CASE STUDIESLeadership Programmes
Leadership Programmes & Solutions
Leading Yourself,Leading Others
We believe leadership is a responsibility not a position and that
improving it can only start if individuals are prepared to take personal
responsibility to change.
We help leaders at all levels to step up to this responsibility by
facilitating the ‘powerful awareness’ required for them to take ownership
of their development. Using all learning environments and channels we
work in partnership to create and deliver stretching, experience-rich
programmes that inspire career and life-affirming memories.
About Leadership Development Training
We develop and transform your leaders supporting them as they
progress through your organisation. This system level understanding is
critically important to an efficient leadership pipeline and ultimately to a
high performing organisation. We work with singular or multiple cohorts
at various stages and all our programmes are designed to support the
delivery of the organisational strategy.
Who should choose this solution?
We work with a broad range of organisations at all levels. We
have specialist expertise in working with engineers and highly
technical people across several engineering and manufacturing
industries with multiple and connected leadership cadres.
Typically, the leadership development programme is for
individuals that are about to start their leadership journeys.
Why this solution is for you
The Leadership Development programme will improve the
sustainability of your business through the development of
leadership cadres who can inspire, innovate and future-proof
the business model. It will equip senior leaders with the skills
and insights to lead through major strategic upheaval and
change. To enable them to re-instil confidence, provide a clear
sense of direction and foster organisational wide collaboration.
Finally, it will help technical specialists to value the time they
spend coaching other human beings as much as they value
doing technical tasks.
One on one facilitation Critical
feedback on communication/
presentation that I have NEVER
done. Fantastic and engaging
discussion with real world
application’.
- Participant feedback -
CaseStudies
Global InsuranceServices Provider
Senior managers within Global Talent Pool
(2 years off executive level appointments)
150 participants between 2011-2017
Large ConstructionFirm
Leading UK based International
Engineering and Construction Firm
UK Med Construction Services Provider
Medium-Sized UK based Construction
Services Provider
UK ProfessionalServices Firm
A leading high profile 300-strong mul-
ti-Practice Legal Services provider operat-
ing in the South-East and London
GlobalDefence
Work within a highly sensitive and secure
environment to deliver market leading
results
Selected ClientReferences
Selected Client References on Leadership
Programmes with Technically-Oriented
Programme Participants
Issues, Challenges & Opportunities
From an organisational perspective
• An opportunity to conduct a ‘deep dive’ leadership skills audit of the talent pool at the
level beneath the GEC
• Commence the identification and development of a leadership cadre to help to ‘future
proof’ the organisation
• Demonstrate commitment to developing senior leaders across the business
• Embed the [client] Leadership DNA and highlight in behavioural terms the role and
responsibilities of senior leaders in the business
• Develop long lasting collaboration between leaders across the business; and equip the
organisation to achieve its commercial aims and organisational maturity
From the perspective of the Participant
• Create a significant developmental experience in line with the companies Leadership
DNA (leadership culture)
• Experience ‘hard-edged’ assessment activity, delivered through relevant business
simulation exercises
Case Study 1_Global Insurance
Provider
Impact:Results & Feedback
Large % of alumni now occupy
many executive positions with 4-5
being promoted to the General
Executive Committee (GEC).
Multi-million pounds worth of
new business developed within
alumni network.
Culture beginning to shift towards
‘relationships and pull’ away from
‘drive and push’ (GEC led).
Development of additional leader-
ship programmes modelled on the
ISMP such as the ELP (Emerging
Leaders).
Solution: ISMP – International Senior Management Programme
Pre-WorkUnderstand individual impact on
the workplace using a bespoke
360-degree feedback tool (devel-
oped with Mission Performance);
Gain insight into preferred
working styles through the use of
personality focused psychometric
measures (HoganDS; Ei);
Coaching discussions
3-way discussions to define ob-
jectives (Coach/manager/HR)
Residential7-14 days (programme changed
every year and was reduced from
14 to 7 days over 6 years
Covering leadership communi-
cations; coaching; leadership;
strategy (formulation and exe-
cution); practical leadership with
the Royal Navy;
Risk; Diversity; Business simula-
tion; values and decision making
and commercial awareness;
personal style and goal setting;
networking
Delivered off site in an experien-
tial and highly engaging style
PostOngoing coaching
Personal development plans
and 3-way reviews
Participant led development
of an extended alumni global
network
Issues, Challenges & Opportunities
From an organisational perspective
• To create a rigorous and bespoke Leadership and Management qualification for the
[client] Site Supervisor and Site Manager population.
