Leadership Development
OUR APPROACH
With a broad and deep expertise in developing leaders, we bring a systemic approach to supporting organisations to optimise their talent so that their people achieve their best performance and thrive in the workplace. We provide coaching, facilitation and feedback solutions drawing on our training and evidence-based methodologies to meet the unique needs of your leaders and teams.
HOW WE HELP
We offer a variety of leadership development workshops which are tailor-made to meet the needs of the organisation. Our approach is highly interactive, and our workshops can be linked to individual or small-group coaching to reinforce the learning and subsequent behaviour change.
Creating an inclusive culture where everyone can thrive starts with the leadership team. The way in which leaders behave – build relationships, offer feedback, listen and include others – affects the way they, and their teams perform. Being an inclusive leader can, for some, require some behavioural changes which are not always easy or straightforward to adopt.
HOW DOES IT WORK?
Drawing on our experience in HR, systemic coaching and in the field of diversity and inclusion we work with our clients to:
Raise self-awareness through the use of psychometric tools (e.g. Hogan) and feedback to help highlight potential blind spots and identify development areas
Facilitate team sessions using a systemic approach to enhance relationships and build a sense of belonging
Lead peer-to-peer coaching circles where participants share an issue they have faced and receive coaching from their peers
Development of coaching skills in managers and leaders
Provide one-to-one Inclusive Leadership coaching drawing on the 15 Commitments of Conscious Leadership by Jim Dethmer, Dian Chapman and Kaley Warner Klemp and the work of Amy Edmonson on psychological safety
CONTACT
Programmes, Courses & Workshops
COACHING SKILLS FOR MANAGERS
For managers looking to develop a coaching approach so they can have more impact as a leader. We won’t be training you to be a coach, but equipping you with key coaching skills to use in your interactions every day to help you maximise your impact.
CONSCIOUS
LEADERSHIP
Conscious leaders unlock the individual potential and enhance the collective power of their teams. This workshop is designed to help leaders be open-minded, curious and committed to learning so that they can be be more present, connected and self-aware.
PERSONAL EFFECTIVENESS
FOR MANAGERS
For managers who want to maximise their impact, increase their self-awareness and unlock high performance in their people. You will develop your listening skills, build your ability to give and receive feedback and improve your delegation.
ENABLING
HIGH PERFORMANCE
This workshop will equip you with the key skills to conduct effective performance management conversations including how to set goals, create clear performance expectations, motivate others and manage conflict.
COACHING SKILLS
FOR FAMILY LIFE
There workshops bridge the gap between professional and personal development. Created by coaches who are parents themselves, these sessions equip participants with powerful coaching techniques that enhance both family dynamics and leadership capabilities.
GROUP COACHING
Group coaching allows individuals to experience the value of coaching, having the opportunity to learn through the use of coaching models and techniques, with the additional benefit of experiencing this as part of a group learning together.
Coaching Cards
My colleague and podcast co-host, Gregor Findlay and I have collaborated to create a set of coaching question cards to help you engage in deeper, more meaningful development conversations.
I am really excited about these coaching cards – they are the product of our combined experience working as Executive Coaches.
We use these questions ourselves in our coaching practice and we have specially selected those that we believe will make a noticeable difference to the conversations you have with your team and the conclusions you draw around your own self-development.
Case Studies
ONE
A senior leader had received some challenging feedback about the impact of his behaviour on others.
Sarah worked with Tom to support him in increasing his self-awareness and understanding of how his intention and impact may not always be aligned.
TWO
An asset management client of ours was keen to develop their Executive team so that they could be true role models of inclusive leadership.
We collaborated with our client to develop an experiential behavioural change programme for their Executive team.
CLIENT TESTIMONIALS
The Bloom People Brief
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