Coaching

Coaching

“EDIT’s coaching style is challenging and provocative, aimed at getting the best out of the individual. As an employer, EDIT has worked well with keeping me informed of progress whilst maintaining the integrity of the coaching relationship” Victoria Woodison, Global HR Transformation Director, G4S plc

We believe that one way to help people realise their potential is through coaching. The best business coaching has dramatic effects on the performance of individuals and, therefore, on organisational success. Whether the organisation is global, regional, family or privately owned, a non-for-profit or university, purposeful coaching can transform results, effectiveness and, over time, cultures.

We have a diverse team of inspirational coaches who help individuals, teams and executives rise to challenges and raise their game. We take a strength-based approach to coaching and pride ourselves on making life-changing impacts on people.

Our Executive Development and Coaching practice provides leaders with the capabilities they need to rise to the challenges and maximise the opportunities facing their organisation now and in the future. Drawing on a wide portfolio of market leading assessment tools from the market, combined with our results orientated tailored approach; we have the capability to enhance effectiveness at the individual, team, and organisational level.

Assessment and Measuring Potential

Assessment and Measuring Potential

“Sonia and the team are brilliant to work with. EDIT act as real business partners and have helped us to develop the talent management and leadership development offering across the Go-Ahead Group over many years. The team challenge us each year with new leading edge ideas to think about, which we can’t always take up, but we have developed a respectful and healthy relationship over time as a result”. Val Proctor, Group HR Director, The Go-Ahead Group plc

Our assessment services enable and develop people, leaders and teams to maximise their potential.  We offer ready-to-use, tailored and bespoke solutions to identify and develop emerging talent to deliver future business success. Our virtual and face-to-face solutions are strengths based and focus on what participants need to build on and do differently to achieve lasting positive behavioural change.

We work with our client’s in-house delivery capability, training internal teams to assess using our simulations and our methodologies; alternatively we assess using our team of behavioural experts for external measurement. We have a strong cross-sector pool of global talent and leadership development programme data and we use this to provide benchmark data for our clients.  We use the Schroder behavioural framework as the foundation for our measurement.

Our core solutions:
  • Early Talent Assessment – simulations designed with you to support pools of high potentials and early talent.  These are focused on measuring where people are now, what type of stretch they need, and where they need to focus their behavioural development to maximise their potential.
  • Management Development Assessment – used primarily for key management and business critical role assessments.
  • Leadership Development Assessment – for leaders, senior leaders and executives to support individual, team and business high performance.
  • Leadership Coaching – transferring leadership learning into action.
  • 360 Feedback – our bespoke 360 methodologies are great for individuals and teams to increase self-awareness and see the impact of their behaviours on engagement and delivery. We think about our 360 processes as a way for people and teams to hold the mirror up to their style, and decide whether the impact they are having on others is supporting team performance or derailing it. We also produce aggregated 360 data reports for our clients to see behavioural trends and areas of opportunity particularly important for companies who want to focus on building inclusive and highly engaged business cultures.

Early Talent

Early Talent

"Development of early talent at Laing O'Rourke is so important to us and partnering with a supplier who can deliver to this audience is key to success. EDIT were able to utilise their experience in the leadership space to create workshops which combined practical and thought provoking content delivered in a style that engaged this audience perfectly." Alexandra Walton, Early Talent Attraction & Selection Manager, Laing O'Rourke

We work with organisations to develop the workforce of the future by supporting Early Talent.

Our range of support includes core people management skills, working in a culturally-diverse environments, personal impact, organisational savvy and presence as well as working to develop personal resilience to realise their potential.

Our innovative solutions are practical and engaging and we work globally with clients on graduate programmes through to regional apprenticeship schemes. Building strong diverse talent pipelines is a passion for the EDIT team. 

We want to create more inclusive businesses and our range of Early Talent Assessment Centres can help you identify the pools of people who will be your leaders of the future, the shapers, and the gamer changers.

We can, through our range of Early Talent identification and development programmes, support you to achieve your organisation’s vision by helping you to harness innovation, leverage diversity of thought and future proof your business for the future of work.

 

Building Teams

Building Teams

“The most relevant team building event ever attended” Alastair James, Programme Director, G4S Plc

We don’t believe there is one definition of the word team. We know that in our culturally diverse, multigenerational business environment we need to tap into the skills, capabilities and perspectives of all. We work with our clients to create team building events and experiences which are tailored to the needs of your business. Our expert facilitators guide through a series of tested methodologies to accelerate trust, communication and authenticity. Our clients tell us we help them think differently, engage all, drive accountability and motivate individuals to collaborate for improved business success.

 

Cultural Diversity

Cultural Diversity

“EDIT have become one of my most trusted advisors in the field of D&I, culture and leadership” Toby Mildon, Diversity & Inclusion Manager, BBC

The phrase ‘Cultural Diversity’ means a range of different things to different people.  Cultural diversity is business as usual for most of us, whether it is the clients we work with or the people who make up our business.

