This Webinar has now taken place.

Duration: 1 hour

Style: Interactive Webinar

This Webinar features breakout sessions and instant feedback.

One thing that is certain- there will be constant change in the world of work! Because of the increasing complexity and ambiguity that many of us face, one question is repeatedly being asked “How do I expand my resilience in these constantly changing times to remain effective?”

During this Webinar we will explore these key questions about Resilience:

       What is Resilience?- are you born with it or can you develop it?

       What’s my relationship with Resilience? The inside-out approach

       Are there links between Resilience and Business Performance?

       How do you create the conditions for Resilience in the workplace?

The webinar will enable you to make the connections between Resilience and effectiveness in YOUR workplace. You’ll also get the opportunity to network and share with others in our interactive sessions.

Maximizing the Value of this Webinar

        Invite others to participate. Schedule a group or team meeting for this time and invite other colleagues to attend.

        Debrief the lessons learned. Set aside some time at the end of the Webinar to discuss the key insights and their application in your team and workplace.

        Tap into the network. You will participate in interactive breakout sessions- make the most of the people who are in your virtual syndicate room.

or contact us at info@swanconsulting.co.uk for further details

SWAN’s Leadership Learning Sets are action learning at its best.

They involve a group of Leaders coming together (from the same or different organisations) to tackle the real issues and challenges emerging in their business environment.

This is a self development journey of 12 months for only £1,200 plus vat and you will receive:
1 Full day emersion session, which includes intensive communication skills development followed by three subsequent Leadership Learning Set meetings with your unique group.

When booking please note the event dates and select your preferred location.

We will be offering new Leadership Learning Sets later in the year- if you would like more information please complete the form below

or email info@swanconsulting.co.uk

Accessing Creativity Leadership Learning Set

ALL Venues Fully Booked - Please complete the form for more information as soon as it is available.

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Making the successful transition to a new role

How long do you get to prove yourself in a new job?

Want to explore how it works and the costs? 

Start your journey to success in your new role by having a no-obligation conversation with one of our transition coaches, or read more details here

First 90 Days Transition Coaching Event

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 First 90 Days Transition Coaching for Leaders

Making the successful transition to a new role

How long do you get to prove yourself in a new job?

Taking on a new role is an opportunity, a chance to start afresh and to bring about change in an organisation.  It is also a period of personal growth as you establish new working relationships and a detailed understanding of your new role, team or organisation.  This is true whether you’re stepping into a more senior role in the same organisation, moving to a new organisation, or taking on a different function (e.g. general management instead of functional specialist).  

There are external and internal elements to this coaching work. The external is about getting to grips with your new context, responsibilities, people and challenges. The internal is about letting go of your attachments and your identity with the old role, team and organisation, and working your way through a psychological transition into the ‘new you’, the leader you want to become in your new context.

Role Transition Coaching is designed to help you establish momentum and credibility in the first crucial 90 days and beyond. By anticipating what’s ahead and reflecting on your early impressions and experience, the coaching will help you build a robust sense of what it will take to achieve your aspirations in your new role.  We will tailor our work using the focus areas listed below.

Putting on your new shoes

Whether it’s all new faces; some new faces; or all of the same faces, your role is different and therefore so are your relationships.  This includes your relationship with yourself – how you define your identity at work and your vision for what you’re trying to achieve (for yourself, for your business, for your people)’ How will you respond to more, or different, responsibilities? You have different shoes to fill now.  If you can’t imagine yourself wearing them, neither will anyone else!  

Understanding the challenge

You may be moving to an unfamiliar part of a business you already know, or working with a new organisation and new people.  You have a new context to understand and different decisions to make.  What will you need to learn about your new team, business, organisation or boss?  What’s important about their past and what are the critical challenges ahead?  How will you navigate the organisational culture and the power and politics of your new situation?

The right plan

Once you’ve got a handle on what’s going on and the key challenges, you need an appropriate personal strategy and plan of action.  You need an eye on the long-term but you also need a short-term plan that is flexible and can be adapted as you settle in and get feedback from your first steps.  How will you establish the right balance between listening, learning, appraising, leading and doing?

Leading change

How will you go about changing things in a way which reflects your values, wins support, takes people with you, and builds on strengths? How will you address areas of vulnerability?  What leadership qualities will you need to bring forward to motivate people and win commitment to, and energy for, your vision?

The right people

What about your team? Do they have the skills, attitudes and behaviour that you need to achieve your goals?  How will you assess whether you’ve got the right people, processes and structures in place to deliver future success? Who are the movers and shakers in your team and who are just ‘sitting on the fence’. Using our energy and commitment tool you’ll be able to assess your team, and be better informed about what coaching you may need to provide to create the start of a high performing team.

The right boss

You didn’t necessarily get to choose your new boss (unless you are transitioning to a role where your boss stays the same) – but you have options about how to work successfully with him or her.  Even if it’s your old boss, you have a new role and new responsibilities, so your relationship needs to be redefined.  How will you work successfully with your boss, aligning your goals and ways of working?  What support, advice, information or resources will you need, and how will you go about ensuring you get them, so you can be on your way to achieve your aspirations.

