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The Path to Lasting Change: Overcoming Challenges in Sustainable Behaviour Transformation

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The Path to Lasting Change: Overcoming Challenges in Sustainable Behaviour Transformation

Creating sustainable behaviour change is a profound journey, one that demands commitment, resilience, and a willingness to navigate challenges.  Leaders play a critical role in shaping the path towards lasting change, especially when it comes to behavioural change. As such, leadership development is essential for individuals and organisations who seek to create meaningful impact and drive positive change.

Acknowledging the Resistance

Embarking on a journey of change often encounters resistance—both internal and external. Internally, habits deeply ingrained over time can resist alteration. External factors like societal norms or lack of support can also hinder progress. It’s crucial to acknowledge these challenges without letting them derail the journey towards sustainable behaviour change. Effective leaders must support their teams in adopting a growth mindset and empower them to overcome obstacles. By acknowledging and addressing resistance, leaders can build a strong foundation for change and inspire their teams to stay committed to the journey.

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Setting Clear and Attainable Goals

Setting clear, achievable goals acts as a guiding light through the process of transformation. Rather than aiming for drastic changes overnight, breaking down larger goals into smaller, manageable steps proves more effective. Instead of completely overhauling a lifestyle, focusing on one aspect at a time can lead to tangible and sustainable results. Leaders must support their teams in setting realistic goals that align with the larger vision of long-term change.

Leading by Example

When it comes to sustainable behaviour change, leaders must lead by example and embody the changes they want to see in their organisation. This means being willing to make personal changes and demonstrating a genuine commitment to the cause. Executive coaches can work with leaders to identify roadblocks and support them in building habits to make the necessary changes. By modelling desired behaviours, leaders can inspire their teams to do the same, creating a culture of positive change.

Building a Support System

No journey towards lasting change can be undertaken alone. Leaders must cultivate a supportive environment where individuals feel empowered to share their struggles and seek help when needed. This may involve providing resources, such as executive coaching or mentorship, for individuals to navigate challenges and stay on track. Psychology professor Dr. Gail Matthews found that people who wrote down their goals, shared them with a friend, and sent weekly updates to that friend were on average 33% more successful in accomplishing their goals. Creating a sense of community among team members can foster accountability and provide an avenue for sharing successes and challenges. By building a strong support system, leaders can help their teams overcome obstacles and continue moving towards sustainable behaviour change.

Educating and Empowering Oneself

Knowledge is a powerful tool in effecting lasting change.  Leaders should actively seek out opportunities for continued learning and development, particularly in areas related to behavioural change and habit building. Executive leadership training programs can provide valuable knowledge and skills for leaders to effectively support their teams on the journey towards sustainable change. By empowering themselves with knowledge, leaders can better guide their teams and drive meaningful impact.

Embracing Self-Compassion

Amidst the pursuit of change, it’s vital to practise self-compassion. Being kind to oneself in moments of struggle or setbacks cultivates a positive mindset. Accepting imperfections and understanding that change is a gradual process contributes to a healthier and more sustainable transformation journey.

Fostering sustainable behaviour change is a multifaceted process requiring resilience, commitment, and a supportive environment. Leaders, equipped with the necessary skills that often come from leadership development training, play a pivotal role in this transformation. This journey is not devoid of challenges, but with the right strategies and habits in place, sustainable behaviour change is achievable. As we navigate through this journey, we must remind ourselves that change is a gradual process, and every step forward, no matter how small, is progress.

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The Path to Lasting Change: Overcoming Challenges in Sustainable Behaviour Transformation

Availability Heuristic: The Cognitive Bias that will Hold You Back

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Availability Heuristic: The Cognitive Bias that will Hold You Back

The human mind, a marvel of complexity, is not immune to biases that shape our perceptions and decision-making processes. One such cognitive bias that significantly influences our judgments is the availability heuristic. Coined by psychologists Amos Tversky and Daniel Kahneman, this mental shortcut refers to the tendency of individuals to rely on information that is readily available rather than seeking out all relevant data when making decisions. This can result in skewed perceptions and erroneous judgments, impacting various aspects of our lives.

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The Availability Heuristic Unpacked

The availability heuristic stems from our tendency to gauge the likelihood or importance of an event based on the ease with which instances or examples come to mind. If something is readily available in our memory, we tend to perceive it as more common or relevant, regardless of its actual frequency or significance.

Consider a leader assessing potential risks in a project. If recent instances of project failures are vivid in their memory, they might overestimate the probability of failure, even if those failures were outliers. This bias can shape not only our perceptions of risk but also influence choices in hiring, strategic planning, and resource allocation.

Implications in Leadership

In the realm of leadership, the availability heuristic can play a crucial role in shaping how leaders perceive and respond to various situations. Leaders, like anyone else, are susceptible to the allure of information that is easily accessible, often leading to skewed perspectives and suboptimal decision-making.

