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Why choose Managing The Mist?

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Why choose Managing The Mist?

  1. 1. MAKING ORGANISATIONAL CHANGE ‘MIST-FREE’
  2. 2. CONTENTS 3. WHAT SETS US APART? 4. OUR METHODOLOGY 5. GET YOUR HOUSE IN ORDER 6. ASK THEM, DON’T TELL THEM 7. MAKE YOURSELF REDUNDANT 8. EMBRACE FAILURE 9. HOLD THEM ACCOUNTABLE 10. OUR APPROACH 11. WHY CHOOSE US? 12. ABOUT ANDREW SILLITOE ! MAKING ORGANISATIONAL CHANGE MIST-FREE
  3. 3. WHAT SETS US APART? W e a re l i v i n g i n a n eve r - ch a ng in g en vir on men t, wh ich can l e av e p e op le f e e lin g c o nf use d , vu ln erabl e an d even an gr y. For an o rg a n i sa ti on to a c hie ve a c o mpe t itive advan tage it mu st c re a te a ‘ m i s t- f re e’ e n vir o nme n t This is not only found in a strategy or a compelling vision or even a brilliant product, it relies on how leadership aligns its teams to create a high performance 'mist-free' culture for its people to thrive in. ! Managing The Mist: ! Is passionate about performance improvement our excellence is in understanding your reality and increasing competitive advantage. ! Is an expert in creating high performance cultures. ! Measures performance improvement from the outset we evaluate impact at all levels through a variety of mediums to achieve maximum ROI. ! Has a robust methodology implemented by a highly skilled team that will assist organisations, teams and leaders to successfully navigate through the ‘mist’. MAKING ORGANISATIONAL CHANGE MIST-FREE
  4. 4. OUR METHODOLGY Af t e r y e a r s of e xpe rie nc e a nd re se arc h, we bel ieve th er e ar e f i v e r u le s f or c re a t ing a hig h perf orman ce ‘mist-fr ee’ cu l t u re . MAKING ORGANISATIONAL CHANGE MIST-FREE
  5. 5. 1. GET YOUR HOUSE IN ORDER A COMPELLING VISION “WHAT’S IN IT FOR ME?” ‘Get Your House in Order’ is a metaphor for creating a holistic strategy that will align individuals to team and organisational objectives, processes and values. ! individuals we will only truly buy into the changes that are being asked As of us if we understand why. At an intellectual level people understand what is being asked of them but at an emotional level there is no understanding of why, no burning platform and potentially no consequence. You need to really ‘feel’ the need if you are to make it happen. RESULTS AND BARRIERS “WHAT NEEDS TO BE ACHIEVED, WHAT IS GETTING IN OUR WAY?”
 It is crucial to identify both the key objectives required for successful change and the barriers obstructing change. Most resistance to change is caused by ‘underlying assumptions’. Once these assumptions are realised, mind-sets will shift and change can take place in an appropriate timescale. PROCESS AND STRUCTURES “DO THE PROCESSES AND STRUCTURES SUPPORT THE CHANGES?” ! are operational people first and consultants second, this means We we consider the elements that surround an individual to continually support and drive the change you desire. BEHAVIOURS “WHAT BEHAVIOURS WILL DELIVER BETTER PERFORMANCE?”
 Our robust methodology will create active learning that is engaging, creative, highly interactive and experiential followed by live learning consolidation activities to embed the new behaviours for a better way of working. IMAGE AND ROLE MODELLING “WILL I SEE LEADERSHIP AND COLLEAGUES BEHAVING IN THE NEW WAY TOO?” ! Leaders, teams and organisations must be ‘seen’ as consistent in their direction and vision. They must have the credibility. The entire team must be able to understand and demonstrate what great looks like, which will ultimately shift employee, stakeholder and customer perception. MAKING ORGANISATIONAL CHANGE MIST-FREE
  6. 6. 2. ASK THEM, DON’T TELL THEM Equipping leaders with advanced facilitation and coaching skills so that they can lead change effectively. We are living in an ever-changing environment, and for organisations to survive they must have a competitive advantage. This is not just found in a strategy or a compelling vision or even the product, it lies in how it aligns its teams to create a high performance 'mist-free' culture for its people to thrive in.  A leaders ability to coach and facilitate high performance is essential for achieving that competitive advantage. ! We find the biggest barrier to coaching is time, managers regularly tell us that they haven’t got the time to coach their people, our response is always the same “you haven’t got time not to coach your people”.   Coaching doesn’t have to be an hour-long conversation, with the right skills people are amazed at what can be achieved in a ten minute conversation. Managers and leaders who have 'challenging and supportive' pragmatic, goal orientated conversations once or twice a week will dramatically increase the performance of their people. ! We are experts in developing managers and leaders in the skill of coaching and facilitation. MAKING ORGANISATIONAL CHANGE MIST-FREE
  7. 7. 3. MAKE YOURSELF REDUNDANT Developing a leaders ability to step back, reflect and focus on continuous performance improvement. A team is most effective when it forms a single goal from collective thinking. However, implementing successful shared leadership requires a great deal of trust, patience and putting any egos to one side. In return, teams can expect long-term benefits, by enabling members to thrive and reach their full potential. ! In our experience, the best performing teams are when every member has contributed towards the team strategy - they had a shared vision. Over time they developed an intuitive approach to decision making; all decisions were made in the best interest of reaching the team and organisational goals. ! This allows the leader to focus on continuous performance improvement. ! We help leaders to create engagement and alignment, which will enable their strategic thinking and discover a more proactive way of working. MAKING ORGANISATIONAL CHANGE MIST-FREE
