Transform Developments develops and implements customised leadership programs that are designed to achieve bottom line benefits in the workplace. Programs can be of varying length and include elements such as off-site workshops, one-on-one coaching, tools such as 360 degree feedback and action learning methods.  We achieve excellent results with the managers and leaders we work with through a strength-based approach that:

 

• Helps participants gain insight about the results of their current leadership behaviour
• Helps participants gain greater control over their own behaviour and outcomes.
• Utilises a balance of cognitive and experiential learning methodologies.    
• Shows measurable improvements to individual effectiveness and results
• Ensures new knowledge and skills can be easily are transferred to the work setting. 
• Is contextualised to suit the business environment and culture as well as different individual learning needs and styles. 

 

Our workshops utilise a range of experiential and collaborative processes to enable participants to develop new and powerful insights about their own behaviour.  This is often a very new and exciting experience for participants who are essentially learning to relate to their peers in a whole new way.  Stepping outside of their well-worn ways of seeing the world and the leadership problems within it stimulates new thinking and readies participants to take powerful first steps to new behaviour.  Workshops are transparently constructed as a safe practice space and a place where participants can experiment with ways of communicating, ways of learning (struggling perhaps rather than just being given an answer), and ways of being.  We find that despite initial, and from their point of view reasonable, trepidation, participants embrace this space and use if to explore their sense of self, beginning to ask questions about and challenge their basic cognitive processes.  This increased ability to operate in the metacognitive space offers them greater ability to reflect on their current leadership behaviour and to make new choices in the future.  We find that having learned greater ability to self-reflect and experiment with their own behaviour on workshop, participants are more able to do this in the real world, where it counts.

Earlier this year, as part of a broader research study, graduates of A&A leadership programs were asked to share recent experiences where they had had use leadership influences.  Below is an example of the anecdotes  shared.  In the situation, the leader was described how she worked with a staff member to improve her treatment of patients…

Well I think I was trying to kind of acknowledge that she’s concerned about risk and everybody’s concerned about risk … but that actually, we can’t predict what everybody will do.  We can’t take responsibility.  It’s about positive risk taking …  that that’s in the patient’s best interest and that I’m happy to support her with that. 

And it was about supporting her I think with managing her feelings around risk.So that she could be more effective with the patients.And I think maybe before the leadership stuff (the leadership program), I think I might have noted that and got a bit angry with her, but not necessarily tried to talk to her about it.

 

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