Posted by: gotrain | June 29, 2009

New Case Study on Leadership & Team Development

I just completed delivering a six week leadership workshop on Styles of Leadership and Team Development with a new client in the telecom industry. There were six half-day sessions spread over the six weeks.

I met the owner earlier this year to discuss opportunities to improve the people side of business rather than the processes or systems. Most small business owners are caught up in keeping their sales funnel full and on managing the processes to deliver the goods.

This company is small with about 50 employees in total and most of them working out of the home office in Montreal. There is a sales office in Western Canada and in Europe.

The organization is quite flat in structure with only six people in management roles including the president/owner. Most of the managers had never had any formal training in leadership and had been promoted to these positions as the company grew.

I curently use only one approach to leadership development, the Styles of Leadership & Team Development program developed by Fritz Glaus. I do this because it has contributed to producing the best results for my clients. It is part of a complete approach to help the business owner or CEO free himself from the day to day decisions regarding how the company of organization operates. This allow him to act on new opportunities and use his talents to solidify the organization in whatever way he sees best.

It takes a leader or business owner that is at the point of realizing that greatness is about bringing out the best in people and helping them fully understand and use their qualities to the benefit of all. This then required the leader to start by understanding himself and his direct reports.

The Styles of Leadership and Team Development program incorporates the types of people approach that Fritz Glaus has applied to the training workshops. The program also lay the framework for people to be open to change and continuous personal development. They learn that we all have strengths and weaknesses and this is normal and not to be feared.

During each session over the last six weeks I could see the managers opening up a little more and making attempts to apply what they were learning. Before the third session one of the direct reports of one of the managers participating in the workshops came to me with a big smile and said that she could already see some change from the managers, especially the person she reported to.  She said that they were making a distinct attempt to communicate more often and recognize people’s efforts and contributions.

The program integrates the types of people approach to self-knowledge and understanding of others with the principles of participative management and continuous improvement. Each person identified a key restrainer that interfered with fully using their qualities and set a goal to lessen the impact of this restrainer on their performance.

I met with president a week after the last session and he said that he could see the managers making an effort to apply what they learned. He could see them holding more effective meetings and using the problem solving techniques that were taught.

The next phase of the mandate is to establish win-win performance agreements between the managers and the president. The system we developed has the manager, with our help, formulate a win-win performance commitment with his boss along with support commitments from his boss.

I had the first meeting with the president to begin this process and will submit a new post about that soon.

Stephen

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Responses

  1. […] to Scale Your Organization for Growth! This is another article to continue my case study on leadership and team development in a small business of about 50 […]


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