the aim
The aim was to improve the leadership skills of 47 members of George senior management. This was measured by George's Leadership Survey undertaken six weeks before the programme and four weeks after. The aim was to:
- improve aggregate leadership scores
- increase the number of 'Star performers
- reduce the number of managers with 'Developmental needs'.

the solution
Our bespoke solution created a clear framework for becoming an effective leader whilst addressing the skills gaps that were revealed in the Leadership Survey. We devised an idea of 'growing time' that encouraged senior managers to lead their teams, and using time management techniques showed them how to find the extra time necessary to support and coach the team.

It was important that the training programme was linked with all other Asda training initiatives for that year. The strength of the solution was that it was truly bespoke to the language and culture of George.

the people
'I have gained 6 hours a week'
Participant
'We are all continually amazed by the results'
Company's people & development manager

the results
All of the programme's aims were achieved. The most amazing result was how the positive effects continued to rise as the senior managers learnt to coach other managers. This created a cascading effect throughout all management levels, with leadership scores constantly increasing, many months after the programme had finished.

The pie charts below show the ratio of management attainment levels before and after the programme. These attainment levels were based on coaching, objective setting & achievement, personal awareness, communication styles and managing & leading performance.

Ratio of managers' attainment levels

BeforeAfter

	1 - Star performer
	2 - Good
	3 - Competent
	4 - Has developmental needs