At Reciprocal Management Partners we offer our customers the opportunity to gain a competitive advantage from both a strategic and operational perspective. Our engagements bridge the gap between advisory services and work execution to assure results delivery.
Our change & leadership development services we offer include:
- Leadership coaching and talent management
- Project management
- Stakeholder management
- Succession planning
For more information on how your business could benefit from these services please read below for further explanation and contact us.
Leadership coaching and talent management
We believe strongly in helping people to learn through on-the-job experiences. We will role model new leadership skills and exchange knowledge to enhance personal and professional growth. It is essential to shape a leadership style that values a legitimate cause to unlock the talent potential for sustained performance improvement.
Our practical understanding of entrepreneurial behaviour allows us to connect in a way that empowers a performance culture throughout the organisation.
Project management
In all change management programmes and projects we use our 4-phase framework. This is described below:
It is important to determine the right value-adding work streams (during the scoping and engagement phases) and resource them appropriately to deliver the transformation (throughout the delivery and sustain phases). Once the work streams have been commissioned, integrated key milestones are agreed and then coordinated until completion. If this is not considered, areas of the business are at risk of drift from the common goal and this ultimately affects benefits realisation.
Contact us to learn more about our 4-phase implementation framework and assure that your projects are deliver on time, to cost and quality.
Stakeholder management
Over the last 20 years we have developed an engagement style which is unique and one that encourages exchange of views and provides for acceptance and excitement during change.
Inappropriate or even inadequate stakeholder engagements can derail change management programmes. This manifests itself in a lack of synergy between individuals and groups or unknowingly removing 'unwritten rules' on how work has been delivered.
Leveraging the tacit knowledge from stakeholders is the single most important element in bridging the gap between strategic alignment and how to deliver the work. Our people will work closely with you so that the voice of all stakeholders is taken into account within the change programme.
Succession planning
Business's inherently go through cyclical patterns of performance highs and lows, and this is commonly attributed to unforeseen changes in the marketplace. Reciprocal Management Partners has conducted observations over the last 20 years in many industry sectors and we have determined that in most cases the businesses did not invest enough time or attention internally to succession planning at a strategic level, and more commonly they focused on workforce management in isolation.
When we have helped blue chip companies and SMEs to implement a framework for performance management coupled with succession planning, the impacts of external factors have been minimised or not at all felt. Our overriding view on succession planning is to have the correct level of visibility to the process which evolves in accordance with the organisation structure, and this process fits with the maturity of the business cycle.
For succession planning to be effective it needs to be integrated into the management framework, where plans are continually reviewed and updated in line with strategic changes, whilst assuring you have the 'right' leadership competencies for now and in the future.
