Centrica – Senior Leader Development Programme

Team & Personal Effectiveness

Team & Personal Effectiveness

Team Effectiveness

Hogan Leadership Assessments Hogan Leadership Assessments are considered to be the most valid and reliable assessment inventories of personality and leadership. They are used to help leaders reach their potential by increasing self-awareness on what someone may want to maximise as a strength and/or manage as a potential derailer. The assessments are well known for measuring how others see us (reputation) versus how we see ourselves (identity) which will help us develop greater self awareness on the impact we have on others as leaders. There are 2 types of assessments: Self-Assessment (3 reports) - The Hogan Personality Inventory (Bright side) describes how we relate to others when we are at our very best. The Hogan Development Inventory (Dark side) describes what elements of our personality emerges in times of increased strain and can disrupt relationships, damage reputations, and derail people’s chances of success as a leader. The Hogan Motives, Values, and Preferences Inventory (The inside) describes elements of our personality that refer to our personal goals, values, drivers, and interests that determine what we desire and strive to achieve. 360° report - summarises feedback from your line manager, peers, and direct reports on your leadership style/traits/practices using Hogan’s leadership framework. This will give you a deeper understanding on how you lead yourself, work with others, lead the business and lead strategically across the organisation.

Get in touch with stuart.haden@centrica.com to hear more about the core offer, aligned to our TEAM diagnostic and model. Focussing on trust, enabling, accountable and meaning. Our resources can provide you with the tools to deliver your own team effectiveness sessions, a self-serve approach. But we can help you to design sessions, and if needs be we can support the delivery. 1 - Context (Why?) – the resources focus on team context, framing the needs for the sessions both within a team and organisational setting. This might include; purpose, strategy, culture, values and behaviours. A light touch needs analysis can help to shape the design of the sessions. For example, identifying: knowledge / skills / behaviours, desired states, objectives / outcomes and simple evaluation methods. 2 - Conditions (How?) – akin to a health check that can further build on the team context established so far. Based on the research from Drs. Ruth Wageman and Richard Hackman known as the 6 Team Conditions. Essentials include: real team, compelling purpose and right team. Enablers include: sound structure, supportive organisational context and expert team coaching. 3 - Change (Who?) – the resources are set up so that you can both design and deliver team effectiveness sessions. In doing so you’ll be able to assess the readiness of your team for this type of activity. Before, during or after this activity it might become apparent that further support is required which we can help you with. 4 - Choices (What?) – so far you will have focused on the design of team effectiveness sessions. Here you can focus on some but not necessarily all of the delivery options. The TEAM framework provides an overall structure. This also allows you to put your own stamp on the sessions, choosing what you think will work best for the team. Coaching Programmes Get in touch with stuart.haden@centrica.com to apply for coaching. We will need to assess your readiness for coaching, objective setting/alignment, development completed/planned and the other 1:1 connections you might consider instead of/as well as coaching. This will help to consider wider development options, increase self-awareness and challenge existing mindsets. We offer a range of different options resourced internally or externally. Short form sprint coaching can be booked 3 sessions at a time, whereas more traditional executive coaching programmes generally agree 9 sesstions from the outset.

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