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| You may need this when: |
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| • |
the
leadership team is newly formed - or its composition
has recently changed |
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| • |
the
team faces new business challenges or competitive threats |
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| • |
relations between team
members are problematic - or there is evidence of
‘turf wars’ |
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| • |
there is a view that
the team's performance could be improved |
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| • |
following
a merger or acquisition which has lead to a re-structuring |
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Xancam’s
approach
We begin by working with the CEO and individual leadership
team members to identify the particular business pressures
that they face in leading their organisation – this
sets the context for the activity. We then conduct sessions with the individual
directors to discuss their perceptions of how well the leadership team works
together, and run group sessions involving the whole team. As appropriate, we
will use 360 feedback, conduct one to one coaching sessions with individual directors
and observe ‘live’ board meetings to assess group dynamics. |
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| An
important feature of our approach is to benchmark the
leadership team’s performance against comparable
leadership teams so that we can identify the priorities
that need to be addressed to lead the business effectively.
Our interventions are firmly placed in the context
of what the business must achieve, and we always work
with our client to agree clear action points targeted
to promote individual, team and whole business performance. |
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| Case
Studies (Summary) |
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| Media
Company – helping
the leadership team operate more strategically in a fast-moving
environment |
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| Leading
High Street Retailer –
consolidating the performance of a leadership team to
achieve significant business growth |
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| City-based
Financial Institution –
working with unresolved issues and leadership deficits
in a top team |
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| Global
Banking Organisation –
accelerating the development of a geographically dispersed
executive team |
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