Developing real team effectiveness...

Conventional approaches, are sometimes called for, but you can mix things up a bit by using more than one style.

When investing in development, organisations often focus on the individual. What can a manager do to be more effective, have more impact and improve business performance? Effective individuals don't always mean an effective team. In high performing teams, team members work well together and share the same goals. The team's purpose is based on what the business needs, and the collective performance is greater than the individual's.

We have four great approaches to build leadership and support your development work. Used together they develop individual managers and improve the performance of a management team. Perfect for a complete team development programme:

• Influencing Strategies Workshop
• Managerial Styles Workshop
• Organisational Climate Workshop
• Optimising Team Development Workshop

The managerial style workshop and organisational climate workshop are a quick and simple way for managers to start thinking about how they motivate others. Is their style of managing creating the right climate for their team to be productive and engaged?

These workshops give managers a chance to understand, and improve, their own managerial style and then reflect on the impact they have on their team.

The optimizing team development workshop offers a framework to help a team focus its efforts to improve performance. Using the classic Beckhard model of team effectiveness, it explores the team's approach to goals, roles, processes and relationships.

IS YOUR TEAM A TRUE TEAM OR JUST A SIMPLE WORKING GROUP?
Find out! The influence strategies workshop will develop the nine key strategies an individual can use to influence their direct reports, their peers, and vitally the key stakeholders within the wider organisation. This is a great addition to a long term personal development plan.

WHAT IS AN ECI?
Our leadership coaching programmes are initially generated from the Emotional Competence Inventory (ECI). Prior to being assigned a coach, each individual carries out an ECI to assess their current emotional competencies. An emotional competence is a learned capacity based on emotional intelligence that results in outstanding performance at work. For superior performance in jobs of all kinds, emotional competence matters twice as much as IQ plus technical skill combined.

Our coaches have worked with a wide range of organisations and coached CEOs as well as small business owners and business unit managers. The key to our coaching programmes is flexibility, which means that we have ongoing programmes that have lasted over two years to programmes that will last only for one or two meetings.

During each coaching programme the participant is supported by online communication and ongoing activities through our coaching web portal which is included to support every coaching plan.