Major Housing Construction Company
Major Housing Construction Company Case Study
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Situation
- Our client was excelling in a very competitive and volatile market and were concerned that their successful leadership formula to date would be stretched too thin given the rapidity of business growth versus relative pace of management development. They approached us asking for a one-off training course / leadership programme for the top team to start to counter this.
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Complication
- During initial discussions, after some gentle challenge, it became apparent that they needed more than a one-off quick fix to deliver against the scale of the opportunity they faced. It became clear that as the external social economic pressures were going to remain volatile for the foreseeable, a one off approach wasn’t going to deliver the sustainable change they needed. They had to have a future fit mindset and needed a systems approach.
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Resolution
- Partnering with the client, we developed a future fit, continuously improving and evolving leadership programme that started with the top team and had the flexibility to be personalised, scaled and adapted at a local level for middle and first-line managers.
- Through a blend of psychometric and other tools, online, face to face and on-the-job learning backed up by 1:1 and team coaching, the confidence of the senior team was carefully cultivated until they demanded the involvement of their line reports.
- This also enabled the most senior leaders to act as advocates, pathfinders and mentors to the next level of leadership, an opportunity to be the change they want to see. Taking this cascade approach also allowed us to pause and reflect and continuously adapt the programme over time, based upon a suite of very relevant metrics and feedback mechanism we built into the core design.
- We have now partnered with this client for the last three years and the results in terms of culture change, engagement and group and individual development have been exceptional. It has also enabled us to input constructively to the company’s Organisation Development succession and talent management strategy and to provide “fire fighting”, issues and team based support where blockers emerge, team dynamics shift owing to external factors or in order to increase impetus in line with changing business priorities.
- This is a true example of a partnership between our consulting and coaching team, the client’s HR function and senior leadership and their future fit culture is testimony to the hard work.
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Coaching and mentoring
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Culture development
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Learning and development
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Employee lifecycle
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Stakeholder engagement
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Vision and strategy
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Leadership development
