Leadership group coaching
Strengthening Leaders
Your managers develop together, inside your business, on real problems.
Four steps, built around your business
- 01
Your directors set the brief
We agree the leadership behaviours your business needs, such as delegating, developing others and solving problems, and judge progress against them.
- 02
Assessment and feedback
Each manager gets a clear picture of their strengths and the patterns holding them back, and chooses what to change.
- 03
Group coaching on live challenges
Managers practise on the business’s real problems, alongside the colleagues they work with every day.
- 04
Review, and make it stick
Directors and managers review the evidence together. We follow up after the programme, because change is tested when pressure returns.
Change at three levels: the leader, the team and the leadership group
Stronger individual leaders
More self-aware, confident and deliberate. Managers listen before they act and keep their composure under pressure.
“I used to listen to reply. Now I listen more to understand.”
More capable teams
Managers delegate, develop deputies and give their people real responsibility, freeing themselves to lead.
“My daily operations are handled confidently by my team. My team runs their business and I handle exceptions.”
A more effective leadership group
Managers who once worked in silos cooperate, repair relationships and solve problems across departments.
“We’ve grown from individual leaders working in isolation to a much more aligned team.”
Eight managers, one leadership team, measured against the directors’ own brief
An established business whose managers had grown through the work. The directors wanted them to delegate, develop others and lead as a team rather than as individuals.
- Fewer issues reach the directors: no one now complains to them about one manager’s follow-up and organisation.
- A direct report who once called every few minutes now works independently.
- Long-standing friction between two managers has been resolved.
- A streamlined vehicle-testing process and new quality checklists came from managers’ own projects.
Practical development for a whole leadership team, for less than the price of one seat on a business school course
Open leadership programmes are excellent for individuals. But one manager returns to a team that hasn’t changed. We work with your whole management group, in your business.
| Typical open programme | Strengthening Leaders | |
|---|---|---|
| Who develops | One manager at a time | A whole management team, together |
| Built around | A general curriculum | Behaviours your business leaders name |
| Practised on | Case studies from other companies | Your business’s live challenges |
| Relationships | People from other organisations | The colleagues they work with every day |
| After the programme | Usually ends at graduation | Follow-up review to make the change hold |
Owner-led and director-led businesses ready to grow
Strengthening Leaders works best for established businesses of around 50 to 500 people with a management team of six to twelve, where the directors are committed to backing the change.
It suits owners and managing directors who want fewer escalations, more capable teams and a leadership group that pulls together. Your HR lead can be involved in design and follow-through.
Start with a conversation about your managers
Bring one recent situation where leadership got in the way. We’ll explore what happened, what it cost and what would need to change. No curriculum pitch.
Questions we’ll ask you
- Which decisions still come to you that your managers should handle?
- Where are capable people creating bottlenecks?
- What happens to cooperation when the business gets busy?
- What would you need to see in six months to call this worthwhile?