Imagine a company grappling with a decision to invest in a new technology. If a leader recalls a high-profile failure of a similar technology implementation from the past, they might hesitate despite current evidence suggesting success. This hesitation, driven by the availability of negative experiences, could hinder progress and innovation.

When developing leaders, it is crucial to acknowledge and address the availability heuristic to foster better decision-making. By cultivating a culture of critical thinking, encouraging diversity in perspectives, and promoting data-driven approaches, leaders can mitigate the influence of this cognitive bias.

Mitigating the Availability Heuristic

Recognising and mitigating the impact of the availability heuristic is crucial for effective leadership. Here are strategies to counteract its influence:

  1. Diverse Information Sources: Actively seek diverse perspectives and information sources. Encourage team members to present various viewpoints, fostering a more comprehensive understanding of a situation. When there is a greater wealth of information to draw from, the more effective we become at taking insight into action.
  2. Data-Driven Decision-Making: Rely on data and analytics rather than memory alone. Implement systems to collect and analyse relevant data, reducing the reliance on anecdotal evidence.
  1. Critical Thinking Training: Invest in leadership training programs that enhance critical thinking skills, including systemic thinking. These programs can equip leaders and teams with tools to challenge biases and think more analytically.
  2. Pause and Reflect: Encourage a culture of values based leadership. Implementing a deliberate pause before making critical decisions allows for reflection and reduces the influence of impulsive judgments based on availability. By centering on values, leaders can make decisions consistent with their principles rather than being limited by their access to information.
  3. Scenario Planning: Engage in scenario planning exercises to anticipate various outcomes. Effective leadership development equips leaders with the ability to face a range of challenging situations. By exploring multiple scenarios, leaders can prepare for various possibilities, reducing the impact of biassed thinking.

The availability heuristic poses a significant challenge in leadership, potentially skewing perceptions and leading to suboptimal decision-making. However, with the right strategies and leadership training in place, this cognitive bias can be mitigated. By cultivating a culture of critical thinking, fostering diversity of perspectives, embracing data-driven decision-making, and engaging in scenario planning, leaders can make more informed and less biassed decisions. This not only benefits the individual leader but enhances the overall effectiveness and success of their organisation. Therefore, understanding and addressing the availability heuristic is an indispensable aspect of leadership development.

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Availability Heuristic: The Cognitive Bias that will Hold You Back

Empowering Teams to Drive Change Sustainably

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Empowering Teams to Drive Change Sustainably

In an era defined by rapid technological advancements and ever-evolving market dynamics, the ability to drive sustainable change has become paramount for organisations looking to not only survive but thrive. The key to navigating this dynamic landscape often lies within your own teams, the lifeblood of any organisation. Empowering these teams to spearhead transformative change is a challenge many leaders face. To address this challenge, it’s essential to blend high-performance team training, effective leadership strategies, and the conversion of insights into actionable habits. In this article, we will explore these critical elements and provide insights into how to leverage them for empowering your teams to drive change sustainably.

High Performance Team Training: The Foundation for Sustainable Change

High performance teams are the bedrock of any organisation’s success. They are not just collections of individuals but a cohesive unit that transcends the sum of its parts. The first step in empowering teams to drive change sustainably is to invest in their development. High performance team training is not a one-off activity but an ongoing process that should be ingrained in the organisational culture. Here are a few key principles to consider:

 Clarity of Purpose

Teams need to understand the ‘why’ behind the changes they are expected to drive. A clear sense of purpose and direction provides the motivation and focus needed for sustainability.  As leaders, it’s essential to articulate the big picture and tie it back to the team’s role in achieving it. This clarity of purpose creates alignment and fosters a sense of ownership among team members.

Collaboration and Communication

Effective communication is the lifeblood of high performance teams. By fostering an environment of open, transparent communication, teams can share insights and feedback freely. This also ensures that individuals don’t fall into making decisions based on their own availability heuristic – the mental shortcut of relying on information that is most readily available rather than a comprehensive review of data or evidence, which can lead to biassed decision-making. Collaboration and communication are essential for identifying potential roadblocks, brainstorming solutions, and aligning on the best course of action.

Skills Development

Team members need to be equipped with the knowledge and tools required to drive change effectively. Engaging in development programs that focus on leadership skills, problem-solving, and adaptability are essential components of high performance team training. By investing in your team’s professional growth, you are setting them up for success and empowering them to take on new challenges with confidence.

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Taking Insight into Action through Habit Building

Change often fails not because of a lack of insight but because of the inability to translate that insight into action and habitual behaviours. Habits are the building blocks of sustainable change. Here’s how to turn insight into action through habit building:

Small Steps, Big Impact

Habit building plays an instrumental role in implementing high performance team training. It starts with making small, consistent changes in behaviour that, over time, become automatic, deeply ingrained routines. These habitual behaviours often have a compounding effect that leads to significant improvements in performance.

