CHALLENGES
Many organizations experience a gap between the culture they desire and talk about, and the culture that their people uphold in reality. To be effective, this cognitive dissonance needs to be addressed.
You might need to execute on greater innovation, agility or efficiency, but strategy will always be ineffective unless your people have organizational leadership capabilities to deliver on that strategy over the long term.
To go beyond the horizon of your last plan, you need a different kind of leader. People who are self-aware, and have the organizational leadership to recognize the impact of complex interdependent systems, and who can construct an innovative path forward.
It’s not always easy to diagnose what your organization needs internally. Through conversations with your leadership team, we get to know your purpose, your culture, your strategy, your mission – and we sift through what is really at stake.
Through surveys, focus groups and other means we also go beyond the boardroom to understand perspectives and perception at all levels of your organization.
We then combine top-down and bottom-up information to provide an initial understanding of the status quo. Which we then reflect back to you… and the journey begins.
To sustain a shift in behaviors, organizations need to create a support structure, as well as measure the capabilities and actions of their people in a way that goes beyond standard performance reviews.
If people are going to inspire relationally, lead with agility, and hold multiple perspectives in balance to make better decisions, they need systems and a culture that supports, values and rewards this type of leadership.
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So they are real partners, you really think that you have someone beside you; really diverse team, very able to work with different cultures, very agile; able to cope with ambiguity and complex environments; really able to unleash the potential in individuals, teams and organizations.
Alessandra Stasi, Chief Human Resources Officer
What I like about TPCL is that they commit to you. I know that my coach is actively listening. I know that he cares about his clients. I know that he hasn’t lost his appetite, nor his motivation, nor his interest.
David Sloman, Chief Executive
TPC Leadership develops leaders with a heart for leaders AND their organisations. They are engaged and passionate in what they do. They focus on the individual, but will always keep the vision and objectives of the organisation into account.
Janna Kramer, Learning & Talent Development Leader
Very good team results were obtained in the facilitated workshops, creating the environment for knowledge sharing, enhancing collaboration within the executive team, as well as in the coaching and consultancy sessions. We assess that our collaboration has brought consistent and long-term improvement to our organisational performance and culture. As such, we openly recommend TPC Leadership’s services and expertise.
Chief Executive Officer
The strength of TPC Leadership that stands out in my opinion is that they bring the most appropriate solutions by recognizing the organization they enter. The fact that the process works smoothly in long-term projects is an important sign that project management is carried out skillfully. I trust them as I would myself.
Necla Aksoy, Assistant General Manager, People & Culture
I would like to thank my TPCL trainer coaches, who enabled me to deepen and internalize what I learned, while providing a wide range of tools that I was able to focus on performance coaching.
Beste Şirin
We would like to thank you very much for the interactive online training on Diversity and Inclusion diversified with different examples in our own language by such an experienced team. Getting rid of prejudices, being aware and taking action, understanding the importance of diversity and using inclusive language are the outputs we have received from this training as a team. We have laid the foundation, it’s time to build on it, of course, with the support of the TPCL team.
Berrak Özakman, Manager, Human Resources
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