Posts

leadership development program

Unmasking Motivation: Discovering What Drives You in 2024

in /by

Unmasking Motivation: Discovering What Drives You in 2024

Motivation serves as the compass guiding our actions, steering us towards our goals and aspirations.  As we step into 2024, it’s important to recognise that the dynamics of motivation have shifted, unveiling new facets of what truly drives individuals in their pursuits. Unmasking these motivations not only sheds light on our inner workings but also paves the way for personal growth and fulfilment.

The Shifting Paradigm of Motivation

Recent studies conducted by behavioural psychologists and sociologists have uncovered intriguing shifts in motivational trends. Traditionally recognised motivators such as financial security and career advancement are being reshaped by a deeper yearning for purpose and meaning. A survey conducted by the Global Workplace Analytics revealed that, in 2023, nearly 72% of employees globally considered a sense of purpose as a crucial factor influencing their job satisfaction, surpassing monetary benefits and job titles. This shift can influence how organisations design strategies for employee engagement and retention.

While both play a role in driving behaviour, research shows that intrinsic motivators have a more significant impact on long-term satisfaction and commitment than many external motivators. Intrinsic motivators, such as autonomy, mastery, and purpose, align with an employee’s personal values and aspirations, making them more likely to stay motivated in the long run. Leaders today are rethinking their approaches to motivating employees by prioritising ways to cultivate intrinsic motivation through practices such as empowering employees, supporting growth, and providing opportunities for learning and development to create a more purpose driven organisational culture.

Assessment & Profiling

Unmasking Your Unique Motivational Drivers

Unravelling one’s personal motivations often requires introspection and self-awareness.  Assessment and profiling tools have become more accessible to individuals seeking to gain a deeper understanding of what drives them. These tools provide insights into an individual’s values, goals, strengths, and areas for improvement. They serve as a compass that guides individuals towards aligning their actions with their true motivations. However, it is essential to note that these tools should not be seen as definitive answers but rather a starting point for reflection and self-discovery.

In the context of leadership, understanding one’s motivations can play a crucial role in developing an effective leadership strategy. By identifying their unique motivators, leaders can better align their actions with their personal values and goals, creating more authentic and impactful leadership. This self-awareness can also aid leaders in understanding the motivations of their team members, allowing them to tailor their leadership approach to better engage and motivate individuals.

Quote Image

Embracing a Multi-Faceted Approach

Understanding motivation in 2024 entails embracing a multi-faceted approach that acknowledges the complexity of human desires. It’s not merely about financial incentives or a quest for personal fulfilment—it’s a delicate interplay between various factors that drive us forward.

Employers, too, are recognising the importance of fostering environments that align with diverse motivations. Understanding what drives individuals is not a one-time quest but an ongoing journey towards personal growth as well as leadership development.Companies that embrace a culture of autonomy, purpose-driven work, and continuous learning are witnessing higher employee engagement and retention rates. 

As we navigate the complexities of the modern world, understanding what truly drives us becomes a compass guiding us toward a more fulfilling and purpose-driven existence. By peeling away the layers of our motivations, we not only unlock our potential but also pave the way for a more enriched and meaningful life.

Leadership Development

Let us help you find what you’re looking for!

TOP STORIES

Unmasking Motivation: Discovering What Drives You in 2024

Leadership in Action: How Great Leaders Apply Their Insights

in /by

Leadership in Action: How Great Leaders Apply Their Insights

Leadership is not merely about holding a position or title; it’s about the ability to inspire and influence others toward a common goal. Great leaders are those who not only possess knowledge and insights but also apply them effectively. They understand that leadership is not a passive role; it’s a continuous journey of self-improvement and positive influence. In this article, we will explore how great leaders apply their insights, with a specific focus on habit building for sustainable behavioural change.

The Power of Insights

Leaders often gain valuable insights through their experiences, education, personal growth, and leadership development. These insights can range from understanding human behaviour to grasping market dynamics, but what truly sets great leaders apart is their capacity to apply these insights effectively. In other words, they possess the ability to turn insight into action. This is the key to successful leadership, as it allows leaders to make informed decisions, inspire their team, and ultimately drive positive change.

Leadership assessment tools can be invaluable in enhancing leaders’ self-awareness and providing them with the insights needed to develop their unique leadership style. Through assessments, leaders can delve deeper into their strengths, weaknesses, and areas for growth — empowering them to create personalised strategies for self-improvement. Tools such as personality assessments, 360-degree feedback surveys, and situational judgement tests, not only facilitate the gathering of insight but also guide leaders in translating these insights into action. Furthermore, they underline the significance of values based leadership, encouraging leaders to align their actions and decisions with their core values. In essence, leadership assessment tools can serve as a catalyst for sustainable behaviour change and the embodiment of effective, values based leadership.

leadership and management courses

Habit Building for Sustainable Behavioural Change

One of the most significant challenges that leaders face is implementing behavioural change in themselves and their teams. While insights from assessments and profiling can provide a clear understanding of areas for improvement, turning these insights into tangible changes can be difficult. This is where habit building comes into play.

Habits are powerful tools that shape our actions and behaviours. By developing positive habits, leaders can create sustainable changes that lead to long-term growth and success. However, building habits requires consistent effort and a proactive approach. Leaders must be intentional in identifying the habits they want to develop and commit to making them a part of their daily routines.

  1. Identify Key Behaviours

Great leaders identify specific behaviours that need to change in order to align with their insights. For example, if a leader recognises the need for better communication within their team, they may identify the behaviour of active listening as a key focus.

  1. Start Small

To build a habit successfully, it’s important to start small. Great leaders don’t attempt to overhaul their entire approach overnight. Habit researcher James Clear, specifies that we should only attempt to adopt one new habit at a time. Begin with a single, manageable change and gradually expand from there once the desired behaviour has become fully integrated into your routine. In our example, you might start by dedicating 10 minutes daily to active listening during team meetings.

  1. Consistency is Key

Habit building requires consistency. Great leaders make a conscious effort to practise the desired behaviour consistently, whether it’s daily, weekly, or on a set schedule. This repetition reinforces the habit and leads to lasting change. Using habit tracking tools

  1. Seek Accountability

Great leaders understand the power of accountability. They may share their intention to build a new habit with a colleague, mentor, or team member who can help keep them on track. This external accountability makes it more likely that they will stick to their commitment.

  1. Reflect and Adjust

Reflecting on progress is essential. Great leaders regularly assess how well they are applying their insights and building new habits. If they encounter challenges, they adjust their approach and continue refining their habits.

Great leaders are not afraid to explore their insights and use them to drive positive change. Leadership assessment and profiling tools aid in this process by providing valuable insights and guiding leaders towards developing personalised strategies for self-improvement. Sharing their own stories of both wins and failures, being authentic and vulnerable enables others to do the same. By incorporating habit building into their journey, leaders can turn these insights into tangible changes for themselves and their teams. The result is effective leadership that inspires, empowers, and drives positive change in individuals, organisations, and society as a whole.

Leadership Development

Let us help you find what you’re looking for!

TOP STORIES

Leadership in Action: How Great Leaders Apply Their Insights

The Sneaky Influence of Cognitive Biases on Insight Interpretation

in /by

The Sneaky Influence of Cognitive Biases on Insight Interpretation

Leadership is a multifaceted role that demands the ability to make critical decisions, provide direction, and inspire others to follow suit. To excel in leadership, it’s crucial to possess the skill of turning insight into action and implementing strategies. However, this seemingly straightforward process is often plagued by cognitive biases that lurk in the shadows, affecting our interpretation of insights. Understanding the subtleties of these biases and learning how to overcome them can be the key to effective leadership.

