CHALLENGES
Targets, metrics and rewards can take your people so far but eventually organizations need to address something more fundamental. And that starts when all leaders – from the service desk to the backoffice and the boardroom – ask different questions.
When you’re swept along, it’s easy to forget the bigger picture. We become conditioned to another set of norms, one that our organization’s systems avidly reinforce. All enduring and meaningful change must begin with addressing this default way of thinking and acting.
Unless leaders ask different questions, they’re unlikely to inspire anyone to do the right thing, to commit to a cause, or to make their work meaningful.
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.
Too often, your people might forget what matters. Swept along by crisis or day-to-day challenges, they might not often stop to ask the difficult questions. Individual leadership development changes this status quo.
For change leadership to succeed in an organization, those with the most decision-making power and influence need to commit to the same journey, cultivating self-awareness, challenging their assumptions and reclaiming a greater sense of purpose.
State of the Heart: Burnout, resilience and the importance of truly sustainable leadership In their 2024 State of the Heart report, Six Seconds revealed a sobering picture of the global
State of the Heart: Is connecting more via technology harming our emotional resilience? In their 2024 State of the Heart report, Six Seconds revealed a sharp decline in global emotional
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, Beste ŞirinBeste 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
Sign up for the TPC Leadership mailing list to receive the latest insights from our experts, leadership news and our upcoming events.
