Personal Leadership Case Studies

One of the largest oil & gas companies in Europe

Implementing a new code of ethics

As they needed to change the existing culture and create a ‘Business Ethics’ code, our client identified 15 managers to act as change champions.  Via a series of interactive internal workshops led by the champions, the ethics code would be cascaded throughout the organization to several hundred employees.

TPC Leadership ran ‘Train the trainer’ programs and helped develop the training design and delivery skills. The change champions all noted increased levels of self-confidence in capabilities to successfully deliver the workshops.

A large global management consultancy firm

Addressing dissatisfaction related to work life balance

Following a global staff survey, our client identified a systemic challenge in work life balance, significantly impacting engagement and performance, putting the retention of talent at risk.  Managers were identified to become Team Champions in effectiveness and wellbeing through regular coaching/feedback sessions.

TPC Leadership has trained and supported approx. 1400 Champions since 2015 and the scores around wellbeing have been visibly increasing since the beginning of the program.

Pocket Media HQ

Addressing fear culture

Our client was facing a significant talent attraction and retention risk due to a permeating culture of fear and dissatisfaction with senior management.

TPC Leadership was engaged to support senior managers and employees in developing awareness of the impact of their current style on business and people, and to re-craft company values and management behaviours supporting engagement and trust.

During a series of 2 day engagement workshops with the whole organization, the positive result was an increase in trust in management and openness of the leadership and reduced turnover related to poor management behaviours.

Pocket Media

A publishing sector organisation

Challenging transition with record results

Our client, a top talent Director in the publishing sector, requested coaching to help him transition into a critical Executive position.  The new role required him to broaden the breadth of leadership thinking and develop skills and approaches that would serve useful to the company’s growth.

During the time that TPC Leadership worked with the client, record performance levels were delivered and the executive was recognised for transformational levels of personal growth and development.

A private sector international organisation

Developing internal leadership capacity

TPC Leadership were requested to develop a program focussing on improving internal leadership capacity, specifically seeking to increase the personal effectiveness of managerial staff for an international private sector organisation.

By carefully matching a coach with each manager, TPCL offered a bespoke coaching framework.  Clear session objectives were established and upon completion with the  participant, the assigned coach and their line manager ascertained the leadership capacity and effectiveness of its managers had notably increased.

EY EMEIA

Ready for a G360 role

Our client, a global Professional Services provider, had launched a new program aimed at developing and positioning some of their highest potential partners. Coaching was a key aspect of this program.

TPC Leadership partnered to deliver top executive coaching in the EMEI region, by using local coaches that have the rigour, gravitas & relevant business experience to support their highest potential partners.

By matching coaches & coaches, we worked in close collaboration with our client to run this 2 year Top Partners program and we provided the client with a thorough framework to measure the ROI of the coaching program.

EY - black

EY

A personal leadership journey for senior managers

Our client within the Professional Services sector, partnered with TPC Leadership to support the development of transformative leadership within the company.

In a 3-day program, senior managers sharpened their compass – their personal leadership – and formalized a personal leadership development plan.  During varied, challenging exercises, the managers work on personal awareness and form a deep connection with each other.

Not only did the senior managers experience the difference, but the positive changes were also noticed by the organization.

EY - black

St. Antonius Hospital

Directors get insight on how they are perceived

Our client, the Board members of a busy hospital, needed to improve their working relationship in order to face the turbulent times in healthcare.  Employees from different levels of the organization were given the opportunity to comment on their management, via Insightful Leader 360 that used a Work Styles model.

The detailed feedback reports were discussed in an away-day and to ensure continuity, the Board met their TPC Leadership team coach several times.  They developed stronger relationships and saw this as valuable moments of reflection on their joint and individual functioning and well-being.

st antonius

Public Sector Executive

Women in Leadership

TPC Leadership coached a public sector executive, new to the role, feeling the stress of the increased pressure. She had difficulty with the relationship with her executives, but also with her subordinates, formerly her peers. Delivering results became difficult, reducing her confidence and raising the question of whether she was suitable for her new position.

Through the coaching process, our client saw her function in a completely different way, including related relationships.  Perhaps most importantly, she experienced a greater sense of purpose and meaning in her role, increasing her positivity.

USwitch

Profiting from coaching

To achieve better results and employee turnover, our client, a CEO new to the role, believed in a coaching approach.  TPC Leadership designed an ambitious development program for the new top team. This transformed the company style from one of didactic management to inspirational leadership.

The development program had a dramatic effect on the business. The environment changed across the whole company, with staff turnover dropping dramatically within all departments. Staff who had previously been reserved started taking initiative.

uswitch

Pocket Media

Values driven organisation: culture alignment increases engagement

Our client continuously suffered from high people turnover.  Following internal meetings, the HR manager learned that some experienced a culture of fear and different standards for the executives and workforce. All slowing down company growth in a very competitive environment.  Their organizational values in cooperation with their employees needed to be defined to increase employee engagement.

