Responsible business Supporting our people
Leadership development We are committed to developing leadership and management capability, nurturing high-performing teams, and promoting a high-performance culture, whilst maintaining a psychologically safe and inclusive environment. This year we have introduced several team effectiveness sessions using psychometrics to help leaders gain greater self-awareness and understanding of their colleagues, enabling them to adapt their styles and build stronger relationships with their teams. We have also evolved our leadership development programme and launched the new Management Excellence initiative, aimed at all people leaders. The programme addresses the fundamental skills required to be an effective people leader with the aim of enhancing our leadership capability across Brooks Macdonald, creating an inclusive culture and driving high performance. We have invested in our employees by partnering with external training providers to deliver content that is aligned to our business strategy. The programme focuses on creating behavioural changes that: 1. Evoke – engage people leaders at every stage, providing them with compelling reasons to embrace new skills and behaviours through targeted, relevant content. 2. Adopt – encourage adoption through engaging face-to-face interventions, equipping leaders with practical skills, tools and behaviours that they can be motivated to adopt and apply.
• Training delivered both face-to-face and virtually with a focus on management and leadership capability, professional skills, and driving client excellence. • Opportunities to participate in coaching and mentoring. • Diversity, equity and inclusion training to ensure we continue to maintain an inclusive culture for everyone. • Attending industry events and webinars. • Utilising our Apprenticeship Levy to provide access to apprenticeships, benefitting our teams across marketing, finance, HR, operations and client- facing roles. On an annual basis, we assess the potential of our senior employees and ensure development plans are in place. We foster a growth mindset culture with on-the-job learning and empower people leaders to support the personal development of their teams. Performance management Our performance management framework is centred around continuous dialogue to encourage ongoing, quality, and robust conversations. To drive high performance, individual objectives are aligned to business functional scorecards and all employees are measured against our guiding principles. These are the foundation of our culture and are the behaviours we expect everyone to demonstrate. Our people leaders have additional responsibility for effectively managing and developing their team and are held accountable for investing time and focus into the leadership and growth of their people.
This year, we introduced a system to document ongoing dialogue and track their objectives. Leader Compass equips our people leaders with numerous resources to facilitate continuous conversations and provide support during mid-year and year-end performance reviews. These performance reviews encourage reflection on past performance and set expectations for future development, helping us better understand and support employees’ career aspirations. This process enhances our insight into our talent, ensuring the right support is given where it is needed, and informs our talent mapping and succession planning. Early careers We recognise the value in taking on talented people at the beginning of their careers and our emerging talent programmes are central to this. Graduate and trainee programmes have long been recognised as a great way of bringing in diverse, high-potential talent that can contribute to the commercial performance of a firm. Investment20/20 One of the ways we develop our emerging talent is through our successful partnership with Investment20/20 where, to date, we have successfully recruited over 50 trainees since 2019. A number of these trainees have since taken up full-time positions in a variety of roles, including finance, HR, marketing, risk and compliance, technology, and client- facing roles.
3. Enable – facilitate practice through peer- to-peer coaching and real-time workplace challenges, fostering behavioural change in a safe and relatable environment. We run the Management Excellence programme on a regular basis so that all new people leaders joining the organisation, or transitioning into people leader roles, experience the same development programme. This enables us to maintain a consistent approach and a minimum benchmark for leadership roles across our business. We have developed Leader Compass, an online portal providing ongoing assistance to people leaders. The portal is updated regularly and provides information, guidance, and insights into how people leaders can be more effective in their role, and how they can support and develop their teams. In addition, we provide coaching for our leaders, offering a comprehensive and dynamic approach to leadership that is aligned with the unique needs and context of each leader, making it a powerful tool for fostering leadership excellence and behavioural change. Talent and development Nurturing our employees to reach their full potential is central to our success as a business and is a clear focus of our people strategy. We offer our employees support with their ongoing development through several initiatives including: • Professional qualifications that ensure individuals have the technical capability and competence to carry out their roles effectively.
46 Brooks Macdonald Group plc Annual Report and Accounts 2024
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