Case study:
NATO
Transforming the Management culture at NATO
Our client
NATO needs no introduction, created in 1949, it is now an important political and military alliance between 32 member countries. However, the complexity of the NATO structure, with differing locations, nationalities and divisions makes it difficult to define a common leadership culture. And yet in order to meet their demanding and ever-changing organisational needs, it is vital that there is a common culture of excellence; that managers become more cohesive and able to manage the tension between delivering for the organisation, and engaging their people.
Our solution
NATO has a long standing Manager Development programme and in 2020 they wanted a refreshed version. They wanted a programme that would:
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Create a mindset and skill set in managers that recognises the importance of development, creating a self-driven approach to personal development and continuous learning.
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Develop managers who can lead teams and empower their people to meet organisational outcomes.
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Create an understanding, respect and trust among managers, with a self-sustaining support network.
We created a tailored programme to meet these needs, with 4 x 2-day Modules, and have been delivering this on an ongoing basis since September 2020. To ensure the learning really sticks, we also include three 1:1 coaching sessions for each delegate so they have individual time to reflect on their learning and put it into practice. Alongside that, the participants also complete an SDI 2.0 personal assessment to deepen their self-awareness, as well as a 360 feedback report to improve their working relationships.
Our approach
Our facilitation of this programme employs the "anticipate, do & reflect" model, blending activities, group discussions, and individual reflection time to ensure a deep exploration of content. Participants engage in discussions, share experiences, and learn practical tools applicable to their workplace, fostering immediate impact and personal development. We role model the creation of psychological safety in each workshop so participants experience what this feels like and can replicate it in their environments.
The impact
This programme has been delivered to 200+ Managers at NATO and has had a proven impact. We have an increasing number of applications for the programme each year as the programme is promoted through word of mouth and we are oversubscribed every year. In year 1, we ran 4 programmes for 48 Managers but in years 2 to 4 NATO increased that to 5 programmes for 60 managers in order to meet demand. They now have over 110 managers requesting to join our programme and we have been asked to run an additional cycle of 5 programmes in 2024/25.
97% of managers that have attended recent programmes said that the MDP programme was effective or very effective at developing them as a manager with NATO, with 90% saying it increased their confidence as a manager. Every single participant said that the coaching element had a positive impact on their personal development, with 73% saying this impact was significant. When rating the content, every single attendee responded “good” or “very good” when asked about how stimulating and relevant the content was.
The evidence we have seen shows that managers are able to practically apply their learning and there is a noticeable behavioural shift for those that attend the programme.
Hear from some of our attendees
What made you reach out for this support?
“Before the MDP, I intuitively understood that people were motivated by different things and saw things from different perspectives, but I did not know how to define that idea or what to do about it. The MDP has given me useful concepts to better understand differences as well as tools to manage and get the best out of team members."
What was the experience like?
“Gosh, hard to summarise in a few sentences. Loved the content, the practical tools and examples. Self reflection work, awareness, building on the least used strengths. The power of coaching, different perspectives and situational leadership.”
What did it enable?
“I feel more confident not only in my own abilities, but also in the will and interest of others (eg. my cohort and I imagine all the previous ones) to enhance the management culture at NATO.”