 Consistency is Key

Sustainable behaviour change is not about making a few changes once in a while; it’s about consistently taking the right actions. Encourage teams to commit to daily or weekly habits that align with their goals. Tools like the Actionable Habit Builder can help individuals stay on track and hold themselves accountable to their team. These small, consistent steps will lead to significant results over time.

 Feedback and Iteration

Regular feedback loops are essential. Teams should be encouraged to reflect on their actions, learn from their mistakes, and iterate on their habits. Taking the time to regularly check-in on your progress helps in understanding what is working well and what is challenging about sticking to your new habit. It allows you to identify opportunities to practise new behaviours and ensures that habits evolve and adapt as circumstances change.

Effective Leadership Strategies: The Key to Empowering Teams

While high performance team training forms the foundation, effective leadership strategies are essential for empowering teams to drive sustainable change. Leaders have a significant impact on team dynamics, motivation, and performance. Here are some key strategies that leaders can adopt:

Leading by Example

Leaders must lead by example and embody the values and behaviours expected of their teams. They should be open to feedback, collaborative, demonstrate resilience, and be able to adapt to change themselves. By modelling the desired behaviour, leaders set the tone for the team culture and create a sense of trust and credibility.

Empowering Decision-Making

Leaders should empower team members to make decisions and take ownership of their work. This not only fosters a sense of autonomy but also allows for diverse perspectives and ideas to be considered. By empowering decision-making, leaders demonstrate trust in their teams and encourage creativity and innovation.

Coaching and Mentoring

Effective leaders act as coaches and mentors for their teams. They provide guidance, support, and development opportunities that help team members reach their full potential. This is especially important in times of change when individuals may feel uncertain or overwhelmed.

Fostering a culture of high performance within teams is not a straightforward process, but rather a strategic journey, centred around clarity of purpose, collaboration, communication, skills development, and feedback. Transforming insight into action through habit building is critical in driving this change and anchoring it within the team. Ultimately, it’s the effective deployment of leadership strategies that truly empowers teams, motivating and inspiring them to embrace change, take ownership, and strive for excellence. Hence, investing in leadership training at all levels within the organisation is a crucial step towards achieving sustainable growth and success.

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Empowering Teams to Drive Change Sustainably

The Role of Community in Habit Building: Finding Support

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The Role of Community in Habit Building: Finding Support

The road to building healthy habits is often challenging and can leave us feeling alone in our journey. Finding support within a community can provide a sense of accountability and motivation that we may not get by going at it alone. Having peers who share similar goals also offers a chance for individuals to exchange tips and tricks, cultivating a culture of knowledge-sharing. Joining a community committed to creating sustainable behaviour changes can help lead to growth and personal development, providing members with a sense of belonging and accomplishment. The presence of a supportive community can help individuals overcome obstacles and stay on track, ultimately leading to long-term success.

Why Habits Matter

Habits are the often unconscious behaviours that shape our daily lives. They are the actions we take without much thought, whether good or bad. This is why developing good habits and breaking bad ones is crucial for personal growth and self-improvement. They are the tiny, daily choices that, when aggregated, have a profound impact on our well-being and success.

Perhaps more important than the habits themselves, are the reasons why we choose to engage in creating sustainable behaviour change. Understanding the motivation for behaviour change is a fundamental step in the journey of habit building. It is this motivation that fuels our determination and commitment, turning insight into action. Aligning habit changes with intrinsic motivators increases the likelihood of sustained behaviour change.

High performance team training can play a pivotal role in amplifying motivation, critical in sustaining behaviour change and developing leaders. This training is not just about acquiring new skills and knowledge, but also about instilling a sense of camaraderie, shared purpose, and encourages an atmosphere of mutual respect and trust. It stimulates intrinsic motivation that fuels personal growth and habit formation. High performance team training offers a platform for cultivating habits that lead to leadership development and success.

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The Struggle of Going It Alone

Creating habits is not an easy task, and it requires consistent effort and motivation. Many of us start with good intentions but quickly lose steam when faced with challenges or distractions.

Leadership development training can play an invaluable role in mitigating the struggle for individuals in implementing behaviour change. Leadership training taps into the power of collective effort, providing a supportive environment to navigate the challenges of habit-building. It enables individuals to learn from others, gain fresh perspectives, and draw on the collective wisdom of the group, making the process of behaviour change less daunting and more manageable.

When we try to build habits on our own, we often lack accountability and external motivation, which can be crucial for long-term success. We may also feel isolated and discouraged when we face setbacks or failures, leading us to give up altogether. Without a support system, the journey towards building positive habits can become lonely and overwhelming.

The Power of Community Support

This is where the role of community support becomes invaluable. A community can be any group of like-minded individuals who come together to support one another in their habit-building endeavours. This support can be instrumental in overcoming the hurdles that often hinder personal growth. Here’s how community support can make a difference:

1. Accountability:

One of the most significant advantages of a supportive community is the sense of accountability it provides. When you commit to a habit in the presence of others, you’re more likely to stick to it. Even having just one accountability buddy within the group can make a world of difference. They can provide encouragement, motivation, and gentle reminders to help you stay on track.

