The Challenge of Excellence

The Counsellor@ The Challenge of Excellence

Leader and Teamship Advancement@ The Challenge of Excellence

Methodologies

Methodologies can include:

1-2-1 confidential meetings with all members of the team and leader and sometimes stakeholders, followed by anonymised report and recommendations
Face to face personal & professional development counselling, coaching or mentoring for individuals, partnerships or whole team interventional work
Psychometric questionnaires & 360 Feedback
Role play
Experiential learning activity – metaphors designed around specific objectives to ‘trial’ outcomes in a ‘safe space’
Retreats
Sport or interest related activities designed as metaphors for achieving specific professional or business objectives

"I had the pleasure of working with Susan for over ten years. Susan and her Challenge of Excellence team provided me with the resources and skills necessary to transform the management teams of several of our business units into high performing leadership teams. This transformation contributed highly to a "bottom line" turnaround in each of the units while also positioning many of the management team members for further progression/promotions within the corporation. Susan's team building, 1-2-1 Executive Coaching and Strategic Planning skills and expertise were critical to these successes.

I can personally attest that, even though Susan's team building, coaching and strategic planning skills were essential to our successes, her passion and commitment to help each individual excel really separates her from the norm. Susan is a warm, caring and talented person, one I highly recommend."

Mac McCarty – former VP, Global Personnel & Organisation/HR, Mars Inc

Some of the areas that may be addressed:

Leadership styles
Delegation
Conflict Management skills
Distributed Leadership
Coaching skills development
Values identification - Personal, Team and Organisational
Vision work - Personal visions/dreams, Team and Organisational visions towards a Strategic Vision
Clarified Responsibilities for Executive Team members and their teams
Leadership Team DNA – developing an efficient and effective meeting style - process, approach, behaviour, values
Clear and agreed objectives setting for the short, medium and long term

Clear and agreed processes and methodologies to achieve goals and objectives
Review sessions/periods to assess progress
Facilitation of ‘Hot Topic’ issues at high level meetings for the Leadership Team/Board members e.g.
where sensitive issues need to be managed and or resolved; where next steps action must be identified and roles and responsibilities to act on those next steps are clear and accounted for. This includes meetings where ‘’reportees’/others, not normally included at high level meetings, must present to the team
How to give and receive constructive feedback
Styles of Decision Making – suited for different situations and the people involved
‘Buddy’ work
Retirement counselling and coaching – Preparing for a New Season (spouse / partner counselling also available)

Completing the Work Over time, new practices and habits have had time to seed, incubate, develop, grow and become well rooted. The completion of a learning process is decided when the client team believes it is able to achieve the pre-defined and desired outcomes excellently and consistently.

This comprehensive holistic approach to learning and change is a process, a science and an art that deepens the meaningfulness for participants because it resonates with and suits people with varied learning styles, from different cultures and with diverse ideas. It is a simultaneous focus on individual, group and organisational needs, both personal and professional.

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