People don’t leave organisations, they leave managers. At Agar we understand that for many businesses their leaders are key to ensuring the wider team is functioning well, relationships are productive and professional and that targets are met. We also know that many leaders struggle to find the time to invest in their own development so when the opportunity arises it must have a powerful and sustained impact.
Our programmes of development are truly bespoke and are designed to help meet your specific challenges. Using Insights personality profiling as a foundation point and with a blend of workshops, online learning and 1-2-1 coaching we are sure you can find the perfect balance of learning for your leaders. We seek to get to the heart of the individual leader in order to understand their motivations, their values, how they are perceived by others and how they perceive themselves. What is really important to us is that a programme is designed specifically to meet your required outcomes and, as such, takes account of your company’s culture and specific strengths and challenges.
Why not take a look at the programmes below to help you create the perfect blend for your organisation.
“Coaching takes a holistic view of the individual: work, corporate values, personal needs and career development are made to work in synergy, not against one another.” – British Journal of Administrative Management
Many times when you are in facilitation mode, you see those for whom the group environment just isn’t enough; they have so many questions and are hungry to explore how their ‘light bulb’ moments can be maximised. Coaching not only benefits the coachee, it also provides tremendous benefit to the whole business because it can help that person be a better leader, team player and communicator. The advantages of coaching even a single person can sometimes ripple throughout an entire organisation.
Many of us have experienced that moment of clarity when we are challenged by others to look at things differently and have our deepest held perceptions questioned. So this is not about a cosy chat where everyone is being overly polite and that huge elephant stays in the room; it’s about constructive and honest conversations where your own truths are explored and discussed and then you decide what you want to do (if anything) about them.
It might be worth mentioning here that being coached takes effort as it requires you to make all the decisions and answer some tough questions.
The hard work isn’t only the province of the coachee though; the line manager or sponsor and the organisation should reflect carefully on their role in the success of any coaching intervention.
Creating a Coaching Culture
a coaching culture can – for many organisations – be a clear win-win, as the business gets to utilise the skills of coaching to support, challenge and develop others to achieve the goals necessary for success. ‘Coach the coach’ development programmes offer a comprehensive approach to ensuring a number of success criteria are met including:
- Motivated coaches and coachees
- Real business challenges are met (which are very often people related)
- Quality time is spent exploring problems and creating realistic solutions that are fully owned
- People feel emotionally and/or practically supported vs. left to cope (or not!)
Coaching programmes often offer a number of classroom-based modules where knowledge is gained on the fundamentals and then a variety of methodologies are used to embed and assess the very practical skills required to be a successful coach. These often end with observation and assessment of ‘live’ peer to peer coaching in action. It should be noted that not all get the pass grade, as standards are set high and the quality rather than quantity of coaches developed is an absolute priority.
High Performing Teams
Tackle the challenges most critical to your team’s success
High performing teams are non-negotiable for successful organisations. Teams can learn from their past and prepare for their future, by having conversations which will improve their performance – today.
What is it?
Our teamwork solutions will be tailored to help you face your most pressing team challenges on two fronts: preference (how teams like to work together) and capability (how effectively they work together).
We will seek to understand the team preferences. How a team works together – and how this aligns to how each individual likes to work – has a serious impact on how effective it can be as a collective.
Among other things, we look at how teams communicate, how they prioritise, what motivates them, and what the blockers are to their performance.
How does it work?
Taken together, these elements of our portfolio can help a team achieve breakthroughs, by moving beyond an issue that is impacting its ability to become a high performing team.
Each team member receives an Insights Discovery Personal Profile. Then, through a series of workshops and facilitated discussions, the team can discover how their individual and team preferences affect their team dynamic and overall performance.
The result? Clear and practical action plans that accelerate the team’s progress towards their goals.
Ways to use it
Great teamwork needs to be a given in the most successful companies, but it’s particularly vital at certain times in the life-cycle of any team.
- When there’s a shift in the team – of purpose, direction or leader
- When a new team forms and needs to hit high performance – fast
- When events happening outside the team affect the climate inside
What’s the impact?
