We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byQuentin Lang
Modified about 1 year ago
©SWAN Consulting Key features of the programme: The Leadership Compass © is a series of three two day intensive leadership development seminars which are usually facilitated over a period of between 6 and 8 months. The Program is an exclusive design of SWAN Consulting and has already enjoyed considerable success internationally. Senior SWAN consultants deliver the programme with support from coaches at a local level. Supported by high impact coaching the seminars form an integrated experience which has a return on investment which is measurable.. How clients used this programme: to develop managers into Leaders, high potential leaders to have a great impact; and those identified as talented within their organizations to be ready for the leadership challenge.. Needs this programme addresses: Where leaders need to develop their unique leadership potential,and learn to navigate themselves and the people they lead through the ups and downs of today’s business context. Key benefits for leaders: They become leaders instead of task managers. Connect with their people instead of transacting with them. Leverage their peoples’ potential to maximize results. The Leadership Compass © Programme
©SWAN Consulting The Leadership Compass © Programme The Leadership Compass is delivered in three seminars: 1.The Personal Compass In this seminar, leaders get to discover their own purpose, values and vision for the future. The personal compass is a business oriented planning model, which will enable each individual to create their own unique compass to navigate through the complexities of today’s business environment. 2.Leading with Intelligence Using the EQ Compass © participants enhance and develop qualities such as collaborative influencing, relatedness and the magic of really listening to achieve business and personal goals. What individuals need in this seminar is the acumen to observe, manage and integrate emotional intelligence into their own leadership formula that connects people, and creates meaning. 3.Coaching for Potential In this seminar participants use the Coaching Compass © to cultivate their capabilities as a Leader-Coach. Instead of simply instructing people to do their jobs they learn how to inspire people to achieve great results. They become aware of the power of their coaching conversations as they coach for real, and get in the moment feedback about how to develop. A global electronics company used the Leadership Compass to spear head an organisation wide change in leadership style and impact. The architects of the new culture were the leaders themselves and the tangible results were amazing. A global telecommunications company used the Leadership Compass to develop leaders to increase their collaboration and influence in a highly matrixed organisation. The results- fantastic working relationships that broke down silos, and got things moving.
©SWAN Consulting “The Leadership Compass helped me see the hidden reasons behind my leadership style and the things holding me back. It was challenging confronting some of the issues. What I’d say to other leaders about this programme is – give it a go - you’ve got a lot to gain” Vice President, global Electronics corporation “Having my image of what I want to be as a leader has helped me get back on track and get back to poise and a strategic vision” Director of Regulatory finance, Telecoms “I realised that criticizing my team to get them to perform was not in line with my values – better to coach them to use their energy and talents – it takes real effort and commitment – and it’s worth it!” Managing Director, Consumer Electronics “for me it was and is a magnificent journey. The personal coaching was an integral part of the program and contributed a lot to the overall results. The seminars were wonderfully constructed with enough theory to go beyond operational everyday issues, enabling me to dig deep down inside to (re discover my purpose, values and mission as a leader. The program not only helped me to re discover those values, but offered each one of us a way to make those values shine through everything we do. Awakening consciousness in short. At the same time the program was “down –to-earth “ enough to enable me to reflect learning in to the challenges I face in my current leadership role.” Strategic Marketing Manager, Central Europe
CULTURES OF COACHING AND MENTORING Principal’s role in Coaching and Mentoring teachers.
Coaching through coaching Exploring The Journey from HR to Coach Peter Mayes
1 Tools for the Future Closing the gap between business as usual and where we need to be.
Communicating in international teams Bob Dignen * CENGAGE & YORK ASSOCIATES ETAS – 30 January 2010.
Scott Lowrey, Ed.D. (OISE/University of Toronto) CCEAM/CASEA 2014.
How are we doing?. 468 companies in every major industry, globally 531 HR & non-HR executives HR leaders (104), business leaders (155) Top strategic.
Growing Leadership Capacity in the face of continuous and complex #rethinkingleadership.
2013 CollaboRATE Survey Results District Report. Vision and Values Leadership and Management Team and Work Environment Communication and Decision-Making.
AN INVITATION TO LEAD: United Way Partnerships Discussion of a New Way to Work Together. October 2012.
AMA Europe SA//NV Rue de l’Aqueduc 118, B-1050 Brussels, Belgium Tel: Fax: Website:
Leadership Development Presented by: Pete Gates, CEO Karla Kretzschmer, VP of HR Susan Pasikowski, Training Manager.
