and tools. 

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. 

Our style is collaborative, insightful and to work as thinking partners, not just as experts. 

 

LEADERS
Leadership Development, & Talent Strategy 

 

  • Bespoke leadership and performance coaching for individuals and teams.

  • Support for development of leadership & talent management strategies.

  • Leadership Agility assessments for individuals and teams 

We support leaders in a variety of ways. 

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.  

The work we do with leaders is psychological and strategic. We use coaching psychology tools and techniques to support performance enhancement and personal growth.  

As practitioners with international experience and diverse backgrounds, we help to harness the power of diversity. 

 

 ORGANIZATIONS
Organization Development & Facilitation
  • Facilitation support for organizational change and transformation programmes.

  • Ad hoc change implementation support acting as an enabler to the internal HR team.

We have deep experience of facilitating organizational change. 

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. 

We work at senior levels to help build momentum for change during periods of organizational transition. 

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 WORKSHOPs, WEBINARS and PROGRAMMES

We provide short webinars, to entire development programmes which are aligned to your organization's needs. We do this working in partnership with your internal HR team and business leaders. Where necessary we can help you source a variety of external vendors to help to achieve scale. We are not limited to these topics and can cover the full spectrum of people development priorities for a digital age.

BUILDING THE AGILE ORGANIZATION:

HOW PEOPLE MAKE ORGANIZATIONS AGILE

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

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

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

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

For people managers and leaders

Targeted performance outcomes: coaching culture, improved productivity, better relationships at work and collaboration, better diversity and inclusion, wellbeing, and mental health

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

For HR practitioners and business leaders

Targeted performance outcomes: greater efficiency, speed, learning and innovation; faster, less bureaucratic decision-making processes

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

For high potential talent and future leaders

Targeted performance outcomes: greater efficiency, speed, learning and innovation; faster, less bureaucratic decision-making processes

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.   

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. 

We are led by a desire to make a lasting difference, by evidence-based practice, and by you as a client.

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. 

Autumn Road

We Help Clients

ENVISION THE FUTURE

Focused. Insightful. Collaborative.