There is an art and a science to Full Potential Branding.

Many of the leading tools and techniques in the world have been synthesised, adapted and incorporated into a uniquely powerful model and system.

Simple in principle and diverse in application, Full Potential Branding™ has structure and form, but is never formulaic.  Every project we work on is different, because everyone we work with is different. What doesn’t change is our single-minded focus on creating Powerful Brands, Powerful Leadership and Powerful Cultures.

The starting point can be anywhere on the Brand, Leadership and Culture triangle. Or it can be a combination of factors. What is most important is finding the right starting point for your organisation, wherever that is.

 

 

 
 
What-we-do
 
 

What we do for...

 

Opportunity Analysis - Future Potential

  • What are the critical questions you need to be asking to create the business you would like to have?
  • How much of what you are implementing currently is based on the past and your comfort zone?
  • What would it take for you to stop creating your business according to convention and realise you have a different choice?

We create completely bespoke development programmes for brand directors and CMOs that get straight to the point, starting with an opportunity analysis. We work with leaders to identify potential and determine the most effective path to deliver results. Where a needs analysis focuses on what’s missing in order to create fixes, an opportunity analysis focuses on what’s possible in order to create transformational change.

We know that any investment in time is precious, so we make sure it’s spent wisely. We don’t waste time because we get straight to the point. We don’t set the agenda, we put the leaders we work with firmly in the driving seat, by asking the questions that need to be asked.

If you’d like us to ask you some more questions, this could be a place to start.

 

 

Leadership Branding - Creating Value

  • What are you actually developing your leaders for?
  • What kind of leadership does your brand require?
  • How much of your competence framework reflects your brand of leadership?

There is a difference between focusing on leaders and on leadership. Most organisations take a leader-led approach, developing knowledge, skills and values to develop individual proficiency

What is less commonly appreciated is the value of a leadership-led approach, which is about the quality of leaders throughout the organisation, sustained over time which establishes a system for developing both individual leaders and corporate leadership.

A leadership brand defines the right kind of leadership to build value for the company. It’s a way of connecting what’s happening internally in the company to what’s happening externally in the market.

A leadership brand starts from the outside in, being clear about both market and brand expectations and then investing in leadership brand development to meet those expectations.

Leadership brands do not occur by accident.  They are consciously created around the attributes the firm requires its leaders to have to deliver value in the market place.  Therefore, the articulation of a leadership brand is the filter for all leadership investment in an organisation.

If you are ready to clarify your brand of leadership your organisation needs to succeed then this could be a place to begin.

 

 

Strategic Coaching - Strategic Awareness

  • How much clarity and conviction do you have about the future you want to create?
  • What does your business and/or brand require?
  • What have you been resisting changing that now needs to change?

As a leader, you are faced with an array of challenges that require you to become more conscious of all the activities in which you engage. Is activity just action or is real value being added? Leaders need opportunities to reflect and understand the results they are asked to achieve. All too often management consultants are hired in response, when both the individual leader and the situation would benefit far more from a coaching approach.

There is a fundamental difference between coaching and consulting. Consultants provide expert information and they work through diagnosis, problem-solving and then present solutions. Coaching provides questions, facilitates conversations and enables individuals to learn and grow.

We don’t follow formulas and templates in creating strategic coaching programmes. We focus right in on you as a leader to establish absolute clarity about the results that need to be accomplished.

We take a less psychological and more organisational approach, that starts with a vision and works back from there. This provides you with a viable set of outcomes to produce and not just a list of things to do.

 

 

Leadership Coaching - Being Accountable

  • How effective are you in modelling the behaviour you wish to see from others?
  • What environment does your leadership style create?
  • What else can you do to rise above your current circumstances and achieve the results you desire?

Leaders who are flexible and open to change, rise above circumstances and do what it takes to get the results they want.

In working with many organisations around the world, we know that the awareness of leaders has a profound effect on the ability of any organisation to perform effectively.

Results can only be created from the willingness of thee people to embrace full accountability for the results they seek. Which is why we spend time at the outset ensuring that everyone we work with is willing to make the changes required.

We are not prepared to go through the motions and we only coach those who are prepared to do what it takes.

We know, as a leader your time is valuable, which is why we focus on effecting transformation in the shortest amount of time we can.