Case Studies
Breaking new ground with a fresh approach to Senior Leadership Development
​​​​​The Brief
Barratt Redrow was looking to introduce an innovative leadership development programme designed for their future senior leaders.
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As Barratt Redrow’s Head of Talent Management explains:
“It was important to invest in a specifically designed programme to enable us to provide a development programme for those on the leadership succession plan. It was also critical for us to understand each individual's current career aspirations in more depth”.
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“We wanted to provide our future senior leaders with the opportunity to gain a higher degree of agility within their thinking, particularly at this time of change for the organisation, and to gain an external perspective in relation to leadership. We also wanted them to build a strong network across the organisation and experience a new and different approach to leadership development.”
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Identified as having the highest potential for further career progression, many of the programme participants had spent much, if not all, of their career within the industry, and Barratt Redrow wanted to engage, stretch and motivate this key population.
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They felt that exposing them to new thinking around leadership through a coaching lens would help to further enhance the participants’ leadership, which would, in turn, be reflected in the ongoing success of the business.
Barratt Redrow engaged Exigence as a result of a previous trusted working relationship with our Senior Lead Coach, David Mayes.
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They were impressed with Exigence’s range of solutions and our agility in creating a bespoke programme that would support sustainable behavioural change. As Barratt Redrow commented:
“We completed a robust tendering process and Exigence proved to be the best supplier for this programme, both in terms of value for money and for their approach in building a programme that fitted with our specific needs, as well as being particularly aligned to Barratt Redrow values.”
The Perfect Blend
Exigence took the time to get to know Barratt Redrow and their ideal outcomes, so they could tailor the Leadership Development Programme with precision - for maximum impact.
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Barratt Redrow’s Group HR Director wanted to give their leaders the space to reflect and grow; empowering them to find their own agency and lead authentically in their own way. They were encouraged to experiment throughout the programme as they consciously stepped towards becoming the senior leaders they wished to be.
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The programme Exigence designed was one with a blended approach. It consisted of in-person, whole group Launch and Close events which topped and tailed a series of Action Learning Sets (Barratt Redrow's chosen terminology for our Sprint Leadership solution), where small groups of four to five senior leaders met virtually to bring their real-world challenges to the table. An opportunity to have 1:1 Concise Coaching (now Momentum20) sessions ran alongside the whole programme.
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Action Learning Sets
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Across the series of five action learning sessions, thought-leadership was provided as useful provocation and input – creating a rhythm of discussion, group coaching, action orientated outcomes and accountability. In their psychologically safe space, the groups practiced peer coaching and collaborative problem-solving. Emotional intelligence was a connective thread, and the themed sessions included focuses on personal resilience, empowerment, commercial impact and building strategic networks. These were key topics that were identified during a pre-programme diagnostic exercise as being valuable areas to focus on.
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Footnote: By popular demand, as an extension to the original proposal, the Action Learning Sets are being enthusiastically continued by many of the Programme’s participants.​​​​​​
​Reflections from participants...​​​​​​​​​​​​​​​​​​​​​​​​
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Concise Coaching (now Momentum20)
​​​​​​​Further support was provided to the 23 Senior Leaders via access to on-demand 1:1 Concise Coaching sessions that they could use whenever they wanted, alongside the other programme elements. This was an opportunity to work with an Exigence coach to explore anything they wanted to, from day-to-day challenges to deeper issues, coming up with solutions that they could take back and implement in their leadership.
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Launch and close events
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​Executive and Non-Executive Directors from Barratt Redrow shared their insights and experience at the in-person launch and close events, giving the participants a much-appreciated opportunity to hear different perspectives from inside and outside the industry, as well as enjoying a Q&A forum.
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Group Head of Talent and Development, Stuart Comer, observed:
“You could tell, at the close event, that the participants were very engaged and had found it useful to have the time to step away from the business and reflect."
Together, We Are Stronger
The leaders on the programme reaffirmed to Exigence the power of people working in intimate, small groups on a regular basis. Keeping the groups the same throughout the programme, and contracting well at the start, meant that trust was soon built and groups went deeper more quickly. The attendees’ commitment, presence and energy were fantastic and everyone recognised that the quality of their development work together was highly valuable.
Being a boutique provider, we were able to flex our solutions to meet Barratt Redrow’s programme participants where they were; doing what was right for them at the time and what would best suit them both collectively and individually.
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Our delivery was responsive during the eight months too. We temperature checked as we went along and adapted the programme to provide as much value as we could, both in the session input and in the resources we would follow up with, linked to the discussions that had evolved during the Action Learning Set sessions.
