Leadership Programme for SME’s

Leadership Programme for SME’s

In 2014, Capability Group decided it wanted to take the design principles and learning model that underpins our various leadership programmes for corporate clients and see if we could support SMEs across New Zealand to build their leadership capability. We established a partnership with the Greater East Tamaki Business Association (with a membership of 2,700 small to medium-sized businesses in the East Tamaki area) to design and pilot the programme. We contextualised our existing offering to the unique challenges faced by many SMEs and ran the first pilot programme in 2015. The programme focuses on building leadership capability in a local geographic area and building collaborative B2B relationships amongst those participating organisations.

The first group consisted of people leaders from ten different organisations.  The Greater East Tamaki Business Association organised an external, 360 review of the programme at the end of 2015.  Capability Group made minor tweaks to the programme as a result and we have just kicked off a second cohort in 2016.

focuses on building leadership capability in a local geographic area and building collaborative B2B relationships


Wellington City Council

Wellington City Council: Design Thinking

Capability Group conducted a design thinking process involving approximately 300 people leaders from across Wellington City Council in the design and development of a bespoke Leadership Capability Framework, as well as five longitudinal leadership programmes – including “Leading Teams” and “Emerging Leaders”. These programmes will be delivered to some 1,100 people over the next two to three years. Capability Group incorporated key elements of the Life Styles Inventory (LSI) tool and participants action plans into workshops and the “apply” phase programme.

I realised that leadership is a choice.  Previously I would have avoided certain tasks and requests but after our first module I realised I don’t have to be a manager to be a leader in this organisation.  I feel empowered to step up and make a difference.


Auckland Libraries

Organisation Design: Libraries Collections

Capability Group was asked to develop a new organisation design that was innovative, agile and enabled the delivery of a fresh organisation strategy. The existing organisation structure of Libraries Collections was based on geography, whereas the new service delivery model was centralised so the change impact was significant. The project involved running a series of design workshops with all impacted staff, other key stakeholders and an internal design team. Capability Group consultants then worked through their multi-step agile design process to create a final organisation design ready for consultation.

New organisation design that was innovative, agile and enabled the delivery of a fresh organisation strategy


Auckland Leisure and Recreation

Organisation Design and Change: Leisure and Recreation

Since the 2010 amalgamation and creation of a single Auckland Council, the organisation redesign of the Leisure and Recreation function has been the biggest reorganisation to occur within Council. Impacting more than 1100 staff across leisure centres, swimming pools, early childhood centres and recreation planning, this project was significant in both scope and scale. Capability Group completed a detailed current state assessment, held a series of more than 20 design thinking workshops with impacted staff, facilitated workshops with an internal design team and executed the development of the detailed service delivery model and organisation structure.

Impacting more than 1,100 staff .... this project was significant in both scope and scale


People Leaders Programme / Emerging Leaders Programme – Tourism NZ

People-leaders programme
Emerging leaders programme.

Tourism New Zealand

CGL designed and delivered a 3-day Business Leaders Programme to meet the purpose of accelerating the required skills, thinking and behaviours of Tourism NZ Business Leaders to execute their vision, mission and values.  Emphasis was on enabling leaders to select the tools and techniques that would enable them to demonstrate desired leadership behaviours, drive and influence change and implement an ongoing personal development plan.

Learning processes involved 360° feedback, experiential activities, storytelling, real life issue analysis and problem solving with presentations to senior executives, application of tools to own situations and guest speakers.

Content included exploring different leadership behaviours, coaching, decision-making, leading change, influencing and collaborating.  Learning processes involved 360° feedback, experiential activities, storytelling, real life issue analysis and problem solving with presentations to senior executives, application of tools to own situations and guest speakers.