The Next Chapter programme blends personal and team development with near-term strategic planning by a different, memorable route: stories and archetypes. Senior leadership teams focus on what to do now to deliver over the next 18 months. The typical process is a combination of individual and team diagnostics, one-to-one interviews, a team workshop and a follow-up review session.
We believe that mentoring is instinctual. We define it as caring about, encouraging and helping the progress of someone less experienced. We deliver briefing workshops for mentors and mentees that go beyond general guidelines.
We also work with organisations to implement mentoring programmes as a part of organisational and leadership development programmes.
We support creatives to make the development transition to leadership, without letting go of their current strengths. A new role may require new ways of thinking and acting, and new demands.
We help individuals make sense of that transition and be effective in role. We work through the challenges of leading within a creative environment.
We support leaders to sharpen their leadership identity and tune their approach. Our coaching supports clear thinking, tackling of blocks and working towards the realisation of goals and ambitions. We also act as trusted counsel on tricky business and people issues.
To bring clarity in the coaching we offer Fourth Position Feedback; the anonymised and themed observations of colleagues. It creates an open and honest work culture, appreciative of both personal strengths and shadows.
Commercial isn't just a function, it's a skill that everyone in an organisation can practice and learn. We support organisations to build a commercially aware culture that is expansive in business development and shrewd in achieving the best value.
We build a sophisticated understanding of the commercial behaviour that can make the difference to the bottom line. We create relevant experiences and meaningful, improvised practise with your live scenarios in the Rehearsal Room.
Greater creativity and commercial growth happens through better collaboration. Making small shifts in behaviour and sequencing can make a huge difference. We help leaders grow with self-awareness of their interpersonal needs and patterns. They develop more flexibility and move with greater speed towards the achievement of goals.
Team Process Coaching keeps teams focused during periods of transition and pressure; or for pitches for new business or retention of clients
We start from a belief that you know your business. Our processes bring a clarity that emerges from being experts and outsiders. We draw together data, research and insight to show blind spots and options.
We deliver bespoke, deep development using your challenges and context. We focus on doing and discovery rather than training to create shifts quickly. We take care of both individual and organisational development so change and decisions stick.
Our approach is positive, friendly and open-minded. Empathy with creative and media people and businesses means we get onto the agenda of our clients quickly, delivering development with both intensity and assurance.
What do you want to achieve? Do people really value learning and career development? How will senior management be involved? Do you tend to buy or grow talent? Has mentoring happened before?
What areas and what levels will be involved? Who are the cultural architects? Informal or formal participation? Will external mentors be available? How about reverse mentoring?
Will mentors select their mentor or will they be matched? What briefing and training will you provide? Will mentors and mentees be together?
What on-going support will you provide? Will you provide resources and tools? How will mentors share their learning and learn from each other? How will mentoring be integrated with other initiatives?
What is your baseline measure? How will you track impact against this measure? Over what timeline? How will you measure return-on-investment against other development and change interventions?
How will mentoring become a part of the culture? How will it become as natural as holding a meeting? Will mentees 'pay it forward' and mentor others?
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