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Strengthening Leadership Capability

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The Coaching With an Edge Development Programme

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Modern Leadership is no easy task. Working within a context of consistent and often disruptive change while still trying ‘to get the job done’, can sometimes feel exciting, and occasionally, overwhelming.

In this setting, our experience is that the ability of leaders to always be able to point the way forward with certainty is steadily diminishing and traditional leadership and management frameworks are not enough. Leaders still need to lead and manage, but they also need to able to effectively coach others to develop their own capability and leadership potential.

It is increasingly recognised that a coaching approach which effectively leverages the resources of teams and colleagues in ‘finding a way together’, offers a way to create inclusion, engagement and innovation, while also equipping leaders to have the essential and sometimes edgy conversations that can all too often be avoided.

Developing such coaching capabilities is no longer an option or a ‘nice to have’, but a fundamental requirement if leaders are to generate higher levels of accountability and ownership and stronger working relationships, amongst those they work with, lead and manage.

Developing the capability of senior leaders and consultants through:

   Further strengthening your ability to build strong working relationships, through the development of core coaching skills and competencies.

   Learning how to have more impactful conversations with others that support objectivity, perspective, personal growth and responsibility.

   Developing your ability to usefully offer supportive challenge and feedback, to stimulate awareness, to manage expectations and create personal insight.

   Heightening your ability to better understand yourself and your impact as a leader and as a coach, fostering a reflective practice that increases personal awareness and your ability to remain both authentic and effective in your leadership coaching role.

Process:

Understanding the programme:

A 3-hour virtual briefing to orientate you to the programme, to support understanding of the core principles of a coaching approach, and to begin to form working partnerships.

Personal objectives:

Small group virtual sessions to support you to further clarify your personal objectives and to understand what support you may need to achieve your desired outcomes.

Workshop modules:

A series of face-to-face workshops modules, delivered over a period of four days, to enable you to understand and apply core coaching skills and approaches, while providing space for real-time practice, support, feedback and discussion.

Practice sessions:

The most effective way to develop strong coaching capabilities is to continually practice them, and to receive feedback from which you can learn to be even more effective and impactful. You will be required to undertake a minimum of 12 hours of independent formal practice sessions over the course the programme.

Consultancy circles and group supervision:

These action learning and mentoring forums provide you with dedicated space and time after workshop modules to share learning and emerging challenges from your practice sessions, and to receive guidance and support from the programme leaders and your colleagues.

Formal accreditation for this programme can be achieved through the Global arm of European Mentoring and Coaching Council (EMCC) at Foundation Level on successful completion of the programme and the submission of a Portfolio of Learning.

If you are interested in learning more about this programme, please get in touch.

The Emerging Leaders Programme

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Leadership is an increasingly overused term, with a plethora of definitions, styles and approaches to consider. For talented emerging leaders, this context can be confusing and without formal leadership training, they must often rely on their wits and the goodwill of others to learn how to navigate the leadership challenges and complexities of their role. While this can be of undoubted benefit, it can also create the danger of perpetuating cultural norms and pervasive leadership styles.

The Emerging Leaders programme is designed to support the growth of future talent through the provision of a discrete but intense development programme, that enables them to understand what leadership means, looks and feels like in their context, while strengthening core leadership capabilities and building the confidence to apply their increasing skill.

The programme, while containing clear educative elements, adopts a coaching approach to ensure leaders to take personal ownership and responsibility for their own development and career progression, now and in the future.

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Developing the skill and capability of high potential leaders, enabling them to:

   Understand what is fundamentally required of them as a leader in their context, while exploring a range of leadership styles in developing a clearer sense of their own leadership identity.

   Strengthen their ability to lead themselves and others with increasing assurance, self-knowledge and acceptance of strengths and areas of development.

   Build their ability to lead with and through others, by strengthening core communication skills, building trust and psychological safety.

   Understand how conflict arises, and how to lead themselves effectively through difficult conversations.

   Increase their level of confidence, self-belief, and courage to apply and express their leadership, in acknowledging both their own needs and the needs of the organisational system.

Process:

Understanding the programme:

Consultancy and contracting with the sponsoring organisation to clarify learning objectives, desired outcomes and to align these with pre-existing leadership development and competency frameworks.

Pre-work and preparation:

As a means of stimulating thought and reflection and the creation of a personal leadership development plan.

Confidential 360º feedback:

To support leaders to better understand how others perceive them at the beginning and at the end of the programme.

4 workshop modules:

Designed to cover core programme content and provide space for thought, discussion, support, and challenge. Workshop modules typically last 1 or 2 days, creating a 4-day or 8-Day programme.

Leadership circles:

Action learning sessions in smaller groups, designed as a space to foster and embed learning, to address and explore key challenges as they emerge, drawing out personal learning and the wisdom of the group.

If you are interested in learning more about this programme, please get in touch.

Our leadership development framework

Our programmes are underpinned by a leadership and development framework. It contains a series of interconnecting elements that are described below: 

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   Leadership Identity: Leadership ultimately comes from a sense of ‘identity’. How a leader sees themselves; the purpose which drives them. 

   Personal Leadership: A focus on leading yourself more effectively through developing greater self-awareness and understanding of personal preferences, modes of operating and your potential impact on others. 

   Relational Leadership: A focus on leading more effectively through and with others; building skills and capabilities to communicate your requirements more effectively; to engage, influence and motivate. 

   Team Leadership: A focus on developing both the knowledge and the skills to develop and lead teams effectively, creating trust, engagement and clarity on results and expectations.

 Organisational and Systemic Leadership: A focus on enabling leaders to adopt a more systems-oriented view in creating collaboration and influence.

Each level described above creates capacity and confidence for the next level, systemically strengthening an individuals’ locus of control and self-efficacy.

What do our clients have to say?

Centre for Teams has really worked wonders for our team, unlocking the potential for greater wellbeing as well as ambition and sales drive and the creation of a much more collaborative and well-functioning team. It also came at a critical time for the business as we prepared for a major transaction which has allowed us to significantly expand our market impact. I cannot recommend them highly enough.
Peter McMenemy

Partner, Allio & Konrad, part of Siemens

Centre for Teams has added huge value to my personal development, as well as to my Senior Leadership Team. This has allowed my team to outperform my areas of my business, especially around strategic direction and ambiguity in a complex working environment. I would not hesitate in recommending Centre for Teams for Senior Leadership Development, to achieve a high-performing team.
Rob Keen

Director, Thames Water

If we were The Beatles, you would definitely be known as The Sixth Beatle.
Antony Mayfield

CEO, Brilliant Noise

A heartfelt thank you to Centre for Teams for leading us through an action-packed and powerful three days of personal discovery and team formation. It was a quite transformative process. We’ve come out the other side thinking of things in remarkable and different ways. Quite moving.
Steve De Albuquerque

Global Chief, Health and Safety Assurance, Conoco Phillips

Centre for Teams has helped me and my senior management colleagues develop our own skills and style, manage our teams better, and push through some big changes in the organization with much greater effectiveness, ease and mindfulness of the implications. I would thoroughly recommend them.
Anthony Grower

Marketing Specialist

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