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As David Mayes expressed:
“It’s all about leaders learning to empower their teams rather than being the constant source of providing advice and solutions. So we weren’t just growing the leaders on their programme, we were growing their teams too.”
Results
Lasting behavioural change
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Leaders have benefited from the time and space for reflection, now being much more aware and in tune with the leader they wish to be. They are continuing to apply what they’ve learned - supported by the peer relationships, the habits they created, and the accountability structures embedded in the programme - to help them to sustain behaviour change over the long term.
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As one leader highlighted:
“I found the Senior Leadership Development Programme hugely valuable. It has allowed me to pause and consolidate all previous development and build and refine the specific areas of targeted development I need to focus on to allow future progression.”
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Empowerment and Ownership
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The programme directly delivered on Barratt Redrow’s ambitions of how they wanted to empower future senior leaders. Participants had the chance to reflect on their leadership and leverage the opportunity to take ownership of their personal development and growth.
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Networks
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The leadership development programme created strong internal networks, helping to break down silos and enhance knowledge and perspectives across various departments.
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Relationships that grew out of the programme have flourished and are being sustained, which is an asset to the individuals and to the business as a whole.
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Cascading learnings through teams
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Leaders are already taking what they’ve learned back to their teams; applying stronger coaching techniques, engaging more meaningfully, delegating more effectively, encouraging autonomy and building deeper trust. All this is further strengthening team relationships, boosting confidence and improving overall team performance.
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Feeling valued
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It was also motivational for the leaders in the programme to feel ‘invested in’ through this externally facilitated programme, rather than just passing through an internal programme.
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Building a great partnership
The relationship between Exigence and Barratt Redrow’s stakeholders and participants was really positive. As one of the senior leaders on the programme commented:
“It was clear that Exigence was really invested in our progress.”
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We didn’t want to come in and dictate direction with solely an Exigence stamp. It was important that we listened carefully to Barratt Redrow’s thinking and objectives, then shaped and influenced the programme to meet their needs. Our materials were co-branded Barratt Redrow to maintain client ownership, and we ensured that their Senior Leaders played a part in the delivery because demonstrating their commitment was integral to the programme’s success.
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It was a successfully symbiotic relationship. One of our project sponsors observed:
“An external perspective is critical, and we appreciated Exigence’s expertise in their delivery and facilitation, their understanding of Barratt Redrow’s business and the rapport and relationships that Exigence’s Senior Coaches built with our leaders.”
Feedback
We received a lot of really positive feedback from the programme participants regarding the impact the eight months had on their leadership development.
The effect of the Action Learning Sets, in particular, was singled out.
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One of the leaders enthused:
“What I found particularly valuable was the Action Learning Sets and the colleagues that I've been fortunate enough to be part of those sets with. We've stayed authentic, true, honest, and challenged one another. I've taken away much more self-awareness of my listening and questioning skills, and certainly looked at changing my behaviours with my team as a result of that.”
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And Barratt Redrow’s Project Sponsor for this Senior Leadership Development Programme, could also see a positive change, remarking:
“The networking and the Action Learning Sets were the big, big wins and it seems to have hit the mark with those that participated."
Reflections
Exigence Coach, Jo Radley, who worked with the team throughout the programme, summed up the experience perfectly:
"Coaching on this programme was a true privilege. The leaders stepped into unfamiliar territory - engaging in deep self-reflection, embracing vulnerability, and opening themselves to meaningful change. Though not used to sharing so openly, they leaned into it wholeheartedly and supported each other. Witnessing their growth, the direct impact on their leadership, and the ripple effect on their teams and lives was deeply rewarding. It was a joy to be part of the process.”
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And David Mayes sums up the whole programme:
“The Barratt Redrow leadership programme has been a real highlight of my working year, it's been exciting to witness individual shifts in self-awareness, perspective and confidence. The action orientated, yet reflective approach taken enabled those involved to deepen relationships, share challenges and encourage leadership style experimentation. It's been an honour.”
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We appreciated this opportunity to have a positive impact on helping to shape Barratt Redrow’s future senior leaders and we look forward to working with them again.
This initiative is a great example of how Exigence partners with clients to create real, lasting leadership transformation - designed around people, context, and goals.
To sum up – why it worked:
✓ Co-designed with the client
✓ Built-in accountability & sustainability
✓ Introduced leadership development through a coaching lens
✓ Created space for reflection and provocation
✓ Cultivated lasting leadership behaviour change
✓ Strengthened internal networks and trust