Sterling Leadership and Management is an international leadership and management development consultancy. We improve organisational performance through enhancing a range of workforce skills.
Based in the United Arab Emirates and the United Kingdom, we provide learning and development experiences through a combination of interactive workshops; practical activities; live project work; performance and personal coaching and personality traits insights. Candidates gain skills throughout the programme which can be utilised immediately in the work place. We specialise in a number of professional development and management areas including:
Our teams consist of experienced people leadership practitioners; performance coaches; professionally qualified organisational psychologists and facilitators.
The team members bring best practice and current research from a variety of backgrounds including commercial, finance, banking, military, health, education, government and the third sector. This ensures that our development programmes and facilitators can challenge delegates and at the same time equip them with knowledge, skills and approaches to improve individually and to manage others appropriately – this delivers transformational and measurable improvement to the individuals and the organisation.
Sterling Leadership and Management employ diagnostics, surveys, psychometric profiling and exploit data to help evaluate capability gaps, nurture excellence, support professional development, encourage and facilitate internal investment (succession planning), whilst ensuring that staff across the organisation are aligned with organisational strategy, mission, values and behaviours. Collectively we then prioritise the findings in to key objectives and a development programme is produced for the organisation or group, and Personal Development Plans (PDPs) are created for individuals, in consultation with the HR and or the L&D leads and the Executive Team.
Leadership style drives results and provides the vital link between the performance of the individual and business success. It has evolved over the years to become a social influence process where the ability to connect with people is the most powerful component of its effectiveness.
Leadership development at the individual level is about identifying motivations, ambitions, personal strengths and weaknesses as well as strategic capacity. At the organisational level it involves the process of enhancing the capacity of the individuals. Whilst an element of this is about developing straight skills and knowledge, it must also engage the bigger question around strategic delivery.
Effective leadership development helps leaders connect to a set of values, an identity they believe in and a strategic vision that stimulates action. This can be done most effectively through actively engaging them in a reflective and analytical process that will drive them forward.
Leaders and executives need help when moving into strategic roles. We can offer effective support by conducting personality profiling in order to create development opportunities for self – awareness, contextual awareness and understanding ‘followership’ techniques. These are areas worthy of development. Contextual awareness is to do with the nature of the business, its strategic imperatives, the capabilities and motivations of colleagues and team members. Leadership challenges will vary in the light of the particular context. We work with leaders and participants in our programmes to articulate the operating context.
The success of an organisation is increasingly dependent on the ability of people to navigate personal change and lead the business during continuous transition or growth. Coaching helps managers in mission critical roles to respond to leadership challenges. Equally, coaching also inspires and facilitates in equal measure the development of high levels of performance in the underachievers and the emergent leaders. Participants are able to learn and use new tools and skills confidently as they progress through the coaching sessions.
The coachee needs to commit to being coached and must understand what it entails.
As your coach we will work with you to design a development path that is right for you and the organisation. We will create a programme that builds on past success to make you feel confident in tackling development needs. Coaching begins with a diagnostic, assessment and feedback session. The coach will translate data from the assessment phase into relevant information on goals, abilities, standards and expectations.
The most incisive selection processes are those designed around the needs and challenges of an organisation. The relative attributes of a senior team can be vital in engaging a workforce required to innovate and outperform the competition – or simply perform to a standard of excellence. Leadership profiling is a highly personalised and collaborative process, which provides in-depth information on mental abilities, leadership and decision making style, and cultural fit. It can also highlight an individual’s fracture points and coping styles, as well as any counterproductive behaviours.
Psychological profiling has become an important tool in crisis prevention and risk management in major organisations. It continues to be one of the most precise methods in validating future behaviours in major companies around the globe. Sterling Leadership and Management use systems which are sound and supported by decades of measurement, which repeatedly demonstrate that behavioural traits strongly impact work atmosphere, timely decision making, sales, profits and workforce retention.
Senior Executives, Professional Partners, and Mid-Level Leaders are critical to organisations. Success at this level goes beyond the mastery of superior technical skills. A wide range of interpersonal factors and capacity to work strategically will distinguish top performers from the average. Obtaining a qualified, unemotional, third party objective evaluation of a candidate, to supplement interview assessments, can increase the odds of selecting the right individual.
Sterling Leadership and Management psychologists would explore expectations, agree specific objectives and outputs, and clarify roles and responsibilities with the Executive Search firm and the hiring organisation. Psychological profiling is not a panacea, but it provides expert insight into how an individual is likely to perform under severe pressure or stress – according to their habitual behaviours. Sterling Leadership and Management will deliver credible, appropriate and incisive profiling that is tailor-made for an organisation through an approach that is also complementary to the needs of professional executive search firms.
Our psychologists come from practice-oriented research background, placing them at the forefront of their field of expertise, and offering our clients significant competitive advantage by placing them at the leading edge of innovation and change. Our approach is up-to-date and results driven, contributing to system wide improvements in people practices.
We are bound by the highest standards of professionalism in everything we do.
We are passionate about supporting and developing others to improve through enhanced knowledge and new skills.
We set ourselves a high benchmark for quality. We evaluate complex and sophisticated information in order to deliver and provide simplified actionable performance improvement plans for individuals and organisations, always aiming to exceed expectations.
We are deeply committed and honour bound to deliver on all the contract terms and conditions agreed with our colleagues, clients and partners, with propriety and transparency.
We use excellence as our service delivery benchmark in all that we do.
We will exercise moral courage to challenge perceived wisdom, provide honest feedback about personality traits and impact.
Although our core focus is on individual and organisation development programmes, performance coaching and leadership development, we also offer the following course topics and can tailor them to specific needs.
Sterling Leadership and Management has rigorous assurance procedures in place. We hold pre-proposal, pre-delivery and regular internal meetings to ensure the consistent delivery of a quality service. We operate peer reviewing and quality benchmarking to ensure excellent service levels are maintained throughout the leadership development programme workshops; psychometric profiling and assessments and coaching delivery. For organisation wide programmes, we normally carry out a pre and a post development programme survey as part of an overall measure of success and validation of the programme delivered by Sterling Leadership and Management.
We always appoint a client lead to manage the relationship, to ensure that our consultants are delivering a useful, credible and knowledgeable service, and that communication between the two organisations is comprehensive.
We would be really pleased to chat to you – as an initial step, please fill out the form below or if you would prefer, please call us on (UK) +44(0) 7740987047 or (UAE) +971 (0) 43132426