It’s no surprise then, that just as often, businesses are disappointed with the results and instead look to recruit new, ‘better’ leaders into their business at a senior level – something that comes with many risks of its own.
"The gap between what your leaders can do on their own and what they can do with a little help, isn't as wide as you might think"
Our leadership programmes are led by organisational goals and tailored to deliver specific business outcomes, thus creating the clear connection between your investment in leadership development and improved organisational performance.
Read more about our consulting model and approach here.
We are also keen to help you get the right people on your programmes. By default many organisations assign all people in a given talent pool or grade to a programme – we like to help you find the people who are truly ready for development to maximise the your return on investment and for them to truly flourish.
It’s all about readiness – read more about it in this blog and watch the short animation here to understand our approach:
Programmes typically last between 9 months and 2 years and promote a continuous approach to learning, which is owned and supported by senior leaders in the business itself.
This is probably the million dollar question and we get asked it a lot.
Whilst there is no ‘typical’ programme, there are many similarities in how you create a great one. We usually start by asking what your organisation wants to achieve and what you are prepared to commit in order to get there.
Then together we will explore how developing better leaders will contribute to your goals, start to identify the gaps in your journey and develop an approach to address them.
Here’s an overview of what a ‘typical’ programme may look like:
This is totally up to you. We love to walk alongside our clients as much as possible, however understand that organisations can differ greatly when deciding how hands-on they wish to be.
Where you are already well set up in some areas (e.g. assessing leadership potential), we’re happy to let you run with that. Equally, we’re happy to deploy our expertise in those areas where you need support. One thing is for sure, you will own the programme!
We always ensure that clear ownership and accountability for the programme outcomes sit within the business. That way, you get the full credit for what your programme achieves.
The opportunity to be involved in the programme and the integrated nature of it means that I’ve been able to see plenty of the changes first hand and recognise the hugely positive impact on my business unit. David – Senior Leader (FTSE 100)
Why our programmes work
All programmes are designed to deliver better leadership skills for a pre-selected target population, based on specific organisational goals – this is just one of the reasons why they yield real, long-term results:
"Before being accepted onto the programme, I knew this was something different."
Focus on organisational goals
Unlike traditional leadership programmes, Catseye programmes start with the organisation’s purpose and goals at the top of the agenda. This creates ownership, accountability and commitment from the top down - something that is crucial to the success of any development programme.
Selection based on potential not just performance
Investing solely in high-performers is a trap that many organisations fall into. This often leads to push-back against new concepts from those ‘at potential’ with ‘low growth potential’, who tend to reject anything that challenges how they currently operate.
Our innovative approach to readiness ensures the right candidates are selected based on their potential for future growth.
Creation of cohort & sense of community
Each programme involves the creation of a cohort made up of clusters of 6 participants. Where cohort and community are created, we see a far greater occurrence of peer mentoring, information sharing and coaching, all of which lead to greater learning and a more socially cohesive culture within the business.
People were looking to get a feel for how hungry I was to develop as a leader rather than just how long I’d been in my job or how much money I brought in. From the initial application process to debriefing on my psychometric profile... and participating in the leadership ‘master classes’, I’ve been asking myself new questions and redefining my own standards. The programme made me realise I had really outgrown my job and that I had to take the step up if I wanted anyone else to notice. Maria – Rising Star (UK Corporate Banking)