Developing Your People & You
We believe that, in the end, what distinguishes great organisations from the merely good ones is the quality and depth of their leadership.
We’ll work with you to spot, grow and harness the leadership that sets you apart
from the rest.
In a world of
- Volatility, change and uncertainty
- Formal, informal, dispersed and virtual teams
- Matrix structures.
- Ever rising customer expectation and competitive pressures.
- Lower bureaucracy and formal ‘authority’.
the capacity to influence others to get things done has never been such a critically important leadership capability.
‘One trick ponies,’ who try to lead using one style, severely limit their leadership impact and will predictably plateau. The most influential leaders can judge what is needed and can adapt their styles to fit. This isn’t easy.
The good news is that it’s also not magic. It requires a good level of behavioural skills, and as skills they can be learned and practised until they become a natural part of how you behave.
The main features of our programme are:
- It builds recognition of current strength and gaps in capability.
- It’s highly practical and skills based.
- It uses real situations not role-play.
- It encourages risk taking.
- It’s very challenging and supportive.
- It works – with consistently fantastic results at the highest level in many organisations around the world
The programme can be positioned in a context that fits the specific challenges and goals you face. Contact us to discuss how we can work with you to create truly influential leadership in your organisation.
Everyone in business knows how important it is to take care of your customers, equally true when you are an enabling function and your customers are internal partners.
Getting past 1st base requires you and your team to establish your credibility and demonstrate your understanding of your customer’s needs. You have to invest in earning your seat at the table.
Our programme is based on the research we undertook with a range of organisations and disciplines, at the heart of which were 2 questions….. ‘What makes a great Business Partner?’ (from which we developed our programme and on-line 360 diagnostic) and ‘What stops you from doing this everyday?’.
We have successfully delivered this programme to Finance, HR, Legal, IT, Corporate Affairs teams in multiple businesses across several continents.
Outcomes for the organisation
- Business Partners report demonstrable evidence of more impactful influence to critical organisational agendas.
- Customer feedback shows an improvement in the added value and quality of service the Business Partners provide.
- More consistent and embedded cultural recognition of Business Partnering as a ‘way of working’.
Outcomes for individuals
- Self-awareness of strengths and patterns of working that support your effectiveness in the Business Partnering role
- Rich picture of how key clients experience and judge your current Business Partners effectiveness
- Clear understanding of most important development areas for you to address
- Improved behavioural skills to support your personal impact.
- Broader ‘toolkit’ of frameworks and approaches to apply to key challenges in the Business Partnering role
What does your culture survey say about the quality of coaching and feedback in your organisation? The results are seldom good reading.
Too few people managers are given support to develop their coaching skills. In the absence of such support leaders are left to ‘pick it up as they go’ and the results can be quite hit and miss.
FOCUSed Performance Coaching for Leaders is a stretching programme of development aimed at
- Building high quality coaching skills in leaders, line managers and other specialist internal coaches.
- Building an appetite for providing and receiving good quality coaching as part of ‘what makes good leadership around here’.
- Generating a ‘coaching culture’ within the organisation.
The typical structure is based on a 2-module approach, and applies our FOCUSed Performance Coaching model at its heart.
Some key features of this programme are:
- It is highly practical with lots of practice time.
- It focuses on the coaching process and appropriate intervention skills.
- It uses real coaching – no role play here – which adds real depth to the learning.
- Coachees build up a toolkit of skills, models and frameworks to use in a wide range of situations they might face.
- It is tried and tested. Many organisations are now benefiting from FOCUSed Performance coaching and the results it brings.
For one to one Performance Coaching see Executive Coaching below.
You’ve got all the Gant and Pert charts you ever dreamed of but the pace of the project is still too slow, you’re losing people on the way and the project is drifting despite your best efforts and passion for delivery. Sound familiar?
So, for your change agenda/project
- How well do all stakeholders understand (and believe) the need?
- How clear and compelling is the Vision (to all necessary parties?)
- How well understood is the commitment needed, and what does ‘fully committed’ really look like?
- As change is implemented how do you ‘defy gravity’ and make it stick, even when your attention isn’t fully on it?
- How do you check things remain on track, and what alerts you to any problems early enough to do something useful about it?
We work with you to provide a whole range of highly practical ways of working with your projects and change programmes to help lead those involved to deliver the changes needed. We’ll give you practical tools and skills to help:
- scope the project boundaries
- build compelling and meaningful visions of success
- create a shared understanding of the needs
- generate practical commitment
- make change progress stick.
It is often said that ‘the higher you go, the lonelier it gets’ (and the higher the stakes). Senior leadership can be very rewarding and also quite isolating. It may not be possible or desirable to get the support needed within the organisation, and working with an executive coach can be hugely beneficial.
Why Executive Coaching? Because it…
- gives a tight focus on performance ‘game changers’.
- creates a safe and highly challenging environment to support accelerated change.
- offers tailored approaches to individual coachees.