Insights, in the context of leadership, refer to the valuable pieces of information that leaders gather from various sources such as data analysis, team feedback, or assessment and profiling. These insights serve as the foundation for decision-making and strategy development. However, the way we interpret these insights is significantly influenced by cognitive biases, which are automatic mental shortcuts that often lead to irrational judgments.

Assessment & Profiling

Confirmation Bias and the Halo Effect

Confirmation bias leads individuals to search for, interpret, and remember information that confirms their preexisting beliefs or expectations while ignoring or downplaying data that contradicts them. When interpreting insights, leaders may unconsciously cherry-pick information that supports their preferred course of action, inadvertently neglecting valuable alternative perspectives. Beyond this, confirmation bias can dampen team diversity, as leaders unknowingly favour ideas and individuals that align with their own perspectives, creating a homogenous environment that stifles innovation. By consciously tackling confirmation bias, leaders can cultivate a more inclusive, innovative, and effective team.

Cognitive biases within leadership assessment and insight interpretation can be observed in the form of the ‘halo effect’. This bias occurs when an evaluator’s overall impression of a person, perhaps based on one trait or characteristic, influences their assessment of that individual’s other qualities or attributes. For instance, if a leader has had one significant achievement, there may be a tendency to view all their other actions more favourably, often overlooking any failures or mistakes. This can distort a comprehensive and objective analysis of a leader’s performance and potential, thereby overlooking other pertinent information that should be considered.  As a result, the leader may not receive the necessary feedback and support to develop their leadership abilities fully.

Taking insights into action is the pivotal point where cognitive biases may significantly influence performance. As leaders translate their insight into action and strategic decisions, it will quickly become clear how biases may skew this process. It may be necessary to re-evaluate the data gathered, ensure diversity in perspectives and ideas are considered, and take a step back to look at the bigger picture before finalising decisions. Effective leadership training can help to support leaders in implementing  these strategies and developing the skills needed to overcome cognitive biases, leading to better decision-making, resulting in better decision-making, improved team dynamics and ultimately, stronger leadership.

Empowering Leaders to Overcome Biases

Overcoming cognitive biases when interpreting insights is crucial for effective leadership development. Here are some strategies to mitigate the influence of these biases: 

  • Awareness: The first step in overcoming cognitive bias is to recognise their existence. Leaders should be proactive in acknowledging that biases are inherent in human thinking and can affect their decision-making process. By staying alert to their presence, leaders can consciously work to minimise their impact.
  • Cultivate Change: Understanding when cognitive biases are affecting your thought process and making a conscious effort to counter them can lead to more sustainable behaviour change. By continuously challenging your assumptions and seeking out diverse perspectives, you will be better equipped to make informed decisions that benefit both yourself and your team.
  • Structured Decision-Making Processes: Implement structured decision-making processes that include critical checkpoints for evaluating the influence of biases. For instance, before finalising a strategic decision, leaders can conduct a bias assessment to identify any potential cognitive biases that may have affected their interpretation of insights. This can help leaders make more objective and unbiased decisions.
  • Utilising Tools: There are various tools and techniques available that can help leaders minimise the impact of cognitive bias when interpreting insights. These include utilising data-driven decision making, peer feedback, or tools that enable objective self-reflection.

The journey towards effective leadership is not without its hurdles, one of the most significant being cognitive biases. These automatic and inbuilt shortcuts in our thinking processes can distort the interpretation of insights, leading to flawed decision-making and strategy development. However, by acknowledging their existence and implementing thoughtful strategies such as structured decision-making processes, leaders can mitigate the effects of these biases. As we continue to navigate the ever-changing landscape of leadership, it is crucial to remain vigilant in identifying and overcoming cognitive biases to ensure effective and sustainable personal growth and development as leaders.

Leadership Development

Let us help you find what you’re looking for!

TOP STORIES

The Sneaky Influence of Cognitive Biases on Insight Interpretation

From Learning to Leading: Implementing Leadership Development Insights

in /by

From Learning to Leading: Implementing Leadership Development Insights

Leadership is a dynamic and evolving field, one that continually demands growth and adaptation. Today’s leaders are expected to possess not only technical expertise but also strong interpersonal skills and the ability to inspire and guide their teams. To navigate the complexities of modern leadership successfully, individuals and organisations must invest in leadership development. This blog explores the journey from learning to leading, emphasising the importance of leadership assessment and profiling tools in this transformative process.

Leadership development is a journey, not a destination. It’s a continuous process that evolves as leaders gain new experiences and insights. While there are countless ways to approach leadership development, it’s essential to have a structured and data-driven approach to maximise its effectiveness. This is where leadership assessment and profiling tools play a pivotal role.

Leadership Assessment: Unveiling Strengths and Areas for Growth

Leadership assessment tools are designed to evaluate a leader’s strengths and weaknesses, providing valuable insights for personal and professional growth. These assessments come in various forms, such as self-assessments, 360-degree feedback, and psychometric tests. They help leaders understand their leadership style, communication skills, emotional intelligence, and more.

One widely used assessment tool is the Herrmann Brain Dominance Instrument® (HBDI®), which measures an individual’s thinking preferences and how they approach problem-solving. By identifying their dominant thinking style, developing leaders can leverage this knowledge to communicate and collaborate more effectively with others.

HBDI

Leadership Profiling: Creating a Blueprint for Development

Once leaders have a better understanding of their strengths and areas for growth through assessment tools, they can use this information to create a leadership profile. A leadership profile is a personalised blueprint for development, outlining specific goals, strategies, and action plans to enhance leadership capabilities.

For example, a leader who discovers through assessment that they tend to be introverted and struggle with public speaking may create a profile that includes goals such as improving presentation skills, seeking mentorship from extroverted colleagues, and regularly practising public speaking.

Leadership profiling doesn’t stop at individual development; it can also be applied at the organisational level. Companies can use profiling tools to assess the leadership capabilities of their entire workforce, identifying potential leaders and areas where leadership development training is needed.

Implementing Leadership Development Insights

Taking insights into action requires a commitment to ongoing learning and growth. Here are some key steps to take:

  1. Set Clear Goals:  Before beginning any development activities, it’s essential to have clear goals in mind. These goals should be specific, measurable, and aligned with the organisation’s overall strategy.
  2. Develop an Action Plan: A well-structured action plan should outline the steps needed to achieve the established goals. This plan may include attending leadership development programs, seeking coaching, and engaging in self-directed learning.
  3. Seek Feedback: Leaders should actively seek feedback from peers, supervisors, and subordinates to gauge their progress. 360-degree feedback is a valuable tool for this purpose, as it provides a holistic view of effective leadership.
  4. Continuously Reflect: Self-reflection is a critical component of leadership development. Leaders should regularly assess their progress, adjust their strategies as needed, and remain open to new insights and perspectives.
  5. Mentorship and Coaching: Engaging in mentorship or coaching relationships can provide valuable guidance and support on the leadership journey. Mentors and coaches can help leaders navigate challenges and accelerate their development.
  6. Measure Success: Leadership development should be data-driven. Leaders and organisations should measure success through key performance indicators (KPIs), such as improved team collaboration, higher employee engagement, and increased leadership effectiveness.

