In a recent survey by The Institute of Directors, 94% of respondents linked Continuing Professional Development (CPD) to business performance, and 46% felt that group training was a key element of that CPD.
The main factors in an excellent organisation are:
• Superior service
• Constant innovation
• Maximum use of the skills and potential of people
• Strong and effective leadership
Leadership is not about what people do, but about how people behave, their attitudes, values, and commitment to the delivery of the vision and culture of the organisation.
The abilities of leaders and managers in organisations are, without doubt, the key factor in organisational behaviour and culture, and thus its effectiveness.
Outcomes from our Leadership Development Proposal
A statement of clear outcomes (in other words what will be different as a result of) is vital when considering leadership development. Our proposal is based on a combination of self-assessment, reflection and facilitation to build THE model for leadership for your organisation, within your culture. By developing a common understanding of exactly what leadership is within this organisation, individuals can further define how they need to develop within that model, and the organisation is able to identify future leaders, again within the culture of that organisation.
2 x 0.5 days:
Outcomes from this approach
1. Assessment of Learning styles – individuals will not only understand their own learning
style and how best they can approach their further development, but also that of their
teams. This will result in improved performance through learning and coaching by line
2. Assessment of Emotional Intelligence Quotient (EQ) – studies show that people who
score highest on EQ measures rise to the top of organisations. Delegates will have the
opportunity to self-assess their EQ and then reflect on what actions to take to improve
3. Leadership Diagnostic – rating delegates against the key elements of leadership –
facilitation, negotiation and directing.
4. Individual action plan for leadership development.
5. A ‘binding artefact’ agreed by the group as to what your leaders look like, their
behaviour, attitudes and values in line with the overall organisational culture. This offers
the organisation an opportunity to, over a period, develop a clear understanding of high
performance in a leader, which in turn will support motivation, inspiration, marketing,
customer and staff engagement.
6. Principles for the identification of future leaders and their development.
Overall, the aim is to develop a strong, corporate leadership philosophy agreed across your
organisation, clearly understood and embraced by all.
The focus in this programme is on behaviour, attitudes, personal effectiveness, and values,
and their place in the future of the organisation and its culture.