We recognise that an organisation is only as successful as its people.
We work with organisations to develop bespoke programmes that are best suited to both their people and business needs. The programmes also strengthen business leaders’ management skills, behaviours and integrity.
All our programmes are supported by our learning portal and leadership toolkit. And our Institute of Leadership and Management (ILM) Approved Centre status means we can support your employees’ development both as managers and leaders, by offering them a range of endorsed and accreditation pathways.
Below are just some of the services and programmes that we offer that can help you develop your people and transform your business. Contact us today to discover how we can create the right resolution for you.
Identifying and investing in the next generation of leaders within an organisation is instrumental in sustaining and
growing the business for long-term success. Supporting rising stars to develop their skills into executive level thinking and behaviours will help them reach optimal levels of performance and successfully fulfil future senior leadership positions within the company. Not only is this motivational to the individuals selected, but it also provides effective succession planning ensuring continuity, with experienced capable leaders in key strategic roles.
The purpose of one-to-one executive coaching is to unlock self-learning in order to maximise potential. Executive coaching brings improved levels of performance to existing and future roles; accelerates high potential; manages stress, change, conflict or crisis; and acts as a confidential sounding board for sensitive and strategic management issues. In today’s fast moving world, we are not always able to make time to stand back, reflect and see the bigger picture and yet everything we do starts with thinking. One-to-one coaching enables self-reflection and therefore ensures decisions and actions are considered. This in turn means that outcomes are positive both coaches and sponsor.
Our coaching offering ranges from targeted short duration to six and twelve month programmes. All are supported by a three or four way contracting process to agree scope and objectives.
We offer a 360 feedback structure (verbal and on-line) and our team of psychologists support us by debriefing only those instruments which have the most value for our clients.
All our programmes are supported by tool-kits and access to our client portal.
We coach leaders on their managerial style and how to develop effective coaching conversations. We help leaders to develop greater emotional intelligence and behavioural flexibility, as well as coaching them to make their strengths more productive and to lead with greater authenticity. The leaders’ role is to be skilled in having coaching conversations with their people, which in turn expands their thinking and resourcefulness.
Coaches need to be able to develop their skills, just like anybody else. Whether a coach has a specific issue or a more general challenge, it is important to facilitate the development of skills, techniques and strategies and ensure high professional and ethical standards. It also supports the deepening of a coach’s own self-reflective ability to develop and improve. We bring extensive experience, knowledge of techniques and fresh perspectives for all levels of coaching.
A coaching and leadership circle is specifically designed to create a confidential and reflective space, in which a small group of 5-8 circle members (plus a facilitator) meet regularly face-to-face or virtually over a period of time. The method used is based upon key action learning and coaching supervision principles, proven methods in the world of personal, professional and organisational development. During each session, circle members have the opportunity to be coached by the rest of the circle members on a “live” work issue, challenge or question. The wisdom in the room means that we can sometimes gain as much from the experience of our peers as from traditional learning strategies.
Onboarding is the process of smoothing the arrival of a new (usually senior) hire or facilitating a successful promotion into a new role. Providing appropriate coaching and seamless integration in the first 90 days of this transition helps to ensure success and alignment with both team and organisational values. Our programme is based firmly on the principles laid out in Michael D. Watkin’s internationally acclaimed bestseller “The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter.”
The purpose of team performance is to drive both individual and collective excellence in an organisation. A move towards team-based leadership usually requires coaching new leadership styles. Team members need to know how and when to relinquish control and, in so doing, to show respect for the differing perspectives and approaches of those who work for them. This aids in keeping all levels within the team motivated. Being an effective leader requires resilience, courage and a sometimes a change in vision to give the talented people underneath them the chance to develop their repertoire of skills and abilities. We support leaders to understand how to create high performing teams in a range of situations:
Existing teams with the potential to perform better.
New teams – maybe new, or reshaped in terms of remit or personnel.
Existing teams facing new challenges – to facilitate diversity of thinking and approach in facing business or market challenges or disruptive change.
Existing teams stepping back to reflect – to improve effectiveness. They’re not broken, or new but just need to recalibrate.
