Organisational Performance
Build the leadership capability your organisation needs to perform and grow
As organisations grow, what they need from their leaders changes. Priorities need to become clearer. More people need the confidence and capability to lead. The way decisions are made, responsibilities are shared and work gets done needs to evolve.
Strengths Academy helps organisations understand their challenges, develop their people and put better ways of working into practice.
Three ways to start
Your starting point depends on what you already know and what you need to achieve. Each of these engagements can be commissioned directly.
“We need to understand what’s getting in the way.”
You can see the symptoms—stretched leaders, unclear ownership or recurring coordination problems—but need a clearer picture before deciding where to invest.
The Growth & Leadership Diagnostic brings together Gallup Q12, CliftonStrengths Full 34 and confidential interviews to identify priorities and agree a practical 90-day action plan.
Explore the Diagnostic →“We know the capability we need to build.”
You have a clear development priority: helping managers lead confidently, strengthening your leadership team, improving delegation or building more effective working relationships.
We design leadership programs and team development around those priorities, connecting learning with the situations your people face at work.
Explore leadership development →“We have a specific leadership or team challenge.”
A leader needs support navigating change. A team needs to agree a direction. An important conversation needs skilled facilitation.
Focused coaching, a facilitated session or a targeted workshop can help you address a defined challenge. We agree the desired outcome and shape the engagement around it.
Discuss your challenge →How we work
We begin by understanding your context, what you want to achieve and what you already know. Together, we agree the focus, scope and outcomes.
Our work connects five practical elements:
Understand: establish the situation and the priorities.
Focus: agree what needs attention and what success would look like.
Develop: build the capability and working practices required.
Apply: put learning into everyday decisions, conversations and responsibilities.
Review: assess progress and decide what needs attention next.
Your starting point determines where we concentrate our effort and how much support is needed.
Leadership development in practice
Feedback following an SMFA leadership Strategy Day facilitated by Dan Kuss:
“I think we have more buy-in because of this session, which will lead to accountability.”
— Angela Laurendi, Studio Manager, SMFA
Let’s find the right starting point
Tell us what is happening in your organisation, what you want to change and where you need support. We’ll explore which type of engagement fits your situation.
Prefer to write?
Tell us a little about the challenge, change or opportunity you’re facing using the enquiry form below.