We know every client is different, so we are more than happy to work in partnership with you to design sessions / programmes that exactly meet your individual needs and specific circumstances, but we also wanted to give you a flavour of the types of things we do.

Delivering Difficult Messages

Delivering Difficult Messages

Building High Performing Teams

Building High Performing Teams

Influencing Strategies

Influencing Strategies

Coaching and Mentoring

Coaching and Mentoring

Effective Delegation

Effective Delegation

Leading and Managing Change

Leading and Managing Change

Leading and Managing Performance

Leading and Managing Performance

Developing Emotional Intelligence

Developing Emotional Intelligence

Setting Behavioural Expectations

Setting Behavioural Expectations

Delivering Difficult Messages

Example Objectives

  • Identify when feedback is the right development tool to use
  • Be able to effectively utilise structured evidence based feedback
  • Recognise and mitigate the emotional impact of feedback on the person receiving it
  • Create personal strategies for overcoming the mind-set barriers to giving effective feedback

Typical Content

  • The barriers to feedback
  • The feedback mind set
  • The E2C2 feedback tool
  • How people typically react to feedback
Building High Performing Teams

Example Objectives

  • Define the characteristics of a high performing team
  • Understand the impact a high performing team can have on business performance
  • Create a compelling common goal and purpose for the team, including what success looks like
  • Identify and implement  five key strategies to enhance overall team performance
  • How to effectively move a team through four recognisable development stages

Typical Content

  • The four development stages of a team
  • Building trust in teams
  • Dealing with conflict
  • Holding each individual to account
  • Becoming results focused
Influencing Strategies

Example Objectives

  • Develop an understanding of what effective influencing looks like
  • Understand it’s value in building & maintaining sustainable business relationships
  • Identify individual influencing preference, strengths and development areas
  • Explore the five key influencing strategies & know when to use each one

Typical Content

  • Defining effective influencing
  • Practical influencing activity
  • The five influencing styles
  • Developing influencing flexibility
  • Techniques to manage emotions
Coaching and Mentoring

Example Objectives

  • Identify when coaching is the right leadership tool to use
  • Effectively utilise a structured coaching framework
  • Be able to demonstrate the three key skills associated with effective coaching

Typical Content

  • Utilising a structured coaching framework
  • Developing questioning, listening and observational skills
  • Strategies to increase coachee self- awareness
  • The qualities of an effective coach
  • Coaching practise
Effective Delegation

Example Objectives

  • Recognise the difference between management and leadership delegation
  • Utilise a range of leadership styles to develop individuals to achieve specific tasks
  • How to establish levels of skill, knowledge  and commitment
  • Understand the leader’s role in developing individuals to achieve specific tasks

Typical Content

  • Blanchard’s Situational Leadership II
  • The 3 key skills of Diagnosis, Matching & Flexibility
  • Identifying individual leadership preference
  • Covey’s Urgent vs Important
Leading and Managing Change

Example Objectives

  • Recognise the key drivers of change and understand how people naturally react to change
  • Identify the importance of creating a shared vision when implementing change
  • Utilise communication and leadership techniques to help people move through the 3 key stages of change

Typical Content

  • How people typically experience and react to change
  • The change equation
  • Practical activity highlighting reactions to change
  • Self-management techniques
Leading and Managing Performance

Example Objectives

  • Write specific, relevant and measurable performance objectives that encompass both the quantifiable results and the relevant behaviours
  • Hold relevant and effective performance reviews, that encourages an individual to take personal ownership for their performance
  • Conduct an effective, relevant and motivating 1:1, that is centred on the individual’s specific need

Typical Content

  • The performance management process
  • Turning performance management into a leadership activity
  • Measurable objectives incorporating behaviour and results
  • Powerful 1:1 and annual review questions
Developing Emotional Intelligence

Example Objectives

  • Identify personal behavioural preferences
  • Raise individual self-awareness, identify strengths and potential development areas
  • Understand how behavioural preferences potentially impact on how others see you
  • Create strategies using natural strengths to compensate for any potential ‘blind spots’

Typical Content

  • How the brain impacts behaviour
  • The PRISM Brain Mapping tool
  • The 3 PRISM brain maps – underlying, adapted and consistent
  • Developing  behavioural flexibility
Setting Behavioural Expectations

Example Objectives

  • Be able to significantly reduce performance issues by implementing  a set of behavioural expectations
  • Know how to provide others with clarity and certainty about what ‘good looks like’
  • Create a set of specific and measurable behavioural expectations

Typical Content

  • How to write a clear and measurable expectation
  • Examine how many performance issues are behavioural
  • What stops people dealing with behaviour
  • How to effectively measure behaviour

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