Leadership development

Client

Macdow (McConnell Dowell Construction)

Problem/Opportunity

The CE asked for a review of the company’s leadership development strategy so that it would help identify future leaders, support their development and take the company into the future.

Approach/Solution

Desk-based research of existing strategic documents and of best practice leadership development was undertaken. A set of recommendations were given to the CE to implement. We also wrote an RFP to help the company find an appropriate supplier for their leadership development programme.

Outcome

The MacDow Leader and leadership development strategy were created and implemented leading to greater clarity among employees about what it means to work and be a leader at MacDow.


Professional development framework established

Client

Large central government department

Problem/Opportunity

The HR Group had recently undergone a restructure and had also received feedback from their internal clients that service needed to improve significantly. The General Manager of Human Resources wanted a new competency and professional development framework developed that would improve the professionalism and service delivery of the HR Group.

Approach/Solution

A detailed Lominger-based competency and professional development framework was designed and consulted on with managers and staff.

New position descriptions for almost 100 roles were updated to reflect the new competency framework. Workshops and focus group sessions were held with managers to seek feedback and gain buy-in.

Outcome

The HR Group now has an agreed professional development framework with strong focus on customer delivery.


Empowerment, confidence, dignity

Client

Capital Coast DHB

Problem/Opportunity

An individual with a significant performance issue was having a major impact on team performance and on service delivery.

Approach/Solution

We worked with the individual by providing one to one coaching based on the defined competencies; several developmental options were identified for the individual so that her performance would improve.

Outcome

The individual involved came out of the process with a sense of empowerment, confidence and able to retain her dignity so that she could move on to a role where she could succeed.