2. Motivation:

Motivation can be a fleeting feeling, and there will be days when your enthusiasm wanes. Being part of a community allows you to draw on the collective motivation and inspiration of your peers. When you see others succeeding or pushing through challenges, it can reignite your own determination. Research from Kerry Patterson, Joseph Grenny, David Maxfield, Ron McMillan and Al Switzler, authors of Influencer: the Power to Change Anything, suggest that social support is a key factor in sustaining the motivation for behaviour change. Enlisting the support and influence of opinion leaders, or those who are highly respected within your community, can significantly impact the motivation and success of individuals.

3. Sharing Knowledge and Resources:

Communities are rich sources of knowledge and resources. By connecting with others who share your goals, you can learn from their experiences and gain valuable insights. This is essential in high performance teams, where members can use each other’s strengths to overcome shared obstacles. Additionally, you can share tips and resources that have helped you in your journey, providing mutual support and guidance.

4. Emotional Support:

Habit building is not just about the physical or intellectual effort; it’s also an emotional journey. There will be moments of doubt, frustration, and self-criticism. Having a supportive community to lean on during these times can be a lifeline. They can provide encouragement, empathy, and reassurance that you’re not alone in your struggles.

Finding the Right Community

While the benefits of community support are clear, it’s essential to find the right community for your habit-building journey.  Here are some tips for finding the perfect support system:

1. Shared Interests:

In his book, Atomic Habits, James Clear discusses the phenomenon that our desire to belong can overpower our desire to improve. Meaning that we will typically fall into habits and behaviours that are common in the groups we belong to. To combat this, look for communities that align with your specific habit or goal. Seeking communities where our desired behaviour is ‘normal’ will make it easier to adopt.

2. Positivity and Encouragement:

A supportive community should be a place of positivity and encouragement. Avoid groups that foster negativity, competition, or unrealistic expectations. Seek out communities that promote a growth mindset and celebrate both small and large victories. Positivity is contagious, and being part of a positive community will help you stay motivated and committed.

3. Size and Engagement:

Look for communities that are the right size and level of engagement for you. Some people may thrive in large, active groups with frequent discussions and activities, while others prefer smaller, more intimate settings. Consider your personality and learning style when choosing a community to join.

In the pursuit of habit building, the role of community support cannot be overstated. Finding the right group of like-minded individuals who share your goals can significantly enhance your chances of success. The accountability, motivation, shared knowledge, and emotional support that a community provides can be the catalyst you need to turn your aspirations into reality. So, whether you’re striving for personal growth, fitness, or any other positive change in your life, consider seeking the power of community to help you on your habit-building journey. Together, we can achieve more than we ever could on our own.

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The Role of Community in Habit Building: Finding Support

How The Leadership Sphere Takes Insight into Action

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How The Leadership Sphere Takes Insight into Action

Leadership excellence is a goal that many individuals aspire to achieve. It requires not only the right skills and competencies, but also a strong commitment to continuous growth and development. However, despite investing time, effort and resources into leadership programs, many organisations struggle to see tangible results from their leaders. Incorporating habit building strategies into leadership development programs can take insight into action and support leaders in achieving their full potential with real and sustainable behaviour change.

The Role of Habit Building Strategies

Leadership development programs, whether they are in the form of workshops, seminars or online courses, provide individuals with valuable knowledge and skills. They expose leaders to new concepts and ideas, challenge their thinking and help them see things from a different perspective. 

Where these programs are most effective is in taking insight into action and helping developing leaders implement what they’ve learned into their daily interactions, behaviours, and practices.   While leaders may leave a workshop feeling energised and motivated, without consistent practice and reinforcement, they are likely to revert back to their old ways of thinking and behaving. This is where habit building strategies can make all the difference.

Habit building strategies involve intentionally practising new behaviours until they become automatic. They help individuals turn insights into action by creating a consistent and structured approach to behaviour change. This is particularly important in leadership development, as leaders are often expected to adopt new ways of leading and managing their teams.

One of the key tools The Leadership Sphere includes in all of our programs is the Actionable Habit Builder. It effectively combines the power of goal-setting and habit building to create a personalised framework for sustained behaviour change. The Actionable Habit Builder helps leaders identify specific behaviours they want to adopt, set realistic goals, and track their progress. This allows them to focus on one behaviour at a time, breaking it down into small, achievable steps that gradually become ingrained into their daily routine.

The Role of Executive Coaching

While habit building strategies can be implemented individually by leaders, they are often more effective when supported by an executive coach. Executive coaching involves working with a trained professional to identify and achieve specific goals related to leadership development. Coaches can provide valuable guidance and support in implementing habit building strategies, and hold leaders accountable for their actions.

