Client Corner – October 2024

Insights Discovery – Team Development Programmes

Harvest is currently partnering with a number of organisations in the public sector, a number of semi-state organisations, as well as manufacturing and financial services, to deliver Insights Discovery with intact teams to help teams to understand their own personal communication style and preferences, as well as learn about and understand other members of the team’s styles and how they like to interact.

We use a series of interactive exercises, team building activities, as well as practical action planning and commitments to share new learning and agree ways of working as a team for the future.

Senior Leadership Development Programme

Facilitating and supporting senior leadership teams to develop their ways of working, understand their own personal strengths and development areas, as well as aligning their actions, motivation and engagement to the team and business objectives are all key priorities in any senior leadership development programme with Harvest.

We work closely with each individual senior leader, to understand their business priorities, their personal leadership challenges and opportunities, and their level of engagement with the other members of the senior leadership team. In one-to-one sessions at the outset, we explore individual development priorities and opportunities as well as personal and professional career aspirations.

Then we design a bespoke team development day and facilitate a highly interactive programme to support and challenge the individual senior leaders to learn about developing insights and identifying new ways of working as a team, to enhance performance and delivery as a senior leadership team.

Learning and Development Strategy Development

Harvest is currently partnering with an organisation in the manufacturing sector to support them to design and develop their new L&D strategy for the next three to five years.

The initial stage of diagnostic has just commenced, and we are reviewing the status of the current learning and development department, its areas for development, and any L&D gaps that might need to be addressed as we consider the skills, knowledge, attitudes and mindset, that are required for the future for this organisation to deliver on its business strategy.

The next stage will be to sit down and work with the L&D team to evolve their new L&D strategy around a structured framework and model that we use. We do a deep dive into areas such as their  Strategy, L&D Structure, Learners, Operations and Technology, to priorities where the efforts and investment of the L&D function will achieve maximum business results.