Leading Transformation

Leading the changes your organisation needs to make.

 

Transformation asks people to work differently: to adopt new behaviours as roles, processes, systems and relationships change. Leaders need to make the direction meaningful, provide visible sponsorship and create the conditions for those changes to take hold.

 

Start with the change
What needs to be different, for whom and why? We clarify the intended outcomes, the people affected and the leadership responsibilities involved. We examine how organisational culture, competing priorities and established habits may influence what happens in practice.

 

Leadership advisory
A thinking and working partnership for executives and sponsors carrying responsibility for change. We examine decisions, sponsorship, stakeholder relationships and the connection between strategic intentions and what people experience in their work.

 

Workshops and facilitation
Focused sessions create space for leaders to work on a live transformation challenge. Topics may include leading change, sponsorship, influence, culture and responses to change. Facilitated conversations can bring different perspectives together and support clear commitments about the way forward.

 

Group coaching
Leaders facing related challenges can learn through one another’s experience while working on their own responsibilities. Sessions connect reflection with actions to try between meetings, creating continuity beyond a workshop.

 

A programme shaped around your context
The engagement may begin with a focused workshop or combine advisory, facilitated work and group coaching over time. We agree the scope and distinguish the coaching, consulting and facilitation roles involved.
Where a leadership team needs to work on its collective effectiveness, systemic team coaching can form a related part of the engagement.

 

Reviewing progress
We agree how to observe progress in the leadership work and in the changes people need to make. Depending on the engagement, this may include which people are adopting the new behaviours, how quickly and how consistently they can put them into practice. We consider that evidence alongside the intended organisational outcomes.