LEADERSHIP & TEAM FACILITATOR

Facilitating Learning - Enhancing Performance

LEADERSHIP & TEAM FACILITATOR

Facilitating Learning - Enhancing Performance

What Keeps CEO’s up at Night?

The Global Leadership Forecast 2023 surveyed 1,827 human resource professionals and 13,695 leaders from 1,556 organizations around the world. The research, which spans more than 50 countries and 24 major industry sectors, delivers deep insights into best talent and leadership practices.

This survey identified the top 3 concerns of CEO’s to be:
1.   Attracting and Retaining Top Talent
2.   Developing the Next Generation of Leaders
3.   Maintaining an Engaged Workforce

Source DDI

If these are concerns you share, then I may be able to help. I have experience of working with all levels of leaders, from Supervisors to CEO’s and have developed an holistic range of services that is suitable for everyone – from first time managers to CEO’s.

I hope you find something here of interest. If you would like an informal chat to discuss your specific management and leadership needs, please get in touch.

Karen Fleming

LEADERSHIP CHALLENGES FOR SME’s

Leaders in small and medium sized businesses experience different challenges to leaders who operate in larger businesses.

Challenge No 1

From founder to Director:

When you launch a successful business, and that business expands, who and what you are responsible for changes considerably. And those new responsibilities come with a whole host of new skills that you suddenly need to develop. How do you now lead a team of people and ensure you are developing the right people with the right skills?

Challenge No 2

Taking on strategic responsibility for people development:

Not many small businesses have the luxury of an in-house HR or Learning and Development Manager. The responsibility for making decisions around the company’s strategic people development plan, may therefore lie with you.

Challenge No 3

You still have your ‘day’ job to do.

Whether you’re a vet or a marketeer by trade, the reality is often that you still have to perform operationally whilst fulfilling your new leadership responsibilities. Not only is time tight, but the mindset required to perform in each area is usually very different. You’ll need to adopt a strategic mind set and may also have to make the transition from mate to manager too.

Challenge No 4

Building your Senior Team

Having a top team of talented individuals to support you is critical. Yet so too is ensuring that any disparate group of individuals work effectively as a team.

Senior Leadership Teams are notoriously poor at performing effectively together. As individuals, the determination and independent mind set that helped drive their success, can also hinder teamwork.

Without the knowledge of team performance and dynamics, it can be hard for you as their leader to create a cohesive, collaborative team.

Challenge No 5

Lacking in Leadership and Management Training

If you have always run or worked in a small business, the chances are that you didn’t get the benefit of attending a corporate leadership development programme.

But there are other ways to earn credibility as a leader, without attending an involved programme.

Seek advice from an external professional – a mentor or coach who can help you become more aware of your own strengths and weaknesses as a leader, and signpost you to specific learning resources.

Make decisions

Transform a conflict

Create consensus

Generate ideas

Solve a problem

Reflect on a project

WHO I WORK WITH

I help expanding Small and Medium-sized Enterprises (SME’s) who are experiencing one or more of the following challenges:

1. They have one or more people in the business who have been promoted to a management or leadership role but are struggling with their new responsibilities, or just need a little extra support to boost their confidence or competence.

2. The Senior Leadership in the business recognise the importance of developing the management and leadership capability of their people to secure future expansion, but they don’t yet have an in-house learning team to support them to do that.

3. Employee well being or resilience is a concern. Often that is with a specific group or team within the business who have, for whatever reason, been under a significant amount of pressure.

4. They want to create an optimum environment where employee engagement and motivation is high, and the churn rate is low.

5. The Senior Leadership themselves are experiencing some challenges within their own team. That may be conflict in the team, communication not being quite as it should be, or simply a desire to create a higher performing leadership team.

HOW I HELP

The experience I have gained over the years enables me to quickly identify the root cause of team, leader or individual performance challenges.

I can then design and deliver a targeted learning solution that meets your needs, your culture – and your budget.

This targeted approach results in faster and more permanent changes in behaviour, and is far more cost-effective than a more scatter gun approach to training.

Explore Services About Me

Learning Needs Analysis

A needs analysis is essentially a conversation that evaluates the gap between where you are now and where you want to be. A needs analysis can be conducted for an individual, a team, or a business.

Find out more

1-1 Management/Leadership Development Support

The objective of a programme of 1:1 support, is to help your employee to examine their perspectives, approach, and actions towards managing people, whilst gaining new insights and learning related to their specific challenge.

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Group Training

A number of topics can be taught within a Group Facilitation context. These include; Employee Engagement and Motivation, Presentation Skills, Delegating Effectively, Delivering Feedback with Confidence, Coaching Skills and more

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Team Development

Trust for Teams is a Team Development Programme that develops trust, understanding and co-operation amongst your team members. The group gain valuable insight into each other’s behaviours and the resultant effect on the team dynamics.

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Resilience at Work

The R@W Model, developed in Australia by a consortium of specialists from the fields of organisational psychology and neuroscience, is an evidence based framework that provides insight into individual, team and leader resilience.

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All Services

Take a more in depth look at each of the services I deliver. Understand how each of these dedicated approaches can benefit you, your team and your business.

Find out more

WHAT MY CLIENTS SAY

"We have worked with Karen for a few years now, and she has helped many of our team to grow and develop into our roles. I feel I have now progressed in my role as a Manager, and whilst there are other elements to how I got here, Karen has played a big part in that. I have now started using this service for members of my own team who want to progress. Fantastic service, friendly, knowledgeable, and always professional"

SK, Veterinary Nurse Manager, Wolverhampton

"Absolutely the best in the business (and I am not prone to superlatives)..pure genius on many levels with respect to people skills, whether it be training coaching mentoring, change management."

LEADERSHIP & TEAM FACILITATOR

Facilitating Learning - Enhancing Performance

LEADERSHIP & TEAM FACILITATOR

Facilitating Learning - Enhancing Performance

What Keeps CEO’s up at Night?

LEADERSHIP CHALLENGES FOR SME’s

From founder to Director:

Taking on strategic responsibility for people development:

You still have your ‘day’ job to do.

Building your Senior Team