Leadership Development PROGRAMME OVERVIEW · 2019-10-01 · Team members have the competence, cohesion and mandates to make sound decisions. The team works collaboratively, relying

LEADING HIGH-

PERFORMING TEAMS

Leadership Development

PROGRAMME OVERVIEW

Innovative programmes that help leaders and their teams develop new capacities, master powerful tools, and embrace the mindset required to innovate and execute.

2 OXFORD LEADERSHIP | LEADING HIGH-PERFORMING TEAMS

Developing leaders and teams to achieve consistently exceptional levels of performance - the ultimate competitive advantage.

Leaders today must be able to form and lead teams that can achieve or exceed organisational objectives in a complex and rapidly changing business environment. They must understand what enables inspired team performance and be able to apply that knowledge to ever-changing business conditions.

Leading High Performing Teams is uniquely designed to address these needs and provides a powerful framework for aligning people and culture with strategy in the team context.

LEADING HIGH- PERFORMING TEAMS

OXFORD LEADERSHIP 3Copyright © 2011-2016 Oxford Leadership.

For more information about Oxford Leadership or to get in touch, visit us at:

www.oxfordleadership.com

Copyright © Oxford Leadership

Developing... Through... In order to...

Alignment MEANING Provide a sense of purpose and direction

Engagement

AFFILIATION Develop a sense of belonging and inclusion

SECURITY Support risk-taking outside the comfort zone

TRUST Develop trust and mutual respect

ENERGY Understand team dynamics and communication styles

Accountability RESULTS Develop absolute personal responsibility

M

A

S

T

E

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Master the Art of Leading High- Performing Teams

The Oxford Leadership™ MASTER Model is a framework for creating alignment, engagement and accountability in leadership teams throughout the entire organisation. It is the leadership key to effective strategy execution and high performance.

What you will learn in the LHPT programme

» How to focus on the few things that make the biggest difference

» How to create a sense of purpose beyond financial targets

» Practical tools and techniques for problem solving and innovating

» How to handle conflict and crucial conversations

» How to build trust, respect and cooperation within the team

» How to harness diversity in perspectives and style

» How to coach and give construc-tive feedback in the team

» How to develop a 90-day action plan to change vital habits and behaviours

“Oxford Leadership is the leading provider of executive development in Telefónica’s Corporate University. More than 2,000 Telefónica Executives and Directors have completed the Oxford Leadership courses. The LHPT receives a consistently high level of evaluation.”

Rory Simpson

Chief Learning Officer, Telefónica

OXFORD LEADERSHIPTM

MASTER Model of Leadership


Leading a High-Performing Team means:

» Facilitating dialogue» Optimising team dynamics» Giving and receiving feedback» Peer-to-peer coaching» Appreciation and celebration» Building trust» Decision making

Leading High- Performing Teams

The Leading High-Performing Teams (LHPT) Programme shows leaders how to align and engage people with the strategy of their organisation. Conducted over a 2- to 4-day period (according to client context), LHPT provides tools and techniques to help leaders and teams master the currents of their organisation..

Principles of the Leading High-Performing Teams Programme

Since every client situation is unique, each Oxford Leadership™ programme is tailored to the specific requirements of the client and addresses the team challenges of each participant. Over many years we have developed a framework of core pedagogic principles which are applied in every case.

» Participants work on real issues, not artificial case studies

» Work is done in small syndicates to build community, increase social capital, and foster the collective intelligence of the team

» LHPT is always contextualised in the reality of the client organi-sation. We take into account current business conditions and challenges; strategic priorities; history; mission; vision and values; organisational structure and culture.

“ Excellent. Definitely the best development programme I have ever attended.”