“There is only one way to look at things until someone shows us how to look at them with different eyes” – Pablo Picasso

Understanding and leveraging difference is at the heart of what we do. We work with our clients to build knowledge, understanding and appreciation of cultural difference through bespoke workshops and espresso sessions designed for leaders, managers and individual contributors to stimulate curiosity and develop personal and team empathy.

We have specific expertise of working with global clients to support Foreign Service Employees working in the UK on assignment, building cultural awareness of working and living in the UK to support transition and high performance.

 

Inclusive Leadership

Inclusive Leadership

“Working with EDIT is always been a pleasure, their insight, their knowledge combined with a different way of thinking has helped support our Networks and our Inclusion agenda to move forward. Their special brand of understand the customer and values of the organisation ensures we have a purpose fit programme.” Sharon Pegg, Group Diversity and Inclusion Manager, COOP

The benefits of an inclusive, diverse and engaged workforce are well documented – it can improve the bottom line, increase engagement and, in some teams, unlock innovation. When we think about inclusion, we think about a business where differences – geography, culture, industry, preferences and styles – are valued and, more importantly, leveraged.

Ultimately, we believe that inclusion and diversity is not just about representing designated groups but about embracing a melting pot of perspectives and realising the power of this in driving business performance. Having an inclusive and well-balanced leadership and management team is one of the ways to attract and retain the best people. 

Understanding how your leaders view diversity and how this is shaping your culture is a key step in fostering inclusivity. Equally important is understanding how the unconscious and conscious biases in your business, from processes to cultural norms are working against your inclusion and diversity objectives.

Our core development programmes supporting Inclusive Leadership:
  • Authentic Leadership – understanding how to be the best version of self and to value others who are authentic in the way they work and lead.
  • Unconscious Bias – using latest neuroscience research, we have a range of espresso sessions to explore ways to develop thinking criteria, to challenge the assumptions we make, to analyse the decisions we take as well as providing tested coaching tools to catch our biases in action.
  • Building Inclusive Teams – team building events to build a deeper understanding of the strengths and value of each team member to support high performing teams.
  • Small Nudges – espresso sessions focused on core behaviours linked to creating an inclusive culture such as; building trust, developing curiosity, competitive collaboration and flexible thinking.

Disruptive Leadership

Disruptive Leadership

‘EDIT quickly smashed the glass ceiling concept at Sky by challenging our leaders to bring more of themselves into work increasing the confidence in our leaders’ Gavin Baxter, Head of Design, People Development, Sky

Today, to lead among leaders is to be the person who sets the course, challenges the existing way of thinking, and the person who invents the future.

So many organisations are influenced by business bias and disruptive leadership aims to challenge the status quo, ignite creativity and innovation and value true diversity of thought, perspective and create new paths of activity. Where are your business game changers? We have a range of high impact solutions to support the identification and development of disruptors in your business.

“The best way to predict the future is to create it.” – Alan Kay

We believe if you are not moving forward you are standing still and fostering challenge and innovation is a core element of disruptive leadership, future proofing your business and responding to customer demands. We pride ourselves on challenging our clients and want to support our clients in challenging themselves.

 

Development Assessment

Development Assessment

"When we were shaping our career development framework, EDIT provided us thought leadership on content i.e. how do careers typically develop, and more specifically on inclusion. They were excellent at bringing ideas and information, discussing the relevance for our organisation, challenging existing dogmas, and helping us arrive at what is the right intervention for us" Mette Sorensen, People and Leadership Development Manager, Belron

We believe self-awareness is at the heart of effective leadership. Holding the mirror up to ourselves is essential to ensure clarity of focus on developmental issues, highlights and challenges assumptions and increases overall performance. We offer a range of individual assessment tools to support self-awareness on four dimensions – an individual’s psychological profile, how individuals see themselves, how others see them and how that combined picture relates to the business context they are in.

We use a range of ‘tools for self-understanding’ which have been proven to raise awareness and facilitate development planning for leaders operating from junior to the most senior levels of an organisation. We partner with providers who offer latest thinking, multi-language assessment capability and user friendly reports such as Korn Ferry, EG1 and IBM. Individual profiling supported by behavioural data is the foundation of many of our development solutions.

We believe if you know your starting point, it gives you a good platform to move forward.

Pay It Forward

Pay It Forward

“We have been working with EDIT Development for a number of years now and they have been a real asset in helping us define our diversity and inclusion strategy. In addition they have provided us with access to networks and development tools for our people to bring our plans to life. Their ethos and approach to business is key to the success of our mutual relationship”. Jennifer Thomas, Head of Financial Communications, Direct Line Group

Every person has a part to play and who best to play that part than someone already impacted by what we do?

We adopt a ‘pay it forward’ approach in everything we do and people love getting involved to share their experiences and knowledge with others.

We facilitate our clients to collaborate with each other through community programmes and schools to create a domino effect of energy. ‘Pay it forward’ is the heart beat of EDIT and we believe every person can make a difference; multiply this by the thousands of people we have worked with and you create a movement of support, challenge and empowerment.

