Case Studies
Case study one
By helping a new Executive quickly fit into the management team, support was provided that built trust between a new Director and the team that ensured the team continued to be productive during potentially unsettling time. These interventions prevented conflict and minimised disruption.
A new director had to be swiftly integrated into the senior management team at one of Europe’s largest FMCG factories.
Solving the problem
We started conversations with the leader up to six weeks before the start date to work out what was needed, how we would measure the impact, and to ensure the team was genuinely engaged in the process.
We developed a team session that identified what was already working and how to build on it. Activity-based learning and dealing with issues from the team’s existing work allowed us to work out the opportunities, challenges and the priorities critical to the team’s business.
Following this, we planned for the immediate future, looking at the team’s commitments, and exploring how the team could keep developing self-reliance and maintaining the positive momentum.
We held a coaching session with the new leader to discuss what they needed from themselves and from others to keep effectively leading their team.
Outcome
The team quickly worked out its purpose and goals, reviewed how it worked together, surfaced potential tensions, and built stronger relationships.
The change in leadership could have slowed them down, but the team development work helped keep productivity and innovation on track. It also stopped small issues from turning into bigger conflicts.
“The team session let us start building mutual trust as individuals and as a collective. It helped me learn about the team, inquire into mutual expectations and preferences, and understand how I can support the team so they continue to be a high-performing one.”
Case study two
Building stronger teams for a London Borough Council
We helped a newly created team learn to work together and serve partners better by finding their individual and team strengths with Strengthscope. We helped with the development of productive and sustainable team habits and further strengthened the quality of relationships.
A London Borough Council had created a new team to support people with social needs. The team needed to work cross-functionally with partners like the NHS and Adult Social Care.
The challenge
The new team needed to learn to work together quickly and to develop effective leadership, team working practices and communication.
Solving the problem
Everyone’s strengths were analysed to work out how the team could perform better. We made sure the team’s leader, senior manager and individual team members were involved in deciding what success looked like. This made sure that everyone was engaged in the project from the top down, and all participated equally.
We briefed everyone on the Strengthscope tool we were using to help them grow individually and work better as a team.
Everyone took a Strengthscope psychometric test to identify the unique strengths that energise them. We then created a team strength report that shows how everyone fits together as a team. Strengthscope Team – find out who you are as a team
We designed team development sessions that improved the team’s communication, performance and cohesion. And to make sure that good habits didn’t slip away, we suggested some ideas to embed the learning and sustain the changes the team had committed to.
Outcome
Once they could discuss their individual and team strengths, they could work out where they needed to improve.
The new team was able to work together, and working relationships were strengthened as they developed trust in each other, and included each other’s skills and strengths.
“Thank you for such amazing training! Using Strengthscope helped my team to understand what we are good at, what energises us and what drains our individual and team energy. Now we can support each other and provide more effective care for our customers.”
Case study three
Rebooting an ambitious start-up’s stalled growth
By using dialogic inquiry and experiential team activities we discovered hidden tensions within the management team caused by group-think. The introduction of a new team member broke the deadlock and triggered growth.
A start-up had enjoyed successful growth for several years before running into a brick wall. The senior team hadn’t developed a strategic plan, and they were getting frustrated with their lack of progress.
Solving the problem
We spent several days observing all six members of the senior team, discussing where they thought the company should go in the coming years.
Our workshops and exercises revealed that the leadership team couldn’t make good decisions as they all had similar personalities and communication styles. Using team exercises we surfaced the hidden dynamics.
Following our recommendations, they hired a team member who would complement their skills and positively challenge their decisions.
We also helped the team to develop team working practices, agree mutual expectations and connect them with their purpose and values. Once the initial tensions were resolved, the new team member helped them slow down and think things through differently.
Outcome
The company doubled its turnover in the next two years. It was soon bought out by a large company, making the senior team very wealthy.
What our clients say
“Eva developed a program of bespoke training for my team, an audience of professionals and specialists in their field with a variety of experience in the area being covered. Her collaborative style, and careful consideration of my requirements, ensured the program was pitched perfectly.
Eva is a rare talent – authentic and considered, her infectious positive energy engaged the team throughout the program and ensured an ongoing interest and application of the subject covered”
‘Ewa’s approach even when challenging ideas is collaborative, empathetic, inclusive and evidence based. Her calmness, analytical skills, application of knowledge of learning styles and techniques ensured each participant gained the maximum benefit
from the learning experience. The things I value the most about Ewa is her passion for encouraging a continuous learning and development environment accessible to all.’
‘‘Your drive, professionalism and support in guiding us through to the point where we were able to be quite specific about what we wanted to achieve as a service was only possible because you challenged our thinking”
Thank you for the contribution you have made in helping various teams and departments think differently and work together to make our organisation better”
“I found Ewa excellent. Strong communication skills, great attitude, good knowledge and credibility”
‘It was an absolute pleasure and honour to have worked with Ewa, her contribution and involvement in our team development program was most invaluable, her drive and leadership direction was very instrumental in aiding us to meet our primary objective’.
Contact us
If you’re ready to strengthen your teams’ performance, grow confident and competent leaders, and achieve lasting results, please send a message below:
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Team Development and Leadership
Coaching Consultancy LTD.
Company Registered in England in England: 16637678
