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
EY – NETHERLANDS
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The Country Leadership Team, together with the CEO of a large professional services organisation and operating in a very competitive landscape, felt they needed to better equip their Directors newly promoted to Partner, with the leadership skills required in the transition to their new level of responsibility. Although they were provided with information around roles, targets, rules, regulations, etc., they were underequipped in leadership skills as there was still a dominant culture of ‘command and control’ with expertise being recognised, rewarded and promoted, not necessarily ‘leadership’.
Objectives
To foster peer solidarity & strong bonds in a cohort of Partners in order to inspire, grow and learn from each other throughout their careers
To infuse the new Partners with a mindset of being change agents, to be the ‘new blood’ in the organisation, as explicitly required by the Country CEO
To equip all Directors, newly promoted to Partner, with the required leadership toolbox
Interventions
The programme is managed by two TPC Leadership facilitators and a number of coaches. TPCL work closely with the client’s HR and partner relations teams, who supply input and the set objectives for the programme. The continuous redesign was entrusted to TPCL. Each programme is tailored to the current client needs and is key to the programme’s success.
To date, TPCL has successfully guided and coached a large number of Partners during multiple (annual) cohorts, starting in 2018. Cohorts are purposefully kept intimate to ensure a personalised journey for the entire 12-month cycle. The cycle is launched with a kick-off and encompasses three individual coaching sessions and three times two-day (off-site) training camps.
Each training camp dives deeper into key leadership development topics, namely:
Training Camp 1: Personal Leadership,
Camp 2: Team Leadership and leading change
Camp 3: System Leadership
TPCL regularly touch base with the client throughout the cycle during feedback/feedforward sessions.
The organisation saw the value in TPCL’s unique approach to facilitating, with human-to-human interaction and sharing personal experience being central. They also accepted and understood the reason for three coaches, none being facilitators, to guide the Partners in private coaching sessions, the intimacy allowing an even more open relationship in a psychologically safer space. The Partners could comfortably discuss moments they were triggered during the facilitation sessions and in day to day situations.
Working with such a dynamic, incredibly busy group of new Partners has its challenges. Managing their mental and physical presence to ensure they could all be together in the same room for more than 15 minutes, was only overcome by mutual commitment and trust in the process. Partners were eager to continue the programme remotely, following the long interruption created by Covid-19, highlighting the value the Partners had felt being together, despite the hurdles. In the session on Team Leadership, TPCL facilitators act as team coaches, observing the cohort, assessing the Partners working on a real project driven by the country leadership team. The facilitators are able to share their observations at the end of the real play session. The session on Systemic Leadership takes place directly after their annual meeting with all Partners. They had received pre-work observation questions to encourage them to observe and analyse their own system within the bigger organisation which serves as valued real-life input for their training.
Outcomes
The annual programmes, each spanning over 12 months, allows TPCL to form close relationships with the Partners. They are transformed individually, their perceptions of the new roles changed in positive ways. It became transparent to each of them in mind-shifting ‘A-ha’ moments that a Partner is not just a super director but leads teams and has to inspire and engage people. The confidence in and success of the leadership programme has allowed TPCL to return to the client year after year, offering training which is in fact an accompanied walk – the metaphor used by our client is one of mountaineering: base camp is the kick-off, training camps are the three modules – TPC Leadership were the Sherpa.
“The sessions were a great experience and have definitely delivered a lot of food for thought. I definitely think we should maintain this format for future cohorts.” feedback from a participant and Partner.
To learn more about this case or other interventions of relevance for your organisation don’t hesitate to get in touch.
How to untap the potential of virtual teams across a major organisation
Recently TPCL completed an intervention with an iconic international company in the automotive and OEM (original equipment manufacturing) industries with the aim of improving their virtual team leadership, as well as creating a high trust and team performance culture through working virtually. The intervention involves training over 300 managers with fortnightly interactive workshops. It is the first leadership programme deployed worldwide by the company and involves participants with plenty of different nationalities and backgrounds.
Participants reported using the content of the programme to activate conversations with their teams and have put their new skills into practice quickly. The programme highlighted which managers were adopting more innovative approaches. The programme made these managers feel acknowledged and they became role models for colleagues. The organisation feels much more equipped to work virtually and are now planning to adopt a long term 50/50 approach to office and remote working. TPCL has also created the programmes for the mentors at the company, who will keep on supporting contributors and teams in the company which will help develop their behaviours to align with the new philosophy of the organisation.
A senior representative from the company shared the following feedback:
“The programme has been very successful, and we have asked TPCL to develop a further programme targeting contributors and focussing virtual team working skills. My experience working with TPC Leadership has been interesting and insightful because they are very aware of the programme content and how it can work in our context. I have appreciated their capacity to link flexibility, structure, and design. Their consultants have a high level of knowledge in the founding methodologies of both training and coaching, with an innovative unique design skill. They are very sensitive to the feedback and the relationship dynamics in the group and with the clients. I believe TPC Leadership is a strong partner in the transformation of the organisation and would recommend them as trusted partners of complex organisations wanting to start the change process in cultures and behaviours.”
To learn more about new ways of working and how TPCL can help you and your organization suceed working with hybrid and virtual teams don’t hesitate to get in touch.
TPCL recently completed a project with a market leader in the tech and engineering industry.
The client had a very strong engineering organization with many first-line managers having been promoted into position. They wanted to ensure the right programmes were in place to support leaders along their growth path and equip them to lead and get results in ways that aligned with the values of the organization. They previously developed a programme with another vendor and another programme with TPC Leadership. During the design of the such programme, additional training needs were identified as new managers felt under equipped to lead their teams effectively which led to the development of the grow teams programme. TPCL were subsequently asked to design and deliver the leadership program as well.
Objectives
3 key learning objectives were identified
Effectively transitioning into leadership for the first time
Effectively managing and supporting direct reports with personal and career development
Effectively building and supporting high performing teams throughout the team lifecycle.
The main objective, instilling confidence in the first-line managers, was clearly achieved, as noted in feedback received from participants. The participants completed the training well equipped with a clear awareness of their capabilities. Positive changes were also seen in the company engagement survey. A concrete outcome is a pipeline of leadership development programmes covering a range of personal leadership and team leadership skills to proactively & sustainably support managers to effective lead and coach their teams.
We received the following feedback from the client:
“TPCL’s ability to deliver their expertise with a warm human touch makes them a great group of individuals to work with. I look forward to our continued partnership in equipping our leaders with the knowledge and skills they need to lead more effectively.”
To learn more about TPC Leadership don’t hesitate to get in touch.
