Successfully introducing change and turning around underperformance are some of the greatest challenges for organisational leaders. We will help you achieve the outcomes you require, focusing on the performance of teams at all levels to deliver bottom-line benefit.

Team and leadership performance

In many organisations, a large proportion of staff admit to being actively disengaged. Many teams underperform due to lack of trust, poor communication and skills gaps. For experienced leaders, working as part of an executive team brings new challenges and often calls for new skills to be learned and applied.

To bring about successful change and improved team performance, we will help you define and setup specific change processes:

• Defining the required outcomes, what success will look like and why we need to get there.
• Reviewing the current situation and analysing the gaps.
• Defining what needs to be done, who will be involved, what tools and solutions will be used.
• Checking progress, testing and iterating.

Specialist focus

Solving performance and change leadership issues typically requires a focus on three key elements:

Leadership: the skills which contrast with but also complement management. How do you motivate your team? How do you reduce staff turnover? How do you achieve the successful completion of projects and meet targets?

Change leadership: change programmes are often carried out rather poorly. There is also a widespread misunderstanding of the nature of change. It is not just the large-scale projects that run into issues; any change will be resisted to a lesser or greater degree, so needs to be implemented intelligently.

Communication: effective communication goes well beyond telling people what they need to do. You need to be focusing on connectivity, ensuring you achieve transmission, reception and comprehension.

Tools and techniques

In addition to many years’ experience in organisational and change leadership, we have expertise in using specialist tools to bring about performance improvement and change:

Five Behaviors of a Cohesive Team: an in-depth mechanism to develop team members relationships and ability to work together productively. Based on the work of Patrick Lencioni, this allows teams to find connections and create the processes for success.

DiSC: an evaluation process which sheds light on individuals’ personalities and helps team members and leaders to communicate most effectively with people with different personality types.

360 Degree assessment: a process which allows managers and staff to receive feedback from across the business, yielding more insightful and actionable results than traditional top-down performance appraisals.