MCD Consulting

My services include business coaching and leadership coaching. 

As a business coach,  I work with organisations to help them improve the efficiency and quality of their services/products. I use quality management (LEAN) tools and methods to assist with problem solving, reducing waste, adding value and increasing efficiency. 
As a starting point I help organisational leaders and senior managers to prioritize the strategic areas for improvement. I then work with a Lean project team over an agreed number of weeks, introducing them to Lean tools and techniques and supporting them to achieve measurable results.

In addition to training on Lean management and group facilitation of activities such as process mapping and value-stream mapping, I draw attention to the systemic and cultural patterns of the organisation and support the development of change agendas that address operational and cultural change as well as employee engagement

I offer leadership and executive coaching to support individuals and teams to develop in a way that leads to increased motivation and performance as well as accountability for continuous improvement. All coaching programmes are scoped, measured and evaluated to show return on investment.

Lean | Leadership Development Coach

Jigsaw Better Business

Lean Management Coach. Leadership/Executive Coach.

Anne Sullivan Foundation

INTERNAL POLICY DEVELOPMENT 
_________

Creating, communicating and reviewing all organisational policies.
Inducting and training employees and team leaders in organisational policies and supervision
Auditing the extent to which policies are implemented throughout the organisation

ADVOCACY AND PUBLIC POLICY
____________

Leading the campaign for the recognition of deafblindness in Ireland which involved:

Facilitating and increasing inter-agency collaboration
Building relationships with connections with people who are deafblind around Ireland
Developing and facilitating Advocacy Working Groups
Lobbying members of government and liaising with politicians at local and national level to ensure that deafblindness is recognised and there is a change in public policY to reflect this.
Raising awareness of deafblindness among the public and professional bodies through organisation of awareness events and deafblind awareness training
Management of social media accounts 
Writing articles, submitting work for publication 
Establishing relationships with key people
Participating in research

Policy and Advocacy Lead

Anne Sullivan Centre

Project work was assigned by the CEO, whereby I led and developed processes and systems to improve the quality and efficiency of the service provided by the organisation. This required me to have specific change management skills as I worked with both front-line staff and management on all projects. Role involved provision of regular formal mentoring to front-line social care workers.

Mentor/Project Lead

Business Coach | Leadership Coaching, Lean Management

At MCD Consulting, we provide LEAN business consultancy, leadership coaching and training to organizations who are looking for external support with process improvement, people development and strategic planning. 

We offer training in LEAN thinking and LEAN tools, work actively work alongside teams to guide and support them to improve systems, processes and communications internally. 

We provide team training workshops on organizational development related areas including coaching, mentoring, vision/mission/values, organizational culture, strategic planning and performance management. We also deliver team coaching and individual leadership/executive coaching programmes using psychometric assessments and scaling techniques to measure impact.

Great leaders recognize that their effectiveness is directly tied to their willingness to grow personally and build trust. 

A leader's main priority should be to build a team that can collectively address the challenges and opportunities that come their way. By focusing on the development of individuals and teams,  leaders alleviate pressure on themselves and also empower the team, leading to better results and a more positive workplace.

Developing this mindset can be a pivotal shift for leaders. It requires a conscious effort to shift from a “doer” to an “enabler.” It involves understanding that a leader’s success is measured not by how much they accomplish personally but by how effectively their team operates and achieves goals under their guidance.

Along with the mindset shift, leaders need to understand and adopt supportive behaviours- especially trusting behaviours- and this requires developing their own skills and abilities

Great leaders trust their teams and practice delegation actively. This means not just assigning tasks, but also entrusting team members with the decision-making power and the authority they need to execute those tasks effectively. 

If you remember, Patrick Lencioni's team development model shows us that absence of trust (the bottom layer) is the foundational dysfunction that all other dysfunctions are built on. 

Trust is a little word with a large meaning. When I am training and coaching, I explain the essence of trust building through breaking it down into behaviours linked to transparency, reliability and authenticity. (See visual below). 

It's not an exhaustive list but I provide this because I think it's important that people and leaders can link the word "trust" to tangible behaviours. 

Great leaders become great leaders by working on themselves first, developing the ability to trust and be trusted. 

Don't forget...these behaviours you see in the visual below can build trust but consistency is key to maintaining trust. Most people do some or all of these things some of the time but many people don't do all of these things all the time. And that is why we have trust issues in organizations. 

#trust #trustbuilding #leadership #leaders #professionaldevelopment #skilldevelopment #personaldevelopment

Catherine McDonald

Ana Santos

Here's a nice simple guideline for leaders on different leadership approaches and how to use them!

Some leaders will find it easier to adopt one or two of these approaches and struggle with others. Changing and adapting leadership approach is a skill and it is something that many managers need training and coaching in. Some people fear that by changing their approach they will compromise their authenticity but this is not so. It is possible to be multifaceted and authentic at the same time.

Companies cannot assume that the leaders they hire are naturally adaptive and multifaceted. They need to have supports in place to help leaders to develop this ability. These supports can be internal or external and can include training, coaching and mentoring programmes.

With support, leaders can figure out which approaches they naturally gravitate towards and which approaches they need to improve upon or use more/less often. They learn to look for key information such as employee ability and employee motivation which guides them in their approach.

Let me know if you need any external support with anything related to people and leadership development!

#leadershipcoaching #leadershipandmanagement #leadershipskills #leadershiprole #leadershipprogram

Thanks to BetterUp for the Image. 
https://lnkd.in/d4fNQr8Q

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