Executive coaching also allows for personalised development plans that cater to the unique needs of each leader. A coach can help identify areas for improvement and create a tailored plan that incorporates habit building strategies to address these areas. This individualised approach can lead to significant and sustainable changes in leadership behaviour.

So, why is it important to incorporate habit building strategies in leadership development? The answer lies in the impact on leadership excellence. Leaders who have strong habits of reflection, goal setting, and intentional practice are more likely to consistently demonstrate effective behaviours. These behaviours can have a ripple effect throughout the organisation, creating a culture of continuous improvement and high performance.

Moreover, habit building strategies also help leaders to develop resilience and adaptability. As they practise new behaviours regularly, it becomes easier for them to adjust and pivot in response to changing circumstances. This is particularly crucial in today’s fast-paced business environment where agility is essential for success.

Incorporating habit building strategies in leadership development is crucial for achieving leadership excellence. It allows leaders to turn insight into action and create lasting behaviour change. Executive coaching can also play a significant role in supporting leaders on their journey towards continuous growth and improvement. By implementing these strategies, organisations can develop a strong pipeline of effective leaders who are equipped to drive success and adapt to ever-changing business landscapes. So, it is important for organisations to not only invest in leadership development programs, but also in supporting leaders in building habits that drive excellence. Overall, the combination of development programs and habit building strategies can lead to a powerful and impactful leadership journey.

Key Takeaways

  1. Habit Building Strategies are Essential: They turn insights into actions by creating a consistent and structured approach to behaviour change. This is crucial in leadership development as leaders are expected to adopt new ways of thinking and leading.
  2. The Role of Executive Coaching: Executive coaching supports leaders in implementing habit building strategies effectively. Coaches provide guidance, accountability and help in crafting personalised development plans.
  3. Impact on Leadership Excellence: Strong habits of reflection, goal setting, and intentional practice can result in effective leadership behaviours. These behaviours can influence the entire organisation, fostering a culture of continuous improvement and high performance.
  4. Resilience and Adaptability: Habit building strategies help leaders develop resilience and adaptability, allowing them to adjust easily to changing circumstances. This agility is crucial in today’s fast-paced business environment.
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How to Create Sustainable Behaviour Change

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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.

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Embracing Workplace Change & Preparing for What’s Next

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Embracing Workplace Change & Preparing for What’s Next

When it comes to change, the key is to anticipate and adapt. Anticipating change means being vigilant in assessing what’s happening around you, evaluating potential impacts, and developing strategies to prepare for possible outcomes. This involves actively seeking out data or other information that can help make informed decisions about how best to handle changes in the environment—whether they’re driven by technology, customer demands, or other external factors.

In this article, we’ll discuss some of the key strategies and tactics for embracing change and preparing for what comes next. They are:

  • Evaluating External Factors
  • Establishing High Performance Teams
  • Developing Retention Strategies
  • Adapt Quickly to Unexpected Changes
  • Prioritise Communication
  • Support Ongoing Training
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Adapting to change requires an understanding of the current environment and being able to identify opportunities created by the changes. This involves having a flexible mindset that embraces experimentation and learning from mistakes—both successes and failures can add value in this process. For organisations, it means developing processes such as continuous improvement initiatives that allow them to adjust quickly and effectively as changes occur. For individuals, it means staying informed on the new trends and ideas in their field, being open-minded to new ways of thinking, and proactively seeking out opportunities for growth and development.

Successfully anticipating and adapting to change involves a combination of planning, preparation, flexibility, and learning. It requires determination to be ready for whatever comes next. There is no one-size-fits-all approach—each situation will require a different strategy tailored to its unique circumstances. By taking the time to evaluate their environment, identify potential changes, and develop sound strategies for responding, organisations and individuals can ensure that they are well prepared for whatever comes their way.

Planning for Change

Evaluating External Factors

Leading through change requires strong, future-focused leadership. It is an ongoing process of anticipating and adapting to the changes in the organisation’s environment. Leaders should be aware of potential new trends, customer demands, and other external factors that can impact the organisation. They should also evaluate these changes in relation to their goals and objectives and develop strategies to manage them. This includes building high performance teams that have the skills, knowledge, and experience necessary to succeed in uncertain times.

Establishing High Performance Teams

Establishing high performance teams is an essential part of effective change management. As changes in the environment occur, leaders should ensure that their teams are equipped with the tools and resources needed to respond quickly and adjust effectively. Leaders must also foster a culture of continuous learning and experimentation. This involves encouraging team members to challenge assumptions, take risks, and learn from mistakes.

Developing Retention Strategies

Succession planning and retention strategies are essential components of change management. Organisations should create plans to ensure that they have the right people in the right roles, with the right skills and experience, to successfully navigate changes in their environment. This includes both identifying potential successors for key positions and developing strategies to retain top talent.

“It is impossible to ensure that there are systems in place that will allow for teams to successfully overcome every specific challenge they may face. So it is important that they are capable of facing any unexpected changes.”

