Contact us today +44 (0)20 3876 8955

Contact us today
+44 (0)20 3876 8955

University of the Arts London (UAL)

See how we are helping shape the future of UAL

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Background

UAL is one of the world’s most renowned institutions for education in arts, design, fashion and communication. The University comprises four key colleges and these are situated in independent locations throughout the City of London.

UAL is built upon the specific histories, identities and achievements of its constituent colleges, and their long tradition of engagement with creative, intellectual and professional life.

Founded on principles of excellence, the University actively influences global cultural debates through the diversity and international reach of our staff, students and alumni.

Requirement

UAL approached Talent Innovations in the September 2014. The University was looking to design a customised 360 programme, with psychometrics and coaching for the Senior Management Team across all colleges. The programme was to support the University’s desire to drive a more collaborative working environment, enhance cross-college communication and provide their expert teams and Academics with dynamic management and leadership skills.

A key issue the University faced was how to enhance the management skills of their team – people who were academically and technically at the ‘top of their game’ and therefore seen as experts, though lacked robust management experience.

A 360º feedback instrument was sought that would be flexible enough to encompass the needs across each College as well as the University as a whole.

UAL were determined to ensure the new survey tool was aligned to their 2022 Vision whilst at the same time involving personnel at all levels in the design of the tool.

Our solution

Delivering leadership excellence through 360º feedback

Talent Innovations provided a customised 360 solution, involving the design of a bespoke questionnaire, customised 360 software, psychometrics, 360 feedback coaching sessions with each individual and theme analysis.

The project was initiated with a series of Focus Groups (involving all levels of personnel in the design process) which were used to understand and alleviate issues and concerns people had regarding the project. In addition 1:1 meetings were held with the Executive Board.

The UAL questionnaire was designed based on learnings from the Focus Groups and also to deliver the 2022 objectives. A customised tool was built and this was implemented for approximately 45 Senior Leaders. StrengthsFinder psychometric was run in parallel with 360 to enhance the depth of data.

One area of concern during implementation by the University was the levels of engagement and buy-in to the project. By engaging participants at each stage of the process, involving them in the design and with clear communication, we had zero non-compliance – each leader completed their 360 and worked with a coach.

Outcomes

100% participation

Participants reported the experience was “positive”, “constructive”, “enlightening” and that they “learnt a lot”.

Group reporting meetings have been held with participants by way of follow-up and 1:1 meetings with the Executive Board.

Theme analysis was provided which highlighted the key strengths and development needs of the Group, along with recommendations on further interventions to address some of the issues.

UAL are now working towards providing ongoing coaching with their participants such was the success of the programme.

An overall transformative intervention

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