Through detailed evaluations and workshops, TPC Leadership guided the client through cultural alignment and to becoming a values driven organisation, involving their people in the process to get there.  The result: increased employee satisfaction and engagement!

Pocket Media

Public Sector CEO

Improving teamwork and performance

TPC Leadership was asked by a Public Sector CEO to work with him and his leadership team to improve the way his team was working together and ultimately team performance. Roles and responsibilities were unclear and there was a general lack of trust.

Through challenging team sessions and 1 on 1 coaching sessions with team members, they focussed on increasing openness and trust between team members, appreciating the wider system.

Some team members decided to leave, (an expected result from such an intervention). But what was left was a team with much higher levels of mutual support.  Dramatic performance improvement is being seen across a broad range of measures.

A global retailer

Exceeding expectations during top talent transition

Our client, a global retailer, needed to transition a top talent director into a new director level role.   The new role also required a broader understanding of leadership, towards one driven by behaviour and culture.  The director needed a deeper understanding of leadership styles and the situational choices that could be made.

Through predominantly 1 on 1 coaching sessions, the client was able to transform the team in terms of capability and culture and developed a robust succession approach.

A global financial services organisation

Developing high potential talent

Our client, a global financial services organisation, was looking for a bespoke High Potential development program, with 1 on 1 coaching for each leader on the program.   In the 9 sessions run over 12 months, participants received guidance in personal career management and development objectives.

The program was extremely high profile and a big investment for the business – organisational feedback was excellent

Finance Director

Change of perspective

Our client, a female Finance Director in a male dominated Executive Team, needed coaching to help her secure “a voice”.  Essentially she didn’t feel valued in the team and had a sense that her gender was playing a part here.

Following six three-hour sessions and utilising 360 feedback, the client came to a view that her perception of reality was distorted. She was supported to create a more empowering vision of herself and how she was perceived.

The program was extremely high profile and a big investment for the business – organisational feedback was excellent

Public Sector organisation

Building more trusting and open relationships

TPC Leadership was asked to work with multiple teams of leaders as a number of local government organisations were merging and it was a culture of high stress where restructuring was almost business as usual.

By incorporating both 1 on 1 and facilitated team coaching, participants were able to focus on key business objectives and on how to manage change.  There is now an ongoing coaching support program in place plus a number of additional skills programs including facilitation skills and managing effective meetings.

Professional Services organisation

A virtual approach to emotional intelligence development

Our client, a professional services company, was looking for an Emotional Intelligence program for a Regional HR team to improve their working relationships.

Following a face to face workshop, virtual 1 on 1 coaching was held to help delegates establish and deliver a robust personal plan.

On the back of the program, the team reported big shifts and greater resilience. As well as team relationships and performance goals, key private goals were also exceeded around confidence and assertiveness.

NL executive

A new direction for a senior leader

Having been in the role for some time, the client was unclear about his career direction. He was also challenged by his natural communications style and how well this suited his international contacts.

Through coaching, TPC Leadership was able to help the client reconnect with his own sense of values and real time feedback was used to identify opportunities to use more impactful language. The client was much clearer about his own values, strengths and sense of worth. He developed an ability to self-coach, arriving for some of the later coaching sessions with increasing insight.

A Private Sector CEO, with a strong finance background

A CEO finds his voice

Our client, a private sector CEO, was very clear about his direction, but communicating it was a challenge as he found people engagement in large groups daunting.

During the coaching sessions, there was a strong focus on equipping the client to better tell stories and improve stage presence.  It wasn’t about being someone he wasn’t – just about being a more effective version of who he already was.

The results were nothing short of transformational. The client went from dreading large scale engagement events to being really enthused about them. He described a feeling of liberation in that at last he understood changes that he could make that really suited him.

Newly promoted executive

Enhancing executive resilience and well-being

TPC Leadership was commissioned to work with a female executive new to the position, who was feeling pressure in the role.  She was struggling to manage upwards as well as develop relationships with subordinates, with whom she had previously been a peer.

Initial focus of coaching was to establish the detail about the gap between the perceived expectations of the role and her ability to cope. Coaching then worked on closing this gap by working with the client on cognitive, emotional and behavioural levels.

Relationships were improved at every level and with regards performance, she has been recognised regionally and nationally for achievements in the role. Perhaps most importantly of all, she is enjoying her role with a much greater sense of meaning and purpose.

DCHI

Leadership transition through performance management training

Between 2012 and 2017, TPC Leadership was called to support DCHI during a transition phase towards a leadership style able to mix a strategic and people development approach.  Even though the operational teams were showing a good internal climate, the strong “command and control” managerial style, together with a lack of people management focus, had provoked throughout years a low level of initiative, ‘executor-attitude’ in people.

dchi
TPCL high Res Madrid JTA00706

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