Expert’s ideas

A team development intervention undertaken with the senior management team (SMT) over a six month period
An SME in the Medical Devices field with a top team of six people at the outset. The desired outcome from the programme was as follows:
Objectives:

• Support the recruitment process of senior executives to lead Sales & Marketing and Research & Development portfolios
• Facilitate the team to agree a strategy to leverage the brand and position the company to become a market leader
• Support the business and the Senior Management Team to make the transition from Operations focus to Sales focus
• Support the agreement of a succession plan for senior management
• Support the integration of new senior management recruits into a new senior management team with a shared mission and vision for the business for the next three years.
• Support the process of premises change
• Ensure that the existing positive ethos, culture and current levels of engagement are retained and built on

Measures of success:

• New Senior Management Team in place by end of May 2009 with high levels of engagement and functionality
• Premises transition plan in place end of May 2009
• Vision, mission, values statement agreed and in place by end of June 2009
• Increased alignment, activity and productivity levels to meet revised turnover targets

Methodology:
The programme is projected to last six months and will be delivered in a series of group and one to one sessions.

• One-to-one introductory session x 6 to include benchmarking
• Introductory Team Development Session x 2 Hours
• Leadership Coaching with CEO: 6 x 2 hour sessions over 6 months
• Leadership Coaching with Engineering Director: 6 x 2 hour sessions over 6 months
• Integration coaching with new Senior Management recruits: 6 x 2 hour sessions over 6 months
• Off-site Senior Management Team Development Session x 2 day
• Executive Coaching with each team member: 4 x 4 2 hour sessions over 3 months
• Closing Team Development session x ½ day
• 6 x ½ Day monthly strategy development sessions to include programme up-date and review

Tools for Individuals:
Each member of the team will complete behaviour and personality profiling assessments and receive feedback. In addition an emotional intelligence 360 degree process will be used to deepen levels of self- awareness and improve personal leadership.

Tools for the Team:
Team Functionality will be benchmarked at the outset using Lenconi’s team functionality measurement instrument. At the end of the process the audit will be conducted again.

Reading Material:
The following texts will provide background information for the intervention and copies will be given to each team member:

• ‘Good to Great’ by Jim Collins
• ‘The 5 Dysfunctions of a team’ by  Patrick Lencioni
• ‘What kind of Leader are you’ by Ginger Lapid-Bogda
• ‘The Inner Game of Work’ by Timothy Galloway

ROI Measurement:
This will be calculated based on the ratio of cost of the senior management team to turnover overlaid with feedback from the team on the success of the intervention.

For information on the outcome of this intervention e-mail This e-mail address is being protected from spambots. You need JavaScript enabled to view it