1 © Arthur Shelley 2015 under Creative Commons License. Available for public use provided source is acknowledged. Permission of the author required for.
Wescott Williams Date: 24 th June 2010 How are your peers using Employee Engagement initiatives to make a measurable difference to the bottom line of their.
© Copyright- Cerebrus Consultants Organisation Transformation: Relooking at Organisation Structures Cerebrus Consultants.
AMDIS conference Jenny Davenport 14 th May Influencing stakeholders Employer Brand Employee engagement What I will cover 2.
Leadership and Organizational Behavior (LOB) faculty offer different types of electives Electives that fulfill the 2 nd year Leadership Requirement (LDSP)
Module 5 Leadership and Strategic Planning 1. Leadership The ability to positively influence people and systems to have a meaningful impact and achieve.
School of something FACULTY OF OTHER Leadership Development Update Sarah Gray 1.
Deloitte Consulting LLP MOVING ‘FROM BLUEPRINT TO SCALE’: IDEAS FOR PROMISING ACCELERATION MODELS.
Educational Solutions for Workforce Development PILOT WORKSHOP EVALUATION MARY RICHARDSON MER CONSULTING.
Human Resources The core of any business April 2014.
Copyright 2006 VisionWorks: Reproduction of this is encouraged with this copyright line intact. How to Enhance Personal Productivity By Janet Hadley How.
1 Professional Development Competency—Teamwork and Inclusion.
Coach Development Programme Facilitated by Marion Parris Parris King Developing Potential Ltd 01332
Moving People to Action: Leading with Authenticity in a Global Work Environment Michael Hyter President & CEO Novations Group, Inc.
Identify, Develop and Retain High Performers EMPLOYEE ENGAGEMENT Sidney Cordero Classified - Internal use.
Concern Universal Vacancy Director of Income Generation and Communications.
Embedding Public Engagement Sophie Duncan and Paul Manners National Co-ordinating Centre for Public Engagement Funded by the UK Funding Councils, Research.
Practical IT Research that Drives Measurable Results Establish an Effective IT Steering Committee.
Get Real and Take Your “Leadership” to a New Level Prepared by: Greg Tomlinson QLD State Director.
Technology Ventures: From Idea to EnterpriseChapter 12: Summary How can entrepreneurs best organize and reward the people who will lead their venture to.
Causeway Coast and Glens Borough Council CC&G BC 12 October 2015 The Leadership Challenge The Leadership Challenge in Causeway Coast and Glens Borough.
Building and protecting futures Creating a multi-disciplinary approach across an organisation using change management, leadership and quality models that.
Strategic Value of the HR Function Presentation by Non- Profit Group.
Employee Forums Discussion Document DATE. Objective and Outputs Overall goal is for each Champion to: Develop a deep level of insight into the barriers.
FATE Program - Female Aspiring Talent in Europe An Engaging and Empowering Development Program for Women What & Why? Program to develop participant by.
Creating Positive Culture through Leadership (Recovery Orientation) Jennifer Black.
The Evolution of Marketing at MNP Randy J. Mowat Senior Vice President, Marketing PRIME Symposium 2014.
true potential An Introduction to the Middle Manager Programme’s CMI Qualifications.
Chapter 11 Management Skills Management Skills. Chapter 11 Management Skills 2 Management Structures Management is the process of reaching goals through.
The future shape of local government: skills to lead Catherine Staite INLOGOV.
Irene Khan – Secretary General Building effective and responsive INGOs, the strategic role of HR: The IS Job Value Review 8 February 2008.
Build relationships with staff, students and professional bodies Student led providing freedom and responsibility to shape the societies success Plan.
Welcome to the Feedback Provider Briefing Behaviours 360 feedback Amanda Brown.
Personal Leadership Serving Customers Managing Resources Leadership Serving Customers Serving Customers Managing Resources Managing Resources Working for.
Changing Culture Marion Fanthorpe, Interim HR Director.
Case for Sponsorship Please use this presentation as a template for building your case for sponsorship. Customize it with your company name and logo in.
Derrick J Richards Siena Heights University. Leadership Leadership is a process which a person influences others to accomplish an objective and directs.
CUPA-HR STRONG – TOGETHER!. WHAT DOES IT MEAN TO BE A HIGHER ED HR LEADER? How do you define HR leadership in higher education? 2.
Official Business Track Sponsor: Making The Business Case for Skills-Based Volunteering Facilitator Veronica Parages, HandsOn Network, Director, skills-based.
© 2017 SlidePlayer.com Inc. All rights reserved.