What we do

We start by focusing on the individual: what is their natural working style, how do they respond to times of increased pressure, and what is their own assessment of what is going on? We then move on to very concrete topic-specific work based on the outcomes of this early discovery phase. These topics can range from exploring the realities of a hierarchy, to setting a strategy, building executive presence, the balance of quality with perfection, and many more - it really depends on the needs of the individual. 

In the final phase we agree a concrete, written plan with clearly-defined success metrics. The objective here is to bring to light any blind spots, and identify new skills as a result. We also aim to look outwards - towards the organisation as a whole - to ensure the new approach fits the wider context.

We can agree a time commitment to suit the individual and the organisation, but in general, a very well-defined period with clear start and end points works best. 

We will work with you to define a plan which makes the most sense to you and your environment. But broadly, the approach here is to facilitate an open conversation, neutral of hierarchy, in which the team as a whole identifies an answer (or answers) to the problem at hand. 

We do this primarily through an enhanced version of a classic SWOT analysis - what do we do well, what do we do less well, and what is on the horizon? - before exploring all of the findings of that process and defining an action for each. Those actions are then consolidated into a plan for the team to take forward. 

On the surface, this is a simple and straightforward concept - but we have seen how effective it is through direct real-world experience. All too often, the simple gets dismissed in favour of the "reassuringly complex"; that is not how we see the world. 

Our direct experience of major strategic business change initiatives, primarily in the mergers and acquisitions space, has revealed the unavoidable truth: that people are the only thing that really matters in such a process. Without their buy-in, motivation, understanding, and proactive participation, no amount of capital investment will bring success. 

However it is also true that organisations running such programs rarely have time or resources to dedicate to the people aspects on top of the delivery burden of the project itself. That is where we come in. 

The approach here will vary considerably according to the specific factors involved in the change you are going through, but can include team-building workshops and offsite events, support designing operating models, development of communication plans, and coaching to support those involved through the process. 

A mature leadership pipeline is critical to the success of your business, and is dependent on high talent retention rates. Increasingly, employees (rightly) expect to have dedicated personal development plans in place, and expect their leaders to coach and mentor as much (or more than) they decide and direct. 

Leaders are also expected to have an innate "coaching" ability - and we support you to ensure that is the case in your organisation. The goal is to move away from reliance on external resources, towards a mature learning organisation with an inbuilt coaching culture forming part of its leadership expectations. 

We start with an understanding of the individual, using this phase to identify their specific needs. Training then moves into a subject-specific phase, covering key coaching skills such as active listening, understanding cognitive styles, working with perspectives, asking powerful questions, and many more. 

Building a strong coaching relationship can be one of the most powerful and rewarding things you can do. With the right connection, and the right level of commitment, we can work through whatever has been holding you back and find concrete steps to move forward.

We start with you: what is it that you really want to talk about? Why? What lies behind that question? What else? We call this the "base layer". Next is the "insulation": what perspectives are available to you? What are you missing? We'll identify some things you can change, and some things you aren't yet aware of. Finally, the "shell": confidence, conviction, and creativity to rely on your natural resourcefulness to meet the challenges ahead. You (and others around you) will see the difference!