People Centred Learning
Leadership and Development
Every organisation pursues and cherishes leadership because it is those with leadership who envision, innovate and possess the courage of positive expectation in the teeth of adversity.
We are often asked “is leadership the province of the executive?” Our findings are yes and no. Certainly leadership and accountability should exist within the executive, but leadership should also find its level and application on a wide base within the organisation.
Playing Strong – Every person in your organisation should know their core strengths and be wantonly motivated to live by them at work. They also need to know how to manage and resourcefully counter their weaknesses. By setting up this principle you will increase the leadership energy in your company over night.
Because every organisation is unique, the objectives for the training will vary. This means the specific training design will be done in consultation. Many organisations choose to combine the elements laid out through the Five Leadership Levels to create their own bespoke Training and Development Programme.
We also provide executive coaching services to support our leadership programmes in order to integrate the learning gathered into working habits and behaviours.
The Leadership and Development product menu
Level 5 – The Executive
At this level the leader is very senior. Here we act as trusted advisors providing personal one to one coaching and strategic thinking space. The focus may be upon leaving a personal legacy or helping the organisation to evolve to its next logical level. There will also be cases where it is necessary to deal with the type of extreme pressure that includes global and government situations, mergers and acquisitions and competitive pressures.
Level 4 – The Effective Leader
To attain this level, the individual will already be operating at a senior level and will already have demonstrated considerable leadership skills and qualities.
Working at level four, individuals appreciate how to increase their abilities to achieve:
- A clear concise vision
- A pragmatic mission to guide the organisational forces towards the vision
- A corporate culture that supports the vision
- Strategic planning in order to articulate the steps and milestones of progress
- A clearly defined people-strategy to utilise all human resources effectively
- Identification and alignment of personal and organisational values
- Greater trust in their own intuition and the ability to work alone or in isolation
- An influencing strategy with which to reach out to all areas of the organisation
- Advanced communication skills in order to motivate and direct others
- Creative thinking when engaging problems that are complex and challenging
Level 3 - The Competent Manager
A manager operating at this level is likely to be a “middle manager”. He/she may be new to the post or have been in the position for some time. This is an important level in the natural hierarchy as it is often the balancing point where strategy and operations come together.
At this level managers are often looking for a way to become more effective in their ability to:
- Plan their time efficiently
- Increase their skills in effective decision making
- Prioritise their key objectives
- Understand the strengths and weaknesses of their unique leadership style
- Build effective teams and groups
- Influence others in the organisation at all levels
- Manage Stress
- Give and receive feed back effectively
- Increase their skills in project planning
- Select high performers
- Communicate effectively
- Understand the relationship between task and process
- Increase their self awareness and their impact on others
- Increase their motivational skills
- Improve the performance of others through coaching and facilitation
Level 2 –The Contributing Team Member
Operating at this level, individuals may not have any direct reports. However, they still display situational leadership and desire to contribute to the performance of the team. They might be specialists (technical, financial etc) who need to relate to and communicate with a variety of people across different levels.
These individuals are looking to become more effective through increasing their capability to:
- Plan group tasks efficiently
- Measure and manage performance accurately and rapidly
- Increase their self-awareness in how they lead and manage others
- Motivate other team players
- Engage the power of beliefs
- Improve their time management skills
- Develop their organising abilities
- Solve complex problems
- Improve their communication skills
- Understand how groups and teams work
- Identify team roles, types and characteristics
Level 1 –The Highly Capable Individual
This individual may be someone who is doing excellent work and is being considered for promotion. Also, it could be someone who has been around a while and has no desire to go into management but always seeks to make a contribution.
They will achieve this by:-
- Considering their personal goals and aims
- Developing a PDP (Personal Development Plan)
- Setting goals and measuring progress against them
- Increasing their knowledge of how teams and groups work
- Becoming more aware of their personal style and characteristics
- Eliciting their values at work and knowing how to apply them
- Beginning to work with the leadership from the inside out
- Discovering their own motivational patterns
- Increasing their planning and organising skills
For more information on Leadership Development our Executive Coaching Services and Business Coaching, contact Chrissie O’Neal on:-
+(0)44 1372 468 695
marino@pcl-uk.com