The right network

Once you have a better orientation to your immediate team, who else inside, or outside, your organisation will it be important for you to establish relationships with?  Who will have a critical role to play in your success, and how will you get their support? Knowing who your key stakeholders are, and mindfully managing your relationship with them, is crucial for success in your first 90 days. Your new network needs wiring and our relationships tools can help you with that

Supporting yourself

What kinds of transitions (work or personal) have you experienced before, what’s worked for you in the past, what makes you confident, or apprehensive, about your ability to handle this one?  What personal support will you need and where will you get it?  Who will tell you if you’ve said something tactless, or missed a crucial piece of data?  Who will tell you, honestly, when you’ve done a good job, read a situation accurately and displayed real leadership?  You want people who will tell you the truth; not “yes men”.  And you need to be able to hear and respond to what they tell you. How will you develop your capabilities to solicit feedback; listen consciously and act mindfully?

This programme is based on extensive experience with clients in transition, with theoretical frameworks provided by Michael Watkins (The First 90 Days) and William Bridges (Transitions: Making Sense of Life’s Changes). No matter where in the World you are located, we have a transition coach who can work with you to make the first 90 days in your new role, a gateway to greater career success!

Want to set up a no-obligation phone call to explore how it works and the costs?

Accessing Creativity through Leadership Learning Sets

 Complexity and ambiguity form the context for today’s Leaders . SWAN’s Leadership Learning Sets are designed to create a deeper awareness of the possibilities for future actions and solutions. 

What is a Leadership Learning Set? 

It is a group of people who come together regularly to explore real and live business issues, which they don’t have an answer to. The starting out place then for participation in a Leadership Learning Set is- NOT KNOWING THE ANSWER! 

SWAN’s Leadership Learning Sets are action learning at its best. They involve a group of Leaders coming together (from the same or different organisations) to tackle the real issues and challenges emerging in their business environment. 

Facilitated by our experts in action learning, the dynamics created by the group act as the incubator for innovation and creativity. Learning Spiral© is utilised to enable accelerated results and Return on Investment, which is tangibly experienced back in the workplace. 

A Leadership Learning Set is an ideal environment to expand the capacity for self development and also learn from Leaders in other sectors and/or disciplines. 

How do SWAN’s Leadership Learning Sets operate? 

Participation in a Leadership Learning Set is voluntary, that is to say Leaders self select to join a Learning Set. When a learning set first comes together, the SWAN facilitator orients the participants to the Learning Spiral©, which is a strengths-based dialoguing tool. Each Leader then brings their presenting issue to the group, and through the Learning Spiral©, gets the opportunity to explore their current paradigm in relation to their issue, and discover new insights. Learning Spiral© also enables each Leader to access the knowledge and wisdom of the group members; which results in commitments to action being made. 

Typically a group of 5-8 Leaders will embark in this highly experiential approach to learning for a period of 9-12months, and meet for ½ day every quarter. The intervening weeks between each meeting enable each Leader to put into action the commitments made during the session. At the next session each Leader uses their Learning Set journal to share insights and outcomes with the other group members. Then a new Learning Spiral© is initiated. 

The benefits of SWAN’s Leadership Learning Sets 

• Develops an individual’s capacity for appreciative dialogue; advocacy and inquiry skills
• Expands self awareness and self reflection leading to insights and breakthrough thinking
• Develops communication and relating competencies
• Ensures ideas get tested and applied
• Develops systems thinking, creativity and ‘out of the box thinking’
• Makes accountability for taking action ‘real’
• Develops the dynamics for a coaching culture
• Highlights the importance of self-directed learning
• Is the basis for innovation
• Cost effective development intervention
• Can be used as an integral part of a Talent Development strategy
• Can be the ‘engine room’ for culture change and organisational transformation
• Develops co-operation amongst peers and collaboration amongst partners

Current Context

Leadership today is set in a new context- there has been a quantum leap in the World, and now Leadership needs to make that leap. The complexity and ambiguity many leaders face is unprecedented. Leaders are leading in a different context today, and will be tomorrow- it’s just that not many of them realise it!

Developing Leadership Character Leadership Character is the collection of qualities that distinguish a leader and include things like the individuality or uniqueness of the leader, the capacity to relate to people and to inspire them to action, and the mindedness to develop the capability and potential of people through their coaching and guidance. Harnessing these and other qualities a leader creates an environment where exceptional business performance can be achieved. Inspiring others is the key to successful leadership and this is the focus of SWAN’s flagship Leadership Programme. Some of the core questions Leadership Compass© raises are fundamental to inspirational leadership for the future. The commitment to transform old thinking and discover the new thinking that creates more from less, is how maximum return on investment is achieved from this programme.  

Leadership Compass© has three elements and would serve the agendas of future focused CEOs, Senior Leaders, High Potential Managers and Emerging Top Talent. SWAN also design leadership programmes that specifically address emerging issues in an organisation. These range from innovation and culture; to systems thinking and agility.

- Carl Rogers

Are you ready to take the leadership journey to inspiration? Then contact us now to register for our next programme.  Contact Us

EUROPEAN PROGRAMME 1 (BOOKINGS CLOSED)

EUROPEAN PROGRAMME 2 (BOOKINGS CLOSED)

USA PROGRAM 1 (Chicago Botanical Gardens, Chicago) DATES TBC

2020 Vision is a forum for leaders who are interested in influencing how leadership will be in 2020. If you have energy and passion to shape the future and would like to join this thought leadership group, please contact us on:

Join SWAN’s 2020 Vision Event and start your journey  towards tomorrow. This event is specifically for organisational Leaders and internal OD specialists. 
View further details here…..

- Ralph Waldo Emerson - John Lennon - Jonathan Swift - Samuel Taylor Coleridge - Albert Einstein