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The Connected Leader Brochure : simplebooklet.com

THE
CONNECTED
LEADER
PROGRAMME
In the UK alone there are around 2.4 million untrained ‘accidental managers’  
Poor management costs businesses around £84 billion a year  
According to Oxford economics, it costs over £30,000 to hire and train a new
member of staff and the number one reason people leave a company is because of
their boss (Gallup)
58% of people surveyed, said they would trust a complete stranger more than their
own Manager! (HBR)
Highly engaged business teams result in 21% greater profitability (Gallup)
Leadership capability is paramount to organisational success now more than ever.
Equipping your leaders and managers with the knowledge, skills and behaviours, to lead
themselves, their teams and your business through these unprecedented times,all whilst
remaining true to the culture of your organisationis critical.  
Can you afford not to develop your managers and leaders?
These statistics were released prior to the 2020 global pandemic which has tested
businesses, leaders and people like never before. Organisations that choose to invest in
their Leadership and Management capability will not only ensure their existence but their
growth and success in this challenging and uncertain ‘new’ world, a world which is also
bursting with opportunity for growth.
The Connected Leader provides your next generation leaders with the attitude, skills and
tools they need to achieve their personal and professional goals and to deliver results. It
enables them to embrace change and lead with real clarity, solving complex problems,
understanding communication & influencing, all with a clear vision for where they are
going and how it aligns to the growth of your organisation.
The programme is designed on a modular basis, to give you complete flexibility on
content, timings and duration delivered through a combinationof mediums. All of which
will be derived through a robust diagnostics process ensuring it is truly personalised to
suit the needs of your leaders and your business.
Welcome to The Connected Leader
Programme
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Their role, what they can control, what they can influence and what they can't
Their brand identity and understand exactly what type of Leader they want to be
The way they think on a daily basis and how to maintain a resilient mindset to operate at their
best
All the tools available to them to manage themselves and master the art of productivity
The importance of defining, unpacking, understanding, and ultimately solving problems and
making decisions
Their personal and professional goals and creating alignment
Their customer and how they deliver and maintain experiences that define your business and
it's future
The growth strategy of your organisation and the part they and their teams play in delivering it
The benefits of curiosity and how it leads to more innovative positive changes and decisions
The internal and external threats to your business that occur every single day and how they
plan for prevention and recovery
The inevitability of change and how to embrace it for themselves and create engagement with
others
Creating and achieving high performance in their team
Communication and the cricital part they play in allowing communication to flow throughout
your organisation
Creating a healthy and open environment for themselves and their teams where they support
each others wellness daily
The career development of all of their team members from new starters to high potential
performers
Their stakeholders and how building great relationships, removes barriers to success
As the title suggests this programme is all about developing connected Leaders and Managers.
Regardless of the continent, country, industry or sector in which your organisation operates. Your
leaders' ability to create connections isn't a nice to have, it's a must have.
Our programme allows your Leaders and Managers to create connections with:
Why The Connected Leader?
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5
The science behind learning is something we pride ourselves on at Pti, it is at the heart of
everything we do. Continually developing our knowledge to truly understand the psychology
of how people absorb, understand and retain information in a learning environment,
before, during and after, is what consistently delivers results for our clients.
When designing our programmes, we know there are two main factors that make the
difference between effective and non-effective learning;
Our philosophy & approach to learning
1. Personalisation
The personalisation of material to your leaders day to day lives, challenges, strengths and
weaknesses is at the absolute forefront of our design process. To effectively learn, the
human brain needs to wrap new pieces of information to a prior context (work/life
scenario) or emotion (positive or negative) in order for us to create lasting memory,think
of it like gluing building blocks together. Our comprehensive diagnostics process allows us
to establish personal context and emotion way before your leaders even enter the
programme.
Learningis a change in behaviour or capability as a result of memory.
Memoryis the encoding of an effective response to an experience (emotion) which allows
that experience (emotion) to be reconstructed.
Personalisation to your business and your culture is also key, our facilitators are well
versed in ‘talking the talk’ of your organisation and truly understanding the nuances that
make you, you! We are renowned for working collaboratively with our clients in order to
bring combined strength of knowledge to create ground-breaking programmes.
2. Experience
When designing content, we also understand it is crucial for your leaders to ‘experience’
the material in live scenario’s wherever possible, therefore all of our modules are created
with experiential or action learning in mind! Break-out sessions, debates, live
demonstrations, games and roleplay all factor heavily to create an energised, engaging and
effective learning environment.
"A leader is one who know's the way, goes the way
and show's the way"
John C Maxwell
Board of Directors
Executive Leadership Team
Senior Management / Leadership Team
Leaders of Leaders
People Managers
Aspiring Managers / Leaders
Who is the programme for?
