Clients

Professional Services

The creation of new relationships that together challenge the perspectives on culture.
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Insurance

A review of the resonance and applicability of the Corporate values for tomorrows leadership

Met Police

Leading for tomorrow, collaboration and unconscious bias in partnership with Lane 4 
 

Professional Services

The creation of new relationships that together challenge the perspectives on culture.

The company was experiencing a changing of the guard, a new managing partner had arrived, the partner group was very experienced and very male. Their most recent people survey indicated that there was an ever-increasing culture of ‘them and us’ within the office and engagement was being affected..

 

The new managing partner wanted to develop an environment for the future, seeking innovative support for his leaders to make it happen. He was very clear that he didn’t want to pay lip service to ‘just another initiative’.  He wanted to create a deeper and lasting change, a change that was driven from within, through the way people connected. 

 

Embarking on the Connected Leader Initiative.

Listen to all areas of the business to gain a 360 degree persepctive

Listening to the organisation through a variety of anonymous interviews speaking to a cross selection of individuals about how they perceived the leadership and the organisational challenges. Enabling people to speak openly and honestly to us as independent listeners.

 

Employees perspective:

 

  • A feeling of a lack of respect

  • The partners no longer know what it is like to do our job today

  • It would be nice if they just said hello at the coffee machine, I don’t even expect them to know my name.

  • We want to be more involved and support more.

 

Partner perspective:  Sessions with the Partner group unearthed a realisation that they had been focused on facing outward toward the clients and had turned their back on those committed to doing the work. Maybe we have lost touch.

The results from the people survey indicated that there was them & us culture appearing between the business and the partner group, we knew we needed to re-connect the business in a collaborative way

Engage and connect forward thinkers

Connecting the information from interviews, the partner session and the people survey we worked closely with both the Senior Stakeholders and HR to establish the right purpose for the Connected Leader Initiative to ensure a focus on the change needed.

 

The creation of new relationships that together challenge the perspectives on culture, resulting in building an environment of improved engagement and inspiration.

Working in collaboration with the HR Team, we identified a solution focused and open-minded cohort to start to build new connections to bring together the organisation across experience, gender, generation and function.

8 Pairs  |  12 Months.  |   100% commitment

I felt there was an increased awareness that leadership are paying attention to the issues that affect us. That it is not being ignored and positive action is being taken

Establishing & supporting new relationships between a unique cohort

The transformation starts in this moment.  Bringing together these people, with the right mindset and start to slowly build the relationships. Part of the new relationship workshop is to understand and then deprogramme the biases that exist subconsciously “What have we made up about each other?”

 

Time is given to explore and challenge the interesting concept of power, the expert vs the beginner, who has the knowledge, who has the experience and who should have the answers - everyone in this programme is commits to being equal.

Breaking down of barriers in a unique and exciting group, built great rapport which was brilliant, a group of people that would never normally be together, or have that much time to think about new things. We started to see  confidence growing – seeing how the dynamic of how they talked to partners in that group built their confidence – meant they had confidence to talk to all partners and opened out their windows of opportunity by building these new connections.

Establishing & supporting new relationships between a unique cohort

The transformation starts in this moment.  Bringing together these people, with the right mindset and start to slowly build the relationships. Part of the new relationship workshop is to understand and then deprogramme the biases that exist subconsciously “What have we made up about each other?”

 

Time is given to explore and challenge the interesting concept of power, the expert vs the beginner, who has the knowledge, who has the experience and who should have the answers - everyone in this programme is commits to being equal.

Breaking down of barriers in a unique and exciting group, built great rapport which was brilliant, a group of people that would never normally be together, or have that much time to think about new things. We started to see  confidence growing – seeing how the dynamic of how they talked to partners in that group built their confidence – meant they had confidence to talk to all partners and opened out their windows of opportunity by building these new connections.

Establishing & supporting new relationships between a unique cohort

The transformation starts in this moment.  Bringing together these people, with the right mindset and start to slowly build the relationships. Part of the new relationship workshop is to understand and then deprogramme the biases that exist subconsciously “What have we made up about each other?”

 

Time is given to explore and challenge the interesting concept of power, the expert vs the beginner, who has the knowledge, who has the experience and who should have the answers - everyone in this programme is commits to being equal.

Breaking down of barriers in a unique and exciting group, built great rapport which was brilliant, a group of people that would never normally be together, or have that much time to think about new things. We started to see  confidence growing – seeing how the dynamic of how they talked to partners in that group built their confidence – meant they had confidence to talk to all partners and opened out their windows of opportunity by building these new connections.

Insurance

The creation of new relationships that together challenge the perspectives on culture.

The company was experiencing a changing of the guard, a new managing partner had arrived, the partner group was very experienced and very male. Their most recent people survey indicated that there was an ever-increasing culture of ‘them and us’ within the office and engagement was being affected..

 

The new managing partner wanted to develop an environment for the future, seeking innovative support for his leaders to make it happen. He was very clear that he didn’t want to pay lip service to ‘just another initiative’.  He wanted to create a deeper and lasting change, a change that was driven from within, through the way people connected. 

 

Embarking on the Connected Leader Initiative.

 

VALUES

Exploring Values: The fundamental beliefs of a person or organisation, a unique set of characteristics that help guide us and help to identify what is important to us in our lives. These guiding principles dictate behaviour and can help people understand the difference between right and wrong and good and bad. Having an awareness of our unique profile sits at the bedrock of understanding who we are.

MOTIVATION

There is a great quote from Alice in Wonderland, Alice: Which way should I go? Cat: That depends on where you are going. Alice: I don't know. Cat: Then it doesn't matter which way you go.”
As part of this journey, discover where it is you want to go and the find the purpose behind the direction.

INNER CRITIC

This is a process over a period of time, including discovery, exploration and curiosity. Gaining clarity on who you are and what you want is only part of the jigsaw to becoming the best version of yourself. It is the power of the voice of your inner critic and biases that will limit your progression. Tools and strategies will be uncovered to support you moving past these obstacles.

PERSONAL BRAND

If you were a book, what would your cover depict about who you are? What are the strengths and super powers of the lead character? Who are the other characters and what role do they play in your story? It is essential in knowing your journey, to also understand the support you need from around you. By establishing your personal brand helps you to clarify your ask.

CONFIDENCE

Using all the tools and techniques throughout the journey will build your confidence and resilience. This process is about understanding, exploring, trying new things, stretching current comfort zones and growth mindsets, in a safe environment and embedding new patterns of behaviour that fit your purpose. The further you step in, the more you get out.

©2020 by Joe Byrne