Core areas of expertise
1. Self-Awareness (the Heart): Self-awareness is the key foundation stone in developing leaders. So a fundamental question any leader must ask is "what's it like being on the receiving end of me?" To support this self-reflection and unlock personal insights, One Point One use a combination of 360 feedback and tools such as MBTI, FIRO(B), SDI, Change Style Indicator, and Behaviour Analysis.
2. Understanding Leadership (the Head): It’s critical that today’s leaders understand how & why leadership is changing. They must learn to be adaptable leaders and strive to develop their ability. One Point One support the continual learning process of leaders, combining the cutting edge of leadership thinking with decades of professional and academic experience.
3. Leadership Practices (the Hand): Whilst we judge ourselves by our intentions, others judge us by our actions. So it’s what we put into practice that defines our capability as leaders.One Point One works with leaders to develop critical leadership skills, such as Influencing, Motivating, Communicating, Presenting, Coaching, and Facilitating.
“Leaders create an environment where people can perform, grow and enjoy.” Pierre Casse
Great teamworking is no longer an optional differentiator; it’s the differentiator. One Point One works with real teams to develop a practical framework for high performance. Using a variety of insights, activities, reflective space and practical planning, we have an outstanding track record of supporting rapid improvements in team dynamics and performance levels.
Research suggests that truly high performing teams are rare, and so it’s our goal to support every team we work with to transition rapidly through the stages of becoming effective to becoming outstanding. The powerful by-product of this is the sense of camaraderie and pride that flows from this journey.
“If you want to go fast, go alone. If you want to go far, go with others.” African proverb
One Point One offers the best in coaching, backed by a strong business awareness gained through decades of first-hand experience, and a passionate commitment to helping people achieve their potential. Through exceptionally close & supportive relationships our coaching activity helps people self-assess, gain insights from others and ourselves, and plan effective strategies to optimise their performance.
"You get the best results from others, not by lighting the fire underneath them but by building the fire within them.” Bob Nelson
In our increasingly demanding work environments we work closely with clients to understand the issues that need to be considered and the targeted outcomes. It’s important to ensure that we make the most of our group interactions. For a start they’re a major time investment, and very often far more is at stake, for example surfacing important ideas; gaining people’s buy-in; or encouraging positive & productive relationships.
Creative, enthusiastic, and focused facilitation helps build credibility & confidence quickly with group members, and delivers the best participant experience. As a result participants become clear about the way forward and committed to their part in achieving that.
“The single biggest problem in communication is the illusion that it has taken place.” George Bernard Shaw
Psychometric Tools
We work with a multitude of ‘psychometric’ instruments to facilitate this aspect of learning, choosing those tools that fit with what individuals and organisations find most useful.
The purpose of these tools is to help people understand why they think, behave and perform in the way they do, and enable them to perform better across all aspects of their life. We categorise the insights provided into three areas: ‘How you ARE’, ‘How you INTERACT’, and ‘How you PERFORM’. Below, we describe those instruments we use most commonly:
How you Are:
MBTI 1&2
The Myers-Briggs Type Indicator is a self-report inventory designed to identify personality preferences and is one of the most widely used psychological instruments in the world. The goal of knowing about personality type is to understand and appreciate differences between people, recognising that all types play an important role. MBTI looks at four dimensions of individual difference: Extraversion - Introversion : Where we prefer to get or apply our energy Sensing - iNtuition : The kind of information we gather and pay attention to Thinking - Feeling : The process we prefer to use in coming to our decisions Judging - Perceiving : How we prefer to deal with the world around us Personal Styles Indicator (PSI©)
PSI’s framework reflects a key element of who we are, and is based upon the extent to which we are oriented towards achieving our own objectives, and the extent to which we are oriented towards supporting others to achieve theirs. These two orientations apply across our work and personal lives, influencing the approach we take in our interactions and pursuits. PSI’s Profile scores give you an insight into how you balance these two orientations, and reveal which of the four Profiles most closely reflect your personal way of operating: Enabler: Higher other-orientation. Driver: Higher self-orientation. Unifier: High other and self-orientation. Analyser: Low other and self-orientation See more info regarding the development of PSI© here. Emotional Intelligence
Sometimes referred to as ‘EQ’, Emotional Intelligence is our ability to understand, regulate and express emotions, and to handle relationships with empathy and positivity. Evidence seems to indicate that our EQ generally has a bigger role in our success than does our IQ, and that it is commonly the differentiator between good performers and excellent performers. Our EQ Self-Assessment booklet allows people to reflect on how well they demonstrate the different facets of emotional intelligence (Self-Awareness, Self-Management, Empathy, Social Skills and Positivity) and provides practical pointers to developing each area. |
How you Interact:
Behaviour Analysis
The ‘BA’ instrument is one of our long-standing favourites, offering a precise analysis of how individuals interact verbally, by looking at the frequency and type of verbal contributions they make. For those who like objective and factual data this tool is a ‘must’. Typically used in group situations (because we need to observe real interactions) the learning process includes data-driven personal insights into how we interact, and ‘real world’ opportunity to practice enhancements. FIRO-B
