Leadership development typically starts with raising awareness of personal preferences and orientations for which tools such as psychometrics can be valuable. It is also useful to consider the impact on others and how behaviour may be perceived for which 360-degree feedback can give valuable insight. This information is typically fed back within a coaching style conversation where an individual is helped to reflect and start to identify areas for development as well as their next steps.

It may be that areas for development are already known for an individual or group of individuals and specific training needs have been identified.

Training may include: appraisal skills, how to give feedback, having difficult conversations, objective setting, coaching skills (see coaching training), observer training, self-compassion, managing stress, or various other elements of leadership or management.

It may be that a team’s or organisation’s needs are not clear, or do not neatly fit into an easily defined training need, in which case a more ‘bespoke’ intervention may be required. Examples of previous bespoke work include:

• Helping leadership teams to have an in depth understanding of their personality and leadership orientations in order to identify more effective ways to work together, along with designing the future strategy for the team.
• The design and delivery of workshops to bring different organisations and stakeholders together to identify future collaborative working opportunities.
• Conducting cultural reviews of teams and departments in order to identify issues and recommend best practices interventions.

If you have identified a need for training and are interested in finding out more, please contact us.