The Impact of Leadership Assessment and Profiling

Leadership assessment and profiling tools provide valuable insights and direction for leadership development. By understanding their strengths, weaknesses, and areas for growth, leaders can create personalised development plans that lead to tangible results. Organisations that invest in these tools and support ongoing learning and growth for their leaders will see a positive impact on team dynamics, employee engagement, and overall organisational success. 

Leadership development is an ongoing journey that involves self-awareness, reflection, and continuous improvement. Leadership assessment and profiling tools are invaluable assets in this journey, helping individuals and organisations uncover strengths, address weaknesses, and create actionable development plans.

By embracing these tools and committing to a data-driven approach to leadership development, aspiring leaders can transition from learning to leading with confidence and effectiveness. In doing so, they not only enhance their own capabilities but also contribute to the growth and success of their teams and organisations in an ever-evolving business landscape.

Book a Consultation

Let us help you find what you’re looking for!

TOP STORIES

From Learning to Leading: Implementing Leadership Development Insights

How to Create Sustainable Behaviour Change

in /by

How to Create Sustainable Behaviour Change

Have you ever found yourself inspired by a motivational talk, a self-help book, or a compelling article on personal development? You feel a surge of motivation and enthusiasm, vowing to make significant changes in your life. Yet, as time goes by, that initial burst of energy wanes, and you find yourself slipping back into your old habits and routines. If this sounds familiar, you’re not alone. Creating sustainable behaviour change is a challenge faced by many, but it’s not insurmountable. In this blog post, we’ll explore how to turn insights into action and create lasting transformations in your life.

Understanding the Nature of Behavior Change

Before diving into strategies for sustainable behaviour change, it’s essential to understand the complexity of human behaviour. Behaviour change is not a linear process; it involves a multitude of factors, including motivation, habits, environment, and emotions. People often struggle with behaviour change because they focus solely on motivation and willpower, neglecting the other critical components.

1. Start with Self-Awareness: The first step towards creating sustainable behaviour change is self-awareness. Take the time to reflect on your current behaviours, habits, and patterns. Identify the areas in your life where you’d like to see improvements. Leadership assessment and profiling tools can be useful in gaining a deeper understanding of yourself and your motivations. Remember, self-awareness is an ongoing process, and it requires honesty and openness to yourself.

Assessment & Profiling

2. Create Realistic Habits: Once you’ve identified your desired changes, break them down into smaller, achievable habits. Rather than focusing on a distant goal you hope to reach in the future, hone in on the habits and regular practices you can put in place to get you there. James Clear, author of Atomic Habits, explains that small changes in behaviour lead to significant transformations over time, compound interest in a way.  It’s the systems and daily practice that you put in place that create the outcome not the “goal” or end result. 

3. Understand Motivation: Motivation is the driving force behind behaviour change, but it’s not a constant. It can fluctuate, making it crucial to understand your sources of motivation. Are you motivated by external factors like praise and rewards, or is your motivation intrinsic, driven by personal values and passions? Recognising your motivation sources can help you maintain your commitment when things get tough.

Taking Insights to Action: Strategies for Sustainable Behavior Change

Now that you have a foundational understanding of behaviour change, let’s delve into practical strategies to turn insights into action and create lasting change.

1. Cultivate Habits

Habits are powerful drivers of behaviour. Whether positive or negative, habits shape our daily lives. To create sustainable behaviour change, focus on cultivating positive habits. Start by:

  • Identifying Trigger Points: Recognise the situations or cues that trigger you to engage in your new habit or that trigger the habit you are trying to break. Create the triggers that drive the new behaviour. These should be obvious and hard to ignore, such as a set time of day, a specific location, another activity, or a certain emotion.
  • Consistency is Key: Consistency is crucial when forming new habits. Set a specific time and place for your new habit, and stick to it daily. Over time, it will become second nature.

2. Create a Supportive Environment

Your environment plays a significant role in shaping your behaviour. To make sustainable changes, modify your environment to support your goals:

  • Surround Yourself with Positivity: Surround yourself with people who support your goals and share your vision. Often, our desire to belong overpowers our desire for change. By seeking out others with similar aspirations, you create a supportive network to help you stay on track.
  • Make It Easy: Make the desired behaviour as easy as possible. Adapt your environment to encourage the habit you’re trying to create. If you want to read more books, keep a book on your bedside table, or download audiobooks for your commute.

3. Build Resilience

No matter how motivated you are, there will be setbacks along the way. Building resilience is crucial for sustaining behaviour change:

  • Expect Setbacks: Understand that setbacks are a natural part of the process. Rather than viewing them as failures, consider them opportunities for growth and learning. For developing leaders, it is important to look at the leadership skills that are required to build resilience and overcome setbacks.
  • Seek Support: Don’t be afraid to seek support when facing difficulties or making new commitments to growth and change. Whether it’s a mentor, coach, or a support group, having someone to help hold you accountable and guide you through challenges can be incredibly valuable.

4. Monitor and Track Progress

Regularly monitoring and tracking your progress is essential for successful habit building:

  • Keep a Journal: Maintain a journal to record your daily progress and reflect on your journey. This can help you identify patterns, triggers, and areas for improvement.
  • Use Technology: There are many apps and tools designed to help you track your goals and habits. Whether it’s a habit-tracking app, or a goal-setting platform, leverage technology to stay accountable. Successful leadership development programs will incorporate habit building and tracking technology to support the growth and development of their leaders beyond the program.
  • Embrace a Manual Approach: Don’t discount a simple star chart! Yes, we are adults but there is a real satisfaction that comes from a visual representation that you have achieved what you set out to do. Whether that is completing your workout, alcohol free day, meditation, the team check in, or taking time to read.

Creating sustainable behaviour change is a challenging but rewarding journey. It involves self-awareness, habit cultivation, environmental modifications, resilience building, and progress monitoring. Remember that setbacks are a natural part of the process, and self-compassion is essential.

The key to turning insights into action is consistency and determination. Be patient with yourself, stay focused on your motivations, and adapt your strategies as needed. Over time, your insights will transform into lasting behaviour change, and you’ll find yourself living a more fulfilling and purpose-driven life.

So, what are you waiting for? Start your journey today, armed with these strategies, and watch as your insights evolve into sustained, positive action in your life.

One final tip, choose one thing at a time.  What is the one small thing you can start right now that you know will have a lasting impact over time. People often overestimate what they can do in a week or a month and grossly underestimate what they can achieve in a year of consistent, regular and small changes. Think big, act small, you will be surprised at the outcome.

Leadership Development

Let us help you find what you’re looking for!

TOP STORIES

How to Create Sustainable Behaviour Change

leadership workshop

Leading with Integrity: Overcoming Ethical Challenges in the Workplace

in /by

Leading with Integrity: Overcoming Ethical Challenges in the Workplace

In today’s business world, organisations are held more accountable than ever before for their ethical practices. Companies must demonstrate their commitment to integrity if they want to earn the trust of their stakeholders, customers, and employees. Ethical challenges in the workplace can come in many forms, from daily dilemmas to more complex issues that require a comprehensive approach. 

There are numerous examples of failures of leadership as evidenced by the number of royal commissions and inquiries we’ve had in the last few years (such as those in aged care, use of police informants, and hotel quarantine around COVID-19). Perhaps one of the most significant examples is that of Rio Tinto who destroyed two rock shelters in May of 2020 that demolished 46,000 years of continuous human occupation in Juukan Gorge in the Pilbara, Western Australia. While Rio Tinto did take accountability for breaching the trust placed in them by the Puttu Kunto Kurrawa and Pinikura people, shareholders said an apology and stripping bonuses wasn’t enough. This is an example of ethical failure where the organisation’s actions showed no regard for Indigenous cultural heritage, and highlighted the need for better corporate governance.

