Team Optimization

Industry: Enviromental services
Company size: Multinational
Level: senior Leaders
Participants: 25

Objectives

A leading environmental services company in Ireland partnered with MCD Consulting for blended leadership training and coaching services. The aim of the team training was to enhance awareness of the strengths and areas for development at team level. Individual coaching aimed to provide support for greater awareness and professional development at individual level. Training at team level set out to foster open and transparent communication, build relationships, identify any barriers to team productivity and create a roadmap for improvement. Coaching at the individual level provided an opportunity for individual self-measurement of leadership competencies and the development of an individual development plan

Approach

Team training was facilitated in workshop style and included both theory and practical activities. The team were taught how great leadership teams build trust and work effectively together. They engaged in small group activities and discussion to identify opportunities for their own team. A Forcefield Analysis was used to understand driving factors and restraining factors. Participants were supported to develop a written team agreement and action plan to help them move forward.

At individual level, participants engaged in self-assessment to measure their level of emotional intelligence and leadership competence in 16 areas. From this it was possible to identify individual strengths and areas for development which were incorporated into an individual professional development plan

Team Optimization

At a glance

Challenges

  • Team communication & collaboration.
  • Continuous improvement.
  • Awareness of development needs.

Results

  • Team identification of strengths and development needs.
  • Individual awareness of strengths and development needs.
  • A Roadmap for Change.

Outcomes

1. Team Agreement and Roadmap for Change

A clear action plan for change with metrics, responsibilities and timeframes.

2. Individual Competency measurement

Individual self-assessment in Emotional Intelligence and 16 Leadership Competency areas.

3. Individual Professional Development Plans

Each participant received a copy of their professional development plan, highlighting their goals, strengths and areas for development as well as actions they committed to following-up on.

Testimonial

Catherine worked with my senior leaders to design and deliver an organisational optimisation series of team workshops along with some individual follow up work. This enabled us to identify the operational areas that needed the most attention and to design quick, pragmatic solutions that the team could concentrate on and implement themselves. Catherine also conducted follow up one-to-one sessions with the team which were received very positively. All delivered in a professional and relaxed environment that encouraged the team to engage positively. Thanks Catherine for all your help.