Future Mind Learning worked with a senior executive as a coach in a mid-sized financial services organization that was growing quickly.
As part of the leadership team, this executive was expected to work closely with other senior managers to execute strategy and grow the business. One of the executive’s aims in working with a coach was to build more productive, trust-based relationships with others. Without creating closer relationships, this senior manager believed she would not be successful as a member of the leadership team. In addition, her team viewed her as unapproachable and overly task focused. Through a personality assessment and coaching, we helped her to become far more aware of how she was perceived by others. Future Mind Learning coached her to ask peers for feedback and she began to show more vulnerability and trust with her peers. We also helped the executive to create a strategy to better support her team and increase the retention of high performers. She is now a thriving member of the senior leadership team and knows how to proactively develop and nurture relationships with her team, peers and clients.
Future Mind Learning provided coaching to a manager in a global consulting firm who had recently been promoted and whose team had expanded quite a bit.
This individual needed coaching to help him grow his leadership skills and quickly step into the role of leader for his large team. Prior to being promoted, he was a high performer and he relied on this own skills and effort to achieve strong results. As a relatively new leader with a bigger team, Future Mind Learning coached him to achieve team goals ‘with and through others’ by supporting his team and letting them know how much he valued them. During the coaching sessions, we helped him become clear about what he wanted to achieve and she supported him as he took steps to develop his leadership capability and confidence.
Future Mind Learning designed and facilitated training for a human capital management team to help them estabilsh their teams purpose and more effective ways of working.
The overall aim of the sessions was to prepare employees to provide and receive feedback, and take action to seek it regularly from others. To embed the newly developed behaviours, participants were encouraged to create small groups following the training to get peer support as they moved forward with building their feedback practice. The training was highly successful, with most participants reporting that they adopted the new behaviours and conversation skills that they learned during the sessions.
Future Mind Learning designed and led a leadership development program for a global organization to prepare its senior leadership team to execute a challenging growth strategy.
The over-arching objective was to move from being a collection of individual partners ‘leading their own businesses’ to a collaborative leadership team that shared their expertise to win new business and deliver more comprehensive solutions to clients. The program was highly challenging with participants working on a variety of exercises that required them to work together, trust each other and achieve results as one team. Success measures focused on increased revenue and new offerings as a result of greater partner collaboration. Following the leadership training partners worked together more closely, which had a positive impact on the business and client services. In addition, following the program partners volunteered to organize on-going relationship-building activities as they wished to build upon what they had learned.