The Connected Leader is suitable for all levels of managers and leaders. The diagnostics
phase will determine the content requirements aligned to capability and role requirements :
What are the results?
As part of a global leadership programme for a world-leading business standards organisation
based in the UK, the projects completed by the pilot group alone, led to over £2 million of cost
savings.
Working with one of Europe’s largest logistics companies, we developed a programme for leaders
and aspiring leaders. Over the course of 4 years there was over £11 million in efficiency savings.
The programme delivered a return oninvestment of 1260%.
A Retail Manager who attended one of our Europe wide leadership programmes for a major sports
betting and gaming group, attributed the following success to the training within just 2 months of
attendance:
- KPI country ranking moved from 143rd to 50th (out of 147),
- KPI London ranking moved from 27th to 3rd Area Manager (out of 29 in London)
- Currently ranked 20th in the country for the yearly average 4 weeks and in line for an award.
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How do we deliver?
The Connected Leader programme offers a full blended learning solution. We create world class
engagement through pre and post sessions with your leaders, live learning, online resources, live projects
and ongoing coaching and support.
We are specialists in live learning, for the face to face element of the programme, we can deliver in a
traditional classroom environment or virtually via one of our studios, either way our live learning offering is
market leading and delivered by our award winning facilitators.
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DIAGNOSTICS DESIGN
Once we understand why the programme is needed for
your Leaders, their teams and your business and what
your objectives are for the development programme,
we have a robustyetagile approach to our
diagnostics.It is broken down into 3 key areas of focus
which we will seek to understand and assess;the
business, the culture, and the learner.
Following the thorough diagnostics, it’s time to get
back together and begin our collaborative and co-
creative approach to designing and building the
tailored programme for your Leaders and Managers.
Using the insights, data and feedback gained we are
able to pinpoint the key areas of development aligned
to our 4 stage Connected Leader framework. We
select the most relevant content from our library,
balancing the amount of time required for each
segment and agreeing the relevance and positioning
at each stage.
Our 4D approach to building your ta
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DELIVERY
DISSECT & DATA
In order to ensure maximum impact and engagement,
we deliver our programmes with a blend ofmodular live
workshops (virtual or f2f), line manager engagement,
pre and post work, supporting resources, project work,
buddying, group and individual coaching. Led by one or
more of our award winning facilitators and supported
by anexperienced and dedicated team who know the
individual and collective part they play in ensuring the
seamless delivery of your programme for every single
learner and your organisation.
One of the key outputs from the diagnostics phase is
identifying the existing business data and metrics
that we have available to us as well as the areas of
measurement required to demonstrate the numerical
and/or behavioural impact for the programme. As
with the design phase this process is all
aboutcollaboration and co-creation ensuring we
determine, agree and hold each other to account for
delivering the objectives/results of the programme.
ilored solution
THE
CONNECTED
LEADER
I LEAD
MYSELF
I LEAD THE
BUSINESS
I LEAD THE
CULTURE
I LEAD
PEOPLE
Modular overview
Being a great leader of others starts
with being a great leader of self...the
inner game of leadership and being
able to articulate the answer to
questions like;‘Why should anyone be
led by YOU?’
I LEAD MYSELF
Having a clear understanding of your
organisations strategy and the part your
leaders and their teams play in delivering
against it. Maintaining a mindset of
curiosity, high challenge and continuous
improvement, ensuring the business is
relevant, agile and responsive to its
customer’s needs now and in the future.
I LEAD THE BUSINESS
Recognise that in order to achieve the
organisational goals, unlocking people
potential is a critical success factor,
through understanding what makes
people tick, inspirational and
developmental feedback, great
performance conversations and coaching
success.
I LEAD PEOPLE
Your culture is a reflection of your
business and what it represents.
Leaders must set the standards that
drive engagement and create unity and
congruence between the businesses
purpose and each individual persons
behaviour, ultimately solidifying the
company values and increasing morale.
I LEAD THE CULTURE
11
I LEAD MYSELF
12
In order to create clear focus for each individual on their programme they
must first be absolutely clear on what is within their 'Circle of Control', their 'Circle of Influence'
and what they cannot control or influence as a Leader and Manager.
Circle of influence:
In the fast paced world in which we operate being able to
explore the art of possibility and thinking differently is a daily need. How are your Leaders and
Managers stretching their thinking every single day to achieve their goals from a behavioural
and numerical perspective.
Changing the way you think:
Creating their brand indentity and understand exactly
what type of Leader they want to be, what are the traits that are most important to them, what
areas do they want and need to develop and finally, what do they want to be known for as a
leader, what is their leadership legacy?