As a leader, it is your responsibility to identify and overcome these challenges to build a culture of integrity within your organisation.

Set the Tone from the Top

Integrity must start at the top of the organisation, with senior leaders setting a positive example for the rest of the company. Employees will take their cues from their leaders, so it’s important to set a clear expectation that ethical behaviour is non-negotiable. Make sure your code of conduct is clear and comprehensive, and that employees understand the importance of ethical practices in everything they do. Encourage open communication and provide employees with a safe space to raise concerns or report any breaches of the code of conduct.

Effective leadership development programs can be critical for cultivating ethical leaders. This ensures that everyone in the organisation has an understanding of what is expected of them and provides training to help them navigate ethical dilemmas. Through such training, effective leaders are able to better guide and coach their teams through ethical decision making.

Learn more about Leadership Excellence

Foster a Culture of Trust

Trust is essential for a culture of integrity to thrive. Encourage open and honest communication throughout your organisation and strive to build strong relationships with your team members. When a leader demonstrates honest, transparent, and consistent behaviour, it establishes an environment of trust and respect. This encourages employees to be open and honest with one another, which in turn fosters a culture of ethical behaviour within the team.

When team members trust their leaders and each other, it provides the foundation for greater collaboration and problem solving. This allows everyone to come together and work towards a common goal, while also making sure that all individuals are held accountable for their own actions. Senior leadership training can be a great way to foster trust and respect by teaching effective communication skills and developing strong relationships with team members.

“Creating a culture of integrity in the workplace requires a proactive leadership style and commitment to setting a high ethical standard throughout the organisation.”

Identify and Address Ethical Challenges

Ethical challenges can arise in a variety of situations, from issues related to conflicts of interest to concerns around data privacy and security. As a leader, it’s important to identify potential ethical challenges before they become problems. Conduct regular risk assessments and create a plan to address any issues that are identified. Make sure your employees understand how to handle ethical challenges and are equipped with the tools and resources they need to make ethical decisions.

Effective leadership should also involve actively engaging with employees to understand their ethical perspectives. Assessment and profiling tools can be useful in helping to identify the values that resonate the most deeply with individuals within teams. These insights can be used to guide leaders in creating an ethical framework that is tailored to the organisation and its unique values.

Provide Ongoing Training and Education

Ethical challenges can be complex, and employees may need ongoing training and education to understand the best practices for addressing them. Regularly provide training on ethical issues, laws and regulations related to your industry, and your company’s code of conduct. This will help ensure that ethical behaviour is always top of mind and that your employees know how to respond to ethical challenges.

Both formal and informal training is necessary when helping teams to overcome ethical challenges in the workplace. Formal training should involve interactive seminars and workshops that focus on ethical decision making. In addition, leaders should be encouraging ongoing dialogue about ethical challenges so that team members can learn from each other’s experiences and insights.

Creating a culture of integrity in the workplace requires a proactive leadership style and commitment to setting a high ethical standard throughout the organisation. Building trust among employees, identifying potential risks, and providing ongoing training and education are all key components of a successful ethical program. With the right approach, organisations can create a culture that is built on integrity and trust.

Key Take-Aways

1. Anticipating and adapting to change requires vigilance, flexibility, and learning.

2. Planning for change involves evaluating potential changes in relation to goals and objectives, building high performance teams, establishing succession plans, and communicating expectations clearly.

3. Preparing for the unexpected involves equipping teams with the knowledge and skills needed to identify new opportunities quickly and react to unexpected changes.

Book a Consultation

About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Let us help you find what you’re looking for!

TOP STORIES

Leading with Integrity: Overcoming Ethical Challenges in the Workplace

lsi

Innovative Approaches to Leadership for a New Era

in /by

Innovative Approaches to Leadership for a New Era

Innovative approaches to leadership will be essential for organisations that want to stay ahead in the modern era. By leveraging new technologies, understanding the changing landscape, and putting people first, leaders can create an environment that is conducive to success.  Having a clear understanding of their own leadership style and how it needs to adapt for this new era is also essential in order for them to remain relevant and effective in their roles.

By staying informed and taking the time to invest in development initiatives, leaders will be able to successfully lead their organisations forward as they enter into this new era.

Understanding How Technology is Changing the Way We Lead

Technology is rapidly changing the way that leaders are able to lead in the modern era. The digitalisation of business processes, communication, and data collection has enabled leaders to be more effective and efficient in their roles than ever before.

Advances in artificial intelligence are making it possible for leaders to quickly process large amounts of data and identify patterns that can inform effective decisions. Automated processes can also be used to streamline routine tasks, freeing up leaders’ time to focus on strategic initiatives.

Learn more about our Leadership Assessment Tools

How do Leaders Stay Ahead of the Curve?

Leaders who want to stay ahead of the curve and use tech-driven solutions in their leadership style can do so by constantly researching and understanding the industry trends in technology. By keeping up with new developments and innovations, leaders can be better equipped to take advantage of the opportunities afforded by these advancements.

Senior leadership training is also important for ensuring that leaders are able to help their teams to effectively integrate the use of new technologies into their daily operations. Being early adopters of new technology can create a competitive advantage and help to put organisations ahead of the curve. Employees gain exposure to novel systems and tools, which can broaden their skill sets and make them more adaptable to future technological advancements. This establishes an organisational culture of continuous learning that can enhance team performance and resilience of the business overall.

“Not only is it important to be aware of the changing landscape in terms of innovation and technology, but leaders also need to stay informed about the ethical implications of their decisions.”

Gain Insights About their Teams and Themselves

Leaders need to be aware of their own personal leadership style in order to understand how they can best adapt to the changing landscape. By utilising assessment and profiling tools, leaders can develop an understanding of their strengths and weaknesses as well as the nature of their interactions with others. Tools such as the HBDI® also help leaders to understand the thinking preferences of their team members which can be useful in knowing how to best inspire and motivate them in adopting new technologies and approaches.

Leaders also need to be open to new ideas and willing to take risks. A culture of experimentation is important for encouraging employees to come up with creative solutions and innovate the way things are done. Leaders should provide guidance and support without stifling creativity, in order to cultivate an environment that encourages exploration and risk-taking within a safe space.

Not only is it important to be aware of the changing landscape in terms of innovation and technology, but leaders also need to stay informed about the ethical implications of their decisions.

Put People First

Putting people first and embracing ethical leadership is essential for creating a successful organisation in the modern era. Empowering employees to make decisions, listen to their ideas and take their feedback seriously are all essential components of ethical leadership. This encourages an environment of trust and respect which helps to foster collaboration and creativity.

Leaders should also be cognizant of the ethical implications of leveraging technology, and ensure that any solutions implemented are in line with the organisation’s core values. By taking the time to understand how technology can be used responsibly, leaders can create an ethical framework for their teams to abide by and use as a guide when making decisions. This ensures that everyone is working towards the same goal and directing their efforts towards achieving positive outcomes for all stakeholders involved.

