{"id":25,"date":"2017-06-07T14:30:58","date_gmt":"2017-06-07T13:30:58","guid":{"rendered":"https:\/\/performancewd.co.uk\/?page_id=25"},"modified":"2019-11-21T12:49:02","modified_gmt":"2019-11-21T12:49:02","slug":"case-studies","status":"publish","type":"page","link":"https:\/\/performancewd.co.uk\/case-studies","title":{"rendered":"Case Studies"},"content":{"rendered":"

[vc_row full_width=”stretch_row” full_height=”yes” el_class=”white-text hero-title” css=”.vc_custom_1497884864442{background-image: url(https:\/\/performancewd.co.uk\/wp-content\/uploads\/2017\/06\/performance-header-images-case-studies.jpg?id=219) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}”][vc_column][vc_column_text]<\/p>\n

Improving performance
\nand instigating growth<\/h1>\n

[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” el_class=”blue-pattern-bg pattern-bg page-intro white-text” css=”.vc_custom_1497610494642{padding-top: 90px !important;padding-bottom: 100px !important;background-color: #1d4f90 !important;}”][vc_column][vc_column_text css=”.vc_custom_1544718422453{margin-bottom: 10px !important;}”]A leading New Jobs initiative recognised soft skills development as crucial to the workforce of the future. We agree, and so do our clients! If you\u2019d like to know more about how we could help your business, please get in touch<\/a>.[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” el_class=”pattern-bg home-intro” css=”.vc_custom_1497609312468{padding-top: 90px !important;padding-bottom: 100px !important;}”][vc_column][vc_column_text css=”.vc_custom_1544738747559{margin-bottom: 10px !important;}”]<\/p>\n

<\/a>Case study 1
\nHow Chichester Harbour Conservancy built management skills<\/em><\/h2>\n

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Challenge<\/h3>\n

\"\"Chichester Harbour is an Area of Outstanding Natural Beauty (AONB) and is managed by Chichester Harbour Conservancy (the Conservancy), the only Statutory Harbour Authority with responsibility for managing an AONB.
\nThe Conservancy initiated a restructuring of senior management. With the right people in the right jobs, this, nevertheless, meant that a number of team members were facing increased responsibilities in new roles, and identified a need for development training.<\/p>\n

Solution<\/h3>\n

After making contact with Ian from Performance Workplace Development (PWD), a bespoke programme of soft skills courses and was developed to best suit the needs of the Conservancy at the time (2016\/17). Out of this, grew some individual mentoring based on Insights Discovery profiles.
\nThe following year Ian also provided help to initiate a major finance migration project, which he supported through to going live at the turn of the financial year. Performance – Workplace Development Ltd continue to deliver training and mentoring for the Conservancy.<\/p>\n

Results<\/h3>\n

Courses on Time Management, Managing Projects, Managing Budgets and Employee Engagement enabled the Conservancy’s Senior Managers to prioritise tasks more effectively, sign off on invoices more quickly, and gain an appreciation for the roles of others within the organisation. This led to clear expectations, common approach and streamlined processes.<\/p>\n

\n

Many thanks for the bespoke course \u2026 everyone acknowledged that it was very helpful and thank you for going to such lengths \u2013 Richard Craven (Director & Harbour Master)<\/p>\n

[You got me] thinking about my role and tasks differently \u2013 delegation opportunities, ideas to proactively engage with the rest of staff to increase accountability and \u2026 improvements in financial aspects \u2013 Member of the Senior Management Team<\/p>\n<\/blockquote>\n

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<\/a>Case study 2
\nHospice in the Weald has a new language<\/em><\/h2>\n

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Challenge<\/h3>\n

\"\"With a workforce of 250 staff and over 1000 volunteers, Hospice in the Weald (HitW) provides 24\/7 care and support to patients with a terminal illness, their families and carers\u00a0in West Kent and Northern East Sussex. With a large workforce and serving a community of around 350,000, HitW recognised how important the awareness of diverse personalities and communication styles is.<\/p>\n

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We are about community and the community we serve; the people of West Kent and Northern East Sussex are at our core – HitW website<\/strong><\/p>\n<\/blockquote>\n

