Anita Donnelly coached a senior executive in a mid-sized financial services organization that was growing quickly.
As part of the leadership team, the executive worked closely with other senior managers to execute an ambitious growth strategy. One of the executive’s aims in working with a coach was to build more productive, trust-based relationships with others. Without creating closer relationships, she believed that she would not be successful as a member of the leadership team. In addition, her team viewed her as unapproachable and overly task focused.
Using the Hogan personality assessments to support the coaching, Anita helped her to become far more aware of how she was perceived by others. Anita coached the senior leader to ask peers for feedback and she began to show more vulnerability and trust in her peers. Anita also helped the executive to create a strategy to better support her own team and increase the retention of high performers. She is now a thriving member of the senior leadership team and is able to focus on proactively developing and nurturing relationships with her team, peers and clients. Ultimately, this has strengthened the entire leadership team.
Future Mind Learning provided coaching to a mid level leader in a global consulting firm who had recently been promoted and whose team had expanded quite a bit.
This leader needed coaching to help him grow his leadership skills and quickly step into the role of leader for his large team. Prior to being promoted, he was a viewed as a high performer and he relied upon this own skills and effort as an individual contributor to achieve strong results. As a new leader with a bigger team, Anita Donnelly coached him to achieve team goals by working ‘with and through others’ and by supporting his team and letting them know how much he valued them. During the coaching sessions, Anita helped him become clear about the kind of leader he wanted to be and what he wanted to achieve. She supported him as he took action and moved beyond his comfort zone to develop his leadership capability and confidence.
Future Mind Learning designed and facilitated training for a human capital management team to help them establish their teams purpose and more effective ways of working.
The overall aim of the learning session was to prepare team members to provide and receive feedback, and to seek feedback regularly from others. Future Mind Learning consultants trained team members on a practical feedback model and how to use it effectively to receive and provide feedback. To embed their newly developed skills, participants created small groups following the learning session so they could obtain peer support as they moved forward with seeking and providing feedback.
The learning session was highly successful, with most participants reporting that they used the new conversation skills that they learned during the session. They reported that they found it really helpful to have new dialog skills, and knew exactly what to say when asking for and giving others feedback.
Future Mind Learning designed and led a leadership development program for a global organization to prepare its senior leadership team to execute a challenging growth strategy.
The over-arching objective of the leadership development program was to move the North America leadership team from a collection of individual partners ‘leading their own businesses’ to a collaborative team that shared their expertise to win new business and deliver integrated solutions to clients. The program was highly challenging with participants working on a variety of exercises that required them to work together, trust each other and achieve results as one team.
Following the leadership program, partners worked together more closely which had a positive impact on the business and client services. In addition, following the program partners volunteered to organize on-going relationship-building activities as they wished to build upon what they had learned. Success measures indicated that partners delivered more services to clients, and increased their revenue, as a result of greater collaboration.