Chris Hall

Managing Director, Manx Telecom

Copyright © 2016 Oxford Leadership. OXFORD LEADERSHIP 5

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LeadingHigh-Performing

Teams

Strategic Focusing

Leading in Society

Pre-Work• Personal profile• 360-degree assessment• Learning needs• Style preferences• Individual objectives programme• Understanding context and choices• Vital behaviours, habits and patterns• Purpose, values, vision• Develop a 90-day action plan

• Focus, capability and will• Context and choices• Develop winning strategies• Absolute personal responsibility• Fierce resolve

• A sense of purpose• A sense of belonging• Security and comfort zones• Building trust and respect• Results and response-ability

• Written assignment• Interview with CEO Panel• Evaluation and feedback• Awards ceremony and celebration• Join OL Executive Alumni

Evaluation & FeedbackPart 4

Taught Module ThreePart 3

Taught Module TwoPart 2

Taught Module OnePart 1

LeadingYourself

OnlineCoaching

OnlineCoaching

OnlineCoaching

LeadingHigh-Performing

Teams

Strategic Focusing

Leading in Society

Pre-Work• Personal profile• 360-degree assessment• Learning needs• Style preferences• Individual objectives programme• Understanding context and choices• Vital behaviours, habits and patterns• Purpose, values, vision• Develop a 90-day action plan

• Focus, capability and will• Context and choices• Develop winning strategies• Absolute personal responsibility• Fierce resolve

• A sense of purpose• A sense of belonging• Security and comfort zones• Building trust and respect• Results and response-ability

• Written assignment• Interview with CEO Panel• Evaluation and feedback• Awards ceremony and celebration• Join OL Executive Alumni

Evaluation & FeedbackPART 4

Taught Module ThreePART 3

Taught Module TwoPART 2

Taught Module OnePART 1

LeadingYourself

OnlineCoaching

OnlineCoaching

OnlineCoaching

IdentityZone

WHO

MeaningZone

WHY

ProcessZone

HOW

KnowledgeZone

HOW



Engagement


SECURITY Support risk taking outside the comfort zone




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Engagement


SECURITY Support risk taking outside the comfort zone




M

A

S

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From Controller to Coach – The Leader’s Journey

Autocratic(Do it my way)

Command & Control

A fully autocratic style.

Either there is no time for discussion, the team is not yet formed or members do not know what to do. Used in a crisis, when the team is new, or when policy, rules or the law allow no other choice.

Democratic(Here are the facts, let’s discuss and decide)

Collaboration with Control

A high proportion of autocratic style as the team is still forming,learning or in training. Common team purpose and principles are still being formed.

The Leader maintains authority, defines strategy and explains tactics required. Holds individuals accountable for results. Limited distributed decision making.

Empowered Team with Control

The Leader holds final authority but delegates responsibility to the team to get things done. Used when team members are working well together and have the competence to make sound decisions.

Leader is involved but largely leaves it to the team to make decisions.

Collaborative Authority

The Leader has devolved authority to the team to get things done.

Team members have the competence, cohesion and mandates to make sound decisions. The team works collaboratively, relying on its collective wisdom to make decisions and achieve results. The Leader’s role in the team is defined - focused on long-term, high value, matters of strategic importance.

Free Reign(Do it your way)

Managementby Exception

The Leader has set the right conditions and only intervenes when things are not going according to plan. The team is fully empowered and has the full trust of the Leader.

The Leader is kept informed by a fully competent and experienced team and intervenes only when results deviate significantly from the plan. The Leader is focused on shaping the company’s future strategic course.

From Controller to Coach – The Leader’s Journey

Autocratic(Do it my way)

Command & Control

A fully autocratic style.

Either there is no time for discussion, the team is not yet formed or members do not know what to do. Used in a crisis, when the team is new, or when policy, rules or the law allow no other choice.

Democratic(Here are the facts, let’s discuss and decide)

Collaboration with Control

A high proportion of autocratic style as the team is still forming,learning or in training. Common team purpose and principles are still being formed.

The Leader maintains authority, defines strategy and explains tactics required. Holds individuals accountable for results. Limited distributed decision making.

Empowered Team with Control

The Leader holds final authority but delegates responsibility to the team to get things done. Used when team members are working well together and have the competence to make sound decisions.

Leader is involved but largely leaves it to the team to make decisions.

Collaborative Authority

The Leader has devolved authority to the team to get things done.

Team members have the competence, cohesion and mandates to make sound decisions. The team works collaboratively, relying on its collective wisdom to make decisions and achieve results. The Leader’s role in the team is defined - focused on long-term, high value, matters of strategic importance.

Free Reign(Do it your way)

Managementby Exception

The Leader has set the right conditions and only intervenes when things are not going according to plan. The team is fully empowered and has the full trust of the Leader.

The Leader is kept informed by a fully competent and experienced team and intervenes only when results deviate significantly from the plan. The Leader is focused on shaping the company’s future strategic course.

