The document outlines strategies for enhancing performance in the social housing sector through leadership development, psychological applications, and competency assessment. It identifies key strategic challenges such as digital inclusion, welfare reform, localism, and housing shortages, stressing the need for skill enhancement among leaders and employees. It proposes tailored support for organizations to define strategic visions, assess current capabilities, and implement pilot projects to address these challenges effectively.

1. Social Housing and Change
How can Destination Performance
Limited help?

2. Planning an effective route:
Leadership and Management Development, Coaching, Bespoke Development Guides,
Mentoring Workshops, External Mentoring, Training Design and Workshops, Bespoke ‘Short
Attention Span‘ (SAS) Units, Performance Management.
We work with organisations to identify the best route to success in achieving their goals.
Applying psychology theory in a pragmatic and
sensible way to improve the effectiveness of
organisations through the most important asset,
their people.
Identifying a destination:
Strategic Visioning Workshops, Organisational Culture, Job Design, Competency Design, Job
Analysis, Succession Planning, Improved Business Performance, Cohesive Teams, Better
Leaders, etc.
We will work with organisations and individuals to help articulate what that destination is.
Identifying a current location:
Assessment Centres, Development Centres, Bespoke Assessment Tools, Self-assessment and
Group assessment workbooks, Day in the Life Assessment and Development (seamless),
Executive Assessment, Bespoke 360 Measures.
We help organisations and individuals to understand what their starting point is.

3. Major strategic challenges facing Social
Housing Sector
• Digital inclusion – a multifaceted issue
around access, skills and confidence
online
• Welfare reform – preparation is vital as
tenants will need to do more with less
and housing providers expect to face
rising rent arrears
• Localism – gaps in local service delivery
are developing with an expectation that
housing associations address their
tenants’ needs but this doesn’t always
match their community investment
goals or expertise
• Housing shortages – there is continual
pressure to build new homes, but this is
difficult to prioritise while also dealing
with the fallout from welfare reforms.
Information From ‘Catch22’ Breakfast Discussion
Key themes from Places for
People behaviours

4. Housing 2014 themes
Four key themes:
• The Politics of Housing
• Housing central in political debate
• Change imminent in political support and
policy
• Economy, recovery and investment
• Aftershocks of Financial Crisis still being felt
• Economic, financial and political uncertainty
• Industry and innovation
• Customer expectations rising
• Technology driven solutions
• Business critical disciplines – HR, Decision
Making, Strategy, Innovation
• People and places
• Community links
• Co-ordinate partnership services
• Help people realise their potential
Tag cloud developed from
visionary interviews at Bury
Council

5. So what do the challenges mean for social
housing
• Leaders may need to review their skill set:
– Are they highly change oriented?
– Is commercial orientation acute enough?
– Do their skills need fine tuning to define and deliver a clear
strategy?
• Employees may need help to develop better or more relevant
skills:
– Innovation
– Technology
– Customer and Community focus
• Innovation and the use of technology is very likely be
paramount in future success:
– Are these skills developed enough?
– Is there a motivation to take risks?
– Do employees know how to develop ideas?
• Employees may need to reach out to other groups or
individuals in the community to deliver world class solutions
– Are they ready to network outside of their organisation?
– Can they focus on multi-level customer management?
– Have they the skills to balance the needs of internal and
external stakeholder needs?

6. How can help?
• We can help you to understand the skills
needed at all levels in the organisation for
future success today and in the future and
refine or reinforce your vision and culture
• We can help you to assess how well future
critical skills are already represented within
the organisation at all levels and identify
how embedded the values and culture are
• We can help you to build strategies to
develop the skills and attributes needed for
future success and help employees deal with
the challenges associated with major change

7. Suggested way forwards
• Contact us to have an informal discussion where you
can find out a little more about us and allow us to
find out more about your organisation
• If you agree that we could help to facilitate current
and future challenges we could produce a discussion
document with suggested pilot projects
• Pilot projects could include:
– Review of Values and Vision
– Development, or review, of behavioural framework to
ensure it is fit for the future
– Review of Senior Leaders skills and Senior Leaders
Team combined skills
– Review of recruitment and development processes
– Training:
• Making strategy happen and Managing Change workshops
• Dealing with the highs and lows of change
• Understanding the psychological impact of change

8. • 360 training
• Leadership
competency
framework design
• Assessment
centres
Our experience
in your and
similar sectors:
• Assessment of
candidates
• Recruitment of
candidates