Bespoke Solutions
Turnaround your team performance with a bespoke solution from Congruent Performance.
We listen to your objectives and work with you to develop a tailored package to meet these objectives in a way that is right for the needs of you, your team and your organisation. Combine this with our enduring change approach, and you are guaranteed to maximise your return on your investment as you turnaround your team performance.
In listening to your current situation, we’ll work with you to clarify a tangible desired outcome. From this point you will be totally clear on what both you and your team will see, hear and feel, once your desired outcome has been achieved. We will discuss enablers and potential constraints and ensure that if we can meet your requirements, you would be in a position to proceed prior to moving on to the next step. |
We will develop and propose a solution. Once it is ensured that this exactly meets your needs we can progress. |
Your agreed bespoke solution might include;
1) Pre event survey, interviews, communication to measure and define current situation and raise awareness. 2) A team learning event. Followed by:
1) 1:1 Coaching for you, someone in your team, everyone in your team. 3) The provision of materials for you to deliver a review session at your own team meeting. 4) A combination of blended learning solutions to continue developing the learning. |
70% of all learning and hence change is from DOING. We work in partnership with our clients to support this stage, encouraging continual measurement of success in relation to the desired outcome. HOW? This might be via; •coaching sessions which can be delivered via telephone, email or face to face, •post event modules, •post event communication, We would also measure the progress of change via ongoing qualitative and quantitative surveys. |
Here are some examples of solutions we have already provided:
The Journey of a High Performing Team;
Background: A newly constructed team with new goals consisting of people who had never worked together before.
Requirement: As part of an off site team development day, provide a session to start this team on the journey to becoming a high performing team.
Solution: An interactive session which provided an opportunity to start building rapport and trust, share common goals alongside the team goals and gain an understanding of the journey of a high performing team based on the Drexler/Sibbert Team Performance Model and The Tuckman Model.
The Implementation of a Coaching and Development Culture;
Background: A division who worked remotely, provided little coaching support to direct reports and peers and were measured predominately on individual performance.
Requirement: To develop and implement a programme which would result in the division naturally operating from a Coaching and Development mindset.
Solution: An 18 month programme based on the “Eight Stage Process of Creating Major Change” as established by John P Kotter, author of Leading Change (J.Kotter 1996) covering the complete steps from initial build up, communication, empowerment, consolidation to anchoring the new approaches.
Making the Transition from Employee to Line Manager;
Background: A group of associates recently promoted to manage the team where they were currently a team member.
Requirement: To ensure these new managers were equipped to manage the change from team member to leader of their colleagues.
Solution: A combination of introspective working and group sessions which clarified the difference between the mindset and behaviours of both roles, allowed the individuals to understand how relationships might change and to decide they management style they wish to adopt, action plan and implement accordingly.
Maximising the Effectiveness of Relationships and Communication to develop strong working relationships;
Background: Conflict and tension amongst the group which impacted on communication, relationships and ultimately results.
Requirement: For the group to understand the value of different people styles to ultimately enjoy working together and maximise the effectiveness of working together as a group. Solution:
•Team sessions which generated an understanding of self awareness and the impact of ones self on others based on NLP metaprogrammes
•A programme for individuals and the team which challenged them to take responsibility for their communication and the responses this generated and to treat the response as feedback and act accordingly.
•Sessions which looked at the importance of different people styles, allowed the group to understand more about their own styles and their colleagues and develop ways to maximise results based on these styles.
Goal & Role Clarification for a team with a new direction;
Background: A team with new objectives, undefined targets and confusion about how to progress
Requirement: For the team to clearly understand their purpose, know and sign on to their goals and be equipped to begin the journey to achieve these goals.
Solution: A programme which clarified the teams purpose and goals, obtained individual sign on generating increased motivation, defined the steps required to get there, identified the skill base within the team, clarified roles and responsibilities and agreed relevant ways of working to achieve this.
Click here and learn more about our client success stories.
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Or contact us to ask your specific questions on how we can help you.