Great teams are the engine room of successful organisations. And if your engines aren’t working as they should, you’ve got to lift the lid, take a good look at what’s going on, and find out what you can do to turn the situation around.
That’s what our Team Effectiveness products do; they’re diagnostic, sure, but they’re also intensely revealing, practical and sustainable tools that will help your teams work together for success, long into the future.
What is it?
A practical programme for people with line management responsibilities who want to explore the HR issues they are likely to encounter in their day to day role. The course will be very interactive focussing on the practical application of their organisation’s key HR policies.
What does it cover?
The course will be designed around the organisation’s HR policies. The organisation can choose which of the following areas it would like to cover on the programme.
The Equality Act 2010
The nine equality strands. Recognising discrimination: direct and indirect; discrimination by perception or by association, discrimination arising from disability, occupational requirements and positive action.
Neurodiversity and Unconscious Bias
Although we have things that we are good at and things we struggle with, neurodiverse people tend to have large disparities between these strengths and challenges. For example, they may have extraordinary long-term recall or amazing visual spatial reasoning skills, but score much lower in terms of processing speed or working memory.
Recent research suggests that diverse companies are 15% more likely to outperform their competitors (McKinsey Global Institute, 2016). When neurodiverse people are supported and engaged they make significant contributions to productivity, quality improvement and innovation. Unfortunately, the reality is that for many of the same people their skills remain hidden, either because they feel isolated or disengaged or because the environment in which they work is not conducive to them working at their best.
The great news is that, with a good understanding of neurodiversity, much can be done to help ensure neurodiverse employees are willing and able to contribute effectively to the teams and organisations in which they work.
It’s all about creating a more inclusive workplace and helping your neurodivergent staff to feel valued, part of the team and supported to utilise their skills. Key steps include:
- Ensuring everybody in the workplace understands neurodiversity
- Making sure managers have the skills to manage neurodiverse staff
- Reducing distractions and obstacles in the workplace.
For example, designing the workspaces to allow for different sensory needs, creating dedicated quiet areas, and offering flexible working arrangements
- Providing assistance and support for neurodivergent employees.
- Ensuring your recruitment process is inclusive
Whilst embracing neurodiversity requires respect and a desire to do what is morally right, to make it work you need understanding and knowledge (including the impact of unconscious bias). Then you need a strategy, and one which is designed to support your organisational goals. We can help you develop one that is fit for purpose and reflects your particular workforce whose combined neurodiverse skills will be unique to you.
Overview of the recruitment process
Selecting, assessing and scoring applicants fairly at short-listing and interview stages
Effective interview techniques
Right to work and data protection legislation
Giving feedback to unsuccessful applicants.
Family Friendly Policies
Managing family friendly policies including maternity and paternity leave; parental leave, domestic leave, flexible working requests
Continuous, fixed term, freelance, casual and flexi-contracts
ACAS guidelines and the organisation’s policies
Managing capability issues, sickness absence, misconduct, gross misconduct and dismissal
Grievances and appeals
Managing Stress at Work
The legal framework
Preventing or minimising stress at work
Managing situations at work
Harassment and bullying at work
Defining and recognising harassment and bullying
Preventing and/or dealing with overt and covert behaviour
Legal redress/effective ways of managing issues
Redundancy at work
The methods available and legal considerations within each
How to manage compulsory selection for redundancy
What’s the impact?
By the end of the programme, managers will have:
- Identified the key HR policies and processes that support the employee ‘life cycle’
- Explored potential issues for concern and ways of overcoming them
- Examined appropriate policies and procedures and worked through ‘real life’ situations involving staff
- Explored the consequences of failing to act appropriately
- Identified sources of HR information and when to turn for additional guidance from HR
- Become better equipped and empowered to manage a greater variety and complexity of workplace situations.
We believe that the term ‘soft skills’ no longer aligns to the 21stcentury and we believe that Human Skills is a more accurate description as we battle to remain human in a digital world. When it comes to training in the workplace, human skills are often overlooked because they’re not as tangible as something like project management or working with software. Therefore, training someone on developing these crucial business skills is harder to deliver and measure results on.