• To embed a consistent approach to leadership and management practice across all
construction sites in UK.
• To create and lead a safety culture across the leadership population.
• To lead the UK construction industry standards for operational delivery
From the perspective of the Participant
• A mandatory career progression qualification for all site supervisors and site managers,
including across three of the largest construction projects in Western Europe
• Providing the leadership and management essentials to lead complex build projects,
safely, on time and to budget.
Case Study 2_Leading
Engineering and Construction
Firm
Impact:Results & Feedback
First cascade of an ILM Level
qualification for construction site
supervisors and managers in UK.
Delivered to over 300 site super-
visors and managers in 2 years on
multiple sites.
Solution: ILM Level 4 Leadership and Management in the Construction Environment Qualification
ModularClass Room based with work
based guided learning Hours
2 day – Leadership and manage-
ment tool box
Guided learning hours – individ-
ual supervisors and managers log
actions and case studies.
2 day –Day 1 Creating a Safety
Culture Day 1. Day 2 Leadership
and management study of con-
struction site case studies
Guided Learning Hours - individ-
ual supervisors and managers log
actions and learning case studies
Assessment dayFinal test, guided learning hours
assessed.
One to one coaching on site
3 x 1 hour per candidate)
Post Programme Modules Follow UpOngoing coaching; Personal
development plans and 3-way
reviews
Issues, Challenges & Opportunities
From an organisational perspective
• Lack of clarity and strategy at Board Level and within the Senior Management Team
• Emergence out of a downturn and a high-risk foreign venture
• Transfer of ownership and control to the next generation of senior leaders
• Lack of leadership skills in the middle management ranks especially around issues facing
multi-functional client facing Project Teams such as motivation, issues management,
performance management, communication etc
• Inadequate sales pipeline and business development
Case Study 3_Medium-Sized Construction
Services Provider
Impact:Results & Feedback
The programmes were
instrumental in supporting the on-
going turnaround of the business.
In particular the renewed strategic
focus helped to strengthen the
financial basis and create a plat-
form for further transformation.
A new SMT is now in place and
able and empowered to take the
business forward.
Solution: Board, SMT & Middle Management and Emerging Talent bespoke leadership programmes
12 month periodOver an initial 12 months period two modular
Leadership programmes were ran.
One aimed at the more senior levels, one at more
junior emerging talent. The programmes had simi-
larities in terms of content – for the sake of consist-
ency, but were tailored to each level
Three 1- and 2-day modules covered key aspects of
leadership including Leading Self, Self-Awareness,
Understanding Others, Conflict, High Performing
Teams, Motivation, Collaboration, creating a Perfor-
mance Culture, Giving and Receiving Feedback,
Communication
Each module had specific follow up Actions for
each participant
Long-term periodIn parallel, a longer term (4 years) coaching
relationship with 4 key Board members to
address specific issues that needed to be ad-
dressed to underpin the Transformation such
as Strategic Alignment, Senior Leadership
Support and Role Modelling, transition to and
coaching of new STM and Board members.
Currently planning an experiential off-site
with the new SMT to lift performance levels
further and make them self-sustaining
Issues, Challenges & Opportunities
From an organisational perspective• The firm’s growth had stalled in large part due to a reluctance and inability of the wider Equity
Partner (EP) Group to align on Vision and key strategic objectives. A tendency to pay lip service
to agreed objectives had crept in.
• In order to retain its ability to attract top Talent and maintain efficient scale, the Firm needed to
achieve a step change in its growth and revenue
• There was also a deficit in the ability to translate Vision into strategy and an actionable 5-year
strategic plan and then to lead, and engage and involve, the wider organisation in the effective
implementation of those plans
• The challenge of striking the right balance between retaining the best aspects of a very strong
supportive and collegiate culture while curbing pockets of lower accountability and managing
performance
• Achieving the right level of support and collaboration (e.g. cross-selling) between different
Practices (which total 18 in number)
• More recently, the need to strategically respond to market changes including in the regulatory
environment and the advent new technologies such as AI. Also, the need to balance the aspira-
tions of younger talent in terms of innovation with clients needs of being a ‘trusted advisor’.
