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leadingmindsconsulting.com

Leadership development programmes

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We provide bespoke leadership development programmes to take account of where your organisation is now, so that you can ‘grow the future’ e.g. by nurturing talent, creating a coaching culture of management, and developing the emotional intelligence capability within your organisation, to lead change well, and support a high performance culture. This work could include:. Bespoke leadership development and management workshops. 360• reports and feedback. MBTI feedback and worskhops.

leadingmindsconsulting.com

Who we are

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Is an independent consultancy with a strong associate network, dedicated to helping leaders achieve change, growth and results for themselves, their teams and their organisations. The focus is on understanding the connection between relationships, mindset, and the organisation as a system. As Director of Leading Minds Consulting, her reputation for working. Has developed through a variety of leadership and consultancy experiences in the private and public sectors. Mary is co-editor and contributor to.

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Leading change from the inside out

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Leading change from the inside out. Specialist leadership, coaching and organisational change consultancy. If you want to achieve your potential, raise your performance, and your team’s, you will need to work at the human dimension of change – often neglected in an over-reliance on technical change plans. Organisations are human systems – each with a unique culture: an ecosystem. We work with you, to keep the whole system ‘in mind’ as you lead through change. Facilitation, coaching and team coaching.

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Leadership and change consultancy

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Leadership and change consultancy. Leadership and change consultancy. We work with you and your teams to clarify and analyse what will hold you back and take you forward as you shape and lead your organisation through change, and to help you create the conditions that will enable change and innovation, so that you meet current and future challenges. This work could include:. 145;Change coach’ to the executive and senior leadership teams. Executive and Team coaching. Facilitation of strategy development.

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Our approach

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A mind for change. Our approach can be described as:. Building deep insight and understanding to increase your organisation’s capacity to respond creatively to change. Working ‘ beneath the surface. 146; to identify ‘blocks’ and facilitate change. Taking a ‘systems’ view of your organisation and environment because all the parts are interconnected. Designing interventions to share learning, and increase self and organisation awareness to realise your potential. We tailor our consultancy to help you diagn...

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What other people say about us

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What other people say about us. Lynne Sedgmore CBE, Executive Director, 157 Group. Diana E Watson, Director, Bespoke Marketing and Consulting. Deborah Fleming, Organisational Development Practitioner, Chameleon Works. Mary is highly skilled at diagnosising leadership issues and challenges and is innovative in how she solves and supports these. Her insights into group dynamics have been very helpful to me in some of the groups we have been involved with. Professor Peter Robertson, Organisation Ecologist a...

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Board dynamics

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Governance: working with your board. Boards sometimes need help in understanding how best to work with the executive team so that the relationship is constructive and supportive whilst expressing the right balance of challenge, scrutiny and ‘holding to account’ for it to discharge its proper responsibilities. Board review and consultation. Coaching for chairs and board secretaries.

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Tools we use

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We use the following tools in our work with clients:. 145;S-curve’ framework to understand organisation phase and lifecycle. INSEAD Global Executive Leadership Inventory. Thomas Kilmann Conflict Mode Instrument.

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Executive coaching and role consultation

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Executive coaching and role consultation. Executive coaching and role consultation. A ‘thinking space’. Role consultation and coaching provides a secure ‘thinking space’ for leaders to reflect on all aspects of their leadership in the organisation. Leadership is not necessarily a linear process. This may be the time for you to take stock of where you are and test the boundaries of what you know about yourself and how others experience you. Is there a gap between the two views? Among the many benefits are:.