Powerful People Development and Assessment

All our courses will be…

Completely Tailored to your requirements

Highly practical – everything linked back to your reality

Interactive – group discussions, role-plays, presentations

Different – provocative, light-bulb moments, get you thinking

Collaborative – learning from each other, growing together

Behavioural focus – transfer to action & embedding habits

Life skills - not just management or leadership skills

Holistic – mindset, influence & skills – delivering results

High Performing Teams

Content Overview

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  • Visions for a high performing team​

    Laser focus on priorities and team goals​

    Passion for continuous improvement​

    Positive attitude for collaboration​

    Focus on strengths and value of each team member​

    Personal responsibility​

  • Understanding of personal influence on the team and colleagues​

    Improved impact on others and how to create positive momentum ​

    Improved Communication and a stronger team bond​

  • Understanding the team dynamic​

    Deep understanding of individuals and more effective ways of working​

    Praise & recognition​

    Exchanging feedback and having difficult conversations​

    Dealing with underperformance​

    Being a role model​

    Balancing stakeholder and team requirements​

    Understanding the components and levers for high performance​

    Enjoyment and celebrating success​

  • Being a role model

    Courageous decision making

    Principles of Leadership

    Inspiring vision

    Highly effective meetings

    Leading change

  • Clear understanding of role & contribution to the team​

    Clear business and team KPI’s​

    Improved team performance​

    Increased confidence & resilience​

    Best practice toolkit to manage self and the team​

    Greater positivity & proactivity​

    Strong peer relationships & collaboration​

Team Development: What it looks like:

The objectives and needs of the team will determine the content, duration and activities of the team development programme. It ranges from defining business strategy and team goals to agreeing high performance and implementing a clear action plan. It will include creating a deeper understanding of each team member to create more effective team collaboration and improved team performance. The programme structure will be agreed with the programme sponsor and team leader, and a typical programme is shown below. ​

  1. Preparation including psychometric to understand the personal preference of individuals and team members to establish best ways of working

  2. Defining team high performance and measures.​ Review of team and areas for improvement​, Team Activities​, Action Plan

  3. Team Review​: Areas for improvement​, Team Activities, Action Plan

  4. Team Review​: Continuous Improvement​, Embedding across the organisation​, Action Plan​

  5. Ongoing development plans, coaching, memory aides, internal ways to embed and enliven learning

A four-step diagram showing a 4-day action plan divided into four vertical panels labeled Day 1 through Day 4. It illustrates a progression through three waves, with arrows indicating transition from one wave to the next, spanning 3 to 6 months.

Insights

Who is it aimed at & why should you implement it?

Individuals and teams and businesses interested in personal, team or cultural development​

  • Deep understanding of yourself, your Strengths, Weaknesses and Communication style

  • Raised awareness of recognising others and how to adapt and connect with others to improve collaboration and influence​

  • Interactive and fun – exercises, group discussions​

  • Different – provocative, light-bulb moments, get you thinking​

  • Collaborative – learning from each other, growing together​

  • Facilitated direct feedback– but in a safe, environment​

  • Behavioural focus – only actions generate results!​

  • Holistic approach – full personal development​

  • Strong scientific basis and credible tool (c20 page individual report)​

Colorful personal profile discovery report titled 'Discovery' with preprocessing sheets and interview questions.

INSIGHTS™ into Personal Preferences – Content

Mirror reflection
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A wheel diagram showing the five elements: Spirit, Mind, Power, Influence, and Rebirth, with Spirit at the top.

  • How we see our self & how others may see us​

    Understanding others​

    Team make up & dynamics​

    Understanding preference & perception​

    Impact of stress​

  • Understanding the basic profiles​

    Identifying your own type​

    Clues to types – profiling others​

    Adapting our personal style​

    Validation of personal profile​

    Individual report​

  • Facilitated feedback using reports on:​

    Strengths​

    Possible weaknesses​

    Value to the team​

    Dos and don’ts of communication ​

  • Greater self-awareness​

    Open to further personal development​

    Basis & language for future communication & interactions​

    Profiling of organisational/team strengths & weaknesses​

    Foundation for cultural development​

Coaching

1 to 1 - Executive Performance Coaching​

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A circular diagram with five sections labeled 'Stress,' 'Impost,' 'Resilience,' 'Reject,' and 'Strength,' connected by arrows to a central point.

  • Hansen Beck Executive Coaching provides personalised, results-driven support for executives and high-potential employees — helping them build self-awareness, enhance leadership capability, and deliver sustained performance improvement.

  • Our coaching is designed to elevate leadership capability — helping individuals build self-awareness, emotional intelligence, and the power to inspire and influence others. Integrated with Hansen Beck’s behavioural development programmes, this approach ensures leaders don’t just learn new skills but embed lasting behavioural change that drives performance across the organisation.

  • Coaching at Hansen Beck goes beyond individual growth — it’s about driving success in the real context of an executive’s role and the organisation’s goals. Our approach creates a powerful partnership between the coach, the individual, and key stakeholders, aligning expectations and outcomes to ensure every coaching journey delivers measurable value and tangible results.

