Developing Effective Leaders

Key Outcomes

• A much stronger ability to utilise the full talents of the individual or team.
• The development of a much more cohesive & focused leadership team.
• Significant increases in personal performance and the enjoyment of leading people.
• Much higher accountability and initiative from each member of the leadership team.
• Creation of an environment which truly enables the business and its people to realise their full potential.
• The development of a personalised Organisational Leadership approach.

Learning Objectives

• An appraisal of the effectiveness of the leadership team in your organisation.
• The unearthing of the factors which are contributing to current strengths and weaknesses - both individually and as a team.
• Piercing insights into how each member of the team is viewed by the others and the consequences of those views.
• Definition of the things each member needs to be doing 'more of, differently or better' in order to derive a more powerful form of leadership from the collective.
• Development of individual leadership skills which will result in significantly higher levels of accountability & combined performance.

Phase 1: Leadership Assessment

Participants undertake a number of self-assessments which are designed to assess responses to everyday issues they face in the workplace. We use questionnaires to measure behaviours and motivators which are used to create individual profiling.

Some of assessment tools we use:

• Leadership Effectiveness Analysis™
• Myers Briggs Type Indicator®
• DiSC®
• BarOn EQ-i®
• BarOn Emotional Quotient-360®
• Belbin ® Team Roles

Developmental opportunities are identified which will be used as a basis for Phases 3 and 4 of the program.

Phase 2: Tailored Workshops

The workshops build, train and develop the skills and capabilities needed to be a successful leader and to be able to support business requirements and goals. The delivery capability drives transformation, acceleration and a new way of working from within an organisation. The workshop can be delivered over three days or as six half day sessions.

Some of the areas addressed include:

• Effective workflow organisational and time management skills
• The attributes of visionaries and creating a compelling vision
• Emotional Intelligence for Leaders
• The values of relationship building
• Managing execution effectively
• Strategy development
• Cultural & business transformation
• Business process re-engineering
• Technology implementation
• Inspiring commitment
• Cultivating and retaining talent
• Leading multi generational and multi cultural teams
• Managing performance and feedback
• Making sound commercial decisions
• Problem solving and dealing with conflict
• Coaching skills for leaders
• Developing high performance teams
• Delegating effectively
• Solving and decision making
• Influencing, communicating and motivating the team
• Build resiliency to effectively manage stress, uncertainty and setbacks

Phase 3: Leadership Goal Setting

Participants begin to explore some of their professional development goals via personalise coaching sessions. A process for action planning, monitoring and 'disciplining' is put in place, with the individual.

Phase 4: Leadership Development & Coaching and Feedback

An appropriately customised and focused combination of 'formal' learning and coaching interventions occurs. Feedback is provided regarding both the behaviours and skills which are exhibited by the participant, which contribute to their current effectiveness as leaders.

The executive coaching component occurs mostly in the workplace, enabling learning to occur in 'real-life', resulting in improvements not only for the individual but also for those to whom the individual is responsible for providing leadership.