Results & Outcomes

Results Managers achieved from WLF Executive Development Programmes

 

  • 88% of Managers feels more Engaged, Positive, and Stronger
  • Improved Engagement 88%
  • Improved Working Relations 77%
  • Improved Planning Time 70% (not just individually) “We have reduced fire-fighting and established planning time as a management group”
  • Improved Delegation 70%
  • Improved Conflict Management 59%
  • Improved Productivity 53%
  • Improved Meetings 53%
  • Improved Service Quality 53%
  • Discretionally working at higher levels 41%
  • Improved Capacity 35%
  • We have reduced fire-fighting and established planning time as a management group
A sample of outcomes achieved by Executives when overcoming difficult work situations

 

Implementing a strategic change programme (case study)
  • A highly experienced, successful, and creative senior executive in the education sector, was not able to move a major change programme forward. The project had stalled for approximately one year because the executive was struggling to get the necessary buy-in and support from other senior stakeholders.
  • The intervention – a 3-months Executive Coaching Programme.
  • In a short period of time, Rhona shifted her perception to a more positive place, realised her potential, gained the necessary buy-in, kick-started the change programme, and implemented an action plan. Rhona’s career and the project went from stalled to success. The value of the intervention to Rhona and the organisation was getting major change programme worth £1M+ up and running.

Operating at a more senior level (case study)
  • A talented, personable, and driven female senior executive is using one leadership style, a consultative approach. Where there was not a match of style to the situation, friction was unwittingly caused. For example, work taking longer to start and complete, feelings of frustration, and decisions taking too long to be made.
  • The intervention – a 3-months Executive Coaching Programme to build the skill and confidence of using different leadership approaches for different situations and people.
  • After coaching, this Coachee increased her confidence levels, matched leadership styles to different situations, and put her gremlin in a place where it wouldn’t limit her potential. Within a month or two of coaching, she advanced from a departmental role to a cross-departmental role. The value of the intervention to the organisation was circa £16K, based on the extra value Elizabeth added less the Executive Coaching investment.
Coping and moving on from bullying (case study)
  • A young, bright, talented professional, is bullied to the extent that it triggers an eating disorder, destroys her self-confidence, and life seems not worth living to her.
  • The intervention: a 6-months Executive Coaching Programme to rebuild confidence, make use of coping strategies, rebuild her career, and offer a high level of support.
  • When the programme ended, I continued to work with Sara because not all situations can be resolved in 6 months. I believe no one should have to go through such a difficult situation alone. A year later, Sara’s life was rebuilt. She has a new and exciting career path, is half-way through a new degree which will transform her career, and is working in a new sector ( a move from non-profit to for-profit). Sara now knows what it’s like to work with a supportive and respectful team. She has a future offering personal, professional, and career growth. The value of the intervention to Sara was priceless.