“Coaching one-to-one is a very powerful way to help someone reflect upon issues that affect their performance and well-being. But just focusing on the individual and what is going on for them internally, is only part of the picture. All really effective coaching addresses not only the individual, but the systems, of which they are a part. Sustainable individual change can often only be achieved, if the systems around them also change to support and reinforce new behaviours, priorities and ways of thinking.” David Clutterbuck
Team coaching is a practical way to apply the principles of coaching to the team as a whole. Teams that embrace team coaching tend to demonstrate more focused, collective energy. As they learn together – and support each other’s learning – they can use real work issues to put the learning into practice, so embedding new skills. Typically, co-coaching becomes a routine activity.
Sheridan Resolutions provides both mentor and mentee programmes as we recognise they can really add value to both parties. As a mentor, sharing your experiences and wisdom with a mentee gives a positive feeling of worth. For the mentee, tapping into the knowledge and practices of a senior individual can add perspective and help shape their thinking of their career path.
As we recognise the time pressures in working life, we also facilitate interactive speed mentoring events which run for 2 – 3 hours. Run in a similar format to speed dating, mentors and mentees are focused in getting to point and the suggested advice quicker, and are able to meet with multiple mentors and mentees in one session.
We deliver a range of leadership and management, coaching and mentoring courses and qualifications which enable people managers and leaders to gain ILM (Institute of Leadership and Management) qualifications to Level 3, 5 and 7.
Our ILM Certified Courses:
ILM Level 3 Award or Certificate in Coaching and Mentoring
ILM Level 5 Certificate in Leading with Integrity
ILM Level 5 Certificate or Diploma Qualification in Coaching and Mentoring
ILM Level 7 Certificate or Diploma Qualification in Executive Coaching and Mentoring
ILM Levels 3, 5 and 7 in Leadership and Management
We also deliver short one and two day bespoke programmes tailored to your needs, which can be endorsed by the ILM. Find out more.
To thrive in an ever-changing world, organisations must be aligned, agile, and resilient. Aligning culture with transformational goals, we develop leaders that inspire and engage their teams, and mitigate risk by helping people embrace and navigate change, to enable them to better cope with life’s unexpected challenges and opportunities.
Delivered one to one and in small groups, we work with our clients to help people strengthen their mind-set using a strenghs-based approach so that they are able to thrive on change rather than let it diminish them or their place in the team.
Our leadership development service creates an environment to challenge senior leaders to be the best they can be. Given the pressures on a modern leader, businesses need to give their top people the time to think about their development and the space to make good decisions for the benefit of themselves and the organisation.
It really matters to any business to keep its key performers motivated. To face new challenges requires resilience, courage and clear vision. To give a leader the opportunity to allow the talented people underneath them to develop their repertoire of skills and abilities clearly maximises their performance and impact.
Sheridan Resolutions has helped many organisations accelerate the development of teams and individuals. Our experts take the time to understand an organisation’s culture and apply the most appropriate assessments to elicit significant insights. A typical leadership development audit and review process will draw on our experience as qualified users of a wide range of psychometric tools:
- 360° feedback tailored via verbal and/or written questionnaire
- Strengths assessment tests such as Realise 2, Strength Deployment Indicator and StrengthScope;
- Personality tests such as SHL OPQ32, SHL motivation styles, the Saville Wave test, Hogan personality inventories, Myers Briggs (Steps I and II)), etc;
- Emotional intelligence including BarOn EQi and EQ360 and OPP 16PF and interpersonal relations, e.g. OPP Firo B;
- Ability and Development including Watson Glaser, SHL Ability/Motivation Styles and SHL Perspectives on Management Competencies, the Hogan Development Survey and HBRI to look at tactical and strategic thinking;
- Creativity and Innovation e.g. Me2 Creativity Tool, OPP Innovation Potential
We tailor our audits to suit your needs to identify themes, strengths, opportunities for growth and potential derailers to support a developmental plan for each coachee and their manager.
We provide a wide range of development modules enable leaders to hone in on the skills that they recognise they need to develop.
