We help our clients stay on target, prioritise what is important and ensure that their time is managed proactively and they not distracted by less pressing issues.  Our approach is underscored by building self-awareness and building emotional regulation.

The more senior the role, the lonelier the leader may be.  Our executive coaching programs are intimately tailored to the individual.  We focus on personal transformation through heightened self-awareness, improved emotional regulation and individual presence. 

First and foremost, relationships across our client’s teams are stronger.  Direction and performance metrics are clear and being met.  Through assessments, we tend to hear the following themes:

• Improved capacity to mobilise teams towards a common agenda and sustain momentum.
• Emotional regulation has improved with a greater sense of self-awareness.
• Improved presence with the ability to be focused on who is in front of them.
• Managing mental interference and cognition.
• Improved consistency, synthetic communication delivery and ability to engage.
• Most of all, the leader fully embraces what makes them unique.

What gets measured gets done. We change the behaviours of your people managers through a blended approach to learning, whilst creating a sense of community.

As people and their personal development priorities are often different, organisations struggle with creating an aligned and integrated approach to development.

We hire smart people and then tell them what to do.  This is not the role of an effective leader.  It is about understanding agendas, adapting with resilience and agility to individuals, and then mobilising them towards common goals, sustaining momentum over time.

• Coaching for Performance
• Communicating With Impact
• Conflict Management
• Development and Career Mapping
• Emotional Intelligence
• Mentoring Programs
• Mobilising Others
• My Brand:
• Extraordinary Leadership
• Performance Ownership and Alignment
• Personality Type Assessments (including MBTI)
• Performance Management
• Presence
• Resilience
• Situational Leadership
• Targeted Selection (Recruitment)
• Teams + High Performance
• Unconscious Biases

• Vision and Strategy
• Values and Culture
• Mandating Vulnerability-Based Leadership
• Organisational Performance
• Engaging and Developing Others
• Executive Presence and Resilience
• Leading Strategy and Sustaining Growth

• Challenger and Innovation Sales

• Enterprise Account Management

• Internal Sales Leadership

• Mobilising Sales Teams

• Pipeline and Forecast Management

• Pitch and Story Telling

• Sales Pipeline

• Mirror Customer Teaming

• Personality Type Assessments (including MBTI)
• Performance Management
• Presence
• Resilience
• Situational Leadership
• Targeted Selection (Recruitment)
• Teams + High Performance
• Unconscious Biases

sub-program

Management

• Coaching for Performance
• Communicating With Impact
• Conflict Management
• Development and Career Mapping
• Emotional Intelligence
• Mentoring Programs
• Mobilising Others
• My Brand:
• Extraordinary Leadership
• Performance Ownership and Align
• Coaching for Performance
• Communicating With Impact
• Conflict Management
• Development and Career Mapping
• Emotional Intelligence
• Mentoring Programs
• Mobilising Others
• My Brand:
• Extraordinary Leadership
• Performance Ownership and Alignment
• Personality Type Assessments (including MBTI)
• Performance Management
• Presence
• Resilience
• Situational Leadership
• Targeted Selection (Recruitment)
• Teams + High Performance
• Unconscious Biases

• Pipeline and Forecast Management

• Pitch and Story Telling

• Sales Pipeline

• Mirror Customer Teaming

Research conducted by Kaplan and Norton (2005) found that 95% of employees are either not aware of, or understand their company’s strategy.  Crittenden and Crittenden (2008) found that 66% of corporate strategy is never implemented (2008).

Our clients often lose sight of the “unique WHY” they exist.  And besides creating an effective strategy, it is about how it is created and more critically, ensuring that it is implemented effectively.

One of the main reasons for this is the lack of appreciation that globalisation of business and competition has had on the need to be agile, resilient and focused on implementation in order to make strategy come to life.

We create compelling vision/purpose statement

Capturing an engaging purpose that appeals to the heart of employees by articulating how our client differentiates itself, as well as the impact it makes on its customers and the broader community.

Articulate what your values look like in practice

What they are and what they are not, creating action to committing to living your values. 

Top 5 goals and strategic imperatives

Outline up to five goals and sub-strategic imperatives with you and articulate potential obstacles to realising the goals.  Following that, we articulate measures of success.

Team and individual mandates (performance measures)

We ensure accountabilities and decision-making rights are clearly owned and transparently communicated.  We build in check-in mechanisms to track progress and ensure organisational agility.

Why

Focusing on the core purpose of your organisation:  the difference we make.

How

Through values, functional strategies and group accountabilities.

What

Culture plan, role mandates (individual strategic accountabilities).

• Purpose and Values
• Talent Strategy
• Learning and Development Mapping

We provide leaders with skills that help them understand the individual motivations of their people and align them towards achieving common ground during change.

Built to change (BTC) organisations stay ahead of the market and their competitors by first and foremost actively involving their people in driving change.  They complement this by encouraging a culture of healthy conflict and questioning orthodoxies, having a hunger for continuous learning and building change capability.

What differentiated BTC companies to traditional organisations is that change is in their DNA.

(Kotter, 2008)

• We work with you to identify the success factors you are seeing in change.
• We build leadership competence in distinguishing change to transition leadership.
• We diagnose where your key people are at;  their motivations, triggers and what may engage them in accelerating change.
• Once we do this, we create an internal “culture change team” to successfully implement the change you are looking for.

• Powerfully Leading Change
• Transition Management

Every organisation’s most critical asset is its people however, most struggle with implementing a coherent talent strategy.  It may be that there is no consistent approach or a lack of a coherent employee value proposition, lack of management accountability and/or most often than not, having people managers that are not skilled in talent management.

There is a significant difference between having “HR people processes” that simply exist and having them driven by competent managers as part of a coaching culture.  Built to last organisations have regular conversations in reviewing performance and development goals and minimise paperwork such as having detailed role descriptions.  They are therefore agile and measure performance against relevant messages.

• Define what “talent is” for your organisation; your differentiating employee value proposition, company-wide expected behaviours and competencies, and what both performance and potential look like.
• With a group of high performers, develop a talent toolkit that can be embedded into operating rhythms.  This often includes a cascading review process, a facilitation guide and post-review development planning processes.
• Develop management skills in operationalising people and talent processes through formal training, piloting and formally accrediting internal facilitators.
• Launch a pilot, review and modify for company-wide launch.