Organizations are led by teams. Teams make the difference. Teams are more effective in assessing complex situations from various perspectives, they better oversee relevant details and are better at coming up with creative solutions. Therefore, learning what it entails to build a high performing team is vital for leaders as strong empowered and motivated teams are a crucial success factor for the entire organization.

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(Executive) teams do not necessarily become winning teams by virtue of being composed of people with complementary competencies. The success of executive teams is just as much a consequence of stimulating exchange between their members. A dynamic is fosterd in which individual members stimulate one another and rise above their individual levels.

A leadership programme does much more than just developing individual leaders. An executive team that embraces a leadership programme strengthens its common sense of purpose and direction.
 Also when larger groups of managers go through Jonathan Warner’s training programmes, not only quality of management will improve. It will have many positive effects on the organization, including its culture.

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Many of our development programmes include teambuilding and a business assignment, an actual project that is to be designed & (partially) executed during programme.

According to amongst others Kotter, McKinsey and Bain, only 30% of transformational projects deliver to expectations. Post-acquisition integration and realizing synergy are such transformation challenges. Many of today’s integration projects are cross-cultural in two ways: cross-border and involving different organisational cultures.

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We are highly specialized in cultural transformation and intelligence development with a primary focus on business-oriented cross-cultural awareness and competencies for teams and leaders, as well as in supporting transformational change using seasoned knowledge about organizational development and the dynamics of corporate cultures. Often all of these these dimensions play a role when realizing the value targeted for the transition at stake.

There are many situations that can call for objective second opinions on the quality of leadership. Whether it’s contracting a new manager, deciding on (executive) nomination, restructuring or charting and finding potential successors, Jonathan Warner’s assessments and audits will help you make the right decisions and will suit the demands of your organization.

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Our executive assessments are always bespoke and personal by character.