We worked with a global engineering firm who wanted their senior leaders to buy into a new approach and philosophy to managing performance across their organisation.

We worked with leaders in the civil service who wanted to develop a culture that was congruent with their new processes for managing performance.

“Very good. Excellent trainers. Good balance of presentation/ theory and interactive work. Liked the theatre item - haven't come across that before. The study books/ papers were also very useful and I'll be referring to mine regularly."

We worked with an organisation that specialises in providing qualifications and education programmes who wanted to develop their senior leadership community to be transformational global leaders, with a robust foundation of people management skills.

“Just to thank and congratulate everybody responsible for designing and delivering this course. It really has been the best training I have ever done in my professional life”

We worked with a recently rebranded organisation that provides national information, data and IT systems for health and care services who wanted help to build and strengthen their new brand by ensuring that their leaders actively lived the behaviours commensurate with it – both within their organisation and across the systems they influence, inspire and service.

“Superb programme with a great group of people. It has been fun, hard work and really insightful. I feel I have some key areas that I now need to work on. Really enjoyed it.”

In the health and social care system in England we have worked with clients who are developing a more integrated approach to providing care.

In one example we designed and delivered a programme to offer some ongoing support to the key leaders and teams involved. These were delivered through a series of bespoke modules to a group of senior operational leaders whilst also working with the front-line teams who were coordinating and delivering the new models of care.

The sessions with the operational leaders included a mix of leadership development with some practical sessions to help them find more integrated solutions to the challenges they were facing. The sessions with the front-line teams helped them to form as a team, build trust, resolve differences, work creatively and, ultimately, deliver care in new and innovative ways.

We have created unique and bespoke leadership programmes which were delivered over several modules, with action learning sets, coaching sessions and integration projects between the modules.

Typically, each module will be designed around a particular aspect of leadership development. For example, for one programme we have designed modules on ‘Leading Self’, ‘Leading Others’ and ‘Leading in Context’. For another programme we designed modules on ‘Context and personal style’, ‘Influencing for engagement’, ‘The confidence to challenge’, ‘Leading a 21st century service’ and ‘Sustainable leadership’.

In between modules we can offer a range of interventions that help to imbed the learning from the modules. These include 1:1 coaching sessions (in person or by phone or Skype); we run small group Action Learning Sets and we have also co-created integration projects with our clients that allow the application of the learning through a relevant project that also benefits the business or stakeholders of the business.

We have created a series of flexible development sessions which were continually updated and adapted to ensure they were appropriate for the fast-changing nature of the evolving system in which our clients operated.

At the beginning of the project we consulted with key stakeholders and co-created the overarching framework for the development sessions. Then, at the start of each session we checked in with the participants to ensure the session was still fit-for-purpose. If necessary, adaptations to the agenda were made. At the end of every session we reviewed and developed the plans for what we had scheduled for the next session, which, again, were reviewed at the start of the following session. In this way, we provided to the participants a series of bespoke development sessions that were always in service of the changing needs of the system.

We have undertaken the research necessary to create some specific interventions such as Verbatim Theatre or Forum Theatre to allow the organisation or system leaders to experience how they were perceived by various stakeholders.

These two interventions are examples of the creative output we can produce on the back of our extensive research with the stakeholders of our client.

In our Verbatim Theatre sessions we use the anonymised and unattributed verbatim quotes from clients to create an appropriately balanced picture of how a client is perceived by their stakeholders. We can also use dramatic techniques to highlight certain messages and our style of presentation allows a client to engage fully with the key messages without feeling blamed, criticised or attacked.

In Forum Theatre we present to the client audience an example of how they are perceived to interact with specific stakeholders. In this way, we can ‘hold up the mirror’ to the client and bring to life their current reality. This then allows the audience to make decisions about what they want to keep the same and what they want to change about that reality. The session includes an opportunity for the client to make suggestions about what changes they want to put in place and have these tested in the room as we bring these suggestions to life.