I provide transitional leadership support by stepping into executive roles like CEO, CHRO, or CPO and even upper and middle management roles, providing essential guidance during key transitions. This helps keep organizations on track and focused on strategic objectives. Additionally, I use executive shadowing as a hands-on coaching technique to enhance learning and application.
Dynamic, high-energy sessions are designed to ignite innovation and accelerate problem-solving, enabling leaders to tackle immediate challenges with effective solutions and creative ideas. Group Sessions with a Reasonable Batch Size (10 or less) Managers and Leaders Tailored group sessions promote deep, interactive learning experiences for managers and leaders, fostering peer discussion and collaboration within a focused, intimate setting.
Ongoing consulting with 30 – 60 – 90 model. Focused on implementing transformative strategies, this component addresses change management to guide organizations through successful transitions and innovations, fostering a culture receptive to new ideas. This ongoing consulting approach allows for adaptive changes and assessments, ensuring strategies are effectively implemented and organizational goals are met within defined timelines.
Candid workshops with middle and upper management including HR and People functions. Interactive and candid workshops provide a platform for middle and upper management, including HR and People functions, to engage openly in discussions, share insights, and collaboratively refine leadership and management skills crucial for organizational success.
The WIN Leadership Model (WINS), standing for Winning in Navigating Success, provides a structured framework for middle managers aiming to enhance their leadership capabilities through
a series of strategic stages, or "wins." This model outlines a clear progression of skills, from foundational trust to full ownership, each accompanied by specific objectives and actions.
Objective: Establish a foundation of reliability and integrity.
Action: Demonstrate ethical behaviour and consistency in decision-making, setting the stage for trustworthiness among team members.
Objective: Showcase expertise and the ability to deliver consistent results.
Action: Continually improve skills and knowledge, ensuring that actions align with organizational standards and expectations.
Objective: Develop cooperative relationships that emphasize mutual goals and success.
Action: Engage with peers and cross-functional teams to foster a cooperative work environment and enhance collective achievements.
Objective: Deepen interpersonal connections to build a robust network within the organization.
Action: Prioritize communication and empathy, recognizing the individual strengths and contributions of team members.
Objective: Encourage inclusive decision-making that values the input and insights of all team members.
Action: Implement a participatory approach to leadership, where decisions are made collaboratively, enhancing team commitment and buy-in.
Objective: Reach a level where leaders and their teams co-own their processes and outcomes, demonstrating full accountability.
Action: Empower team members to take initiative, fostering a sense of personal and collective ownership over projects and results.
The WINS model is crafted to systematically improve the leadership qualities of middle managers, enabling them to lead with confidence and authority. By advancing through these stages, managers not only enhance their own skills but also propel their teams towards greater autonomy and success. This progressive model ensures each stage is a marked victory, paving the way for a more engaged and effective leadership style, fostering a culture of accountability, collaboration, and excellence within the organization.
