Research
IDDAS is committed to innovation, insight and re-framing of ideas at the Board and Senior Leadership level. This leads us to both develop new approaches and research existing subject areas important to the Board and Senior Leaders. Below is a selection of the ideas and research areas that we are pursuing.
'Board Dynamics-a female perspective, Women on FTSE 100 boards' Research
We have undertaken a major research initiative into the view of Women Board members on FTSE 100 companies.
Helen Pitcher the Chairman of IDDAS spoke of the views of this group of powerful women reflected in the report.
"With a growing voice for more effective challenge and openness at the Board level, the women who spoke to us, almost a fifth of all female board directors on FTSE 100 companies, felt that these were areas where their presence made a particular difference"
Among other qualities identified in the report they saw themselves in particular as:
- Bringing a difference perspective from men into the Boardroom
- Not being as ego-centric, focusing on the organisations goals rather that their own
- Adept at challenge and achieving this in a non-threatening way
- More interested in building relationships and promoting good team dynamics on the Board
They also identified the critical importance of the Chairman in ensuring a constructive environment where women can contribute more effectively and openly ensuring the individual and team dimensions are working to value everyone’s contribution at the Board.
Please
click here
for the full report. Any interest and enquiries on this research
should be directed to Jackie White on jackiew@iddas.com. Also see
Past Events
section.
New Approaches
As part of our ongoing response to clients needs and the development of the latest trends in Board level leadership, we are continually developing and adapting approaches in our areas of expertise; below is a selection of some of the models and ideas with which we work.
Positive Psychology
The growing area of Positive Psychology is re-modelling many of the approaches and views of development and coaching. So how do you become more ‘happy’, below is a model of the key elements of creating a ‘ happier life’.
Click to view the Positive Psychology Happiness model
Supporting Change Transitions
In any merger or acquisition, whilst the company is dealing with a wide range of commercial issues, the people perspective can often get overlooked. Leaders go through a wide range of emotions, uncertainty and negativity. Helping these key leaders prepare for this can accelerate the integration process, smooth the transition and prepare people for all the forthcoming changes. Below is a ‘emotional schema’ added to the traditional change absorption bell curve.
Click to view the Change Journey model
Coaching
Increasingly in the field of leadership and coaching the understanding of our own limiting beliefs and restraints is an important break through point to achieving growth; they impact on attitudes, feelings, behaviours and perceptions. It is even truer at the Board and Senior Leadership team levels, where the impacts can be seismic and accelerated. So bringing belief systems into play at these levels is an important ‘art’ of the coach and facilitator.
Click to view the Impact of Beliefs model