Case Study: Colchester Machine Tool Solutions - Leadership Development Programme
The Challenge
Colchester Machine Tool Solutions faced significant change in their UK business operation: shifting to direct UK sales, relocating from an old mill building to a modern purpose-built facility, whilst introducing and aligning with the company's new vision and values. This significant investment highlighted the need to future-proof the organisation and develop the existing talent into effective managers.
The goal and opportunity; to cultivate a cohesive and forward-thinking culture within a team that despite being technically proficient, had received relatively little formal training, least of all in leadership and management.
Jonathan Wright, (Managing Director) knew he had talented individuals within the organisation ready to step up, but recognised they needed specific development to progress professionally and confidently into the business leaders the organisation needed - This was more than just filling positions; it was about nurturing the potential of valued employees.
The Solution
Jonathan, called in Mark Lewis of West Yorkshire Manufacturing Services (WYMS) with a request to design, develop and deliver a bespoke Leadership Development Programme (LDP) for middle and aspiring managers.
WYMS approach and techniques
Bespoke Programme Design
Mark spent time understanding Colchester's unique needs, culture, and diverse capabilities. A self-assessment questionnaire and an introductory workshop for participants, identified specific skill sets and development needs and allowed the programme to be tailored accordingly. With a focus was on practical solutions relevant to both daily operations and strategic goals, Mark used a simple balanced scorecard model to embed a shared understanding of the business's goals across all departments, helping to break down silos, encourage collaboration and teamwork and improve overall business performance.
Interactive delivery
With an emphasis on practical solutions and active participation, the programme utilised interactive techniques like group exercises and live ‘real’ studies to bring the work to life and minimise classroom activities and PowerPoint presentations.
Six one-day practical workshops were developed to cover the 4 key dimensions of the balanced scorecard; People, Processes, Service and Commercial Success, covering a range of topics including; communication, delegation, conflict resolution, process mapping, performance management, and strategic thinking.
Follow-up support
In order to embed the learning WYMS proposed and incorporated complimentary workshops for senior leaders and participants to reinforce learning and measure effectiveness.
Programme content
- Understanding the broader business context and key performance drivers.
- Developing essential leadership skills: communication, delegation, motivation, and decision-making.
- Improving influence and impact on tasks and teams.
- Focus on Balanced Scorecard dimensions: People (creating a great place to work), Process (quality & continuous improvement), Service (a relentless focus on customer Customer), Commercial Success, (understanding the financial and strategic impact of decisions)
- Building essential "soft skills": self-awareness, assertiveness, resilience, teamwork, and conflict management.
Outcomes
- Cultural shift - Improved interpersonal and inter-departmental collaboration, communication, and a stronger sense of shared purpose.
- Enhanced teamwork and autonomy - Managers worked more effectively as a team, making independent decisions and driving innovation.
- Skill development - Participants applied new knowledge to improve communication, delegation, and conflict resolution.
- Internal promotion – individuals stepping up to new challenges and taking on promotions, demonstrating the programme's impact on career development.
- Revamped recruitment - Colchester incorporated elements of the training into recruitment processes.
- Exceeded expectations - The programme delivered tangible and sustainable results, positively impacting company culture and performance.
Jonathan's advice to other companies:
- Clearly define your objectives and desired outcomes for leadership training.
- Consider carefully the individuals you are selecting.
- Ensure the programme aligns with both participants' and the organisation’s goals.
- Consider the material, delivery and the individual learning preferences.
“Choosing the right individual to deliver the course was critical. Mark pitched the course perfectly for the audience and that made it work. Every one of them has come away with significant learning and a huge respect for Mark." - Jonathan Wright, Managing Director
Conclusion
The partnership between Colchester Machine Tool Solutions and WYMS resulted in a successful Leadership Development Programme addressing specific growth challenges, and driving business performance improvements The bespoke, interactive approach fostered a cohesive culture, developed leadership skills amongst key individuals, and helped to empower all employees to contribute to the company's success.