The new era will require adaptive leadership and agility in order to stay ahead of the curve. Leaders must understand their own leadership style as well as technological trends that are impacting organisations today. Leaders should also invest in training initiatives for themselves and their teams so they can leverage tech-driven solutions effectively. It is important for them to embrace ethical practices and put people first in order to create an environment where collaboration, creativity and innovation thrive. With these approaches taken into consideration, leaders can successfully navigate this rapidly changing landscape while achieving positive outcomes for both employees and stakeholders alike.

Key Take-Aways

1. Understand your own leadership style and how it needs to adapt for this new era

2. Stay informed of technological trends that are impacting organisations today

3. Invest in training initiatives for yourself and your team on leveraging tech-driven solutions effectively

4. Embrace ethical practices and put people first in order to create an environment where collaboration, creativity and innovation thrive

5. Be open to new ideas and take risks in order to create a culture of experimentation and innovation.

Book a Consultation

If you want to learn more about future-focused leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Let us help you find what you’re looking for!

TOP STORIES

Innovative Approaches to Leadership for a New Era

leadership training

Leading Through Uncertainty: Adapting Your Leadership Style for the Future Workplace

in /by

Leading Through Uncertainty: Adapting Your Leadership Style for the Future Workplace

Leadership in the modern workplace is a challenge, as the world around us continues to change and evolve. One of the best ways a leader can succeed in this ever-changing environment is to embrace change and adapt their leadership style in order to support their team. By embracing change, a leader can foster an environment of growth, innovation, and forward-thinking. Leading through change requires understanding the potential for disruption, and having a plan in place to manage it. It also involves recognizing that some of the traditional management techniques may no longer be effective and need to be adjusted or replaced with new approaches.

The Importance of Understanding Your Leadership Style

Understanding your leadership style is essential for leading effectively in the modern workplace. Every leader has their own unique set of skills, strengths, and weaknesses, and recognizing these can help them better understand how to lead their team in times of uncertainty. By understanding their style, developing leaders can identify which strengths they should focus on and leverage, and which weaknesses they should work on developing.

A leadership assessment can be a useful tool for identifying your leadership style, as it provides feedback from team members and colleagues about how they perceive the leader. From this assessment, leaders can gain valuable insights into how their style affects the team and make appropriate changes where needed.

Learn more about the HBDI®

Embracing Flexibility in Leadership

A leader who can anticipate change and adjust their approach accordingly will be better equipped to guide their team through uncertainty. Having a flexible leadership style means being open-minded, being willing to try new approaches, and being willing to make changes when needed. It also involves understanding that there is no one-size-fits-all approach to leading a team, and that each situation calls for a different approach.

Understanding different leadership styles has numerous benefits, especially when leading through uncertain times. By having an understanding of multiple leadership styles, a leader can better recognize the strengths and weaknesses of each style and be better equipped to make decisions in uncertain circumstances. A leader who understands multiple leadership styles can quickly assess which approaches are better suited for various situations and can adjust their style to ensure the team reaches its goals.

“Effective leaders must be willing to take risks and make mistakes without compromising their values and principles.”

Leading High Performance Teams

Creating a high performance team requires leaders to recognize that in order to foster an environment of growth, collaboration, and innovation, they must be open to trying different approaches. It is important for leaders to create clear roles for each team member, delegate tasks accordingly, and provide feedback on performance. Additionally, leaders should ensure that there is an open and honest dialogue between team members to maximize collaboration.

Assessment and profiling can be a powerful tool for leaders looking to understand the needs of their team.  This information can help a leader develop strategies to ensure that everyone is contributing in meaningful ways. According to Gallup, companies that focus on leadership development and assessments have 9% higher employee engagement levels than organizations that do not prioritize leadership development. By embracing change and understanding different leadership styles, a leader can successfully guide their team through uncertainty.

Leaders must be prepared to make difficult decisions during times of uncertainty, while still taking the time to listen to the opinions of their team. They must also be willing to take risks and make mistakes without compromising their values and principles. Future focused leadership ensures that teams are prepared for whatever lies ahead. This could include embracing a new or different technology, encouraging team members to learn new skills, or even creating new business models that take advantage of changing market conditions.

The key to successful future-focused leadership is to remain open-minded and flexible.  By doing so, they can create a workplace that encourages growth, innovation, and success in the years to come.

Three Take-Aways

1. Understanding your personal leadership style is essential for leading effectively in the modern workplace.

2. Embracing flexibility in leadership can help leaders guide their team through uncertain times.

3. To create high performance teams, leaders should understand the needs of their team and create an environment that encourages growth and innovation.

Book a Consultation

About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Let us help you find what you’re looking for!

TOP STORIES

Leading Through Uncertainty: Adapting Your Leadership Style for the Future Workplace

leadership skills

The Crucial Role of Leaders in Shaping the Future of Work

in /by

The Crucial Role of Leaders in Shaping the Future of Work

As the global economy continues to evolve, diversity and inclusion in the workplace have become increasingly important. With technology advancing rapidly and changes in work patterns taking place, it is essential that leaders understand how to create a culture of acceptance, respect and understanding. Leaders play a pivotal role in shaping the future of work by creating an environment where everyone feels valued for their unique talents and perspectives. Diversity and inclusion are not just about checking boxes; they’re about fostering collaboration, innovation, creativity and growth. By embracing diversity within their organisations, leaders can ensure that all voices are heard – from those at the top down to entry-level employees – leading to more success for both individuals and companies alike.

The Importance of Diversified Teams

Diversified teams can bring a wide range of perspectives, expertise and skills to any organisation. By having employees from different backgrounds, genders and cultures, organisations can benefit from a variety of views that help solve problems more effectively. Diverse teams provide a platform for creativity and innovation to thrive in an organisation. With team members coming from different backgrounds, they can contribute unique ideas that broaden the scope of solutions to any problem. For example, companies with diverse executive teams were found to achieve 35% higher returns on equity and 27% higher returns on invested capital, according to a 2015 analysis by the Credit Suisse Research Institute.

Having an inclusive workplace culture is key for retaining employees and increasing their engagement. Employees are more likely to stay in positions where they feel respected and valued for their contributions. A diverse team also encourages employees from different backgrounds to learn from each other, creating a more inclusive network.

Learn more about HBDI®

How Can Leaders Make a Difference?

Leaders have the power to create an environment of inclusion and acceptance. They must be aware of their own implicit biases and challenge them in order to foster a culture that is open and welcoming towards all employees. Assessment and profiling tools provide valuable insights into  how individuals think, behave, and interact with others in the workplace. By increasing your own self-awareness, you can create an environment where everyone is encouraged to be their authentic selves and bring their unique perspectives to the table.

When it comes to establishing and leading teams, effective leaders can utilise assessment tools to ensure the team is composed of individuals with a range of ideas, perspectives, and skills. The Herrmann Brain Dominance Instrument® (HBDI®) reveals the thinking preferences of individuals. Understanding the preferences of everyone in a team can help them to communicate more effectively and develop a more holistic approach to overcoming challenges.

” In order for organisations to stay competitive, there needs to be a focus on developing strong leadership skills that are tailored towards the specific goals of each business.”

The future of leadership is an exciting and ever-evolving field. With technological change and increased globalisation, leaders must be prepared to face a range of complex challenges. In order for organisations to stay competitive, there needs to be a focus on developing strong leadership skills that are tailored towards the specific goals of each business. Developing leaders need to be able to manage a diverse team and create an environment of acceptance to empower their employees. By doing so, they will have the ability to shape the future of work in a way that will benefit everyone involved.

Book a Consultation

About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Let us help you find what you’re looking for!

