Leadership & Management Development

Enhancing Self Awareness         

Our leadership and management development interventions focus initially on enhancing individuals’ self-awareness of their development needs in relation to competencies/behaviour associated with leadership/management success. This insight provides the necessary foundations for the subsequent design of robust leadership/management interventions customised to individual and company needs. 

USING Psychology to further enhance leadership & management development programmes

We focus on designing and delivering interventions around the specific needs of individuals and where our psychological training adds value.  Where indicated, our interventions help individuals acquire and develop the competencies needed to be an effective leader/manager.

UNDERLYING PRINCIPLES

Our approach to leadership and management development is guided by three underlying principles:

  • That people become great leaders through developing key competencies, then applying these in different contexts to consolidate competence and through sheer hard work. Effective leadership and management requires a complex set of skills but these can be learned.
  • Leaders need to both understand and help shape their organisation’s culture. This requires leaders to reflect and progress organisational norms and values, and to act in collective as opposed to individual interests. As psychologists we offer additional insight to help leaders/managers understand their current culture and how to represent and develop it.
  • Any leadership programme needs to take due cognisance of situational factors and operating context. This is why so many generic one size fits all development programmes often fail to show positive effect. We don’t provide such general programmes and instead focus on interventions with stronger evidence and where our psychological training and expertise is of value.

LEADERSHIP & MANAGEMENT DEVELOPMENT INTERVENTIONS

 

 

  • Individual Coaching helps individuals identify competency gaps and provide the necessary support to enable them to reach their managerial/leadership potential. One-to-one interventions can include benchmarking against competencies and identifying potential gaps, and helping employees develop by applying coaching techniques to understand needs and set goals to work towards.
  • 360 degree assessment & feedback: we can help design 360 feedback processes for managers/leaders where conventional appraisal methods are less suitable. These can reflect an organisation's own competency framework, or where this is not available an evidence based leadership model can be used. When the latter approach is suitable the use of various test providers 360 instruments can be applied. The purpose is to gain additional insight about an individual manager/leader current strengths and development areas in order to inform their appraisal and even more importantly their future development.
  • Development Centres: a series of structured exercises/simulations, combined with psychometric assessment, designed to identify an individual manager’s current strengths and development needs against key behaviours/competencies associated with effective managerial/leadership performance. This method can therefore be used to evaluate a participant’s state of readiness for a managerial/leadership position in the near future and also to provide insight about their longer-term potential. Each participant receives feedback both during the centre and after the event.
  • Action Learning: these sessions/workshops focus on developing leadership/management competencies through addressing specific organisational issues. Our role in these sessions is to facilitate collective problem solving.
  • Training Workshops: a series of training workshops geared towards the development of specific skills/behaviours where our psychological insights are most useful. These workshop all consist of an overview of evidence based practice before focusing on how learning will be used to guide future leadership behaviour in the workplace.
    • Psychology of Managing Change
    • Promoting Innovation
    • Motivating Your Team
    • Developing Resilience & Preventing Stress
    • Employee Engagement
    • Performance Appraisal (conducting effective appraisals and developing robust personal development plans)