    • Leaders gain deeper self-awareness and clarity of purpose

    • A mindset of continuous personal growth emerges

    • Teams develop a common language for communication and collaboration

    • Organisational strengths and challenges become visible and actionable

    • The groundwork is laid for a high-performance culture that endures

What it looks like

We offer three tailored coaching programmes — each designed to meet the unique needs of our clients and their organisations. While every programme follows our proven Hansen Beck methodology, no two coaching journeys are the same. Each can be fully customised to suit the goals, context, and schedule of the individual and the organisation.

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Full Service and On-Demand

Executive Performance Coaching

Best for senior & C‑suite leaders

Scheduled

Performance & Support Coaching

Focused goals within a defined timeframe

Scheduled

Essential Coaching

For leaders new to coaching

  • Sessions: 8 flexible, on‑demand sessions (incl. out‑of‑hours)

  • Support: 24‑hour response via email/message during programme + 3 months post

  • Stakeholder Meetings: 4 — 1 tripartite; 2 reviews (midway & close‑out)

  • Duration: 12 months

  • Evaluation: Insights Assessment + two 360° reviews (pre & post)

A full‑service experience with continual access and measurable results.

Enquire

  • Sessions: 6 pre‑scheduled sessions

  • Support: Email support between sessions

  • Stakeholder Meetings: 2 — 1 tripartite; 1 end‑review

  • Duration: 8 months

  • Evaluation: Insights Assessment + one 360° review

Structured development with guidance and accountability.

Enquire

  • Sessions: 6 monthly sessions

  • Support: N/A

  • Stakeholder Meetings: 1 kick‑off (stakeholders optional)

  • Duration: 6 months

  • Evaluation: N/A

A focused introduction to coaching and behavioural growth.

Enquire

HANSENBECK360™

Content Overview

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  • Designed for organizational leaders and candidates for leadership positions. Behaviours evaluated are broad and generic. ​

    Assessment structure and analysis are based on the findings of several academic studies combined with content of our own leadership development curriculum​

  • Evaluators are selected in consultation with both the participant and the stakeholders responsible. (participant’s direct supervisor, direct subordinates and peers)​

    At least 12 evaluators. All participants should have interaction with the participant and are able to offer a meaningful appraisal of the leadership attributes of the participant​

  • Each section consists of several questions that require a response on a scale 1-5. ​

    For each behavioural scale, the evaluator clicks the number that best reflects the participants’ behaviour in relations to their leadership. ​

    The key to the successful completion of the assessment tool is for the evaluator to read each behavioural scale closely and they are instructed to go with their first impression.​

  • Responses marked on a scale of 1-5. The average response for each question is calculated and the average for each section is given. This will result in an overall leadership score. If the assessment is part of a company programme, we will also calculate the average for the group and the participants can compare their scores against the averages for each section and overall. ​

What it looks like

The Why​

By utilising our decades of experience, Hansen Beck business experts and trainers have applied a proven, hands-on, practice-oriented methodology in our 360 to help the development of long-lasting, positive behavioural change within your individuals and business.​

How to use it​

Our 360 tool can be used as a standalone assessment or as a great way to gauge ROI on our training and coaching programs

What it does​

  • help leaders gain insights into their strengths and areas for improvement from a range of perspectives​

  • provide a more balanced and comprehensive understanding of overall performance and effectiveness

  • assess leadership skills, capabilities, performance, and behaviours holistically. ​

  • provide an opportunity for the subject to reflect and compare their self assessment with the assessment of others

Project Management

Project management: What does it look like?

Our PMI certified Project Management trainers will take you through key aspects of every level of Project Management: Project Management, Programme Management and Portfolio Management. We cover all critical aspects from Project Governance to Risk Management and Dependencies. Just like all our other programmes, Project Management has a dual focus with "hard" project management skills complemented by Behavioral Change and Habit Formation, Influencing and Communication skills.

Example modules from Project Management 1:

- Risk Management

- Influencing Upwards

- Business Cases and ROI calculations

- Steering Group Influence

- Project Governance

- Negotiation Skills

- Dependencies Management

- Project Communication

Two people working at a desk with laptops, papers, and pens

Presentation Skills

Content Overview

    • Presentation preparation ​

    • Positive mindset​

    • Know the audience​

    • Influence ​

    • Rules on Feedback​

    • Influential Presentations – technique and tips​

    • Impact – Take Off and Landing​

    • Presenter Influence and Control​

    • Audience Involvement​

    • Powerpoint – do’s and don’ts​

    • How to use presentation tools effectively ​

  • Business presentation to a specific customer.​

    Business Presentation and interacting with the audience to create action.​

    Key Learning and Action Plan

  • The online environment ​

    Managing the screens and audience​

    Interaction and use of the whiteboard

  • Increased confidence & resilience​

    Best practice toolkit to apply to presentations​

    Methodology for planning and delivering​

    Value-focussed consultative approach​

    Shared experience & language for more effective collaboration​

Presentations Skills - What it looks like

Interval Training helps embed learning and helps deliver behavioural change

  1. Report back to peers on what you have used and the results you have generated

  2. Ongoing development plans, memory aides, internal ways to keep the learning alive, further potential follow-up and advanced workshops

  3. Linking the training to practical initiatives to drive change

Flowchart illustrating a training process for changing behavior and embedding learning, starting from an introduction and Day 1, then progressing through practice reports, half days, action plans, and practice reports again, divided into Group 1 and Group 2, culminating in program review and practice in team meetings, with coaching and online support.

Contact Us

For more information on any of our Management and Leadership courses drop us a message today.

LET'S TALK