Leadership Development
‘Leadership’ and ‘management’ are distinctive and yet complementary, they are inextricably linked, both requiring sustained drive and energy. Each
has its own function and characteristic activities and both are necessary for dealing with the complexities of today’s business environment.
Leadership is outward looking. It is about initiating, driving and effecting change through engaging people at every level in delivering agreed outcomes. Management, however, is inward looking. It is about dealing with complexity by planning, organising, allocating and controlling resources and the flow of work to produce the required results.
The skill lies in being able to recognise the differences between competent leadership and management, and to know in what proportion these disciplines need to be applied across a range of situations. The design of our programs is tailored to meet specific learning and behavioural outcomes required by our clients. All of our programs contain an individual coaching component to facilitate the in-depth behavioural development needed to enable leaders to fully develop their skills.
Executive Coaching
Our coaching approach is underpinned by the core principle of enabling the person being coached to unlock their potential in order to maximise their own performance. We approach coaching in two ways. The first is where our focus is on both mindset and behaviour change. Built around structured objectives and a coaching ‘road-map’, our coaches research and design coaching sessions and tools that build on identified strengths and address stumbling blocks and blind spots in achieving the defined objectives.
Because there are times when executives do not need the intensity of a program we offer a second approach, where the coach becomes a thought partner with the coaching client. This works best when there is a specific issue requiring resolution which is driven by the immediacy of the prevailing circumstances.
In programs of both types our carefully matched coaches play a number of roles including educator, challenger, advisor, reflector and most importantly, supporter.
Career Development
Often also referred to as career coaching this support follows similar processes to executive coaching but focuses on those staff without supervisory responsibilities and leaders up to middle management level. In many organisations, these are those staff whose contribution is regularly valued highly but where there may be a risk of departure and subsequent loss of performance and intellectual property. The object of providing career development support is to enable the individual to identify their direction within the business and to empower them to follow the path they have outlined. The focus of this intervention is on the retention of these key staff members.
360 Degree Feedback Surveys
Designed effectively and implemented well, a 360 degree feedback process is a powerful, meaningful and acceptable way to support individual development and enhance team and organisational performance. 360 degree feedback provides structured in-depth feedback against an agreed set of competencies or performance measures. Feedback is obtained from a variety of sources, e.g. the individual, manager, direct reports, peers/colleagues and customers.
Beilby’s expertise at every stage of the process, from planning through to feedback of results and evaluation of cost effectiveness, will enable the delivery of a robust, fair and transparent program using proven questionnaire methodology delivered online, 24/7. If designed and implemented effectively, the impact of a 360 degree feedback program on individual, team and ultimately organisational performance is immense.
For large users of 360 feedback surveys, Beilby can provide direct access to a web-based system together with the necessary training to use it. Not only will your staff be trained to directly access the information available through 360 feedback, they also have access to our registered organisational psychologists for support and advice.
Career Decisions
Utilising a similar process to Career Development this intervention is aimed at supporting those individuals at a crossroads in their working life and to help them identify where the next phase of their career will take them. Whilst it can be used to assist those who may be in a position to accept voluntary redundancy, the focus on this intervention is on empowering the individual to make such a decision themselves and to determine their future career direction.