Change Initiatives

The success of any organisational change programme depends upon howeffectively you are able to shift the mindsets of your employees to embrace what lies ahead.

Ascentia works, through assessment and coaching techniques, to help organisations uncover and address the individual and collective barriers that often hold them back from achieving sustainable change.

The programmes we offer either stand alone or can integrate with the Development programmes your company is already running.

Below are some examples of change programmes we have recently designed and delivered.

Management Development Through Change

The Director of the Benefits Service, Birmingham City Council (the largest of its kind in Europe) commissioned Ascentia to support their 10-strong management team through a major IT change. Previous migrations in other local authorities had resulted in a loss of performance – affecting vulnerable claimants as well as a consequent reduction in the CPA rating.

Ascentia designed and delivered a focused coaching programme including 360 Feedback, Development planning and coaching, for each individual on the management team. This supported them both in their ability to cope with the pressures from the change project as well as supporting them to deliver the project.

As a result the IT migration was successful. The Benefits Service retained their Four Star rating which wasa first amongst such major IT migrations in the public sector. Ascentia were accredited with being a significant intervention to support the managers and maintain the performance.

Leadership Development

Ascentia were engaged by a leading global technology player to accelerate the development of seven key directors who were assessed to have potential to be a GM or Country Manager within three years. The client were looking to develop capability in Strategic Agility, Understanding Global and Industry Forces and Impact on Organisation, as well as Developing Talent and Business Planning.

We designed a programme which included individual assessment feedback, 360 feedback, full engagement survey implications, a forward development plan and coaching programme.

As a result of our work  six of the seven directors were promoted to new roles within 18 months and the Ascentia coach who worked with them was engaged on further assignments and is one of the top 10 most frequently deployed coaches for European leaders within the organisation.

Changing Ways of Working

Ascentia designed and delivered a programme supporting a pharmaceutical client whose sales teams were facing the challenges presented by the changing structure of the NHS. The course included introducing new ways of working in a matrix environment, moving from line management to influencing without authority. The brief included training internal and external trainers to deliver the programme across Western Europe and Canada.

Building Leadership Capability

Birmingham Property Services (BPS) engaged Ascentia Corporate Coaching in a coaching project to build leadership capability. Delivered across several years the project included Leadership Development Coaching, 360° feedback, Personality Profiling, and Personal Development Planning. BPS also commissioned Ascentia to design and deliver two successive Annual Management Conferences to ensure the conference took into account the predominant psychometric profile of the managers.

Ascentia also worked on the creation of a Management Competency Framework to describe those competencies essential for success in the role of the manager in the future.  Having developed a competency framework, the next stage was to assess all the managers against it. Each manager attended a Development Report Feedback Seminar and the outcome of this piece was each manager had a personalised Development report in the context of the competencies required for success in the future, with a plan and development suggestions.

It was evident during the second management conference that the managers had moved on in terms of embracing change, the need to work differently and engaging their people and teams. One on one coaching sessions were available to each manager following on from the conference and many opted to run these as group sessions with their teams to communicate both at a team level and identify those things they will do differently. The spirit is more open, engaging and forward thinking.

Based on feedback and results from the project, our relationship deepened and over the subsequent three years the two organisations worked together on a change agenda to develop and equip BPS with the competencies, attitudes and outlook to drive a successful City Council operation.