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7 Moray Drive, Torrance, Glasgow G64 4JG United Kingdom

Bridging the - Knowing ---- Doing - gap :

One of the major challenges facing training and development organisations that help Managers and Leaders develop new skills and behaviours, is in bridging the - Knowing ---- Doing - gap.

The - Knowing ---- Doing - gap is created when Leaders learn and understand new skills and behaviours at an intellectual level, but they are out of alignment with their core beliefs and values.

We know from our life experience that under pressure many people revert to type, with our behaviour driven by our emotions, beliefs and values.

Phase 1 :- Our Leadership Development Programmes start by involving people in a unique Leadership Simulation that allows them to experience for themselves (in a role reversal situation) what it feels like being managed in different ways.

This approach results in Leaders :

• Questioning and often changing their core beliefs and values.
• Understanding at an emotional and intellectual level (heart and mind) the impact on people of different Leadership styles.
• Experience for themselves the impact different Leadership styles have on people's motivation, morale, commitment and job performance.
• Experience for themselves the powerful and direct link between Leadership style and profit.
• Align their core beliefs and values with the desired leadership style and behaviour, to ensure they don't revert under pressure.,/li>

Phase 2 :- This phase of our Leadership Development programmes helps Leaders to develop the skills to be able to Lead in a new way and produce different and better results. A typical outline of the skill phase would look something like this :-

In addition to tailor-made Management Development Programmes we run an open 6 module Leadership Programme. The training is highly interactive and experiential. The Modules are:

1. Personal Power and Influence - how to be more centered and powerful and recognise the influence you have on people.

2. Leadership style - how to adopt the right style for the right situation and become a highly flexible Leader.

3. Team building - how to create self-managing teams.

4. Personal Organisation - how to set goals, priorities. urgency versus importance and delegate effectively.

5. Negotiating and Communicating - how to use the latest techniques.

6. Innovation and Continuous Improvement - how to create a Culture in which Innovation and Continuous Improvement becomes the norm.

Phase 3 :- This phase typically kick starts at workshop 3, and helps participants to link Leadership development to performance improvements for them and their team.

During and after workshop 3 they start setting performance improvement goals that are triggered by them applying new skills, approaches and behaviours.

Phase 4 :- Analysing payback - This phase identifies the specific payback and business benefits the Leadership programme has triggered.

For more information contact Colin McGill at