About
Play, P4 is a brand name of the fourth Polish cellular telecommunications provider. Impact worked with Play to create a high performance culture in the business, through the development of coaching skills and the use of a coaching approach.
Creating a high performance culture in the business, through the development of coaching skills and the use of a coaching approach.
Impact Polska worked with PLAY to design a two-day development centre and coaching programme, resulting in clear individual development plans for participants.
PLAY wanted a bespoke development centre for a group of their high potential managers.
PLAY’s development programmes must:
- Align with their business strategy and company values
- Support employees’ individual development needs
- Create a self-driven development culture
- Operate across all levels of employees
In addition, the development centre needed to assess the managers’ potential whilst providing a motivational and developmental experience. Impact’s unique Experiential Development Centre (EDC) was able to fulfil all of PLAY’s requirements.
In consultation, Impact Polska and PLAY designed a two-day EDC followed by an individual coaching session for each manager. The EDC included a series of exercises, tools, situations and encounters. The choice and design of exercises was driven by the competencies to be developed by the managers. The combination of approaches used by Impact meant that each participant had identical opportunities for insight and learning.
In addition to providing the client and participants with an objective assessment of their competencies, Impact’s EDC made the participants part of the learning process and all responses to situations were handled in a spirit of personal and professional improvement. In this way there were no surprises at the end of the EDC; participants had acquired a portfolio of insights, feedback and ideas and had had the opportunity to work on key development areas during the EDC.
The follow up coaching session was consultant-led and walked participants through their feedback report and development planning process. It built on the EDC conversations and formalised the outputs and commitments into a structured development plan that participants shared with their line managers.
“Impact worked with a group of 12 high potential managers from PLAY. The main objective was to support the participants to create their own development plans. Key areas included building self-awareness, choosing development priorities and increasing their leadership skills. Impact’s development centres are different; participants are part of the learning process, receiving regular feedback to help build a picture of ability along with identifying improvement areas. The project, which was professionally designed and delivered, ensured that each participant benefitted from opportunities for personal insight and learning. Working with Impact was a great journey – they demonstrated their considerable experience in the field with the participants receiving a higher level of Experiential Development Centre.”
Aneta Trojanowska
Development Manager, PLAY