Despite the challenges in delivering this type of training, it’s also more important than ever. The businesses that invest in human skills training for employees are the ones growing in revenue and leading their industries. In these times of change and uncertainty, providing training content that helps your employees develop their human skills proves you’re committed to seeing a bright future for your organisation, and for them as individuals.
When your employees are able to align their personal goals with your business goals, you’ll start seeing increases in business results across the board.
One study from MIT Sloan found that a controlled, 12-month trial of human skills training in five different factories yielded a 250% ROI in just eight months. Their training on human skills like problem solving and decision-making boosted productivity, made complex tasks more efficient, and improved employee attendance.
Demonstrating your commitment to developing employees on a deeper level puts your organization on the fast track to gaining and sustaining high employee engagement and that particular benefit affects every part of your business.
What is it?
Human skills are the competencies that allow your employees to interact effectively and productively with others, no matter the role or the setting.
As an organization, you can’t make the mistake of seeing ‘human’ as ‘unnecessary’ or ‘inferior’. The Stanford Research Institute International determined that 75% of long-term success in a job role depends on mastery of human skills – only 25% of that job success comes from technical skills.
The World Economic Forum cited in their 2018 Future of jobs report that some of the top skills trending for 2022 include active learning, creativity, critical thinking and analysis, complex problem-solving, leadership, emotional intelligence, and reasoning.
While technical skills obviously have importance, many organizations have been giving them disproportionate weight in job descriptions and training, but that is changing, and fast. These are some of the skills that are becoming most in-demand in today’s workplaces:
Developing EQ is becoming increasingly important – this is how your employees understand themselves and others, so they can better manage relationships.
This skill is all about using thinking processes and strategies to effectively make decisions that are likely to yield positive outcomes.
Many people argue that creative thinking has to come naturally, but there are actually several processes that have been proven to enhance a person’s level of creativity.
Knowing how to manage others well requires a strong understanding of human behaviour and how to positively influence those behaviours.
Complex problem solving
This is the skill of figuring out a way to change what is into what’s desired when the situation is messy and regular methods won’t work.
Judgement and Decision making
Your employees can learn to make more sound decisions (and see positive outcomes) when they understand how to use several tried and true techniques.
Negotiating is uncomfortable for many people, but learning this skill is important for building trusting relationships and creating win-win agreements.
Building this skill allows your employees to quickly adapt their thinking in response to new ideas, circumstances, requirements, and other changes.
Knowing how to use PowerPoint is not enough – your employees need to understand how to present information in a clear and engaging way that leads to action.
Our Human skills programme develops these crucial skills through our blend of online and face to face learning and uses Insights Discovery to support this journey of self-awareness to what makes us human.
Improve leadership effectiveness in a sustainable way
Good leadership is a balancing act that’s about more than mastering a set of management skills. Our programmes look at how your leaders like to work, where they’re most capable, and what steps they can take to raise the game of your organisation.
What is it?
Our leadership programme begins by raising the self-awareness of leaders, and takes them on a journey towards maximising their leadership potential.
How we work with leaders comes from the conversations we’ll have when we partner with you. Our leadership learning journeys are fully tailored to address what comes out of those conversations, and we can weave in products which address both:
- Preference – how your leaders prefer to lead, and
- Capability – how successfully they do it
Who is it for?
Our leadership programmes are designed to improve leadership capability across a wide range of levels, from front-line supervisors to senior executives. We offer practical solutions which help leaders really understand their leadership strengths, and how they can leverage those to improve the performance of the entire organisation.
How does it work?
The leadership pathway you follow will be tailored to provide real impact where you need it most.
Our leadership programme looks at how people prefer to lead. We’ll work with your leaders to explore their personal leadership style, and the unique value that they bring.
Through an in-depth series of workshops and personal coaching sessions, we encourage leaders to examine their effectiveness in the areas of Results, Visionary, Relationship and Centred Leadership.
It helps leaders to:
- Inspire those around them to excel in challenging times
- Create a focused, motivated, diverse team
- Adapt their personal style to make maximum impact
- Influence stakeholders in a positive way
Our programme explores all aspects of leadership, with a specific eye on the needs of your organisation. It incorporates both Insights Discovery, which looks at how people prefer to communicate, work and make decisions, and Insights full circle, the 360 degree feedback mechanism.
