The Client

Hafod is a group of not-for-profit companies who work together to provide a wide range of housing care and support services across south Wales. Responsible for over 4,500 homes, Hafod’s ethos is to create communities where people want to live.

Leadership

The Challenge

When Hafod launched their ‘Vision for Leadership’ initiative their overarching goal was for managers to understand what it takes to be a ‘Hafod Leader’. To facilitate their vision, Hafod wanted to develop a culture of openness and trust, where people consistently behave in-line with the organisations’ values.

They also wanted to foster a culture where people are motivated and inspired to achieve results beyond those expected of them. At the time, Hafod were in the process of applying for their Investors in People accreditation and needed a programme that would be closely aligned to the standard and its requirements for good leadership

Facilities at TSW Bridgend

The Solution

In close collaboration with Hafod, TSW developed the ‘Leadership - The Hafod Way’ programme. Our aim was to facilitate each manager toward making a direct impact on the achievement of Hafod’s strategic and operational objectives, whilst ensuring a consistent approach to their Vision for Leadership.

An initial client scoping meeting was held with Hafod to understand and agree the specific behaviours and skills desired within the organisation. We also facilitated internal research with Hafod employees to identify the perceived behaviours of leaders in terms of trust, values, acceptance of change and credibility.

Armed with this information we crafted a high-level programme that suited their needs exactly. During this process it became apparent that two programmes were required to meet differing needs at different management levels, whilst ensuring consistent messages were delivered for both. The programme aligned closely with their Vision for Leadership and the Investors in People framework by focussing on developing skil ls, knowledge and understanding, fundamental to good leadership.

Over a period of five months, over 50 delegates attended ILM Level 3 and 5 sessions at our dedicated training facility in Bridgend. To further enhance the learning experience of the delegates sessions were co-delivered with Hafod’s Learning and Development Manager.

Andrew Wallbridge, TSW's deployed facilitator said:

‘Due to the depth of learning required at senior management level, Hafod’s programme was made up of 5 distinct workshops, whereas the middle management content was spread over 3. The focus on each workshop was to share principles and practice, applying them to their day to day work. This approach allowed participants to build a realistic action plan focused on what they would be doing differently on the job’

Return on Investment

As part of our programmes we incorporate an evaluation process specific to the organisation we are working with, taking into account the outcomes they want to measure. Following the successful completion of the programme, our L&D team visited the business for several deep-dive workshops. These workshops gave us the opportunity to feedback the results of the pre- and post-programme surveys, to identify potential issues and to make sure the learning transferred to the real world. Since the programme's completion, Hafod has seen an improvement in communication and trust at all levels. They have also successfully retained Investors in People Gold.

Gareth Yeoman-Evans, Director, said of the programme:

‘From an ROI perspective, this is something that we didn’t measure because it was a cultural transformation that we wanted to implement, which is altogether a little more intangible. We can categorically say that one of the key outcomes of the TSW programme was the facilitation of this cultural change. In my opinion, we always saw ourselves as managers and not leaders. The leadership programme challenged this notion and has allowed individuals to develop – it certainly helped me!’