Leadership Development
Scenario
- Our client, an engineering firm, wanted to improve individual and collective effectiveness at Board level.
- Their senior operational managers were capable and experienced. But the opportunity to develop their leadership skills would prove extremely beneficial.
Actions
- Assessment: We interviewed participants to establish their needs, also reviewing recent appraisal documentation and checking assessment outputs with the MD.
- Defining leadership goals: We organised a launch and definition event to look at our client’s challenges; contemporary leadership effectiveness thinking; and the specific content and practicalities of the leadership programme.
- Learning, development: We arranged practical workshops and other targeted interventions. Themes included Board-level strategic planning and financial management; team leadership effectiveness; and maximising influence.
Outcome
- Experts, briefed in detail by the programme consultant, were allocated for specific sessions.
- Sessions focused on applied learning, specific to our client’s business issues, and included supporting reference materials to help those with a reflective learning style.
- Ultimately we helped our client to establish a clear brand throughout their business; generate and develop business; develop and motivate their people while still holding to account; and improve client relationships.
Contact
- Paul Robertson, Head of Practice and Managing Director
- 0870 890 9882
- enquiries@wayshrc.com
Examples
- Competency Based Interviewing (1)
- Competency Based Interviewing (2)
- Customer Care
- Customer Satisfaction
- Full HR Outsource
- Independent Salary Review
- Induction
- Job Analysis
- Leadership Development
- Management Development
- Organisational Development
- Outplacement
- Reviewing Job Evaluation
- Reward Strategy
- Salary and Reward Benchmarking
- Salary Benchmarking