The ‘Fundamental Inter-Personal Relations Orientation - Behaviour’ is a widely researched instrument based on the premise that "people need people", and that if those needs are not satisfied it leads to a state of discomfort or anxiety. As a result, we all seek to fulfil these interpersonal needs in our daily functioning. The model looks at people’s interpersonal needs in three categories: Inclusion, Control, and Affection, along two dimensions: Expressed and Wanted. ‘Inclusion’ refers to the extent to which individuals desire social interactions with others. ‘Control’ refers to the extent to which individuals want to lead and influence others. ‘Affection’ refers to the emotional connections between people. ‘Expressed’ needs refer to behaviours that we demonstrate toward others, whereas ‘Wanted’ needs refer to behaviours that we prefer to have exhibited toward us. Thomas Kilmann Instrument (TKI)
The best leaders invite people to contribute their ideas and opinions, and that’s what leads to the best outcomes. However, it also leads to many situations when alternative views are being expressed. The TKI instrument is a world-renowned tool that helps people handle those situations, ensuring both that the best outcome is reached, and that everyone feels the situation has been handled fairly and effectively. In today’s world of rapid change and increasing complexity, the ability to encourage debate whilst also enabling collaboration is an essential leadership quality. Its application is equally relevant across all functions within a business, and of course in everyday life too! |
How you Perform:
Strengthsfinder
The Strengthsfinder self-assessment tool is based upon the premise that we all have our own innate individual strengths, and that there are substantial benefits of recognising what those strengths are, and how to build upon them. Not that we shouldn’t develop our areas of lower-strength also, but unless they are actually derailing us, it pays higher dividends to focus on optimising our strengths. The tool allows us to consider a total of 34 different aspects of performance, categorised into four Talent Themes: Executing, Influencing, Relationship Building and Strategic Thinking. The insights are illuminating at an individual level, and perhaps even more so at a team level where members can consider how best to interact and utilise the collective strengths. ‘5R’ Leadership
Based upon over 20 years of working in the Leadership Development field, One Point One has developed a comprehensive leadership framework for self-assessment and personal development. The 5R model allows leaders to consider their capability under the themes of Relationships, Resilience, Role Model, Restless and Results. The questionnaire output enables clear and focused conversations around performance and development. The package also contains insights into the benefits each ‘R’ brings, together with numerous suggestions for how to develop that area. Belbin Team Roles
The Belbin Team Roles model has been an essential source of teamworking insights since the 1960’s, by identifying the 9 fundamental types of team role that people can contribute: Teamworker, Resource Investigator, Co-ordinator, Plant (creative), Monitor-Evaluator, Specialist, Shaper (driver), Implementer, and Completer Finisher. The questionnaire provides individuals with their ranked preference for undertaking each of those roles. Supported by colleague feedback, team members gain helpful insights into what they and colleagues offer, and how the team can work together most effectively. |
The results often are reassuring for individuals, who can more confidently ‘play to their strengths’, whilst recognising where they are less adept and should look to develop. The instruments also allow individuals to see more clearly the strengths that others bring.
We are very attentive to ensuring individuals have the opportunity to explore these personal insights in a supportive environment, so they are best able to take on-board and respond to the learning. This may be in a facilitated group session, or alternatively through 1:1 coaching conversations where that might be more effective.
Professional Ethics
Our consultants are qualified and experienced in the range of personality instruments and psychometrics which we use, always in strict accordance with the relevant guidelines.
Customer Testimonials
Our business has grown organically based upon the strength of our client relationships and the quality of our offering. We are delighted to have consistently received great client feedback, examples of which are shown below:
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“One Point One have worked with teams I have led in a number of countries, in different firms and both in the public and private sectors. They are the best educators I have ever come across. Their coaches have a wonderful ability to quickly build an environment for people where they feel comfortable to challenge themselves and be challenged. They bring out the best in people and made a huge impact on my teams. I have no hesitation in recommending.”
— PA, Chief of Staff, Compliance, Canadian Bank
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"Without doubt the most effective coach I have experienced in my 15 years of working with development specialists. A very natural and encouraging style instils a feeling of self-belief to enable you to achieve objectives that have previously felt out of your reach."
— ABe, Learning & Development Manager, GFFR, HBoS plc
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"A great facilitator who has made an outstanding contribution to our senior team's improved group dynamics and higher performance. The outcome went beyond our expectations".
— MN, General Manager, AstraZeneca (CAMCAR)
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"The facilitator showed empathy, expertise and enthusiasm throughout the leadership initiative. Participants have consistently described their events as engaging, insightful and inspiring. An excellent project and an excellent result."
— MS, Head of Web Services, I.S.S., Barclays
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"The leadership programme was without question the best management training I have attended. The subject matter knowledge was extensive, but most impressive was the ability to illustrate theoretical models using real world scenarios."
— DS, Portal Services Manager, Vodafone
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"Our day with One Point One was one of the most fulfilling we have had as a senior management team, and our discussions on the day have already had a big impact on the way in which we operate as a team. We are going to be asking them to help us with the development of our own individual teams, so we can move to build business performance."
— PG, Business Leader, Britannia
"I have had experience of 3 different personal coaches over the last 10 years, and Keith stands head & shoulders above the other 2 ... immediately able to build rapport … spent valuable time discussing how different techniques could be practically applied … provided great insights on me … … giving me the confidence to ‘try a new approach’ … overall I feel that the time and financial investment has been extremely worthwhile."
— IM, Head of Operations (Logistics), M&S