Finally, the departure of 75% of the most senior EPs in the space of 3 years, necessitating an
accelerated appointment and development of new EPs
From the perspective of the Participant• The development of leadership and people skills to complement professional expertise and, in
doing so, becoming more rounded leaders of the business and in the legal market place
Case Study 4_Professional
Services Firm
Impact:Results & Feedback
After our support in the 1st year in the lead up to, in and
after the Partner Strategy Conference, greater strategic
clarity, alignment and ownership across was achieved.
A shared Strategic Plan was developed with ownership
shared across the business
The EP Group effectively led the Implementation, Review
and updating – both interim and at regular conferenc-
es – of the Strategy. As leaders of the business they are
striking then right balance between time spent ‘on the
Business’ and ‘in the Business’, the former including time
spent coaching and developing others
Three years into the implementation of the 5-Year plan
the Firm was on target to exceed its key strategic objec-
tive of doubling the size of the firm by the end of the
5-year period. That target has since been achieved (and
exceeded)
A new 5 Year plan has been developed and is currently
under implementation. The leadership of that implemen-
tation is effectively being transferred a next generation of
EPs
Solution: Multi-year engagement with the EP Group aimed at Strategy Alignment, Effective Implementation and Succession Planning
Annual Strategy and Leadership workshops over 5 years, culminating in Partner Strat-
egy and Strategic Planning Conferences. Using Mission Performance’s ‘Mission Com-
mand’ methodology to create both strategic clarity, alignment and genuine partner
commitment, as well as agreeing strategic priorities
Support to translate strategic objectives into Action Plans that were shared and imple-
mented by teams across the organisation
Focused coaching follow-up with the Managing Partner, an interim CEO and the HR
Director
Recently added 1-on-1 (executive) coaching support available to all EPs, but in particu-
lar aimed at newly appointed EPs
Issues, Challenges & Opportunities
From an organisational perspective
The organisation was looking to recruit a large % of new, younger people to replace an age-
ing population. All involve significant shifts in mind-set of the management and leadership
populations. All involve the need to learn and apply new skills to motivate, retain and drive
performance through people and teams. In particular:
• Facilitate knowledge/skills transfer and IP to new engineering talent
• Embed succession planning in all sectors of the business
• Attract and retain millennial employees to service increasing client demands
• Meet ever growing client demands and expectations
• Manage these client demands in the face of significant changes to manufacturing
• operations
From the perspective of the Participant
• Upskill our management populations to engage, motivate and develop the employee
base, so that we can deliver on our commitments and adapt to the ongoing changes
required to maintain the success of the business.
Case Study 5_Global Defence
Organisation
Impact:Results & Feedback
IIP Gold award retained for
second time with specific mention
to given to Learning and
Development
% increases in positive observed
behavior as defined by the
bespoke leadership 360
Top 15 place on the Sunday
Times best large company to
work + 1st place for Learning and
Development
Ability to satisfy huge export
growth whilst meeting growing
domestic demands
Ongoing success in recruiting
large numbers of talented young
engineers with successful shift to
a younger demographic in just 5
years
Solution: Managing Self, Managing Others, Managing Managers
Aim800+ managers trained over 7
years in three management pop-
ulations (Introduction – Founda-
tion - Advanced)
MASTER class sessions to network
the 3 levels, including tutorial
support to embed the ILM Level 3
& 5 award and certification
Three programmes that have up
to 4 modules per cohort of 12-16
and 10+ separate modules in to-
tal. Elearning support via skillsoft
2 profiling tools (SDI and EQi2.0)
and a bespoke 360 aligned to the
new values
Experiential reinforcement with
MTA EQUIPMENT
ApproachHigh quality content delivered
in an engaging, interactive and
action-oriented way by inspiring
facilitators
Aligned with the highly sensitive
nature of the data and products
produced
Aligns to the Drotter and Charan
leadership pipeline methodology
to ensure progression, rigor and
effectiveness
Aligned to and quality assured by
our internal ILM QA team
Our 5-stage strategy to sustain
behaviour change linked to the
latest research from neuroscience
Delivery StyleExperiential & stretching with multi-site delivery built in
Contextually explicit to Drotter and Charan passages 1->3
Case study specific
Resource rich within client’s constraints
Specialist delivery for specialist modules
Explicit relationship manage-ment with one account director and lead consultant to ensureprogression, quality and impact
Networked where possible we built networking & cross pro-gramme collaboration into thedelivery style
Robust attention on action plans and commitments to apply the learning
Selected Client References
Selected Client ReferencesLeadership Programmes with Technically-Oriented Programme Participants
“Mission Performance delivered an exceptional leadership devel-opment programme for our top 50 senior managers. The pro-gramme looked at increasing our leader’s self-awareness around their leadership and communi-cation styles, and to challenge them in their thinking. All of the exercises were carefully designed to enable the Leadership team to explore further how people’s natural preferences, motivations and conflict styles influenced their thinking in the various tasks. I would thoroughly recommend the Mission Performance team to deliver your leadership, team andcommunication objectives.”
