Urgent All Managers: You Must Acquire This
Post-Brexit Skill Before It’s Too Late

Whether Brexit Day has left you feeling ecstatic or cold through to the bone, after 47 years of EU membership, one thing is for certain: how we do business is going to change, and to survive, we’ll all need to learn how to change too.

The problem is that we can only guess at what a post-Brexit future looks like. We know Brexit will affect how we trade, what funding we can get, what our supply chains are capable of and who we employ, but, we don’t know in what ways or to what extent.

However, whilst we may not have much control over the WHAT we can deal with the HOW head on.

Given the pace of change expected, it’s vital that we build brand new skills that will help us to prevail no matter what challenges we face.

An ‘Enquiry-Led Approach (ELA®)

One of the most urgent skills that leaders and managers must acquire to survive in a post-Brexit world is the art of enquiry. When the road ahead is unclear, being able to ask powerful questions and then having the openness to listen effectively will help people to open up opportunities and enable them to respond to any challenge in a creative and agile way. Professor Reg Revans, the pioneer of Action Learning, captured it best when he said that the future won’t be defined by trying to find people with better answers, but by enabling people to ask better questions.

For the last decade, Notion has been helping clients to adopt more of a ‘questioning style’ towards management by introducing Managers to coaching related behaviours. This is only the vehicle though; successful establishment of our unique ‘Enquiry-Led approach (ELA®)’ enables an organisation to continue building on its performance and to grow its business into the future.

The benefits of shifting the prevailing management approach to more of a ‘coaching style’ through asking better questions and not ‘telling’, are manifold, especially on untrodden paths.

We typically see a selection, if not all, of the following benefits with our clients:

Organisation

  • Employee engagement scores rise as people feel that their opinions are sought
  • Employee retention improves
  • The internal pool for promotions swells as people begin to explore opportunities
  • Succession planning is rejuvenated as potential candidates begin to emerge and flourish and are challenged and supported to develop further
  • Measures of organisational innovation begin to improve
  • Organisations are better prepared to weather periods of intense change as people are better equipped to define positive outcomes for themselves

Customers

  • The skills that people acquire translate into the quality of the questions that they ask of customers
  • Customers are better able to articulate their needs and develop new insights
  • Customers are invited to engage with the organisation on a different, more insightful level
  • The innovation and service levels that customers enjoy translate into increased customer satisfaction scores and increases in business

Colleagues

  • There is increased collaboration as more people start to ask more insightful questions about how they work together – team performance also improves
  • Colleagues begin to widen their perspectives and develop a deeper understanding of the business they’re a part of and their contribution to it
  • They begin to offer line managers options to consider, rather than problems to solve, which leads to more rapid and capable resolution of problems
  • They begin to step-up and take on more accountability


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