With all of our modules, we create an environment to challenge senior leaders to be the best they can be. Given the pressures on a modern leader, businesses need to give their top people the time to think about their development and the space to make good decisions for the benefit of themselves, their teams and the organisation.
We offer a wide range of programmes to aid in leadership development. These can be delivered to a group or one-to-one. We can tailor any combination of assessment, executive coaching, facilitation or development to suit the audience ensuring we help them develop the precise skills, knowledge and personal abilities they need to succeed. Our programmes include:
Sheridan Resolutions was founded by Caroline Sheridan. As someone who worked in the city, she is acutely aware of some of the challenges women face getting to and being in senior roles. Whilst there has been a marked improvement in the past few years, it is still a challenging environment.
We support women to think about their style, approach and confidence in the workplace and provide insight and guidance on how to best get to where they want to be. We can provide one-to-one coaching or mentoring to focus on specific needs as well as utilising tools to gain insight as to how best to interact with colleagues and behavioural styles to address.
Mediation & Conflict Resolution
Workplace mediation is there to repair professional relationships and leave organisations stronger. We see a strong case for early interventions in mediation, conflict coaching and facilitation in all businesses we work with. Quality conversations in these sensitive areas at an early stage can resolve issues at source, whilst allowing organisations to move ahead of their competition without the dragging anchor of internal disputes. When workplace relations come under strain, mediation may well be the best option.
Mediation means so much more than repair. Taken to maximum effectiveness, it means the renaissance of the workplace relationships that, especially at senior level, are key to the progress of the business and its ability to cope effectively with external challenges and disruptive innovation. Consider the consequences of doing nothing – broken workplace relationships result in poor rates of productivity, engagement and wellbeing, increased workplace absence and recruitment costs. Mediation affords the opportunity for leaders confident enough to have these early conversations to transform relationships in a wholly positive way, just as coaching unlocks the potential in individuals.
The role of the mediator is to help parties reach a solution to their problem and to arrive at an outcome that parties are willing to accept. Our high success rate is due to our tailored approach.
We arrange pre-mediation contact at the earliest opportunity, to build rapport with parties and to coach parties, where useful, on the most effective means of presenting their views.
We work with teams that need assistance in resolving issues such as understanding how to work more effectively together and/or how to resolve differing opinions on structural or strategic issues.
Being external and neutral means we can help facilitate a focused, balanced and rational debate to get to a result that is best for the team involved and also the business. Our approach is tailored.
We challenge thinking in the room, manage the overall co-ordination of the session(s) and chair the meetings as appropriate. Teams are guided through the components of a thinking environment to build ease, mutual respect that generates high-quality thinking and improves decision-making.
As skilled and experienced mediators we can help you navigate ‘stuck’ or ‘difficult’ issues to an agreed solution or outcome.
We support individuals to increase their confidence in how to deal with difficult conversations and manage potential conflict through practical coaching sessions. We ensure they have both the tools and the skills to manage conflict to a mutual outcome. It what can be a sensitive area, identifying when and how to use the dispute resolution skills to avoid escalation is crucial to the desired outcome. We provide skills and strategies to support effective dispute resolution, including when and how to use mediation and help understand individuals understand mediation in the context of a grievance and mediation in the context of a legal claim.
Conflict coaching is defined as a set of skills and strategies used to support peoples’ ability to engage in, manage, or resolve conflict. During the process, the conflict coach works with a coachee experiencing conflict with another person. Conflict coaching enables the coachee to openly talk about the conflict with a neutral third party (the conflict coach), consider options for managing the conflict, and design an approach to discuss the conflict with the other person.
Our professional conflict coaches can serve as a confidential listener, to help the coachee to see the situation from all perspectives, support the coachee in considering options, and help the coachee to come up with a plan of action to deal with the conflict. They will use process skills to help the coachee develop more clarity about the situation, enabling the coachee to effectively and confidently make informed decisions to manage the conflict. Also, the conflict coach can help the coachee rehearse a conversation so that the coachee is prepared to more confidently enter into the conflict resolution discussion.