Leadership development for everyday work
I work with organisations commissioning leadership development for their managers and leaders. Together, we connect the programme to participants’ actual work, with time to practise, reflect and discuss what happens between sessions.
What needs to be different after the programme?
That’s a more useful starting question than how many modules to include. You may want managers to handle feedback with more confidence, leaders to work through change or a more consistent approach to supporting people.
My leadership development consultancy starts with your organisation and the people taking part. We look at what they need to learn, what they’re being asked to do and what support they’ll need to put it into practice.
Build the programme around the participants
Understand the group
Who is the programme for, and why are you bringing these people together? We look at their responsibilities, experience and what their managers expect from them. Their job titles alone won’t tell us what they need.
Connect the learning
Discussion, practical exercises, reflection and individual work can each have a place. We agree how they’ll serve the programme’s purpose and connect with each other, so participants can build on what they’re learning.
Make room to apply it
Participants need a chance to try something at work and bring back what happened. Their managers may need to make time, discuss progress or help remove an obstacle. We agree that support alongside the programme itself.
When the job changes from doing to managing
Some participants have been promoted because they are good at their work, with little preparation for leading people. Development can address that transition through the situations they now face, such as setting expectations, delegating and having conversations they used to leave to someone else.
We look at what this group needs, rather than assuming every new manager starts in the same place.
The organisation has a part to play
As the person commissioning the programme, you help agree its purpose, the participant group and the support available between sessions. We also discuss who should be involved in reviewing the work and what they need to know.
We agree what feedback will help you understand how the programme is being used. That could include themes from the group, examples of practice and questions that need more attention. Private coaching conversations stay within the agreed confidentiality boundaries.
For a recurring programme
For a programme that will run with more than one group, we discuss what should stay consistent and what may need to change. We agree delivery and capacity for the actual programme, so later groups can benefit from what we learn.
Know who you will be working with
I’m Lisa LLoyd, a Chartered Psychologist, consultant and coach. I look at the responsibilities, expectations and pressures around your leaders, as well as what they need to learn.
Where another practitioner or delivery partner is involved, the proposal makes clear who will do what. You should know who you’ll be working with before the programme begins.
Meet LisaBefore you commission a programme
Is this an open course?
The programme is commissioned by an organisation for its own leaders or managers. We agree the participant group and purpose together, rather than booking individual places on a scheduled course. It isn’t a qualification programme.
Can coaching be part of the work?
Yes, where individual coaching supports a participant’s needs and the agreed programme. Where an existing team needs to work on shared decisions or relationships, team coaching may be the better starting point.
What determines the commitment and cost?
We discuss the group, preparation, delivery, time for practice and how we’ll review the work. Those decisions shape the proposal, including who delivers it, the organisation’s involvement, duration and fees.
Tell me about the people you are developing
Who is the programme for, what responsibilities do they have and what would you like them to do differently? That gives us a useful place to start.
Contact Lisa