What is Visible and Explicit Vision, Goals, Strategy, Plans Policies, Espoused Values

What is Unspoken and Implicit Fears, Beliefs, Prejudices Organisational Norms , Habits, Patterns, Cultural Taboos

Currents

Winds

What is Visible and Explicit Vision, Goals, Strategy, Plans Policies, Espoused Values

What is Unspoken and Implicit Fears, Beliefs, Prejudices Organisational Norms , Habits, Patterns, Cultural Taboos

Currents

Winds

Building Community

Leading The Organisational

Culture

LeadingOthers

Leading The SelfDeveloping the leader

from the inside out

Developing collective organisational wisdom- making leaders and organisations more agile, more engaged and more accountable

Developing team wisdom, trust and commitment to a purpose beyond individual egos

Creating interconnected communities aligned by a purpose beyond products, profits and self-interest

Level 04

Community

30 leveL

Organisation

Level 02

Team

Level 01

Individual

Building Community

Leading The Organisational

Culture

LeadingOthers

Leading The SelfDeveloping the leader

from the inside out

Developing collective organisational wisdom- making leaders and organisations more agile, more engaged and more accountable

Developing team wisdom, trust and commitment to a purpose beyond individual egos

Creating interconnected communities aligned by a purpose beyond products, profits and self-interest

Level 04

Community

30 leveL

Organisation

Level 02

Team

Level 01

Individual

What is Visible and Explicit Vision, Goals, Strategy, Plans,Policies, Espoused Values

What is Unspoken and Implicit Fears, Beliefs, Prejudices, Organisational Norms , Habits, Patterns, Cultural Taboos

Currents

Winds

Copyright © Oxford Leadership

The Benefits

LHPT is an advanced leadership training programme for individual leaders and teams. » A common, compelling purpose

which excites and unites

» Improved teamwork based on trust, respect and collaboration

» Deeper capacity to deal with complexity and ambiguity

» Absolute personal responsibility

» Awareness about vital habits

» A plan for how to increase alignment and commitment in the team.

“During a highly turbulent period in the history of our 100-year-old company, Oxford Leadership defines a new focus for the company and builds the determination, confidence and commitment amongst our managers to lead the change. We have achieved exceptional growth both in revenue and profitability. I consider this to be the fruit of the Oxford Leadership’s programmes during this critical period.”

J.L. Shah

Managing Director

Atul Industries Ltd. India

“If the winds are blowing east to west, but the currents are flowing west to east, there is no doubt which way the iceberg will go.”

Brian Bacon

CEO

Oxford Leadrship

OXFORD LEADERSHIPTM

Iceberg Principle


Copyright © 2016 Oxford Leadership. OXFORD LEADERSHIP 7

Helping leaders and teams make consistently good choices, together, faster.

Copyright © 2016 Oxford Leadership. All rights reserved.

Experiential programmes enabling you to realise your business goals by developing stronger, more dynamic leadership at all levels of the organisation.

About Oxford LeadershipTM

Oxford Leadership™ is a global leadership consultancy that aligns people, purpose & strategy - driving socially responsible transformation in global organisations. Our international network includes 215 partners, consultants, and coaches in 24 countries throughout Europe, North America, Latin America, Asia, and Africa. We transform leaders, align teams and create fierce resolve and passion to win. Typical interventions are to accelerate performance, execute strategy and embed capability and change. Our programmes are part of the core curriculum in many of our client’s corporate universities, and our leadership development programmes have over 300,000 executive alumni. Methodologies are based on more than 100 corporate turnarounds and performance acceleration assignments in FTSE 100 and Fortune 500 companies.

Austria, Belgium, Brazil, Canada, China, Colombia, Denmark, Finland, France, Germany, Italy, Mexico, Norway, Poland, Portugal, Russia, Serbia, South Africa, Spain, Sweden, The Netherlands, UK, Uruguay, and the USA.

Performance Consulting

Leadership Development

Team & Exec Coaching

For more information about Oxford Leadership or to get in touch, visit us at:

www.oxfordleadership.com

Documents

Leadership Development PROGRAMME OVERVIEW · 2019-10-01 · Team members have the competence, cohesion and mandates to make sound decisions. The team works collaboratively, relying