TOP STORIES

The Crucial Role of Leaders in Shaping the Future of Work

resilient leader

Are You a Resilient Leader?

in /by

Are You a Resilient Leader?

Are you a resilient leader? Resilience is the ability to bounce back from difficult situations and challenges with grace, strength, and determination. It’s an important trait for any leader to have in order to be successful. Leaders who are resilient can more easily adapt to change and handle unexpected events without becoming overwhelmed or discouraged. By understanding what makes up resilient leaders and implementing strategies that foster resilience in your organisation, you will be able to build stronger teams that are better equipped for success no matter what obstacles they face along the way.

Becoming a Resilient Leader

Being a resilient leader means having the strength, courage and determination to face any challenge or difficulty head-on. It involves identifying and addressing potential risks, managing difficult conversations with care, and staying focused on achieving success despite obstacles. It also requires building a culture of resilience in their organisation, which is essential for leaders who are responsible for leading teams of people.

To be a resilient leader, it’s important to have traits such as adaptability, self-awareness, and emotional intelligence. Adaptability allows you to quickly adjust your plans when unexpected events arise. Self-awareness helps you recognize how your thoughts and emotions can impact your decisions and actions. Emotional intelligence helps senior leaders to identify and respond to the feelings of those around them in a nurturing yet effective way.

Learn more about our Leadership Excellence program

Cultivating Resilience in Your Organisation

Leaders who are able to foster resilient attitudes within their organisations are better prepared to manage difficult situations and crises with grace.

• Trust and collaboration – Leadership development programs can help leaders to create an environment where employees feel safe to take risks and make mistakes. This allows them to learn from those mistakes and become more resilient.

• Establish clear goals, responsibilities and expectations – Setting clear objectives will help individuals and teams stay focused on the task at hand and be better able to handle unexpected changes.

• Assessment and profiling – Leaders can use assessment tools, such as personality tests or surveys, to gain insight into the strengths and weaknesses of their team members. This will help them identify areas where team members need additional support in order to become more resilient.

• Encourage a growth mindset – Resilience requires a willingness to learn, adjust and grow from mistakes. Leaders can foster this attitude by emphasising the importance of learning from failure rather than avoiding it.

By creating an environment where resilience is valued and supported, leaders will be able to build stronger teams that are better equipped to handle the challenges that come their way. With resilience, even difficult situations can be turned into opportunities for growth and success.

“Leaders who are resilient can make difficult decisions with confidence, inspire others, and create a culture of growth and learning within the organisation.”

The Importance of Being a Resilient Leader

Leaders who are resilient can make difficult decisions with confidence, inspire others, and create a culture of growth and learning within the organisation. Developing leaders should make building resilience a priority in order to be successful in their leadership roles. Leadership assessment tools can help leaders identify areas where they need additional support and guidance in order to become more resilient. 

With the right strategies, personality traits and leadership development tools, any leader can become more resilient in their role. Resilient leaders create teams that are better equipped for success no matter what obstacles they face along the way. Cultivating resilience within your organisation will help build stronger teams that are better prepared for success no matter what obstacles they may encounter along the way.

Download the HBDI® Sample Report

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Let us help you find what you’re looking for!

TOP STORIES

Are You a Resilient Leader?

Leadership Trends to Expect in 2023

in /by

Leadership Trends to Expect in 2023

In years past, leadership excellence was achieved through a combination of traditional methods coupled with innovative ideas. As the world continues to rapidly change, so too must leadership practices in order to keep pace. Now that we’ve settled into the year, leadership trends are beginning to take shape that will help drive leadership excellence and enable leaders to thrive in the coming years.

Culture of Remote Teams

It seems almost redundant to describe remote and hybrid workplaces a trend in 2023, given their continued rise in popularity in recent years. Yet still, many organisations struggle to find the right balance of virtual and in-person leadership to ensure that teams stay engaged and productive. This is a critical skill for leaders to develop in order to manage teams effectively.

Leaders must understand the unique challenges of managing distributed teams, such as communication breakdowns, feelings of alienation or disconnection, and difficulty maintaining trust between team members. They must focus on developing mindsets and a leadership style that embrace a remote working culture. To ensure the success of remote teams, leaders should set up clear processes and protocols to enable seamless collaboration and communication. This can be achieved by providing resources and tools that help team members stay connected, setting clear expectations for performance, and ensuring transparent communication.

Learn more about our Assessment and Profiling Tools

Emphasis on Psychological Safety

Psychological safety is needed now more than ever as organisations, teams, and employees face new challenges surrounding the way work is done. As the workplace continues to shift to remote and distributed models of work, ensuring psychological safety will be paramount for team success. Senior leaders will need to ensure that psychological safety is built into the culture and workflows in order to foster innovation and creativity in teams.

Creating psychological safety in teams and organisations requires a balanced approach of both top-down and bottom-up strategies. Resilient leaders must set the tone by modelling appropriate behaviour, establishing clear expectations for team members, and creating an organisational culture that promotes open dialogue and empathy. Resources and training opportunities should also be provided to help employees understand the importance of psychological safety in resilient leadership and how to foster it in their teams.

“As the workplace continues to shift to remote and distributed models of work, ensuring psychological safety will be paramount for team success.”

Personalised Learning

Personalised learning is an important trend for leaders to consider in 2023. This approach to education encourages learners to take ownership of their learning process by tailoring the experience to individual strengths, interests, and needs. This type of learning allows students to explore topics and gain leadership skills that are meaningful and relevant to them.

For leaders, personalised learning can be implemented in a variety of ways. Organisations should consider providing employees with more opportunities to self-direct their learning, such as through online courses or mentoring programs. Senior leaders should look for opportunities to develop personalised development plans and career paths that align with individual goals. Assessment and profiling tools are essential to designing personalised leadership development programs. When training programs are tailored to an individual’s or team’s specific goals, there is a significant increase in employee engagement. By leveraging personalised learning, leaders can help employees gain the skills needed to stay ahead in a rapidly changing workplace.

Data-Driven Decision Making

Data-driven decision making is an essential skill for leaders. With the abundance of data available today, it has become increasingly important for organisations to analyse this data to gain insights that can be used to make better decisions. With the help of data, organisations can gain a better understanding of customer preferences and behaviour, identify areas for improvement in processes and operations, and predict future trends.

Leaders should create an environment where data-driven decision making is encouraged and valued. This includes providing access to data sets, encouraging employees to experiment with data, and ensuring that decisions are based on verifiable data. Additionally, leaders should make sure to educate employees on the importance of data-driven decision making and provide resources to help them gain insight from analysis.

Leadership in 2023 will be all about staying ahead of the curve and adapting to changing trends. Leaders should focus on developing leadership styles that embrace a remote working culture, fostering emotional intelligence among team members, providing personalised learning opportunities for employees, using leadership assessment tools, and data-driven decision making processes. By leveraging these leadership trends this year, leaders can create an environment where teams are better connected and more productive than ever before. With the right leadership strategies in place, organisations will have a greater chance of success in 2023 and beyond.

Book a Consultation

About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Let us help you find what you’re looking for!

TOP STORIES

Leadership Trends to Expect in 2023

Leadership assessment and profiling

Being a Values Based Leader

in /by

Being a Values Based Leader

Leadership is a critical aspect of any successful team or organisation. It involves having a clear vision and direction, motivating others to achieve their best, and making the tough decisions when needed. But it’s not just about getting results – values-based leadership means leading with integrity, empathy and respect for all stakeholders involved. This type of leadership style ensures that everyone feels valued and respected which leads to greater engagement in organisational goals. 