Preparing for the Unexpected

Adapt Quickly to Unexpected Changes

It is impossible to ensure that there are systems in place that will allow for teams to successfully overcome every specific challenge they may face. So it is important that they are capable of facing any unexpected changes. This means they must be agile and able to quickly adapt to different situations. They should have the skills necessary to effectively manage both planned and unplanned changes in strategy, processes, or technology.

Prioritise Communication

Leaders have the responsibility of setting the tone and culture of their team, and of ensuring that everyone is on board with the plan. Organisations should prioritise communication in order to ensure everyone is informed on the changes occurring within the organisation. This includes providing team members with clear expectations and goals, as well as regular updates on progress and next steps. It also involves developing leadership capabilities in teams so that they are able to develop strategies and solutions on their own.

Organisations should invest in both training and development opportunities for team members so that they are prepared to face whatever comes their way. This includes equipping teams with the knowledge and skills needed to identify new opportunities, anticipate potential risks, and adapt quickly when unexpected changes arise.

Support Ongoing Training

When it comes to leading teams through change, the key is to anticipate and adapt. By understanding the current environment, evaluating potential changes, developing effective teams, preparing for the unexpected, and investing in learning opportunities, leaders can ensure that their teams are well-equipped to weather whatever challenges they may face. With a clear plan of action and strong leadership, organisations can successfully navigate any changes with minimal disruption.

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.

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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.

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Embracing Workplace Change & Preparing for What’s Next

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Collaboration or Competition? The Evolving Dynamics of Leadership in the Era of Gig Economy and Automation

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Collaboration or Competition? The Evolving Dynamics of Leadership in the Era of Gig Economy and Automation

The rise of the gig economy and automation has transformed the way we work and the dynamics of leadership. Traditional hierarchical structures are giving way to more flexible and agile forms of organisation. As a result, leaders are faced with a fundamental question: Should they foster collaboration or encourage competition within their teams and organisations? The answer lies in understanding the evolving landscape and embracing a new paradigm that combines the best of both worlds.

The gig economy, characterised by the prevalence of short-term contracts and freelance work, has brought about a significant shift in the employment landscape. Workers are increasingly seeking flexibility and autonomy in their professional lives. This trend challenges traditional notions of leadership based on strict hierarchies and top-down decision-making. Future focused leadership requires adapting to a more fluid and decentralised environment.

Collaboration

Collaboration has emerged as a key driver in this new era. In a gig economy, teams are often composed of individuals with diverse skills and backgrounds, brought together for a specific project or task. Effective leaders recognize the value of harnessing the collective intelligence and expertise of their team members. By fostering collaboration, leaders create an environment that encourages knowledge sharing, innovation, and problem-solving.

Collaboration also promotes a sense of belonging and engagement among team members. In a gig economy where workers may not have long-term job security, building a strong sense of community becomes crucial. When employees feel valued and supported, they are more likely to be motivated and committed to their work. Collaboration allows leaders to create a culture of trust and cooperation, leading to higher levels of employee satisfaction and productivity.

Learn more about High Performance Teams

Competition

However, competition cannot be disregarded entirely. In a world where automation is becoming increasingly prevalent, workers are constantly adapting to stay relevant. Leaders must encourage a healthy level of competition that pushes individuals to strive for excellence and continuous growth. Competition can fuel innovation and drive individuals to perform at their best without compromising the team’s ability to work together. 

Moreover, competition can be leveraged to encourage individuals to develop their unique skills and capabilities. In a gig economy, where workers are often hired based on their specialised expertise, competition can motivate individuals to differentiate themselves and stand out in a crowded market. Leaders can leverage their organisation against external competitors by providing opportunities for professional development, recognising and rewarding outstanding performance, and creating a culture that embraces healthy competition.

“Competition can fuel innovation and drive individuals to perform at their best without compromising the team’s ability to work together.”

Finding a Balance

The key lies in striking the right balance between collaboration and competition. Rather than viewing them as mutually exclusive, leaders should adopt a hybrid approach that integrates the best aspects of both. Collaboration can be fostered through open communication channels, cross-functional teams, and shared goals. At the same time, healthy competition can be encouraged by setting challenging targets, providing performance-based incentives, and recognising individual achievements.

Adopting this hybrid approach requires a shift in leadership mindset. Leaders must move away from the traditional command-and-control model towards a more facilitative and empowering style. They should focus on building relationships, fostering trust, and providing guidance and support rather than micromanaging their teams. This new form of leadership requires a deep understanding of individual capabilities as well as the ability to create an inclusive and supportive work environment.

Leadership training is essential for building trusting relationships within teams. It helps leaders to develop an understanding of individual strengths and weaknesses, and learn how to leverage collaboration and competition in order to build a more effective team. Leadership development programs provide tools and techniques for fostering trust, open communication, mutual respect, and working together towards shared goals. By equipping leaders with the skills to create an environment that fosters collaboration and competition, organisations can reap the full benefits of this new era.

