We combine data-driven insights with human-led approaches, by blending the outstanding expertise and experience of our leadership coaches with our pioneering EDGE diagnostic programme. This enables our clients to benchmark and then transform individual and organisational leadership capabilities
Through sustained measurement, support and follow-through on development actions, we ensure that leadership learning is applied and embedded. Working with Ylead ensures you achieve the real business outcomes you require
Uses our unique Effective Leadership Score (ELS) to measure development
Establishes leader, team and organisational context right from the start
Co-creates a clear and personalised roadmap for leaders that truly assists in their day-to-day life and long-term goals
Brings the leader and the team into the process for relevant and fulfilling progress
Consultations with the leader, their sponsor/leader and other key people in the organisation to establish context and goals
This crucial first stage ensures that EDGE delivers what your organisation really needs; maximising your ROE
To ensure we fully understand your organisational context, strategy, vision and values
To provide clear direction for focus on the right issues
To co-create practical solutions for the real world
An ‘off-the-peg’, ‘one size fits all’, formulaic approach
Unnecessarily time-consuming - clear processes enable us to establish context at pace.
Data is gathered anonymously via our Ylead Survey about team members' experiences of their leader and organisation
Survey data is then analysed to produce a personalised ELS Leader's Report
Leader coaching session explains results, explores recommendations, goals and actions
To create unique insights from the people who are led
To ensure team members feel safe being honest and constructive
To establish a benchmark for evaluating future progress
To ensure the leader can absorb and reflect on the diagnostic
A witch hunt, blame game or opportunity for disgruntled employees to ‘get their own back’
A competition, 'ranking' or stamp of approval
A ‘blunt object’ analysis. The data gathered provides subtle and distinct analysis
A further leader coaching session to gain the leader’s reflections, set goals and agree actions
The output is a clearly-documented development roadmap with metrics for future evaluation - plus the support the leader requires from their leader, their team and from Ylead
To ensure the ELS Leader's Report is implemented at pace and does not become ‘shelf-ware’
To tailor the agreed goals and actions to leader and company context and requirements
To ensure support from the leader’s leader and their team
To confirm clear metrics for evaluation in 3-6 months
A one-way, entirely algorithmically-generated output
An automatic route to training programmes – our solutions are targeted and designed to ‘educate’ and develop
Too difficult to implement: the review offers high-impact ‘quick wins’ as well as actions towards longer-term achievements
A thorough review of progress made since the initial benchmark was established
Data gathered through the Ylead Survey is analysed for progress and insights against the agreed goals and actions
To assess the leader’s progress through measurable results
To link leader development activity to real business outcomes
To determine further actions to sustain and improve impact
To encourage leaders to continue with development and make it an ongoing discipline
A pass/fail ‘grading’ exercise
An end to all necessary leadership development!
- The education and learning should never stop…
• Consultations with the leader, their sponsor/leader and other key people in the organisation to establish context and goals.
• This crucial first stage ensures that EDGE delivers what your organisation really needs; maximising your ROE.
• To ensure we fully understand your organisational context, strategy, vision and values
• To provide clear direction for focus on the right issuesTo co-create practical solutions for the real world.
• An ‘off-the-peg’, ‘one size fits all’, formulaic approach
• Unnecessarily time-consuming
– clear processes enables us to establish context at pace.
• Utilises the YLead Survey & LPS Leaders Report
• The Ylead Survey asks team members about their experience of their leader and the organisation, incorporating:
- Employee Net Promoter Score (eNPS)
- The Leadership Promoter ScoreTM
• (LPS)LPS Leaders Report is customised based on the survey analysis
•Initial consultation with the leader to present and explain their survey results
Utilises the YLead Survey & LPS Leaders Report
• To create insights not available elsewhere (from the people who are led)
• To ensure the leader can absorb and reflect on the diagnostic
• To establish a benchmark against which future progress can be evaluated
• A witch hunt / blame game
• An opportunity for disgruntled employees to ‘get their own back’
• A competition / stamp of approval
• A ‘blunt object’ analysis. The data gathered is designed to offer subtle and distinct analysis
• A further leader coaching session to gain the leader’s reflections, set goals and agree actions.
• The output is a clearly-documented development roadmap with metrics for future evaluation - plus the support the leader requires from their boss, their team and from Ylead.
• To ensure the ELS Leaders Report is implemented at pace and does not become ‘shelf-ware’
• To tailor the agreed goals and actions to leader and company context and requirements
• To ensure support from the leader’s leader and their team.
• To confirm clear metrics for evaluation in 3-6 months.
• A one-way, entirely algorithmically-generated output
• An automatic route to training programmes – our solutions are targeted and designed to ‘educate’ and develop
• Too difficult to implement: the review offers high-impact ‘quick wins’ as well as actions towards longer-term achievements.
• A thorough review of progress made since the initial benchmark was established.
• Data gathered through the YLead Survey is analysed for progress and insights against the agreed goals and actions.
• To assess the leader’s progress through measurable results
• To link leader development activity to real business outcomes
• To determine further actions to sustain and improve impact
• To encourage leaders to continue with the development process.
• A pass/fail ‘grading’ exerciseAn end to all necessary leadership development!
- The education and learning should never stop…