  8. 8. 4. EMBRACE FAILURE Reducing the fear of failure so that people can live, work and compete at their full potential. For some people ‘change’ is a perceived threat and we are biologically designed to deal with a threat in a certain way, often referred to as ‘fight, flight’. Change may mean working in a new way, learning new skills or a shift in culture. When we see a threat we will either become aggressive (Redmist) or withdraw from it (white-mist). Whilst this was useful 100,000 years ago, it doesn’t serve us as well in the boardroom or when implementing change. We help leaders reduce the mist by developing skills, which will disarm the irrational response to change in their people so that they can thrive and work at their full potential. MAKING ORGANISATIONAL CHANGE MIST-FREE
  9. 9. 5. HOLD EACH OTHER ACCOUNTABLE Create a feedback and coaching culture where actions are implemented, evaluated and measured. By rule five a team has it’s house in order, having identified the vision, results, process, values and its image for success; the leader has successfully facilitated involvement from all team members by asking them, not telling them. ! They feel engaged and motivated with a common purpose and are playing to their strengths. They are committed and are appreciating the autonomy that has been generated. The team members are relaxed without any fear of making mistakes or getting things wrong. ! They are so relaxed that their performance has rocketed. The leader is practically redundant allowing more time for strategic thinking. All the leader needs to do is hold them accountable against their actions, maintain strong relationships, and measure performance against their promises. ! We are experts in developing managers as performance coach’s and helping organisations create a coaching and feedback culture MAKING ORGANISATIONAL CHANGE MIST-FREE
  10. 10. OUR APPROACH Managing The Mist is grounded in accelerated learning techniques and will be applied to support practical and relevant learning. This learning will be brought to life through real-life scenarios and examples that have meaning for your people. ! To engage and capture the imagination of participants, we will use thought provoking video, audio and inspirational facilitators. ! Managing The Mist builds its approach on the belief that learning comes from practical application, so any coaching, training or facilitation will be highly pragmatic and participative with group discussions, interactive activities and time-bound actions. ! We will always aim to provide a ‘challenging and supportive’ environment to enable participants to improve their quality of thinking, learn from colleagues and identify specific and practical changes to shift behaviours. ! We will measure performance uplift so you will know that you are getting a return on any investment you make with us. MAKING ORGANISATIONAL CHANGE MIST-FREE
  11. 11. WHY CHOOSE MANAGING THE MIST? In a wo r ld f ull of cha ng e , we a re o ft en su r r ou n ded by u n cer tain ty a nd a la c k of cla rit y a bo ut t he fut ur e. Through extensive research and experience Andrew Sillitoe has developed a robust methodology, implemented by his highly skilled team, that will assist individuals, teams and organisations in navigating through the mist. We are experts in developing people, changing behaviours and increasing better quality thinking to enhance business performance. We specialise in four distinct areas: • Ex e c ut i ve c o ac h i ng
 • L ea d e rs h i p d eve l o p m e n t
 • T ea m co a ch in g
 • O rga n isa tion & c ult ura l c ha n ge Some of the companies we have worked with: MAKING ORGANISATIONAL CHANGE MIST-FREE
  12. 12. ABOUT ANDREW “ .. . h a s in spired ma n y t o take a c tio n towar ds re a chin g th eir g oa ls .” Andrew is the owner and founder of Managing The Mist. He is an experienced coach, speaker and author. His intuitive and radical approach to leadership development, team performance and organisational change has inspired many to take action towards reaching their goals. He studied at UCL, MSc in Management Consulting and Organisational Change, and draws upon his strong commercial experience to help organisations, teams and individuals realise their potential and deliver greater performance. As a talented athlete, Andrew played 77 games in 11 World Championships for the Great Britain Inline Hockey Team and competed professionally – representing Vancouver, California and Colorado. Furthermore, in 2011 Andrew coached Great Britain to win gold in Division One, achieving promotion for the first time into the top eight countries at the IIHF 2012 World Championships. MAKING ORGANISATIONAL CHANGE MIST-FREE
  13. 13. IS YOUR ORGANISATION MIST-FREE? GET IN TOUCH MANAGING THE MIST LLP GROUND FLOOR 18 CHURCH ROAD ROYAL TUNBRIDGE WELLS TN1 1JP ! ! WWW.MANAGINGTHEMIST.COM FOLLOW US: @MANAGINGTHEMIST TUMBLR: MANAGINGTHEMIST FACEBOOK: MANAGINGTHEMIST EMAIL: INFO@MANAGINGTHEMIST CALL US: +44 (0) 1892 525 288

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