Leadership Development Programmes
Our’ Empowering True Strength for Leaders’ programme is designed to empower leaders to sustainably get the best of themselves and their teams, and includes the following modules:
1 – Getting the best of yourself – part 1
We’ll work through an approach to self-directed learning to encourage participants to own their learning journey before exploring the results of the CliftonStrengths assessment to help participants gain a deep understanding of their talents (and how to use them well so that they turn into strengths) as well as understanding their areas of lesser talent (and non-talent). Participants will engage in coaching conversations to help each other identify how to use their dominant talents, how to avoid overusing strengths (to the point at which they flip to weaknesses), and how to mitigate weaknesses.
2 – Getting the best of yourself – part 2
Building on the foundation of session 1, we’ll use the Kingfisher Coaching ‘SMART’ (Strengths, Mindset, Action, Resilience, Truth) model to help participants to identify how can they thrive, raising their performance whilst being resilient. The mindset component of this will include a deep dive into the ‘ABCDE’ technique, helping people to challenge irrational thinking in both themselves and others. We’ll explore a case study of imposter syndrome, and participants will have the opportunity to apply this to their own thinking processes.
3 – Getting the best of others (people management)
Gain a deep appreciation of the talents of others, appreciating that others will succeed differently.
Learn how to apply the building blocks of effective people management:
- How to delegate effectively
- How to empower people, giving them appropriate headroom and avoiding micro-management
- How to provide high-quality feedback, including appreciation, and how to have difficult conversations
- How to coach staff, and support their growth and development
Learn how to make make sense of team performance and identify the steps required in building and sustaining an effective team.
The content is tailored to the needs of each organisation and will always be personalised to deal with whatever topics people raise. The programme can be run in combination with coaching sessions, mentoring, action learning, and 360 feedback.
We run a number of standalone workshops which might be as short as 1-hour, or can be a half or full day. Here are some examples:
Half-Day team strengths workshop (using ‘Top 5’ strengths from Gallup StrengthsFinder)
- Participants understand the power of strengths and how strengths (and weaknesses) impact performance
- Participants appreciate their own strengths and how to get the best out of themselves, improving their performance by ‘being more you’
- Participants understand each other with an emphasis on valuing the diversity of talent
- There is a shared view on the overall shape of the team from a strengths perspective, along with any agreed actions to balance the team and make the most of individual strengths
- Participants develop an action plan for how to make the most of their strengths.
Full-Day team strengths workshop (using ‘Full 34’ strengths from Gallup StrengthsFinder)
- As for the half-day workshop, plus:
- Participants gain a deep understanding of why they do what they do and behave the way they behave, based on understanding their strengths and weaknesses.
- Participants understand how they might overuse certain strengths.
- Participants develop a detailed action plan for how to manage their weaknesses.
We speak at conferences and run resilience workshops for a number of organisations (including the NHS).
The Resilience workshops are delivered as 1-4 hour sessions to enable participants to:
- Understand resilience
- Notice resilience (both in themselves and others)
- Discuss resilience (through a shared language)
- Reflect on their own resilience and identify actions needed to develop and sustain it
- (For leadership teams, to help them to lead by example)
We have extensive experience of coaching people at all levels in an organisation. Our coaching can take the form of a short-term intervention with a specific focus (to help the client make the most of an opportunity or deal with a particular challenge) or can take the form of a longer-term coaching relationship. Coaching can be conducted online or in person. We mostly work with organisations but do sometimes work with individual clients.
A coaching relationship typically starts with a discussion to agree some ‘coaching objectives’, which might be a discussion between coach and client, or might be a three-way conversation including the client’s manager. Most coaching engagements last for between 4-6 2-hour sessions and then will conclude with a review of the objectives agreed at the outset.