Empowering leadership

How can we empower our managers to better support their multi-generations teams in successfully adapting to change and together shape future business opportunities?

On the Morro co-created an in-depth 9-month leadership development program for a group of 40 managers in an international organization. The managers were selected from their different offices in Europe, North America, the Middle East and Asia. On the Morro designed and facilitated a hybrid leadership program to equip these managers with the tools, methods, skills and mindset necessary to lead their teams in an increasingly complex environment and to shape future business opportunities.

Approach

• Tailor-made learning experience using both blended online and face-to-face activities for group work and individual reflection. Action-oriented and highly interactive.
• Working with On the Morro’s methodology and models, combined with those from the great thinkers from various schools of thought.
• Rooted in practice, through working on individual and business challenges
• Facilitators, subject matter experts and coaches with different world views and expertise journeyed alongside the managers, providing personalized support and guidance. Senior leaders were involved to inspire and motivate participants.
• A balanced safe environment for the leaders to try out new and unusual skills with peers. Especially encouraging them to embrace discomfort and push their boundaries.
• Face-to-face sessions were held in a green lush environment to stimulate exploration of the outdoors and to stimulate deeper connections among participants.

Result

This program has cultivated a group of empowered, forward-thinking leaders ready to drive the change they envision, for themselves and their teams. Key outcomes included:

• New perspectives on business opportunities and career development for the participants by exploring macro trends together, and discussing the impact of Artificial Intelligence and CSR on the business.
• Higher team engagement: through activities and discussions, participants became more aware of their biases. This awareness, combined with the “power of questions,” enabled managers to engage in different, more meaningful conversations, leading to higher team engagement.
• New collaboration: From the onset, managers formed strong bonds, valuing each other’s professional insights and personal experiences. New connections and collaboration emerging from it.
• Empowered leadership: managers felt empowered to lead their teams towards technological advancement and sustainability, aligning with the company’s mission to make a difference in their clients’ business.
• Inspire new ways of working: managers developed the ability to convince and inspire their team members to adopt new methods.
• Effective storytelling: the use of storytelling, creating a personal vision on change, became a valuable tool for managers to convey ideas and convince others.
• Reflective practice: participants learned the importance of pausing to reflect, zooming out, and considering different perspectives more often.

We’d like to thank each participant for their commitment, candour and enthusiasm. Their curiosity elevated their leadership progress and created a supportive learning community within the organization. Their learning journey continues!

Reference

Don’t hesitate to get in touch with us if you’d like to hear more about this program.

Core team

Yvette Pasman, Klazien van Vliet, Paula Baars
Special forces: Dennis Loots, Rianne Keyzer and Stephanie Jansen.