Personal Impact

Personal Impact

“We have used EDIT to speak at many conferences and the feedback received from participants is always exceptional capturing people’s hearts, minds and motivation” Sharon Pegg, Group Diversity and Inclusion Manager, COOP

In every day, there are 1,440 minutes. That means we have 1,440 daily opportunities to make a positive impact. High performing leaders recognise that part of their essential leadership toolkit is the ability to create a strong impression and that how they connect with people says much about their ability to implement strategy, inspire vision, engage and motivate. We are leaving a footprint every minute of every day, be that physically, virtually or by the attitude we bring to our work.
 
We believe that impact has four main areas of focus:

  • What others see
  • What others hear
  • What others feel
  • What others think they experience

Focusing on ‘others’ is a critical element of the impact process. Whilst self-awareness is key to understanding how we respond to audiences in a range of situations, any act of influencing, persuading or inspiring in the hope of making an impact requires us to understand exactly what others need in order that we may flex our style to engage them. Although there are some fundamental or basic behaviours that we expect to experience in a confident leader with presence, there will usually be opportunities to develop skill in one of the main areas of focus, if not all four.

Developing your Personal Impact is an opportunity to change the effect you have on those around you by making small nudges in your communication behaviours. Personal Impact increases self-confidence and improves the quality of your communications. We focus on the capabilities involved in high impact communication, focusing on developing the “tools” of communication – body, breath and voice. We support leaders and managers to build presence and be the best version of self through our one and two day facilitated experiences as well as in our range of espresso sessions.

Agile Leadership

Agile Leadership

"EDIT is a supportive and bright development partner. They clearly stay up to date with what's going on, and happy to share their knowledge. They also provide healthy challenge to my thinking which is critically important for me when dealing with consultancies/leadership development specialists" Mette Sorensen, People and Leadership Development Manager, Belron

Organisations around the world are struggling to adapt to an increasingly turbulent economic, technological and business environment.

Many companies are responding to the turbulence of today’s world by adopting agile development in their product and service delivery and for good reason: Agile provides well-tested practices and frameworks that improve a company’s speed, customer satisfaction, and quality of delivery. Research demonstrates that Learning Agility is a key asset, both in business leadership and in life.

Becoming an Agile Leader explores the five key characteristics, or factors, of Learning Agility – a proven success differentiator for leaders. Agile leaders, or those with a high degree of Learning Agility, share some key characteristics including: Self-Awareness, Mental Agility, People Agility, Change Agility and Results Agility. We have a range of espresso sessions to support all elements of Agile Leadership.  We have a range of espresso sessions to support all elements of Agile Leadership, as well as a range of latest thinking ‘hot topics’ around Agility to stimulate discussion and debate, as part of peer learning group facilitation.

Women in Leadership

Women in Leadership

"Sonia and the team at EDIT Development have been at the forefront of Sky’s Women in Leadership session. Using their vast experience they have brought unique insights to our leaders and challenged them to bring their best version of themselves into the workplace. Amazing feedback that is talked about across the business’ bringing more of themselves into work increasing the confidence in our leaders" Gavin Baxter, Head of Design, People Development, Sky

We are a market leader in dealing with the challenges surrounding women in business and have been involved in pioneering work on the subject since we founded in 2010, with many of our global teams working to support women in business to unlock equality for over three decades.

Over the last six years, we have coached and developed over 1000 women in business to help them achieve their personal and professional aspirations and to play at the top of their game, with confidence, in an authentic way. Our award winning Bridge and Grow programmes have been delivered around the world virtually and face-to-face, with a range of sectors including financial services, retail, distribution, media, aerospace, aviation, manufacturing, supply chain and higher education.

We are equally proud of the consultancy work we do with companies, supporting them to be able to attract, retain and develop talented women. We offer consultancy support to build stronger diverse pipelines on a bespoke, tailor made basis, selecting the right culturally-sensitive approach to improving companies’ capacity to hire, develop, retain and promote talented women. We are passionate about enabling all to be at their best and to support businesses in building a culture which celebrates and values, different styles and thinking.

 

Story Telling

Story Telling

“When trying to think how I would best describe GKN’s experience of working with EDIT on our early talent programme focused on story telling these are the words which spring to mind: creative, responsive, agile and thought provoking. They are very straightforward and fun to work with and always deliver.” Sarah Humpidge, Group Graduate Development Manager, GKN Plc

Successful leaders all have one thing in common – they understand the power of their story. Whether you’re presenting in front of a large audience or inspiring colleagues at work, authenticity is key. Knowing your true self and using this freedom to communicate with colleagues and clients is business-critical.

The Skills of the Storyteller include: building a story structure, voice modulation, gesture, movement, audience awareness, spontaneity and improvisation, authenticity and personal presence. We build the power of storytelling into all our work around authenticity and personal leadership, and have a range of one and two day specific client experiences to build story telling capability.
 

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