The Role of Technology

Technology plays a crucial role in enabling collaboration and competition in the gig economy and automation era. Leaders should leverage digital tools and platforms that facilitate remote collaboration, knowledge sharing, and project management. These technologies can enhance communication, streamline workflows, and create a more connected and agile workforce.

At the same time, leaders must be mindful of potential pitfalls associated with technology. Automation and artificial intelligence can reduce costs and increase efficiency, but they can also create a false sense of security that leads to complacency. Remaining aware of potential risks and ensuring when leading teams, that they remain creative and adaptive in an increasingly automated world.

The evolving dynamics of leadership in the era of the gig economy and automation call for a careful balance between collaboration and competition. Effective leaders recognize the importance of collaboration in harnessing the collective intelligence of their teams, fostering engagement, and driving innovation. They leverage competition to motivate individuals, encourage growth, and enhance individual and organisational performance. By embracing a hybrid approach and leveraging technology, leaders can navigate the challenges of this new era and drive success in the ever-changing business landscape.

Three Take-Aways

1. Effective leadership requires a shift from a top-down, command-and-control model to one that is more facilitative and empowering.

2. Collaboration and competition should be viewed as complementary rather than mutually exclusive – leaders must strive for the right balance between the two.

3. Technology can facilitate collaboration and competition, but leaders must remain aware of potential risks and ensure that teams remain creative in an increasingly automated world.

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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.

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Collaboration or Competition? The Evolving Dynamics of Leadership in the Era of Gig Economy and Automation

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Embracing Diversity and Inclusion: The Crucial Role of Leaders in Shaping the Future of Work

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Embracing Diversity and Inclusion: The Crucial Role of Leaders in Shaping the Future of Work

As the workforce becomes increasingly culturally and socially diverse, companies must create an environment where individuals of all backgrounds can thrive. Leaders play a crucial role in shaping the future of work by creating an inclusive atmosphere, which drives innovation and strengthens organisational performance. By recognizing and valuing different perspectives, leaders can develop more effective solutions to complex problems. This commitment to fostering inclusivity is essential for all organisations and the future of leadership.

The Benefits Embracing Diversity & Inclusion

The benefits of embracing diversity and inclusion are numerous. A study from the Harvard Business Review found that teams led by inclusive leaders are more likely to perform well, make high-quality decisions, and behave collaboratively. Specifically, such teams have a 17% higher likelihood of reporting high performance, a 20% higher likelihood of making high-quality decisions, and a 29% higher likelihood of behaving collaboratively.

By leveraging different perspectives within a team, organisations can develop unique solutions to complex problems. Additionally, by creating an inclusive workplace culture, leaders can ensure that their employees feel seen and heard in the workplace, boosting morale and improving job satisfaction.

Learn more about High Performance Teams

Creating a Culture of Inclusion within Your Organisation

Leaders can create a culture of inclusion in their organisations by committing to diversity initiatives and fostering an environment where all employees feel respected. This includes implementing anti-discrimination policies, integrating diverse hiring practices into your recruitment process, and providing leadership team development for managers on how to support diverse teams.

Organisations should not merely focus on meeting the diversity requirements and overlooking the importance of creating an inclusive environment. Diversity is valuable when you foster a welcoming and secure environment for people with varying backgrounds, ages, genders, and thoughts to coexist. Unfortunately, some individuals tend to only ‘tick the diversity checkbox’ without prioritising the sense of belonging and safety for all individuals.

Developing a strong leadership team is essential for developing an inclusive environment where employees from all backgrounds are respected and valued. It’s important that the organisation’s leadership reflects its workforce demographic to ensure there is a deep understanding of the differences and needs of staff. Leaders should be setting an example by actively learning from, listening to and engaging with different perspectives in order to create a culture where diversity is celebrated.

“Organisations should not merely focus on meeting the diversity requirements and overlooking the importance of creating an inclusive environment.”

Visible Commitment to Inclusion

Leaders must demonstrate a visible and authentic commitment to inclusivity. This begins at the top and should be reflected in all aspects of an organisation’s culture. Leaders must also foster open communication, encourage collaboration across teams, and promote diversity initiatives within their organisations.

Awareness of Biases

No one is immune to unconscious bias, and it can be difficult to identify our own biases. Leaders must be aware of their own biases and take steps to address them. This can include assessment and profiling, participating in workshops or seminars on inclusive leadership, or actively engaging in dialogue with employees about diversity and inclusion. By intentionally recognizing and addressing unconscious bias, leaders can create an environment where all team members feel valued and respected.

Being Curious about Others

Leaders must constantly strive to learn about and engage with others. They are curious about different cultures and perspectives, actively listening to team members with empathy, or creating opportunities for employees to share their experiences. This can help in leading teams where differences are not only accepted but celebrated.

