Transforming Leadership in the Banking Industry

A leader in the banking industry partnered with us for a six-month leadership development project aimed at enhancing the capabilities of 92 global leaders. To achieve this, we deployed 12 of our Hogan expert coaches to provide individualised and group coaching, integrating Hogan assessments, team-building activities, and comprehensive feedback mechanisms.

Objectives:

• Utilise Hogan assessments and personalised feedback to help leaders understand their personality traits, values, and potential derailers.
• Conduct team-building activities and group coaching sessions to observe leader behaviours, foster team cohesion, and enhance collaborative problem-solving.
• Facilitate meetings between each leader, their manager, and their coach to set development goals that align with the organisation’s strategic objectives.
• Provide ongoing coaching and support throughout the six-month programme, helping leaders to apply their learning in real-time and adapt to feedback.
• Assist leaders in preparing and reviewing their final presentations, enabling them to articulate their growth, achievements, and future plans.
• Collect and analyse feedback from participants and stakeholders to assess the effectiveness of the leadership development programme.

Project Phases:

1. Hogan Assessments & Feedback:
   • Objective: Establish a baseline understanding of each leader’s personality traits, values, and potential derailers.
   • Process: All 92 leaders completed the Hogan assessments, followed by individualised feedback sessions. These sessions helped leaders gain insights into their strengths and areas for development.
2. Team Building Activities:
   • Objective: Observe leader behaviours and foster team cohesion.
   • Process: Two engaging team-building activities were conducted. During these activities, our coaches observed behaviours, interactions, and leadership styles in action. This real-time observation provided valuable context for subsequent coaching sessions.
3. Group Coaching Sessions
   • Objective: Enhance collective leadership effectiveness and address common challenges.
   • Process: Leaders participated in group coaching sessions. These sessions focused on shared learning experiences, problem-solving, and building a unified leadership approach.
4. Meet with Managers
   • Objective: Align development goals with organisational objectives.
   • Process: Each leader, their manager, and their coach met to discuss progress, set specific development goals, and ensure alignment with the organisation’s strategic objectives. These meetings fostered a supportive environment for continuous improvement.

Results:

Increased Self-Awareness and Development

• Leaders reported a significant increase in self-awareness, understanding their personal strengths and areas for improvement. The Hogan assessments and feedback sessions were pivotal in driving this self-awareness.

Enhanced Team Cohesion and Effectiveness

• The team-building activities and group coaching sessions led to improved team cohesion. Leaders learned to leverage each other’s strengths, resulting in more effective collaboration and problem-solving.

Alignment with Organisational Goals

• The meetings with managers ensured that individual development goals were closely aligned with the organisation’s objectives. This alignment was crucial for ensuring that the leadership development programme contributed to the company’s strategic priorities.

Successful Project Completion and Future Readiness

• The final presentations showcased the significant growth and development of each leader. Leaders were able to articulate their learning journey, achievements, and future plans, demonstrating their readiness for increased responsibilities.