CLIENT
A senior leadership team within a international professional services firm.
NEED
The organization had developed a number of initiatives including a “one firm” strategy and a cultural change program to enhance collaboration and co-operation within teams, across functions and through a network of international offices. Many, but not all of the senior leadership team recognized that any change process started with them.
SOLUTION
Using a Systemic Team Coaching approach, worked with the senior leadership team over a 12 month period to build trust, develop interdependence and to enhance cohesion and collaboration. We used an integrated, evidenced based approach that goes beyond traditional team building. It aims to enhance key relationships and helps a team work, relate and learn better together. It also takes a systemic perspective that recognizes that the team’s ability to implement change and radically improve performance is influenced by both internal and external factors.
RESULT
This resulted in the senior leadership becoming a high performing, committed team – who developed collective leadership capacity and shared responsibility for leading, executing and delivering on the organizations strategic initiatives. The team felt better equipped to step up in response to client and stakeholder challenges and reported significant improvements in both internal and external relationships. The senior leadership team also became a role model for the rest of the firm.
CLIENT
A senior leadership team within a international professional services firm.
NEED
The organization had developed a number of initiatives including a “one firm” strategy and a cultural change program to enhance collaboration and co-operation within teams, across functions and through a network of international offices. Many, but not all of the senior leadership team recognized that any change process started with them.
SOLUTION
Using a Systemic Team Coaching approach, worked with the senior leadership team over a 12 month period to build trust, develop interdependence and to enhance cohesion and collaboration. We used an integrated, evidenced based approach that goes beyond traditional team building. It aims to enhance key relationships and helps a team work, relate and learn better together. It also takes a systemic perspective that recognizes that the team’s ability to implement change and radically improve performance is influenced by both internal and external factors.
RESULT
This resulted in the senior leadership becoming a high performing, committed team – who developed collective leadership capacity and shared responsibility for leading, executing and delivering on the organizations strategic initiatives. The team felt better equipped to step up in response to client and stakeholder challenges and reported significant improvements in both internal and external relationships. The senior leadership team also became a role model for the rest of the firm.
