Context

The Leadership Team at Redkite were experienced leaders in their own right.  However, they could see opportunities to come together differently as a team, to close the gaps they could identity, but also to uncover new opportunities for growth,  at both the individual and leadership team level.  

As individuals, this included understanding themselves and how they were perceived by the wider team, crafting their own leadership style, managing difficult conversations, delegating more effectively.  

As a team it involved understanding each other,  increasing vulnerability and trust, defining the role of their leadership team and the behaviours and ways of working they needed to succeed.  

Our approach involved running our proprietary team assessment and 360s to bring team and individual insight into the journey.

Ultimately, we saw participants unlock significant personal breakthroughs, as well as become a more aligned team, breaking down silos and supporting each other to shift the culture of the organisation.

Our approach

Using the ACE Team Development framework, we designed a programme of activity which leveraged the insight and closely wove together 121 Coaching and team development sessions.  The 121 Coaching served both to prepare and optimise the team development sessions, but also to allow the leaders to have a separate personalised learning journey.   

The programme helped the team identify where their personal and organisational purposes aligned, where they didn’t and the implications for this.  It helped them create more clarity & alignment as a group and wider business, including improving decision making and x-functional working.  The result of the programme had clear impact outside of the team, cascading through the wider culture.  

Shortly after the programme, the company was successfully acquired by Accenture.