In early 2004 we were commissioned to design and facilitate a leadership programme to include the Board of Directors and the 200 strong management team in the company.

We were engaged to design and develop a programme, which included the design of a new leadership behavioural framework, Board development programme, bespoke web based 360 degree feedback tool, a new performance management process and toolkit and a highly interactive and practical leadership programme for all the company’s Managers.

Part of the brief was to introduce best practice management ideas and ‘hold up the mirror’ to any negative leadership behaviours. We were asked to help develop manager’s feedback skills in order that they could focus on the development of their teams and provide ‘honest’ feedback to peers.

As part of the solution we designed a new leadership behavioural model for them to measure themselves against in the performance management reviews. This was new to the company and was immediately beneficial as it provided some crucial behavioural performance benchmarks.

All managers were asked to complete the 360 degree feedback review before attending the leadership workshop, it was based on the new leadership behavioural framework; this was the first time that many of the managers had received feedback of this nature. We created coaching groups and allowed reflective time to get the best from the feedback and to support each other.
The Board went through all the leadership workshops followed by the wider management team. The 3 day spaced learning programme was filled with a series of activities, challenging scenarios, role plays and peer to peer coaching sessions.

The feedback on the programme was excellent with very high ratings of the overall experience reported. It was clear from some of the behavioural change observed that the programme had made a really positive impact across the organisation levels of self awareness were much higher and there was a feeling of a different culture being developed. What was also clear from many of the on- going coaching conversations and subsequent performance management reviews was that the programme had made a very positive personal impact for a number of individual managers.