The power of your personal brand:
Leadership can be at times an exhausting and thankless career
path. With demands upon us being greater than ever it is important to have strategies that will
enable your leaders to maintain a resilient mindset and keep them operating at their best. It is
also just as important to be aware of the personal warning signs of fatigue and "burn out"
ensuring your leaders proactively manage these at all times.
Choosing the way you think:
"You can't manage time, you can only manage yourself" in order to be
truly productive, Leaders must first understand where they are spending their time
versusshould be spending their time. Once they know this they can start to apply simple,
effective strategies that will enable true productivity within their roles.
The art of productivity:
Leaders encounter problems and make decisions every
day, some big and many small. It's important to draw upon skills and practical approaches to
enhance your ability to solve problems and make decisions quickly and efficiently.
Problem solving & decision making:
Many people feel as if they're adrift in the world. They work hard, but feel like
they are treading water. A key reason they feel this way is because they haven't spent enough
time thinking about what they want from life, and haven't created formal goals. Mapping goals
gives you long-term vision and short-term motivation . It creates focus and helps you to organize
your time and your resources so that you can make the most of your life.
Goal mapping:
My career:
Good leadership of self includes the ability to manage and grow the individuals career.
Progression aligned with career aspirations is vital to motivation and productivity and can help the
organisation retain it's best and most valuable people. When a leader truly understands their career
goals and are able to put a plan in place, the person will both unlock hidden potential and begin to
develop skills the business will need in the future.
Understanding how we as human beings learn is critical to a leaders
success, for their own development and for their teams. Knowing how our brains process, store
and recall information, what motivational drivers are needed to ensure successful learning, and
dispelling some common 'neuromyths' that often hold people back will enable your leaders to
learn and support learning effectively.
The science of learning:
I LEAD THE
BUSINESS
14
Either directly or indirectly, everyone in your organisation has
an effect on the customer experience, not just the customer-facing teams. If leaders value
customers, their teams will too. All key decision-makers, from the CEO, through all tiers of
management need to understand the organisation’s vision of customer experience, and feel
empowered to deliver on it. Building long-lasting customer relationships drives brand advocacy
and, ultimately, profitability.
Creating customer advocacy:
Strategically, the primary purpose of a business is to Acquire,
Maximise and Retain (AMR) the right customers. Everything which contributes to this is an
investment; anything which doesn’t is a cost. We will focus on the four BIG questions, along
with the AMR strategy, to enable your leaders to deliver accelerated, sustained and profitable
business growth.
Delivering business growth:
There is an increasing need for 'innovative thinking' in
businesses, leaders and people to ensure you are relevant both now and in the future. The
starting point is asking the questions 'do we want a business of innovators or a group of people
who are constantly curious?' Curiosity is an act of vulnerability and courage, it does not like
rules and researchers are finding evidence that curiosity is correlated with creativity, improved
learning, memory and problem solving.
Developing a curious mindset:
Once your Leaders and Managers have their strategy in place they need
to decide what to measure. It is about shifting their focus from measuring everything and
becoming KPI-overwhelmed, to focusing only on those things that enable them to make
informed, educated, validated decisions, focusing on measuring what really matters.
Measuring success:
Leaders and Managers need to understand how the decisions they
make will affect the financial performance of their organisation. The module removes the
jargon of finance and focuses on understanding and using a range of different financial
techniques, different financial reporting statements and financial measures to improve
performance.
Finance for non finance:
Individually and collectively your Leaders and Managers need
to prepare for critical service disruptions and disaster recovery before they happen. Business
disruptions can impact organisations of any size in any location. From weather, to power
outages, political events or even virus outbreaks, every organisation needs their leaders to
develop and take ownership of their business continuity plan to ensure its business operations
can continue, no matter the disruption.
Business continuity planning:
I LEAD THE
CULTURE
16
There is nothing more constant than change. It is happening all around us, every
single day! When we find ourselves going through any kind of change in our lives, our natural response may
be to tense up on a physical, mental, or emotional level. A leaders ability to embrace change with optimism,
understand the positives, navigate the negatives and influence the outcomes will create huge benefits for
them and their team.
Embracing change:
High-performance is a game everyone can play. It takes discipline
and requires boundless levels of drive and energy from your leaders as well as all of your people to be
aligned, focused and pulling in one direction. A high-performance team is regarded as tight-knit, they're
focused on an agreed goal, they have a clear plan and set of behaviours that will enable all team members to
break through any barriers in order to deliver consistent and sustainable results.
Building a high performing team:
For businesses and leaders to be successful, an effective communication
strategy is imperative. Without it, there can be an adverse impact on the work environment. In addition,
businesses run the risk of incorrect information being circulated throughout the company causing
disharmony and disruption in decision making. Communication strategies ensure that important
information is relayed to the right people, at the right time, increasing efficiency and engagement.
