Port of Dover

We began with a detailed discovery phase, conducting one-to-one interviews across both leadership groups to understand team dynamics, behaviours and barriers to performance. Regular surveys were also introduced to track development and define precise requirements over time. This ensured the programme addressed the real challenges and remained relevant as organisational priorities evolved.

Insight from discovery highlighted key areas for development at each leadership level, including the need for stronger operating discipline, clearer strategic prioritisation, improved work rhythms and team development through trust and understanding and. These themes created a shared focus and a clear roadmap for how the leadership teams needed to evolve.

Working in close partnership with senior stakeholders, we co-designed a blended programme combining group workshops with individual coaching. A series of Leadership and behavioural frameworks intentionally built greater self-awareness, trust and communication between members in line with where they were at any given point. The programme remained adaptive, evolving in response to feedback and organisational change to ensure continued relevance and impact. The use of Tilt365® enabled the creation of a common language throughout the levels we worked with.

Over three years, the programme delivered a series of bespoke leadership workshops, targeted coaching sessions and ongoing discovery and insight tools. Our work focused on themes such as constructive challenge, decision-making and strategic clarity alongside forging high performance team dynamics through establishing understanding and trust between team members. Leaders committed to practical behavioural changes, supported by coaching that enabled them to apply learning directly to real business challenges.