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Credos Services
Engagement Strategies
Leadership and Management Development
Individual Coaching
Performance Management
Business Planning Facilitation - 'Pathway'
Organisational change works best, when people understand the nature of the change and are fully engaged with what the organisation is trying to do. This is especially so when change at an organisational level, requires an equal level of change at the individual level. Work practices, mindsets and behaviours often need to be aligned with the organisation's overall objectives.
Building engagement requires a plan and a strategy. Credos have developed great ways of helping senior leadership design and implement effective engagement strategies.
Key steps may include:
Assessing readiness for change Identifying blockages Defining key engagement groups Building a leadership communication programme Designing face to face and group engagement events Facilitating group discussions
Credos are expert at supporting any type of restructuring or shift in business focus, including post-merger integration.
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2. Leadership and Management Development Senior people are under increasing pressure to deliver across a number of areas, some of which may fall outside the limits of their natural skill-set or comfort zone. Business leaders need:
Leadership skills to be able to articulate the corporate agenda in a way that inspires and motivate others Management skills to ensure that workflows are smooth, deadlines are met and work standards are maintained Relationship management skills to ensure that customer satisfaction levels remain high Business development and influencing skills to be able to tap into their networks and gain clear business advantage
Credos supports business leaders in meeting these diverse challenges, through tailored Development Programmes.
With our strong foundations in both Psychology and the Management Sciences, Credos Development Programmes combine the benefits of Workshops and Individual Learning within a structured coaching relationship,
Areas covered may include:
Assertiveness and Influencing Leadership Communication Developing a Coaching Approach to Management Performance Management and Feedback Client/Customer Relationship Management Senior Level Negotiating
Each programme is carefully built around the needs of the individual and the challenges/objectives of the business.
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Credos undertake specific coaching assignments, which are typically part of a broader project of change or business re-organisation. Coaching objectives are clearly linked to wider commercial and organisational objectives, providing a clear focus.
Our Approach
We do not believe in a formulaic approach to coaching. Whilst on paper all coaching models look credible, in reality successful coaching is the result of:
Getting this right requires the consultant/coach to make informed professional judgments and act accordingly. For this reason we only employ coaches who combine a formal professional training in Psychology with extensive business experience. Credos has particular expertise and experience in the professional services sector.
Process
Most coaching programmes, whilst differing in shape and content will include the following broad steps.
Throughout the programme, participants are required to take responsibility for driving their own development - setting personal objectives and action plans to be worked on between sessions. Role-play and case studies are used to enhance the learning experience and to tackle specific issues.
Feedback (agreed with participants) will be offered at critical stages within the programme. In particular, this feedback will focus on the role the business/firm can play in helping to support the individual achieve agreed development targets.
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4. Performance Management
Employment costs are one of the major expenses of any business. Performance Management is one of the most important elements of managing a successful enterprise.
Assess
Credos have developed state-of-the-art methodologies for rapidly and objectively assessing the effectiveness of your current Performance Management systems and for designing cost-effective and elegant solutions.
Design
Performance Management Systems and Reward Structures need to be fully aligned with business objectives; so that it is easy to identify and reward those things that are key to success.
The following are some of the questions we address:
Do people in your business know your corporate goals? How are people motivated to achieve these? How effectively do you measure and reward performance? Are you rewarding staff for the quality of their contribution? Is their reward linked directly to results? Is this motivating all your staff, or just some? Are you aware of what other companies are doing? Are they doing anything that you could adopt and adapt to your business
Develop
No matter how good any PM system may look on paper, success hinges on the capability of managers to conduct Performances Reviews which focus on objectives, challenge blockages and reward contributions.
Credos back-up the introduction of Performance Management systems with specific management training in the following areas:
Goal setting Delivering performance focused feedback Defining development goals Coaching for better performance
This ensures that managers have the right set of personal tools in addition to a solid Performance Management system.
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Business Planning Facilitation - 'Pathway'
'Pathway' provides the map that guides organisations through their strategic planning process. It provides businesses with a step-by-step guide to developing a robust and relevant business plan. Used both for 'root and branch' business reviews as well as for annual business planning 'Pathway' follows a logical sequence
1. Assess the Present
An in-depth assessment of all current external (political, social environmental , technical and economic) factors impacting on the business Market review In depth review of business performance across all key areas
2. Envision the Future
3. Analyse the Gap
Once we have developed a picture of where the organisation currently is and where it wants to be, we then focus on what needs to be done to get there. This will include a realistic assessment of Areas For Improvement (AFIs) within the organisation. Clear time-framed action plans to tackle each AFI and ensure the business is in shape to tackle the goals it sets for itself
4. Vision to value
Use the Vision of the future to build credible time-scaled goals and objectives, which set challenging yet achievable targets for the business Establish accessible KPI's to measure performance and progress Agree how and when progress is monitored
By adopting this simple but structured approach ' Pathway' helps ensure that business plans are live processes which drive focused action into the business, both short and medium term.
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