Solution<\/h3>\n

Having witnessed the effectiveness of Insights Discovery in 2 previous organisations, the Chief Executive of HitW approached Insights requesting the one-day ‘Gift of Discovery’ workshop available to charities.\u00a0 Insights invited Performance – Workplace Development Ltd, to provide the Insights Discovery workshop for the Directors and the newly formed Heads of Service & Department roles. \u00a0This included the provision of individual profiles for each participant. The aim was to identify ways to help people with different communication styles understand each other better and improve interaction with their colleagues.<\/p>\n

Results<\/h3>\n

By increasing an understanding of different colour energies and communication styles, the combined profiles and workshops empowered staff to identify the behaviours of themselves and others, and gave them the tools to confirm positive, or challenge ineffective behaviour in the right way. An additional outcome was that the process created a team of leaders who feel they are included and appreciated. One participant described this as \u201cvery useful [and] a little special\u201d.<\/p>\n

\n

[Insights Discovery] has given people a new language with which to explore their behaviour\u2026 It\u2019s become very natural for them to use the language almost every day.
\n\u2013 Kate Walker (Personnel Director, HitW)<\/strong><\/p>\n<\/blockquote>\n

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<\/a>Case study 3
\nMentoring improves culture of openness<\/em><\/h2>\n

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Challenge<\/h3>\n

As Service Manager for Detect Fire and Security Ltd, a business that provides fire and security systems solutions to businesses across the South of England, Jacob Derrick approached Ian requesting some business mentoring.<\/p>\n

Through previous dealings with Ian at a local networking group, Jacob was impressed with Ian\u2019s approach to business and the way he deals with situations and people.<\/p>\n

\n

I have great respect for your informed manner and calmness and knew I had a lot to learn. I knew you would be good at helping me in areas where I was lacking \u2013 Jacob Derrick (Service Manager, Detect Fire & Security Ltd)<\/strong><\/p>\n<\/blockquote>\n

Solution<\/h3>\n

Ian provided an Insights Discovery personality assessment with a focus on management and personal achievement, as well as the foundation chapters, and a number of interview questions designed to establish the level of Jacob\u2019s self-awareness and personal growth. After the initial feedback from the Insights Discovery profile, Ian and Jacob continued to meet every couple of months to identify areas for improvement and set goals.<\/p>\n

Results<\/h3>\n

Having done some work on emotional intelligence before in his role as a manager, Jacob found that the Insights profile he completed reinforced some things he already knew and gave a more rounded understanding of his own psychology. It also gave him a better idea of how to apply this knowledge and how to adapt his approach to different situations.<\/p>\n

He has noticed improved relations and communication with people who work for him, with everyone having a greater appreciation of each other\u2019s strengths, as well as the things they find more difficult. Coupled with changes being made in the business, people are more willing to approach Jacob and speak openly with him.
\nJacob has continued to value Ian\u2019s mentoring and the knowledge gained for his Insights Discovery assessment, particularly in his additional role as President of the Southern Branch of The Institution of Fire Engineers<\/strong>, which he took on in June 2018.<\/p>\n

\n

I have learned to be less guarded as a manager. I am more open with the people who work for me and am more willing to show my weaknesses. As a result, others are happier to identify areas they are weaker in, leaving everyone on a more level playing field – Jacob Derrick (Service Manager, Detect Fire & Security Ltd)<\/strong><\/p>\n<\/blockquote>\n

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<\/a>Case study 4
\nBuilding a common understanding \u2013 improving collaborative working<\/em><\/h2>\n

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Challenge<\/h3>\n

\"FlintshireGail Bennett, Early Years and Family Support Service Manager<\/strong> for the Flintshire County Council\u2019s Social Services<\/strong>, oversees a service comprised of several teams. While these teams are each under separate management, it is essential they work well together.<\/p>\n

Two relatively new teams, both with additions of new staff, required a common understanding of each other\u2019s roles and responsibilities, as well as a clear view of the outcomes they need to work collaboratively to achieve. The introduction of a Finance and Compliance Officer also created a need to further cement relationships and team working.<\/p>\n

Gail recognised that by coming together for some training, these two teams could increase their understanding of themselves and each other and improve their collaborative working.<\/p>\n

Solution<\/h3>\n

Performance – Workplace Development<\/strong> provided a package of Insights Discovery workshops and coaching sessions<\/strong> with the aim of developing team dynamics and communication.<\/p>\n

This consisted of:<\/p>\n