The Evolving Programme

Evolving Leadership In The Social Media Era

what is evolvingEvolutionary processes give rise to diversity at every level of the organization and allow them to transcend towards greater sustainability by aligning products and services with internal capabilities, whether technological, personnel, technical or commercial. Organizations evolve and this is the only constant. Political instability, natural disasters, social media, and the world financial catastrophe have pushed organizations to re-think their approach in the wake of intense change. Those who will succeed will have to sustain the process of metamorphosis and come out the other end agile and resilient. Make changes today for a better tomorrow!

Why Is It Important?

Evolving organizations challenge the way things are done and inspire people to meet those challenges and make changes that are sustainable.

To ease the journey along the change curve, organizations have got to drive their employees to be ambitious and to achieve organizational goals.

Evolution occurs when employees learn from each other. Very often those more senior employees demonstrate ‘the correct way’ to make decisions or processes work.

Organizational evolution focuses on the ‘grass roots level’ looking at the structure and process of actual change.

It is often the irrepressible qualities of intuition, creativity, cooperation, anticipation and generosity and the ability to self-organise, solve problems and acknowledge difficulties that allows individuals in an organization to contribute to its growth and evolution.

Programme Take Aways

This program is designed for managers in organizations who are encountering changes and turbulence, whether this is due to internal factors, external factors or both. Behaviours like resilience, flexibility, proactive thinking, dependable working, influencing and understanding will be demonstrated in this program. By doing this, managers will appreciate the change created and its impact on the organization, teams and their own goals. Managers will be engaged in such a way that fosters their agility and they will be able to respond to any challenge and make positive decisions that sustain the identified change. They will also be practising and building the skills to demonstrate these behaviours as follows:

Understand the need to evolve with the changing business environment and pro-actively act upon the opportunities that this generates.

Be aware of and appreciate the impact of, change within themselves, their peers and their team members.

Learn how to deal with and address, the emotional dimension of change.

They will be able to build skills such as influencing / involving the various stakeholders to implement the sustainable change and to achieve the anticipated results.

How to be forward thinking, to identify opportunities for growth, to make it happen and to derive results from change.


Programme Modules

Module 1
The Evolving Circle & Evolving Managers
The evolving business environment
and the burning platform.Understand the bigger picture of evolution in your own organization.Evolving organizations –
what it takes to make them work?The qualities and behaviours of evolving managers and
their contributions to evolving organizations

Module 3
Growing People & Capabilities Passionately
The role of passionate managers in growing
team members. Behaviours needed to passionately develop others.Assigning tasks to others while driving and
supporting them with passion.Coaching people to achieve their own goals
(The GROW Model). When to use coaching and when
to use tasks to grow capabilities.Giving space for people to learn and
try new tasks, with NO FEAR!
Module 2
Responsiveness To An Evolving Environment
Appreciate and identify opportunities for growth and change in their own sphere of business –
be able to gather and analyze data and information
(to propose, make and implement the right changes)
Willingness to capture these opportunities.Being creative in overcoming hurdles to willingly capture growth opportunities with great resilience
Module 4
Make Change Happen Sustainably
Being resourceful in coping with change.Support team members to cope with, make,
live and implement the change to pro-actively
grasp opportunities.Foster an environment of viral change
by being a role model.Influence stakeholders to cope with
and implement the new change.

Dealing with resistance in difficult people.

Coaching labs to help people change and move forwards.

Motivating and inspiring people to sustain
change and its results.



Graham Boyd, Senior Management Consultant

Dr. Graham Boyd is known as a ‘deep generalist,’ successful in leading people, business, scientific research, strategy and multi-stakeholder dialogue. He enables clients to integrate hard skills with soft skills, to enable clients to connect the organisation’s purpose and strategy with the behaviours and organisation required.

Graham started his professional life in high energy physics and computing. He published many papers on simulations of the complex world of high energy physics. He then moved into Procter & Gamble, where he led the development of new products and new organizations. As packaging leader in the newly-established Beijing Technical Centre he was a key part of the team that developed the organization and business. During his watch P&G grew the laundry volume 10 times, profitably introduced fabric enhancers into China and developed a number of new business initiatives. He was also the Asian leader in the packaging community of practice. On returning to Europe he led the European injection moulding division.
The common thread in all these was complex systems thinking: seeing the whole, the interactions, and the parts. and then changing the system for the better.
He has also been a coach in P&G, the lead trainer on topics ranging from statistical process control to multi-cultural team performance. (This builds on his experience, having lived and worked in South Africa, Germany, Italy, Japan, Belgium and China).
Graham is also an accomplished public speaker, both in English as well as German, his second language.

Terri McNerney, Management Consultant

From her London base, Terri McNerney specialises in leadership, team and organisational development. Her work includes coaching, facilitation and project/workshop design, with a key focus on senior leaders and cross organisational teams.

Terri McNerney’s work includes transition, change, creativity and post-merger workshops and interventions. Terri has more than twenty years experience with Global 500 companies.
She has consulting experience in a variety of industries including petrochemical, broadcast media, pharmaceutical, energy, telecommunications and general merchandisers, as well as government and education sectors.
Terri held an organisational consulting role in BP Amoco’s UK merger team and was a key player in the start-up of Amoco’s European Shared Services (ESS) organisation, presenting at numerous European conferences.
Previously, Terri worked for Barings Bank (ING) and Conoco (ConocoPhillips) in a variety of organizational development, change management, training and human resources roles. Terri holds an MSc in organisational consulting from Ashridge School of Management and is a firm believer in continuous development and as such she is a Clean Language, Dialogue, Gestalt and Appreciative Inquiry practitioner, trained in the Myers Briggs Type Indicator (MBTI), the Ned Herrmann whole brain profile (HBDI) and is an accredited NLP master practitioner.
Clients include BP, BBC, Talkback Thames TV, Starbucks, Droga Kolinska, Wyeth Pharmaceuticals and NFU Mutual. Working with people, energising them to creative action and creating opportunities for inclusive conversations; this is what Terri does at work – and it’s what gives her energy too.
Terri radiates warmth and energy, and works with her head, her heart and her gut feelings.

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