The client as a part of their D&I strategy wanted to engage and raise awareness of their top 1,000 leaders. Successfully working with internal stakeholders to raise awareness and appreciation of change through a programme entitled ‘Engagement for Leaders’.
The successful impact of the programme, delivered through a series of workshops to leaders, not only made them aware of some of their unconscious bias behaviours but also supported them in taking ownership of how they managed talent and performance. The feedback from the highest levels of the organisation indicated high impact results and lead to the cascading of these workshops to both managerial and non-managerial staff members.
The overall impact of this intervention shifted the demographics and resulted in the attraction and retention of top talent, increased productivity across the business and gave the organisation a competitive edge in the industry.
UK retailer wanted to create a strong link between both the internal and external business case for diversity and inclusion for their regional and store director leaders across the business.
A workshop, which made the link between diversity and inclusion, sustainability and corporate responsibility. The workshop raised awareness using a specific methodology as well as practical action plans.
Leaders connected with the benefits of D&I in the marketplace with measurable results on how they can continue to create inclusive culture in their business.
Aligning the executives and the organisation through an executive coaching programme.
A series of workshops were designed with the aim of developing new skills, expanding choices, shifting perspectives and personal insights in how they could be more effective in using coaching tools in their leadership roles.
Leaders became more productive in the way they managed themselves and their team and delivering outstanding results for the organisation.
As a part of their leadership competencies, the client wanted to further develop leadership awareness and behaviours, which were aligned to establishing an inclusive internal culture.
Through partnering with the client, D&I concepts were embedded within the context of the individual, the teams and the wider organisational.
The client has made changes in talent processes and in the recruitment and selection of potential candidates as well as developing a checklist of inclusive behaviours.