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Coaching - Targeted Outcomes - Career Development

Improving Leadership Performance

Case Studies

The Client:

The Audit Partner of a well established, growing mid-tier accounting and financial services firm.


The Brief:

To support the development of two managers identified as having strong potential to become partners within the firm and to assist them to make the transition from manager to Partner.


Our Response:

By working closely with the Audit Partner and the two managers, we listened to their needs and clarified the performance expectations and standards for partners at this firm. From this we were able to develop an assessment process which reflected these needs.

We then facilitated assessments and feedback discussions which led to clearly articulated, targeted areas for development for each manager and were agreed with the Audit Partner.

HR Advantage deployed two consultants to work with the individual managers in a series of one on one coaching sessions over an agreed timeframe. HR Advantage matched the development needs and styles of the managers with the particular backgrounds and skills of our individual consultants.

A work preferences profile called the Team Management Profile was used as a reference point in the coaching. This assisted individual managers, and the Audit Partner, to appreciate strengths, recognise diversity in work preferences, better understand communication styles, and further assist in developing individual capability. This included a focus on management skills and styles.

Coaching sessions included periodic 'check ins' facilitated by our consultants with each manager and the Audit Partner. These ensured there was structured feedback on observed improvements and changes to 'on job' performance; it enabled managers to receive input from the Partner and to give feedback on their progress.


The Results:

The Board agreed timeframes and processes for the succession of the managers to Partner with clear expectations and performance targets.

The Audit Partner suggested that the success of the assignment rested in the approach having been very practical, tailored to the specific needs of the firm, and responsive to the particular needs of the individuals involved.

That our consultants were able to quickly develop rapport with those involved and through the depth of our team we were able to match particular HR Advantage consultants with the needs of the managers were also cited as success factors by the client.

HR Advantage was approached to extend this service to support the progress and development of other managers across the firm; and to support the progress and development of partners in progressing to equity partners.



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