The Ylead approach to leadership development is unique

We combine data-driven insights with human-led approaches, by blending the outstanding expertise and experience of our leadership coaches with our pioneering EDGE diagnostic programme.  This enables our clients to benchmark and then transform individual and organisational leadership capabilities

Through sustained measurement, support and follow-through on development actions, we ensure that leadership learning is applied and embedded. Working with Ylead ensures you achieve the real business outcomes you require

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The Ylead difference

Measurable results

Uses our unique Effective Leadership Score (ELS) to measure development

Context understood

Establishes leader, team and organisational context right from the start

Targeted development

Co-creates a clear and personalised roadmap for leaders that truly assists in their day-to-day life and long-term goals

Inclusive approach

Brings the leader and the team into the process for relevant and fulfilling progress

Get the  Leadership EDGE®

ngagement

iagnosis

oalsetting

valuation

Get the  Leadership EDGE®

ngagement

iagnosis

oalsetting

valuation

ngagement

Consultations with the leader, their sponsor/leader and other key people in the organisation to establish context and goals

This crucial first stage ensures that EDGE delivers what your organisation really needs; maximising your ROE

Why we do it

To ensure we fully understand your organisational context, strategy, vision and values

To provide clear direction for focus on the right issues

To co-create practical solutions for the real world

What it's not

An ‘off-the-peg’, ‘one size fits all’, formulaic approach

Unnecessarily time-consuming - clear processes enable us to establish context at pace.

iagnosis

Data is gathered anonymously via our Ylead Survey about team members' experiences of their leader and organisation

Survey data is then analysed to produce a personalised ELS Leader's Report

Leader coaching session explains results, explores recommendations, goals and actions

Why we do it

To create unique insights from the people who are led

To ensure team members feel safe being honest and constructive

To establish a benchmark for evaluating future progress

To ensure the leader can absorb and reflect on the diagnostic

What it's not

A witch hunt, blame game or opportunity for disgruntled employees to ‘get their own back’

A competition, 'ranking' or stamp of approval

A ‘blunt object’ analysis. The data gathered provides subtle and distinct analysis

oalsetting

A further leader coaching session to gain the leader’s reflections, set goals and agree actions

The output is a clearly-documented development roadmap with metrics for future evaluation - plus the support the leader requires from their leader, their team and from Ylead

Why we do it

To ensure the ELS Leader's Report is implemented at pace and does not become ‘shelf-ware’

To tailor the agreed goals and actions to leader and company context and requirements

To ensure support from the leader’s leader and their team

To confirm clear metrics for evaluation in 3-6 months

What it's not

A one-way, entirely algorithmically-generated output

An automatic route to training programmes – our solutions are targeted and designed to ‘educate’ and develop

Too difficult to implement: the review offers high-impact ‘quick wins’ as well as actions towards longer-term achievements

valuation

A thorough review of progress made since the initial benchmark was established

Data gathered through the Ylead Survey is analysed for progress and insights against the agreed goals and actions

Why we do it

To assess the leader’s progress through measurable results

To link leader development activity to real business outcomes

To determine further actions to sustain and improve impact

To encourage leaders to continue with development and make it an ongoing discipline

What it's not

A pass/fail ‘grading’ exercise

An end to all necessary leadership development!
- The education and learning should never stop…

ngagement

• Consultations with the leader, their sponsor/leader and other key people in the organisation to establish context and goals.

• This crucial first stage ensures that EDGE delivers what your organisation really needs; maximising your ROE.

Why we do it

• To ensure we fully understand your organisational context, strategy, vision and values

• To provide clear direction for focus on the right issuesTo co-create practical solutions for the real world.

What it's not

• An ‘off-the-peg’, ‘one size fits all’, formulaic approach

• Unnecessarily time-consuming
– clear processes enables us to establish context at pace.

iagnosis

• Utilises the YLead Survey & LPS Leaders Report

• The Ylead Survey asks team members about their experience of their leader and the organisation, incorporating:
- Employee Net Promoter Score (eNPS)
- The Leadership Promoter ScoreTM

• (LPS)LPS Leaders Report is customised based on the survey analysis

•Initial consultation with the leader to present and explain their survey results
Utilises the YLead Survey & LPS Leaders Report

Why we do it

• To create insights not available elsewhere (from the people who are led)

To ensure the leader can absorb and reflect on the diagnostic

• To establish a benchmark against which future progress can be evaluated

What it's not

• A witch hunt / blame game

• An opportunity for disgruntled employees to ‘get their own back’

• A competition / stamp of approval

• A ‘blunt object’ analysis. The data gathered is designed to offer subtle and distinct analysis

oalsetting

• A further leader coaching session to gain the leader’s reflections, set goals and agree actions.

• The output is a clearly-documented development roadmap with metrics for future evaluation - plus the support the leader requires from their boss, their team and from Ylead.

Why we do it

• To ensure the ELS Leaders Report is implemented at pace and does not become ‘shelf-ware’

• To tailor the agreed goals and actions to leader and company context and requirements

• To ensure support from the leader’s leader and their team.

• To confirm clear metrics for evaluation in 3-6 months.

What it's not

• A one-way, entirely algorithmically-generated output

• An automatic route to training programmes – our solutions are targeted and designed to ‘educate’ and develop

• Too difficult to implement: the review offers high-impact ‘quick wins’ as well as actions towards longer-term achievements.

valuation

• A thorough review of progress made since the initial benchmark was established.

• Data gathered through the YLead Survey is analysed for progress and insights against the agreed goals and actions.

Why we do it

• To assess the leader’s progress through measurable results

• To link leader development activity to real business outcomes

• To determine further actions to sustain and improve impact

• To encourage leaders to continue with the development process.

What it's not

• A pass/fail ‘grading’ exerciseAn end to all necessary leadership development!
- The education and learning should never stop…

A powerful and informed way to get the most out of your learning budget

Make leadership your superpower!