“We have had the pleasure of working closely with Mission Performance for over 10 years. During this time, we successfully collaborated in the design and delivery of world class Leadership, Coaching, Communications plus Conflict management training and development programs. Mission has a unique perspective in their approach to leadership development that has enabled us to accelerate the development of many of our front-line managers as well as our senior leadership team. During the last 10 years Mission has become a trusted partner that has worked hard to understand the oilfield and the unique challenges that face our industry.”
“We all agreed this was the best training we have ever been on. This is all down to you and yourcolleagues at Mission Perfor-mance and your approach. We particularly like the way that we are emotionally engaged by the tasks, discussions and role plays as this makes things clearer and stick far better. As well as the focus on people and communication rather than processes and the way youexplain how the small things really make the difference. The coaching follow-up really helps and is excellent!”
“Mission Performance differen-tiates itself from other external partners I have engaged with by their ability to listen, relate and adapt their material and approach instantly allowing our audience to always connect with the message. They also do this professionally, whether it’s a ten-minute chatover coffee, a two hour speech from our Vice President or an intensive one week course. It’s sorefreshing how they remain per-manently engaged.”
HR Excellence andProject Manager UK Train Operator
Senior VP GlobalOil ServicesProvider
HQ PersonnelGlobal O&G Service Company
Course Participant – Modular leadership programme
Selected Client ReferencesLeadership Programmes with Technically-Oriented Programme Participants
“They are straightforward and flexible in their approach to devel-opment, preferring application tocomplicated theory every time. Engaging and highly qualified, their coaches and facilitators inspire, enthuse and engage at every level. They build strong enduring relationships with their clients and work seamlessly and with integrity to deliver very bespoke programmes that enable wider organisational change. One of the real acid tests is we still talk about the Mission Performanceprogramme. It was fun, chal-lenging and created an enduring fellowship. They are pleasure to work with and will I’m certain add huge value to any organisation they work alongside.”
“We have been working with Mis-sion Performance for two years and from the beginning have found it easy to develop a prag-matic and quality focused work-ing relationship. We genuinely see them as a partner that wants to work collaboratively with us, and seamlessly with our other key sup-plier, to deliver our flagship global senior leadership development programme. Their people are first rate, having depth and breadth of experience and always being fo-cused on meeting our needs and being willing to offer guidance and input in a supportive manner, and integrity. The range of their experiences and backgrounds has repeatedly added value to Partici-pants’ experiences.”
Client Team - Talent Development Global Telecoms Provider
“The two facilitators worked abso-lutely amazingly together. One of the best involved and informative courses I have ever attended. Very clear and understandable lan-guage for all people. Real exam-ples given, making it very clear how to implement it all in the day-to-day environment. Thank you so much for everything last week and for making the course work under very very challenging circumstances. Please also extend my thanks to your team.”
Training Manager UK based Engineering and Construction Firm
People Development Director of Global Insurance Provider
“Working with Mission Perfor-mance Team gave our newly formed Board and Senior Man-agement Team not only the clarity and alignment on what we needed to focus on to secure the ongoing turnaround of the business and nurse the company back to strategic health, but also, crucially, gave us the ability to execute on that clarity by acceler-ating our development as senior teams. Living our Values, Honesty and understanding ourselves as individual leaders…and working interdependently were some of the ‘keys’ Mission helped us devel-op and embed in our culture, The Mission Team are very personable, easy to work with and stick with it till the business impact is there”
Finance Director UK based Construction Service Provider
Contact Us +44 (0)1329 841652 [email protected]
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Lee-on-the-Solent,PO13 9FX, UK
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