Solution
We started firstly with a diagnostic phase, conducting structured interviews with the Executive and Operations team (comprised of 26 people) to better understand the current culture, leadership behaviours, aspirations and challenges. The second phase was a 3-stage intervention with the senior leadership team. We helped them understand themselves and their impact, and facilitated the team to identify and change how they did things in support of the desired culture change. We also launched a Leadership Climate Survey to understand the extent to which leadership behaviours were currently in line with those desired for effective change. Other work also helped to identify desired behaviours for leaders across LSBU, linked to their strategy and culture change.
At phase three, we constructed a Leadership Attributes Framework articulating what good leadership looks like at LSBU, with behavioural indicators for each attribute. This provided clarity and shared understanding of cultural expectations.
35 behaviours were created for Strategic Leaders and Operational Leaders. These were used to create a bespoke online 360 degree feedback tool, which was completed by all Strategic and Operational Leaders. We delivered feedback sessions for the Strategic Leader population and trained the LSBU OD and HR team to conduct feedback sessions for the Operational Leaders.
Following this, LSBU created a Leadership Academy offering development programmes based around the leadership attributes and core skills and knowledge for leaders. Talogy created a module called ‘Leadership at LSBU’ which provides leaders with an understanding of the Why (values, strategy and purpose), What (leadership behaviour/focus of efforts) and How (Emotional Intelligence) of leading at LSBU.
