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Change Management
Senior and Fast Track Leadership Development
| Challenge: to Embed a Stronger Leadership Culture across the Business
The senior team at Alderley Dubai went through a leadership development program in 2010. In parallel with this, Managing Director Nick Hull attended a one to one CEO program. Operating with new principles of leadership and management, in 2011 they decided to develop the tier below them in the business. |
Solution: A Series of Three Two Day Seminars over Four Months, Delivered on Site in Dubai In collaboration with Alderley Group, Mitchell Phoenix designed a bespoke leadership and management development program focusing particularly on the leadership and management skills required in periods of change. The project consisted of 3 sets of 2 day seminars delivered 6 weeks apart. In between the days the delegates applied the material to create results in their business. |
 Mitchell Phoenix MD Kevin Yates with the senior management group at Alderley Dubai |
“Alderley has undergone a program of substantial organizational change as part of its growth strategy in an increasingly complex and competitive marketplace. Central to that change is its human resources as Alderley recognizes that the quality and attitude of its people directly impacts on the customer experience and the bottom line. The Mitchell Phoenix Governing Change Program was a key element of our development process that has equipped our management team with newleadership and organizational skills as well as a common operating framework that has made a significant contribution to our success and optimism for the future. Without exception, all participants feel more confident, able and effective as a consequence of the Program.”
Nick Hull, Managing Director, Alderley Dubai
Example Results Results are reported at the start of each seminar. Here are two examples |
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Example Result 1: Strengthening all Levels of the Accounts Department
The manager of the accounts department prepared a one month induction schedule for a new joiner. Then, following the material she had encountered on the Mitchell Phoenix leadership development program, she showed the schedule to her two direct reports and asked them for their input. They suggested an extra area for the induction to cover, and a change to its timing so that it didn’t conflict with the busy month-end reporting period. Seeing the two direct reports’ level of engagement with this subject, the manager delegated the planning and running of the induction to the direct reports, freeing her time and ensuring that the onboarding of the new member of staff would be a learning experience for all involved. |
Example Result 2: Releasing Potential
When a new trainee arrived on a project, the presiding engineer remembered the work he had been doing on the Foundations program, and resolved to look for every opportunity to release the potential in the new recruit. He involved the trainee in every aspect of the project, familiarised him with every aspect of the site, and continually explored the limits of his understanding by asking well targeted questions. As a result of this approach, the trainee is making rapid progress in his role has been confident enough to take the initiative and carry out a site test when the manager was not present. |
for more testimonials from this leadership development program, click here