Why choose Mitchell Phoenix for management and leadership

development?
Most organisations in business are striving to create increasing value
Client demand and for their customers. Customers who demand ever more for, ever less.
value add

Generally these ‘value add’ achievements can be measured at all

points along the supply chain for example; in manufacturing, this
value is self evident and subject to quantity checks and strict quality
audit at every stage. Waste levels have been driven down to fractions
of percentage points and canban systems enable the largest
operations to function perfectly well on 2-3 hours stock. They apply
precision, rigor and structure to measuring every aspect of the
business against preset targets.

Purchasing rigour What about leadership development?

We suspect that strong leadership leads to stronger results and seem
content to let intuition drive this essential aspect of the business.

But what happens when we try to identify the value created by

leadership training? What happens to the business rigour when
assessing leadership training for return on investment? All the deeply
entrenched disciplines associated with modern business efficiency
seem to vanish, with purchasing decisions often left to junior staff
bereft of the deep leadership understanding and experience required
to initiate a leadership programme that addresses the strategic needs
of the business.

JD I’m James Donnelly of Mitchell Phoenix and during this talk I want to
lay out the methods and philosophy that enable our clients to easily
identify value-add from Mitchell phoenix programmes and why you
should choose us to help you do the same.

Mitchell Phoenix Since 1988 we have developed a suite of leadership and

management development programmes that enable clients to see
visible business results from our training. We learned this the hard
way, through trial and error. Working with clients we jointly
discovered ways in which learning could be connected directly to
creating business results.

Our current programmes are part of a unique system of learning that

creates results from each training experience. Results that are are
recorded and reported by the client delegates and answers the
question ‘Why choose Mitchell Phoenix?’

Content Let’s explore knowledge about management and leadership.

Leadership and management are very well documented areas of
knowledge. Anyone with access to a bookstore or library can present
this in a training overview.

Most managers of any experience have already accessed these

topics or have instinctively drawn conclusions and adopted some of
the thinking. Yet they do not display the attitudes and behaviours
required of leaders. This suggests that knowledge, alone, of a subject
is rarely enough to influence changes in the way people behave.

Real and vivid experience changes behaviour. Sometimes that has to

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 be forced on people by the demand to do so.

For example, those businesses now at the top of their game in

productivity knew about improvements before they adopted them.
They changed because the customers drove it into them through
increasing competition and ever increasing demands. They have now
institutionalised constant change and improvement. How many
managers and leaders can boast this?

So if content alone does not change attitudes and behaviours, what

does?

No demand for Few leadership programmes are designed to unlock leadership

change therefore no potential in a way that produces new results. No real demand is
change placed on delegates to change behaviour or approach. Organisations
and senior managers rarely recognise potential leadership changes
when they do occur and even more rare are the reward systems that
kick in when a manager displays new and more effective ways of
leading others. There is rarely a ‘top-down’ effect, where senior
leaders follow the programme before middle management and junior
management.

Visible results An effective leadership programme must connect critical knowledge

with real and vivid experience and a demand for change in behaviour.

So programmes that aim to produce business results through stronger

leadership must include:

A focus on business results

Programmes must be designed from the beginning to create

visible output into the business not just invisible input. Delegates
must record and report results at every stage. This requires a
system of business focus and reporting rigour inherent in all
Mitchell Phoenix programmes. This factor alone makes Mitchell
Phoenix programmes of great value to our clients

Programmes must have a built-in demand for change

There must be a built in system of demand that requires

delegates to focus on making personal changes and showing the
results of those changes. Mitchell Phoenix programmes link
strategic needs of the business with work focused improvement
throughout the development period. Delegates are required to
report their progress and results to peers and line managers.

The project should be led “top-Down”

Leadership is by nature ‘top-down’, if improvements are to be

made that are lasting and visible then they must be recognised
‘top-down’ and supported by senior managers first. Other levels of
management within the business can be engaged once senior
people can demonstrate principles of leadership and mentor
others through the development. All Mitchell Phoenix projects
unique incorporate ‘top down’ components addressing all levels of
leadership from the boardroom to the factory floor.

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Building and shaping What more can be done in this area and how can we leverage this
the internal business leadership growth on a wider scale within the business?
culture
In the same way that businesses built quality cultures throughout the
80s and 90s it is possible to design initiatives that build a strong
leadership culture within your business.
In this area Mitchell Phoenix are pre-eminent in designing, building
and managing projects that transform complete management cultures
into a culture of leadership.
These projects are remarkably compact and require only one
intervention each month for any given management group. They are
non-destructive preserving and re-enforcing the strengths and positive
attributes of your existing culture while embedding new behaviours.
The results are permanent, shaping a leadership ethos and culture
that is long term and robust. Mitchell Phoenix may be unique in
having built such programmes, delivered them into demanding
markets and continuously invested in development that keeps your
programmes fresh and relevant.

Consistent results Why choose Mitchell Phoenix? ‘Business results’ is the simple
answer, and results that are visible, recorded, permanent and
repeatable throughout your organisation. If you want to create and
grow a strong leadership culture within your business that yields these
results then call us or submit your details through our web site.

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