Values-based leaders embody the core values of an organisation while also inspiring others to do the same. They are focused on setting high standards through ethical decision making while also encouraging collaboration amongst team members in order to create positive change within an organisation. Through this approach, values-based leaders can foster an environment where employees feel empowered, appreciated and engaged which ultimately leads to better outcomes for everyone involved.

Authentic Leadership

Authenticity means being true to oneself, and in the context of leadership, it involves having congruency between espoused values and lived values. It involves embodying the values you want your team to adhere to and displaying genuine behaviour that aligns with those values. In order to do this, one must have the resilience to stay true to their values and be ready for any obstacles that may arise from making decisions in line with those values. Resilient leadership means having the strength of character to remain dedicated and focused on a goal even when facing adversity, while readiness involves having the tools needed for success. Values-based leaders must be willing to develop both of these qualities in order to lead effectively and authentically.

Developing leaders should strive to cultivate resilience and readiness in order to become authentic leaders. Resilience is necessary to stay true to their values when facing difficult challenges, while readiness will ensure they have the tools required for success. Being an authentic leader also involves being open and honest with oneself and others, being mindful of how one’s decisions impact not just themselves but their team as well, and being able to remain flexible in order to adapt to any changes that may occur.

Learn more about our Assessment and Profiling Tools

Purpose Driven Leadership

Values-based leaders need to have a sense of purpose, so that their team can know what direction they should take, and how to act accordingly. This means understanding why their values are important, and the impact they will have on their team and organisation. Such leaders need to be able to articulate their vision and values, so that those around them understand why the organisation or team exists and how it contributes to society. Furthermore, this clarity of purpose helps motivate people to act in line with these values, by providing a framework for decision making and inspiring others to pursue meaningful work.

Undertaking a leadership assessment process can be beneficial for understanding one’s values, and how they can lead authentically. This will help to increase their self awareness and identify areas where resilience is needed to stay true to their values, as well as what tools and resources may be required in order to succeed. Ultimately, authentic leadership requires having a clear sense of purpose and having strategies in place to implement this purpose.

“To be an effective leader, you should strive for a team culture that is founded on transparency, respect, and trust.”

Empowerment of Others

To be an effective leader, you should strive for a team culture that is founded on transparency, respect, and trust. This means empowering team members to make decisions in line with their values and giving them the opportunity to express themselves openly. By providing an environment that encourages people to contribute their ideas and opinions, a leader can foster engagement while demonstrating they are open to criticism and feedback. Moreover, by being a role model for values-based decision making, leaders can inspire others to take initiative and show that they are committed to achieving their goals.

Leadership assessment and profiling as part of a leadership training program can help leaders to develop leadership skills in empowering others. It will help them identify how they can encourage team members to make decisions that align with their values, as well as provide them with the tools and resources needed to reach individual and collective success.

Authentic leadership requires resilience, readiness, purpose-driven decision making, and empowerment of others. By fostering these qualities and having the ability to remain open to criticism, values-based leaders can succeed in guiding their team towards achieving meaningful goals. Leadership assessment and profiling is an effective way for effective leaders to understand how they can lead authentically, as well as the resources required for success.

Book a Consultation

If you want to learn more about resilient leadership and how The Leadership Sphere can help you to develop your leadership skills, contact us today. We offer a range of services, including executive coaching, team development, and leadership development training. We can help you to create a more positive work environment and to develop the skills you need to be a successful leader.

Let us help you find what you’re looking for!

TOP STORIES

Being a Values Based Leader

leading teams

How Assessment Tools Can Help Business Leaders Improve Performance

in /by

How Assessment Tools Can Help Business Leaders Improve Performance

When it comes to improving business performance, assessment tools can be extremely helpful for leaders. By understanding their own strengths and weaknesses, leaders can make targeted improvements that can have a major impact on the bottom line.

Knowing Where to Start

There are a variety of different assessment tools available, each with its own advantages. For example, senior leadership training programs often use 360-degree feedback surveys to help leaders understand how they are perceived by their team members. This type of feedback can be invaluable in identifying areas where improvement is needed. Once you know where to begin, it becomes much easier for senior leadership teams to implement strategies that address their specific needs and improve team management. 

Understanding what is working well is equally important to identifying points of weakness. From this, we can apply strategies that we know lead to success, to areas that aren’t as strong and see rapid improvement. It also makes implementing change easier, as you aren’t trying to master an entirely new or unfamiliar way of doing things.

“Properly used, leadership assessment and profiling can be a powerful tool for business leaders looking to take their performance to the next level.”

Applying What You’ve Learned

Similarly, leading teams training programs often include team-building exercises that help leaders learn how to better manage and motivate their teams. These exercises can also be used to assess team dynamics and identify areas of improvement. Successful leaders understand the importance of effective motivation and inspiring their teams on overall performance.

The right assessment tool can provide a holistic view of factors that may be impacting performance. They can even provide insight into what inspires and drives high performance teams to succeed. By understanding what motivates your team, leaders can leverage these insights to propel further success.

Ultimately, the goal of any assessment tool is to help leaders improve their performance. Understanding your own strengths and weaknesses is essential for any leader who wants to improve their team’s performance. After all, if you don’t know what areas need improvement, it’s difficult to make targeted changes that will have a positive impact. Properly used, leadership assessment and profiling can be a powerful tool for business leaders looking to take their performance to the next level.

Book a Consultation

About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Let us help you find what you’re looking for!

TOP STORIES

How Assessment Tools Can Help Business Leaders Improve Performance

leadership development

Why You Should Assess Your Leadership Skills (And How To Do It)

in /by

Why You Should Assess Your Leadership Skills (And How To Do It)

You may not realise it, but if you’re in a leadership position – or aspire to be one – then assessing your leadership skills is crucial. Think about it this way: as a leader, you’re responsible for guiding and motivating your team to achieve success. But how can you do that effectively if you’re not aware of your own strengths and weaknesses?

Fortunately, there are ways to assess your leadership skills and team management so that you can identify areas for improvement. Here’s why you should do it – and how to go about it.

Why Assess Your Leadership Skills?

Leadership is a critical skill for anyone in a management or supervisory position. But it’s not just something that managers need to be good at – everyone can benefit from honing their leadership skills. It is an important first step in  leading teams training.

A leadership assessment allows you to get feedback from others on your performance. This is valuable because it can help you to identify both your strengths and weaknesses. It can help you to understand how you compare to other leaders. This benchmarking can be useful in terms of setting goals for yourself and your team. Regular assessment ensures that you’re always aware of your development needs and can take steps to improve your skills over time.

How To Choose A Leadership Assessment

There are many different types of leadership assessment and profiling tools available, so it’s important to choose the right one for your needs. Here are a few factors to consider:

• Purpose: What do you want to use the assessment for? If you’re trying to identify potential leaders, you’ll need a different assessment than if you’re trying to improve your own leadership skills. This is particularly important in determining the type of leadership development program that may follow the initial assessment.

• Population: Who will be taking the assessment? If you’re administering it to a senior leadership team, you’ll need to choose an assessment that’s appropriate for that group. For example, if you’re assessing teenage girls, you wouldn’t use an assessment that’s designed for middle-aged men.

• Time: How much time do you have to complete the assessment? Some assessments can be completed in just a few minutes, while others may take an hour or more. Choose an assessment that fits within the time frame you have available.

