Developing High Performing
McCarthy Mentoring inspires leaders to perform at their best by knowing themselves, their organisation and their people. They understand what it takes to lead through change and their role in making that happen.
Our tailored Leadership Development Programs focus on individual growth and performance, team effectiveness and organisational change. These are based on extensive experience, proven results, Hogan Leadership Assessments and the latest development techniques.
Each program includes multi-tiered approach to generate insights, embed learning and build capability across the organisation. We also leverage our unparalleled network of mentors and coaches for individual and group work to bring practical perspectives and experience to our programs. Success is measured by performance, retention, engagement and diversity figures.
Our comprehensive leadership development programs are tailored to improve performance and engagement at the individual, group and organisational level.
Accelerated learning and embedded change
Combining challenging, motivational and experiential opportunities, participants improve their self-management and awareness, are stronger performers in and on the business, are better able to engage their teams and can achieve stronger results through broader professional relationships.
Our tailored solutions are designed to address the organisation’s specific development needs and deliver long-term impact. Our team of experienced trained facilitators and accredited coaches delivers the training both online and in person.
Each program is founded on four key growth pillars.
1. Leadership & 360 Assessments: building individual self-awareness and management around strengths, challenges and opportunities using Hogan Assessments or The Leadership Circle Tools delivered online.
2. Individual coaching & mentoring: a unique one-on-one relationship with a member of our trusted network to leverage assessment insights and discuss performance, leadership and careers.
3. Interactive virtual workshops and group sessions: strengthening key leadership skills, embedding learning and growing diversity of thought. Includes interactive facilitated virtual workshops, live Q&A discussions with a diverse range of leaders, skills-based training and engaging fun elements to strengthen cohesion and outcomes.
4. Group Innovation Projects: building greater understanding on what it takes for their organisation to thrive and their role in making it happen. The projects address an organisation-wide challenge and stretch people to work collaboratively across the organisation, influence others and problem-solve to successfully drive change no matter where they are based in the world.
Programs are designed for both small groups or large cohorts, and delivered across a range of topics. These include communicating with impact, leading transformational change, negotiating and influencing, risk and resilience, strategic decision making, personal brand, business acumen and strategy, leading for results.
Case Study
EDL IGNITE
EDL is a Global Energy Company. Their Ignite Leadership Program has been delivered to four cohorts since 2018. Designed to inspire, develop and engage valued high potential talent from across the business and across the globe, including Australia, the UK and the US.
The 12-month program enabled and inspired select participants to unlock their potential, facilitate growth and successfully respond to the impact of the pandemic and EDL’s future opportunities, and included a strategic suite of highly effective development interventions. Experiential and skill-based workshops provided a greater understanding of the challenges of strategic leadership in a global business as well as building leadership capability and accountability.
‘The program was absolutely amazing. Lots of introspection and growth.’ Meghan Stackhouse, North American Director of Regulatory Compliance & Sustainability
AWE Limited
The Inspiring Women’s Leadership Program was a key component of AWE Limited’s talent development and diversity strategy. The program sought to build leadership capability, strengthen retention and progress the careers of 15 key female talent. The program was supported and championed by the AWE Board, Managing DS and CFO and included a suite of skills-based workshops, panel discussions with business leaders, individual and peer mentoring as well as AWE executive networking opportunities. Within two years, 63% of participants had positive role changes and 100% were more confident, self-aware and had plans to achieve their career goals.
