It is a naked truth, organisations can’t change, it’s the people in them that do. And it’s the leaders in organisations, those individuals charged with the people work of inspiring, engaging, influencing and challenging, who cast the longest shadows and are best placed to light the way.

Effective leaders know who they are, are aware of others, understand that their leadership work is people work is and  find honour in service.

There is a fabulous story that Warren Bennis relates that underlines this point. In a foreword he wrote in Leadership Can Be Taught by Sharon Daloz Parks (2005), he notes a distinction made between two nineteenth century British prime ministers:

‘It was observed that when you had dinner with William Gladstone, you left thinking, “That Gladstone  is the wittiest, the most intelligent, the most charming person around”. But when you had dinner with Benjamin Disraeli,  you are left thinking, “I’m the wittiest, the most intelligent, the most charming  person around!” Gladstone shone, but Disraeli created an environment in which others could shine. The latter is the more powerful form of leadership, an adventure in which the leader is privileged to find treasure within others and put it to good  use.’

We work with leaders and leadership teams, building their capability from the inside out; working with them to:

Clarify the Work of Leader

• The purpose and role of leadership.
• Leadership accountabilities at all levels.
• Role balance.
• Work at the right level to maximise value.
• Set the context for work and establish the boundaries and interdependencies.
• Match capability to work complexity

Establish Leadership Competencies

• Develop and agree core competencies.
• Define behavioural attributes.
• Build competencies into people systems.
• Align development programs to competencies.

Create a Leadership Mindset

• Build self awareness and acceptance.
• Develop emotional intelligence.
• Identify and live personal values.
• Challenge self limiting beliefs, thinking patterns & habits and replace them.
• Embrace personal choice and responsibility through achievement.
• Lead with authenticity.

Effectively Onboard

• Establish a transition plan.
  • Accelerate the transition.
• Build a learning agenda.
• Sustain the growth curve.

Engage and Develop People

• Explore the psychology of disengagement.
• Build retention strategies.
• Inspire a shared vision.
• Role model achievement.
• Build confidence and motivation.
• Delegate to set people free.
• Coach, question & converse.
• Observe, listen and provide feedback.

Lead and Sustain Change

• Identify and develop your change leadership competency.
• Formulate and communicate a compelling case for change.
• Address the concerns of change.
• Manage resistance and adversity.
• Encourage & embed commitment.
• Build change resilience.

Execute Effectively

• Establish realistic and challenging goals for inflow performance.
• Formulate problem solving processes.
• Maximise quality in decision making.
• Manage and measure performance.
• Continuously improve through feedback mechanisms such as process reviews.

When you possess a light within, you see it externally.
Anais Nin