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  • Why develop Leaders?

    Posted on June 20, 2014 by in Developing Leaders, Team Leadership

    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.

    • What is leadership, what models of leadership do we want to adapt in your organisation?
    • What are OUR cultures and values, and how are these communicated across the organisation? What is the commitment to them? How does this affect our efficiency and effectiveness?
    • What are the styles and skills of leadership that we need to embed within our culture?
    • What are the attitudes, skills and knowledge required to deliver the agreed strategy?

    Programme Structure

    2 x 0.5 days:

    • Pre-course questionnaires to be completed by delegates
    • 0.5 facilitated workshop to define the definition, styles and approaches of leadership within your organisation, as well as an agreed statement of the attitude, skills and knowledge required by those managers.
    • Reflection on a 1:1 and 1:group basis on the individual development needs against this agreed leadership framework

    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
    managers.

    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
    this.

    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.