My communication strategy:
It is so important that your Leaders find ways to reward and motivate
their people to be the best versions of themselves. One of the most expensive and avoidable scenarios is
when you lose people from your organisation because they're not engaged in their role and their relationship
with their line manager. Therefore it is imperative to hold on to people in your organisation by ensuring they
remain recognised and motivated for the tasks they do every day.
Recognition and motivation:
We all have times when life gets on top of us – sometimes that's work-
related, like deadlines or travel. Sometimes it's something else – our health, our relationships, or our
circumstances. A toxic work environment can be corrosive to our mental health and your leaders must
remove the fear of openly discussing the subject and share the responsibility throughout their team
members allowing everyone to thrive and feel fulfilled in their roles.
Wellness in self and others:
Whether someone has landed their first job, is returning
to work, is on an accelerated career path, ready to step into leadership or somewhere in between, everyone
is at different stages in their professional journey. Career Mapping provides people with an ongoing
mechanism to enhance their skills and knowledge that can lead to mastery of their current jobs, promotions
and transfers to new or different positions, all whilst improving motivation and productivity.
Talent management and career mapping:
In order to achieve high performance, leadership within the team is not
vested in a single individual. Instead the leadership role is taken up by various team members, according to
the need at that moment in time. Culture and leadership are inextricably linked and creating a leadership
culture will make all your people feel like valued stakeholders thus striving to take ownership of their action,
deliver results and exceed expectations.
Creating a leadership culture:
I LEAD PEOPLE
18
One of the most important skills required for successful Leaders is
effective stakeholder management. There can be so many stakeholders involved that identifying them and their
influence can make a huge difference. The term 'management' is slightly misleading, what you are really aiming
for is building a collaborative relationship that is mutually beneficial, it's not trying to control other people, it is
trying to work together to get the best outcomes for all.
Effective stakeholder management:
Emotional intelligence is an important characteristic for anyone at any level of an
organisation but it is particularly important for Leaders and Managers. Emotional intelligence or EI is the ability
to recognise, understand and handle your own emotions, and those of the people around you. People with a high
degree of emotional intelligence know what they are feeling, what their emotions mean, and how these
emotions can affect other people.
Emotional intelligence:
Bias is defined as a prejudice in favour of or against one thing, person
or group compared with another, usually in a way that’s considered to be unfair. It is critical that Leaders
understand how they can overcome their conscious and unconscious bias' to improve decision making and
professional relationships, and to create more open, inclusive and effective team.
Conscious and unconscious bias:
Being able to communicate effectively is perhaps the most
important of all life skills. It is what enables us to pass information to other people, and to understand what is
said to us. We all have patterns of behaviour around communication and influencing that may or may not suit all
people or circumstances. We can’t change other people, but we can change our own behaviour to create a
different impact.
Communicating and influencing skills:
Traditional performance management is perceived to be made up of annual
reviews and has been described as a last-century practice and blamed for a lack of collaboration and innovation.
Unlocking the potential in others is about regular conversations about performance and development and
changes the focus to building a team your organisation needs to be competitive. It's not about reviewing the
past, it's about building the future.
Unlocking potential in others:
Feedback is a gift that enables every human being to share with another
person the impact of their actions. Frequent and effective feedback promotes trust within a team and increases
productivity and morale. Being able to provide structured feedback is core skill for any leader wanting to get the
best from those around them.
Feedback to move forward:
At its core, good people management is about having exceptional two-way
conversations to set clear goals and objectives and subsequent reviews of progress and achievement. It enables
people to be the very best versions of themselves through ongoing development and unlocking their potential.
Ultimately, good people management maximises the contribution each person makes to the overall business
agenda.
People management:
Coaching can help people enhance the skills and capability that they already have, or
help them to develop something new. Coaching should not be a 'tick box' exercise, instead it should be delivered
with real purpose and meaning. When a leader invests time in coaching effectively and shows a genuine interest
in the development of others, individuals can begin to perform at their very best.
Purposeful coaching:
In every aspect of our lives, we learn much of what we know through trial and error. This becomes
our experience which is often very advantageous to others success. A good mentor can provide guidance,
motivation, emotional support and act as a role model. When leaders are mentors, the people and the
organisation benefit from success modelling which leads to fast tracking the overall progress made.
Mentoring:
Lets talk about leadership potential!
An overview like this only conveys part of the story. Its understanding
your business, your vision and goals and what a tailored Pti Worldwide
solution might look like for you and your business which are critical to us.
So lets talk further, please call +44 (0) 870 850 8931 or email
action@pti-worldwide.com or for more information visit
www.pti-worldwide.com
To download a case study on leadership development, visit
www.pti-worldwide.com/our-experience