Executive Leadership Team Establishment and Development

Case Study

Executive Leadership Team Establishment and Development

Leadership, Team & Culture
Organisation Improvement

Following a major organisation restructure, the new Director was seeking Executive and Leadership Coaching support for himself and his Senior Leadership Team (SLT) in setting themselves up for success.

The purpose of the coaching support was to bring an ‘end to end’ perspective across the team and for the leadership team to become a united team. They also wanted to drive a culture of empowerment and trust to deliver outstanding outcomes for the community by ensuring the organisation is known for being easy to do business, adopting the political vision of doing more with less and being collaborative both internally and externally.

Why they approached us

BRS was engaged as a Team Coach to attend, observe and give feedback on (SLT) Operational meetings to improve the effectiveness of SLT meetings. They provided ongoing monthly support to the Director to collaborate with on leadership development topics to align on where the focus for the team needs to be, tailored for the unique challenges and opportunities the team was experiencing. BRS also facilitated monthly SLT Leadership Strategy meetings and provide individual coaching for identified leaders, tailored to their development needs.

Issue 1 - Break down silos that existed within the Directorate team

Issue 2 - Role model and influence the breakdown of silos outside of the Directorate across the broader organisation

Issue 3 - To enhance the Corporate Vision to be an Easier and Better place to work for and engage with

BRS solution:

BRS through workshops, 1:1 coaching and other interactions worked with the leadership team to drive outstanding outcomes. Our knowledge of infrastructure in NZ combined with evidence based tools has led to significant improvements in all key metrics associated with team engagement and leadership development:

Development of the “Directorate” Way – Directorate Team Charter
Engagement of Directorate direct reports has lifted significantly in all key metrics
New SLT members and interim team members recruited into SLT roles from within directorate
Identification of “Gap” in engagement and empowerment of next level of leadership to “embrace and empower change”
Regional office SLT meeting @ Regional Offices with Town Hall meeting in Head Office
Team Coaching engagement of key Directorate functional teams leading and influencing change

Case Study