- identifies meaningful measures of progress.
- gets up close and personal.
At Arwel Douglas Limited we are highly experienced executive coaches, spending about a third of our time working individually with senior leaders across a range sectors, geographies and cultures.
Whilst protecting the confidentiality of the individual is of course absolutely vital to building an open and trusting coaching relationship, we are also aware that the organisation usually pays the bills and has a legitimate right to know what they are getting for their money!
That’s why we strongly encourage an early 3-way meeting with the Coachee, their Boss and the Coach to work out what the need is, what the goals of the coaching are and what the individual roles and responsibilities involve.
We would typically contract for 6×3 hour sessions with the Coachee, over a 6-8 month period. Sufficient time to demonstrate real change.
For building internal Coaching capabilities and developing a coaching culture see FOCUSed Performance Coaching above.
In developing your leadership talent base it’s easy to overlook just how much experience, skills, knowledge and wisdom is locked inside your current leadership population. In our experience, given the right support and infrastructure most leaders are very motivated (if not a little flattered) to be asked to get involved in supporting the growth of their colleagues.
This is where high quality Mentoring can make a huge difference to an organisation. Done well it not only supports the growth and development of individual leaders, it can make a substantial difference to the ‘feel’ of the business.
The benefits to those receiving Mentorship (Mentees) can include:
- Having a safe ‘sounding board’, without judgement
- Accelerating important relationship building
- Accessing growth opportunities
- Sharing advice, guidance and ideas
- Learning from experience
- The discipline of investing in one’s own growth
But the benefits are not just one way. For those providing Mentorship (Mentors) the benefits can include:
- Thinking and learning from one’s own experience
- Satisfaction and reward of contributing to someone’s development
- Expanding horizons, discovering new approaches and ideas
- An injection of energy, enthusiasm and vigour!
We believe some of the important steps in setting up a really good quality Mentoring programme include:
- Knowing your organisational purpose in setting up Mentoring opportunities
- Targeting who would benefit most from Mentoring
- Identifying who has the ability, opportunity and desire to provide Mentoring (you need all 3!!)
- Introducing a straightforward ‘matching’ process (Mentee’s needs vs. Mentor’s capacities)
- Training of Mentors and Mentees (half day workshops are often enough to get started)
- Providing enough practical resources and guidelines for both parties
- Applying a review process and ongoing support to ensure the system works for all parties and organisational value is realised
If you want to explore the potential for Mentoring in your organisation further, just give us a call.
There are times in the careers of many leaders when they would benefit from understanding themselves more fully.
- What drives them?
- How have they created the success they have enjoyed?
- What holds them back?
- What options do they have that might suit them?
- Where do they go from here?
We work with individuals to help them spot the patterns that show up in their approaches to learning and achievement. We also help them to understand what their strengths and limitations might be and how their perceptions match against the views of other people.
Typically the process involves a rigorous, structured conversation with the individual, tracing back choices and successes in education and career stages. This is supplemented by interviews with a cross-section of people who know the individual well. Relevant psychometric instruments and simulations can be used to offer a fully rounded assessment.
The findings are typically presented in a frank report leading to conversations about implications and next steps.
The first 90 days in a new leadership role are critically important, and done well can set the foundations for long term success. This is the time when impressions are created, relationships are developed, rapid learning can happen, patterns are set. Investing in getting this first 3 months right can pay lasting dividends.
Our support comes in 3 phases, timed to provide practical help and awareness when it is most valuable.
1. New Leader Accelerated Integration
A structured and facilitated (up to 3-hour) conversation between the new leader and her/his team. The team develop some questions and offer thoughts around 4 key areas, designed to help the new manager open up about who they are, where they’ve come from, what drives them, what’s important to them and their goals and ambitions. This becomes the framework for an open conversation which speeds up the ‘getting to know you and how you work’ process.
2. Performance Coaching
Typically a series of 3 sessions (1 per month for 3 months) designed to help the new leader to plan for and implement an impactful first 3 months in their new business environment
3. ‘Team Talk’ : Face to Face 360
The purpose of this session, held with the leader and their teams is to build as much rich understanding of each other (initial impact, what’s working well, what’s working less well, etc) having benefited from working together for 3 months.
It is common practice these days to meet the coaching needs of your people with a blend of external executive coaching, trained internal coaches and line manager coaching as part of their own team leadership.
The many advantages of building internal capability can easily be undone if quality is inconsistent or approaches are hit and miss with little effort to monitor effectiveness and learning across those involved.
An investment in regular Coaching Supervision sessions with our post-graduate trained Supervisor (either 1:1 or in a group) can help
- provide a stimulating place for Coaches to reflect and learn about their own coaching practise and from the experiences of others
- contribute to safe professional standards being met by Coaches within the organisation
- play a key role in measuring coaching effectiveness and impact
- gather valuable organisational insights from a wide network of coaches
For building internal Coaching capabilities and developing a coaching culture see FOCUSed Performance Coaching above.