Butcher’s Pet Care

The Company Profile

Butcher’s Pet CareButcher’s Pet Care provides pet foods for dogs and cats.

The Business Situation

Butcher’s Pet Care plans for growth and expansion in Europe resulted in an increased need for senior managers to clarify the strategy and objectives for the business and lead the organisation through this strategic growth phase.

There was also a need for Team Leaders to take on more responsibility and accountability regarding the operational day-to-day functions of the business and managing their teams effectively in order to achieve organisational objectives and realise the growth targets.

The Approach

The aim of the development programme was to engage the whole workforce in building a lasting relationship of honesty, integrity and trust between colleagues to work together to achieve the organisational plan.

A number of methods were implemented including 360 degree appraisals, Team Management Profiling, coaching the team and coaching on an individual basis, action learning sets and observation in the workplace. Workshops would provide the opportunity to review the business strategy, objectives and competences.

The Results

  • Defined competences for the leaders in the business, aligning Leadership and Management skills and behaviours to the values of Butcher’s Pet Care
  • Clearer objectives set and defining the strategy to drive the business forward
  • Improvement in employee engagement
  • Improvements in performance management demonstrated by increase in efficiency and productivity
  • Team leaders took on more responsibility and accountability for managing their staff, demonstrated through increased number of 1:1 with staff, reduction in disciplinary issues; improvement in production; improved communication
  • Understanding the transition from peer to team leader and the responsibilities that come with a leadership role and how to lead a team
  • Improvement in problem solving and decision making, evidenced by decline in reference of problems up the chain of command
  • Improvement in planning, both as individuals and for the team; improved time management and delegation skills and less ‘firefighting’
  • Improvement in management of staff on a day-to-day basis, confident in how to approach problems with individuals and teams and able to maintain motivation levels and focus on the goals and objectives set

The development programme gave the CMT a chance to build relationships; to redefine the way we wish to approach and manage and the chance to sit back and look at what we are all doing and why; the ability/opportunity to try and see the big picture and match this with an overall ops team objective.
The personal 360 degree feedback 121 session gave us a great insight into team profile and how leaders might adapt personal leadership styles to changing and different situations.

The key outcome was getting the CMT together to discuss the effective working methods & characters in the meeting. Main focus was to improve the team; to create new language/knowledge to allow the team to recognise type/style differences rather than persona and the workshops achieved this. The outcomes from the sessions resulted in us to working more effectively as a team.

Team Leaders have a better understanding of what is expected of them and want to have the responsibility to manage their area. Fiona is very clear making sure that team leaders understood what they were doing.

LEADERSHIP IS INTENTIONAL INFLUENCE. – Michael McKinney

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