In a journey which is challenging, deep, and practical, we work with leaders to create strategies for continuous personal development at the individual, team and organisational level.
Ways to use it
Our leadership products and solutions are the foundation of successful leadership teams in many organisations worldwide.
- leaders who want to improve their skills
- organisations that need their leadership teams to inspire people
- leaders looking for practical ways to improve relationships
- leadership teams who need to produce results
What’s the impact?
When leaders become able to deliver results, foster an atmosphere of teamwork and trust, and make sure to develop those around them, your whole organisation reaps the benefits.
By raising the game of your leaders, you’re laying the foundations for stability and success throughout your company for years to come.
Leading with Safe Uncertainty
Feeling Safe is a need; a prerequisite for creative thinking and a growth mindset
Feeling Certain is a preference and can limit creativity and innovation
Leading with Safe Uncertainty utilises the tension of uncertainty as a catalyst for individual, team and organisational growth
Our approach is to understand the key challenges and operating context for the participants in advance. This ensures the programme is relevant, directly creates value and the key themes are reflected throughout the workshops, follow-up modules, 1:1 and team coaching.
A blended approach of experiential learning methods includes individual and group work, exercises, dialogue, presentations and coaching. The methods and materials are centred around the leaders’ and their teams’ organisational context.
Dependent on the context, the programme will include profiling of the individual leader, pivotal relationships, team leadership culture and team relationships.
Profiles may include:
- The Leadership Circle Profile™; measuring the what, the why and the how of authentic leadership
- The Leadership Circle Collective Leadership Assessment™; identifying the existing and desired leadership culture, enabling a route map for change
- PROPHET* individual, pivotal relationship and team profiles; predictive role profiling for high performing teams *(BPS registered test)
- Insights® Discovery; identifying personal preferences and supporting individual and wider team development
Participants are encouraged, challenged and supported through personal coaching between modules, to deepen the learning back into the workplace. Coaching and mentoring for the individual and team are provided through accredited executive coaches.
What is it?
Drawing on the depth of the Insights Discovery Personal Profile, we help sales people understand how they can use their unique style to influence their customers, peers and managers, exceed their potential and form part of a truly exceptional sales team.
The sales or influencing chapter of the profile explores individual approaches towards selling and influencing at each stage of the sale from preparation to follow-through. It can be customised or linked to your in-house sales model or process andwe look deeply into a consultative sales model, that encourages – and even demands – a personal connection to the customer, and immediate application of the learning.
How does it work?
Understanding personal style is key, but it’s the application of that knowledge which can take sales success to the next level.
By focusing first on increasing self-awareness in sales people, and helping them adapt their approach to others, we help them identify their customer’s needs upfront and spend less time on overcoming objections.
By quickly building better relationships the sales cycle is accelerated, leading to increased sales success.
That’s why our Sales Effectiveness programme is intensely practical.
Filled with exercises and focused on action planning for success, we show you how to apply what you’ve learned once you’re back in the office or out on the road.
What’s the impact?
Discovering Sales Effectiveness is a solid investment because it’s based on something that never goes out of style – knowing your customers as well as they know themselves.
Our approach is to make the learning real and applicable you’re your sales force is back on the job. You’ll immediately see the benefits in teamwork, customer relationships and profitability – and of course, smashing sales targets will become your new normal.
What is it?
This programme looks at three fundamental pillars of wellbeing; happiness, wellness and resilience. In our workshops you will explore happiness, why its so important and how to embed happiness strategies into our daily lives.
With a grounding in positive psychology it seeks to build a foundation for better understanding of our mental health, Neuropsychology (the brain and body) and developing a healthy mindset (growth mindset, optimism, flexibility, locus of control, accountability).
We know that happiness and wellness provide a foundation to help us bounce back when the going gets tough and our personal resilience will be what helps us thrive. Exploring building resilience, stress (physiology/positive reframing of stress) and resilience strategies for daily life (avoidance of burnout) this programme is a must for individuals and organisations in the 21st century.
Agar Management Consultancy Ltd
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