Leadership assessments are a necessary part of any leader’s toolkit. Once you’ve taken a leadership assessment, it’s important to spend some time reflecting on the results. What do the results tell you about your leadership style? Are there any areas where you need to improve? How can the results be used to inform leading teams training? Once you know what needs to change and how it can be improved upon then only will achieving your desired outcome become a reality for yourself as well as others who depend upon your leadership.

Book a Consultation

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

Let us help you find what you’re looking for!

TOP STORIES

Why You Should Assess Your Leadership Skills (And How To Do It)

Why Leadership Assessments Matter in Teams

in /by

Why Leadership Assessments Matter in Teams

A leadership assessment is a process of evaluating an individual’s leadership qualities. This information can then be used to help develop and improve leadership skills. There are many different types of leadership assessments, but all share the same goal: to provide accurate and actionable information about someone’s leadership strengths and weaknesses. In today’s business world, it is more important than ever to have an effective team in place. A leadership assessment can help you create  high performance  teams that meet your company’s specific needs.

Leverage Strengths and Mitigate Weaknesses

Without leadership assessment, teams are often left directionless and without a clear understanding of how to improve. Assessment provides the team with valuable feedback that can be used to make positive changes and assist in team management. They can help reinforce investment and motivation in team members to achieve higher levels of success.

Leadership assessment is an essential tool for any team that wants to achieve its full potential. Leading teams training can be designed with assessment results in mind that addresses the specific needs of your team. By taking the time to assess team strengths and weaknesses, managers can ensure that their team is on the right track for success by providing a roadmap for development and growth.

“Leadership assessments help you build a stronger, more cohesive team that is better equipped to handle the challenges of today’s business world.”

Provide a Measurement of Success

Leadership assessment is an important tool for senior leadership teams. By conducting regular assessments, you can ensure that your team is always performing at its best and identify any training needs. This will help you build a stronger, more cohesive team that is better equipped to handle the challenges of today’s business world.

By doing this you are not only helping your senior leaders, but all the managers and supervisors who need to assess their teams from time to time. Making it a regular part of your management process will only help in making your team stronger. Insights garnered from assessments provide the basis from which senior leadership training often begins. It also provides a metric that can be used to measure progress once training has been completed.

If you have never conducted a leadership assessment before, there are a few things you should keep in mind. First, make sure that you have a clear purpose for the assessment. What do you hope to achieve? Second, choose the right assessment tool. There are many different leadership assessment and profiling tools   available, so it is important to find one that best suits your needs.

Book a Consultation

About the Author: The Leadership Sphere

The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and  high trust organisation.

Let us help you find what you’re looking for!

TOP STORIES

Why Leadership Assessments Matter in Teams

Leadership Assessment Tools for Teams

in /by

Leadership Assessment Tools for Teams

Leadership assessment tools can bring a number of benefits to teams. By providing insights into the strengths and weaknesses of team members, these tools can help team leaders better understand how to best utilise their team’s skills. By identifying development areas, assessment and profiling tools can help teams focus their efforts on areas that will improve their overall effectiveness.

What is the Herrmann Brain Dominance Instrument® (HBDI®)?

The Herrmann Brain Dominance Instrument® (HBDI®) is a tool designed to help individuals and teams better understand their thinking preferences. The HBDI® assesses an individual’s thinking style across four quadrants: analytical, intuitive, interpersonal, and sequential.

By understanding their thinking preferences, individuals and teams can learn to work more effectively together and identify development areas. For example, those with a preference for intuitive thinking may be better at generating new ideas, while those with a preference for analytical thinking may be better at evaluating those ideas. This can be useful in team management and problem solving. Leveraging the thinking preferences of the entire team provides a holistic approach to overcome challenges.

What are Hogan Assessments?

Hogan Assessments are a set of tools designed to help individuals and organisations better understand personality and behaviour. The Hogan assessments are based on the theory that understanding personality and behaviour can help individuals and organisations better manage their relationships. 

By understanding the personality preferences of individuals and teams, organisations can take steps to improve communication and collaboration. Additionally, the Hogan assessments can help organisations identify development areas. For example, if a team is struggling with conflict, the Hogan assessments can help them identify which members have a preference for bold or mischievous behaviour. Incorporating Hogan assessments into leading teams training can help teams to improve their conflict management skills.

What is the Leadership Circle Profile™?

The Leadership Circle Profile™ is a tool designed to help individuals and organisations better understand leadership. The profile assesses an individual’s leadership style across two dimensions: thinking and doing

.The Leadership Circle Profile™ can help organisations identify development areas. If an organisation is struggling with innovation, the profile can help them identify which members have a preference for thinking. By understanding their leadership style, the senior leadership teams  can then take steps to improve their innovation process.

PLeadership assessment tools such as the HBDI®, Hogan Assessments, and Leadership Circle Profile™ can be extremely beneficial for teams. By understanding the thinking preferences and personality types of team members, organisations can take steps to improve communication, collaboration, and conflict management. These tools can help organisations identify development areas and improve their overall performance

Book a Consultation

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

Let us help you find what you’re looking for!

TOP STORIES

Leadership Assessment Tools for Teams

executive coaching

5 Ways Coaching Drives Performance

in /by

5 Ways Coaching Drives Performance

When it comes to high performance teams, coaching is one of the most important factors in driving results. In fact, research has shown that executive coaching is one of the most effective leadership development programs available. Coaching can help individuals and teams achieve their goals, improve communication, and boost productivity.

Increase Self-Awareness

Executive coaching programs can help individuals and teams to develop a greater self-awareness, which is essential for high performance. Teams that are aware of their strengths and weaknesses are able to make adjustments and improvements more easily than those who are not. Leadership development programs can provide an objective perspective, helping teams to identify areas where they may be able to improve.

Build Trusting Relationships

High performance teams are built on a foundation of trust, respect, and communication. This allows for an open exchange of ideas and creates an environment where everyone feels comfortable contributing. Executive coaching can help leaders build these essential relationships by providing a space for open dialogue and feedback.

“Coaching can help individuals and teams achieve their goals, improve communication, and boost productivity.”

Provide Effective Feedback

One of the most important aspects of developing high performance teams is ensuring their leaders are able to provide effective feedback. Feedback is a key ingredient in any successful team or organisation. Leaders who are able to give effective feedback are able to help their team members learn and grow. Feedback also helps to build trust between the leader and the team members.

Navigate Difficult Conversations

Coaching also develops the leader’s ability to have hard conversations. These are the conversations that no one wants to have, but need to be had in order for the team to improve. The coach helps equip the leader with the skills needed to have these tough conversations effectively. Leaders who are able to have difficult conversations with their team members are able to create a more positive and productive work environment.

Create Accountability

When team members are accountable to each other, they are more likely to perform at a higher level. The best high performance team training also helps teams identify and set goals, as well as track progress towards those goals. By working with a coach, teams can become more cohesive and effective, leading to improved performance. If you want your team to reach its full potential, coaching is essential.

If you’re looking for ways to improve your team’s performance, coaching is a great place to start. By investing in your people and creating a space for honest feedback, you can drive performance and help your team reach its full potential.

For more information about The Leadership Sphere and how we can help you unlock performance through leadership, by supporting your leaders at every level of the organisation with leadership development, executive coaching and high performance team programs please visit our website or call us on 1300 100 857.

Let us help you find what you’re looking for!

TOP STORIES

5 Ways Coaching Drives Performance