What does Leadership look like in your organisation? Is it the ‘vision impaired’ leading those who wished there were more clues to follow? Do your leaders even have willing followers? Our Leadership Toolkit has enabled organisations to provide clear vision and direction where once there was fog; it has opened communications where only transmission existed; and it has inspired followers who were previously treading their own aimless path.
Accredited Programmes
If needed, we can also provide modular programmes accredited by the Institute of Leadership & Management (ilm). These are structured over a set period and require the completion of work-based assignments or segment reviews that confirm the learning and how it is being applied. An External Verifier from the ilm will sample the quality of input and output to ensure the validity of attainment at either Certificate or Diploma levels.
As far back as 1991 we were instrumental in piloting the National Management Standards within the NVQ framework. These have evolved into the Leadership & Management Standards that now set clear expectations of the roles and which underpin most accreditation schemes. Our Leadership Toolkit approach provides the pragmatic framework necessary to achieve desired outcomes across all levels, uniting the organisation and enhancing performance. Whether accreditation is sought or not.
Executive Coaching
We can even provide Executive Coaching on a one-to-one basis. We make clear distinctions between the leading and the managing role and believe in equipping each participant with the ability to be both a leader and a manager. On occasions some people will need further guidance or support, either because they have a specific project that appears too complex or because the particular issues they face would take up too much group time to address on a course.
Empowerment
Situational, Transactional and Transformational leadership can all be catered for in the toolkit along with diagnostics to identify the preferred team style and strengths of team members. After all, a leader needs to know their team to be able to lead them effectively. It can be even more rewarding when the team felt empowered to lead themselves to the destination.
We have even defined ‘Empowerment’, as it seemed to mean different things to different people (see our links to books), and equipped organisations with the leadership skills and framework to implement this culture successfully. The toolkit can be equipped with tools that assist with:
- Coaching
- Motivation
- Team building & development
- Performance Monitoring and Appraisal
- Communications
- Resolving conflict
- Understanding finance
- Project Management
- Emotional Intelligence
- Influencing Skills
- Problem-solving and Decision-making
Team Building & Development.
When is a Team not a team? We have a proven approach to bringing new teams together and circumventing many of the pitfalls that usually occur. Where disunity or fragmentation has already led to poor team performance, we have been able to refocus and re-engineer the team’s efforts and communications. Each individual is then enabled to contribute effectively to the team’s mission and outcomes such that the team is a collection of complementary skills and knowledge, rather than a collection of cloned members.
More often the key is creating an awareness of differences in people, from perceptions and attitudes to the way they communicate. Once the framework is established that acknowledges this, the team can set its mission, values and beliefs, build its infrastructure and develop its people. |
