Case Studies
The design and implementation of a leadership framework and annual development programme for a global company that invests in green energy businesses.
Our client, a specialist company that forms part of a larger international oil and gas business, was undergoing rapid growth and investing in numerous worldwide ventures. In order to effectively manage this expansion, the client recognised the need to identify and prepare future leaders. These potential leaders would need to be equipped with the skills and behaviours necessary to drive the business forward and successfully lead people and change.
Able and How were asked to design and implement a programme to address the leadership qualities needed for successful and sustainable growth….Read more
The design and implementation of a leadership framework and annual development programme for a global company that invests in green energy businesses.
Our client, a specialist company that forms part of a larger international oil and gas business, was undergoing rapid growth and investing in numerous worldwide ventures. In order to effectively manage this expansion, the client recognised the need to identify and prepare future leaders. These potential leaders would need to be equipped with the skills and behaviours necessary to drive the business forward and successfully lead people and change.
Able and How were asked to design and implement a programme to address the leadership qualities needed for successful and sustainable growth.
Working closely with the client, Able and How identified the leadership skills and behaviours needed to effectively manage employees and make the business a success globally. The aim was to build on the current leadership framework to create a programme that was globally and culturally relevant.
Able and How had previously created a leadership framework for the company, which was closely aligned to their business strategy and parent group objectives. The framework was robust, simple and practical. It outlined three areas of competence that leaders needed to focus on and continually develop and it was these three areas that formed the basis of the leadership programme.
The leadership programme was designed and delivered in the form of interactive workshops with the organisation’s up and coming leaders. During the workshops the areas of competence were unwrapped and discussed, and the participants had the opportunity to develop their personal and management-based skills and behaviours as set out in the framework.
The approach to these workshops was based on the belief that experiential learning is the most effective way that adults take on new information and ideas. Therefore, sessions were interactive and based on participants working in smaller groups and interacting with each other. The response from participants was very positive and they remarked on the ‘extraordinary opportunity to interact with the leadership team and network with other departments’.
The workshops were positively received and the programme has since been requested to be run on an annual basis with selected senior leaders from across the entire organisation. The programme continues to develop each year in line with the changing needs of the business.
Many of the leaders that participated in the programme and workshops have since been selected for new career opportunities, including more senior roles. They have attributed their success to their participation in the programme and the networking opportunities it provided.
The programme is now being considered for expansion into other areas of the company, as its value in developing leaders has been widely recognised by the senior management team.
Print Case Study
