National School of Government

National School

CLIENT ASSIGNMENT:

Design and Delivery of a bespoke Leadership Development Programme

Duration: 3 Years

Location: Across the UK

EiB Role:

Leadership Development

Project Overview:

A  regulatory scientific Agency recognised that if it was to deliver its 5 year strategy it needed to develop the leadership capacity of its top senior leaders. Sue was asked to design and deliver a leadership development programme for all of its 33 top leaders.

In addition we were responsible for the evaluation of the programme and for recommending the follow up work to continue the leadership journey. This was delivered to the organisation as part of a close team in which Sue shared her vision and supported the team in delivering the programme. Following feedback and discovery, each programme was amended to meet the needs of subsequent groups and changing organisation needs over the 3 year period.

The  key  design elements were ;

• Action learning sets to use 'real work' for leadership development which is practical and can make real improvements to real problems leading to making a difference; to develop long lasting working relationships, to teach the group how to work differently and how to deal with conflict and to challenge constructively
• 360 degree feedback to get accurate feedback from many sources, to use as a benchmark and repeat at the end of the programme to enable a development plan to be created
• Coaching, used to provide support and challenge to the learners and ensure they were learning effectively and engage everyone at a personal level
• Formal workshops to explore the whole programme and explain the process; to get peoples commitment and motivation; to develop new ideas and learn some concepts, knowledge and information; to connect with the whole group; to share learning with the whole group; to build effective working relationships and networks; to challenge each other
• Organisational Raids to see inside another organisation; to check out theories of leadership, learn from best practise, challenge thinking, bring back new and different ideas and approaches, share and assess current progress.

Project Outcomes/Impact:

1. Participants said they developed  a deeper  understanding of thenselves and of people who are different.  This is leading to better use of resources, improved morale and improvements in performance  outcomes 
2. A more collaborative style of leadership in the top teams has been evidenced. Long term relationships have been developed leading to greater networking, more sharing of information and a reduction of the silo mentality.
3. People report that executive board meetings have a different feel to them-with mutual respect where business is conducted swifter and with better outcomes. 
4. An action learning set methodology and approach has been learned which some members are using with their working teams to develop their people

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