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 Independent Advisor/ Mentor
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The task of a CEO/GM/Director can be very lonely, as he or she works towards the goals set by the Board of Directors or parent company.
Members of your key leadership team are critical to this process but these leaders are deeply involved in safeguarding their own personal future and protecting their teams, often before considering wider interests.
We can provide a non-partisan independent senior experienced '2nd brain' to interact with the CEO/GM/Director and to act as mentor, advisor and sounding board.
You have the knowledge and expertise in your business sector – we help you to test and rationalise your thinking using well established business techniques, before taking action.
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 Strategic / Opportunity Positioning
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'Strategic or Opportunity Positioning' - what do you want to achieve, where are you now and how to focus your people, market approach, sales, products, processes and customer support towards your goal.
Within your staff you have most of the knowledge and experience you need to achieve this, but may lack the focus and objectivity to bring this knowledge and experience to bear.
We have a proven methodolgy which facilitates the creation of a Strategic Intent (or vision), Strategic Success Indicators and specific Initiatives to achieve these indicators.
Our process looks at all your stakeholders, both external and internal and focuses on how to give all stakeholders what they are looking for.
We are confident that, if all your stakeholders get what they are looking for, you will achieve the success you desire.
Example of Strategic/Opportunity Positioning reports
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Team Alignment |
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It is critical that everyone in your company is aligned at all levels and focussing on what has been agreed is critical to achieve success.
Our experience shows that this alignment is rarely achieved and misinterpretation, uncertainty, ambiguity and disagreement with objectives and processes tend to cloud the situation and to dilute the results.
Following Strategic Positioning with the CEO/GM, we have a process which communicates the vision and strategy into the company whilst obtaining the buy-in and ownership of leaders and key professionals.
The probability of success is increased and the uncertainty, ambiguity and stress is reduced.
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 Initiative Teams
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During the Strategic/Opportunity Positioning process initiatives are identified which, if implemented well, will improve company performance.
To be successful, companies have to deliver 'change' and your Team Leaders need to be your 'change agents'.
Many team leaders lack the knowledge of how to take an objective and to transform this objective into the required results using the team provided.
Our facilitation tutors and supports the Team Leader in transforming an idea into a required productivity improvement. Having followed this process once, they have the ability to repeat this performance and to grow to more significant initiatives.
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Executive Coaching |
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Company success depends heavily on the key leadership team and on their ability to harness the efforts of those who work within their teams.
Often these key leaders have reached their position by being technical experts in your key product sectors but not in the complex world of leading/managing others to obtain optimum results.
We work with key leaders to identify their motivational values, strengths and weaknesses and from this knowledge of themselves, look at their leadership style and how to focus this on achieving the best results for themselves, their team and the company.
We have achieved solid results in this area and the resulting improved performance helps you build your 'A' team.
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Individual or Group Coaching |
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Sometimes training is not appropriate and individual or small group coaching is a more effective option.
These individuals may have been identified as having significant potential and requiring a fast track improvement in knowledge, attitude, skills and habits.
In another scenario, a poor performer or someone with behavioural problems may be offered the chance to improve before other more radical actions are taken.
We have a strong track record in developing fast track individuals or small groups and also in improving your poor performers.
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Operations Seminars |
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Leadership Teams need to 'take stock' periodically and to work on cross-team issues which, if improved, could contribute to improved performance.
Advantage should be taken from the wealth of knowledge and experience of the leadership team members, to structure your seminar to maximise this, to create prioritised initiatives and to build cross-team synergy and cooperation.
We can plan and facilitate such in-house seminars based on your declared goal.
These seminars can be structured as single day sessions or to minimise time away from the work place ... eg. multiple late afternoon three-hour sessions.
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Off-Site Team Building |
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Your teams work hard, focus on their operational duties and on improving the processes.
There is often little time to develop relationships with other team members nor to defuse the personal conflicts which arise.
Many companies counter this by periodically taking teams offsite to 'step off the treadmill' and to take a look at what they are doing and how could it be done better.
This is done in a structured and 'fun' environment which encourages team spirit and development. The outcome is renewed energy and commitment plus many ideas for improvement.
We can plan and facilitate offsite events for you from ½ day upwards. |
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Biometric/Feedback Instruments |
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LSE offers various biometric instruments which provide vehicles which aid the understanding of self and others. These are offered either as a part of other coaching or training programmes but which may be applied as a specific programme.
Strength Deployment Inventory (SDI)
SDI provides clues about how to improve relationships; clues to who you are, who I am and how we can have a rewarding relationship.
The tool does not measure performance but acts as a mirror reflecting back those behaviours we find rewarding.
It allows discovery of what motivates and drives us, what contributes to our self worth. It can show us how to create rewarding relationships, and reveals how other team members would like to be treated.
The SDI is our passport to understanding relationships at all levels.
LSE is certified to administer and analyse the SDI Instrument.
Learn more about SDI…
Hermann Brain Dominance Instrument (HBDI)
The HBDI identifies and measures the strength of preference for each of the four distinct thinking styles. These correspond to the cerebral hemispheres and the limbic system of the brain.
The two left side structures combine to represent what is popularly called left brain thinking. The two right side structures combine to represent right brain thinking. The two cerebral structures combine to represent cerebral thinking and the two limbic structures combine to represent limbic thinking.
The HBDI, through its series of 120 questions, is capable of measuring the degree of preference between each of the four individual thinking structures (quadrants) and each of the four paired structures (modes). This results in a four quadrant profile, which displays the degree of preference for each of the four quadrants—your HBDI Profile.
Scoring results are free of value judgement and cultural bias. Because it is a self-analysis, most people immediately recognise their results as accurate.
The HBDI Profile report includes a full colour profile, accompanying interpretation booklets that explain the profile and scores in detail, and a discussion of the implications that your results have for business and personal life.
LSE is certified to administer and analyse the HBDI Instrument.
Learn more about HBDI …
360 Degree Evaluation and Feedback
360 degree feedback is a tool that provides individuals with the opportunity to receive performance feedback from their supervisor(s) and four to eight peers who could include other team members, people who interface with the person being appraised and also suppliers and customers. The tool also includes a self assessment so that this self perception can be compared to the views of others.
360 degree feedback allows each individual to understand how their effectiveness as an employee, co-worker, or staff member is viewed by others. The tool provides feedback that is based on behaviours that other people can see.
Learn more about 360 Degree appraisal …
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