Understand Mistakes May Happen

Implementing and leading through change is difficult, and mistakes are inevitable. To break the cycle, it’s important to embrace the vulnerability that arises from making mistakes and keep trying. In this case, leaders from the majority group should acknowledge that while they may not know the exact way to have a conversation or say the perfect thing, they shouldn’t avoid having the conversation due to their vulnerability.

In order to create a culture of diversity and inclusion within an organisation, leaders must take responsibility for actively engaging in dialogue with employees about the importance of these initiatives. We should remember that these are not just simple initiatives or tasks to complete. They define our identity and actions, as they are deeply ingrained in our culture. This includes developing a strong leadership team that reflects the workforce demographic, demonstrating visible commitment to inclusivity, being aware of their own biases, and embracing curiosity when learning from others. It is important for leaders to understand that mistakes may happen as they strive towards creating more equitable workplaces – however this should not deter them from leading with vulnerability and continuing on their journey towards fostering greater equality within organisations.

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.

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

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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.

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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.

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

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Balancing Technology and Empathy in the Workplace of Tomorrow

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Balancing Technology and Empathy in the Workplace of Tomorrow

As technology continues to rapidly evolve, it can be easy to get caught up in the possibilities of what might come next. But as the workplace of tomorrow takes shape, companies must remember that there is still an essential human element at play. Achieving a balance between technology and empathy is key for any organisation looking to stay competitive in today’s landscape.

From recruiting and onboarding new employees, to managing existing teams and introducing new products or services, businesses must make sure they don’t forget about their people when integrating new technologies into their operations. To do this effectively requires understanding how both technology and empathy fit into the equation – something many organisations are still struggling with.  In this article we’ll take a look at why balancing these two elements is so important for success in the modern business world, as well as some tips on how you can create a winning combination within your own organisation.

People Focused Mindset

In order to instil a people-centric mindset in the workplace of tomorrow, employers must prioritise the human needs and wants of their employees. This means taking into consideration not just the current needs of the organisation, but also how new technologies might impact employee morale, productivity, and overall job satisfaction. To effectively develop this kind of environment, companies should focus on creating comprehensive retention strategies that involve both technological and empathetic solutions.

Leadership development plays a major role in creating a people-focused environment in the workplace of tomorrow. Leaders are responsible for setting the tone and expectations for their employees, and when they are well-versed in both technology and empathy, they can model successful strategies for their teams to follow. By investing in leadership development programs that focus on understanding how to effectively balance technology and empathy, businesses can create a workplace where employees feel comfortable while also being productive.

Learn more about our Leadership Excellence program

More Frequent One-on-Ones

When it comes to managing a productive and successful team, frequent one on ones are key. Employers should be scheduling regular check-ins with their teams in order to effectively assess performance, provide feedback, and discuss any issues that may arise.  One on ones also give employees the opportunity to share their ideas and thoughts without interruption or distraction, and are the most effective way for leaders to pick up on any unrest from their teams about the future of their roles. 

Coaching high performers is especially important in the workplace of tomorrow, as these employees often have unique skills and perspectives that can help to drive innovation. Taking the time to understand their goals and motivations on an individual level will allow managers to create personalised growth plans for each team member, resulting in higher job satisfaction and better engagement.

“We need to take people on the journey of the exciting future ahead.”

Embrace New Methods of Communicating

Using technology in the workplace of tomorrow can have a variety of positive impacts on employee performance. For instance, providing employees with access to innovative tools and workflows can help them to get more done in less time, freeing up resources for other tasks.  Additionally, businesses can use technology to create more effective communication channels that allow for faster decision-making and collaboration.

Remote teams have become an increasingly popular option for companies in the modern workplace due to the flexibility and convenience they offer. In a study by Stanford University, remote workers were found to be 13% more productive compared to their office counterparts. However, leading a remote team effectively requires managers to be adept at both technology and empathy. It is essential for leaders of remote teams to use the right tools to ensure that everyone is on the same page, while also providing emotional support and understanding for team members by being aware of and addressing any disruption during the transition to working with the new technology. When managed effectively, remote teams can be a great asset to any organisation, providing an effective and efficient way of working.

Adopting Tools of Change

The introduction of new technologies to the workplace can be an exciting opportunity for businesses, allowing them to streamline processes and increase productivity. However, it is important to remember that technology should never take precedence over people. Senior leaders must ensure that they are taking a balanced approach when introducing new technologies into their organisation. By doing so, businesses can create an environment where employees feel supported while also being productive and unafraid of what comes next. We need to take people on the journey of the exciting future ahead.

Executive coaching can play a major role in helping leaders balance technological and organisational progress with supporting, empathising with, and empowering their teams. Through one-on-one coaching sessions, executives can learn how to better utilise technology while still maintaining an inspiring and supportive environment that caters to the needs of their employees. Coaching sessions can help senior leaders identify areas where they have room to grow and develop strategies that ensure their teams are both productive and engaged.

The future of leadership is one that embraces technology while still remaining human-centric. Through frequent one-on-ones, embracing new methods of communication, and adopting tools of change, employers can ensure that their teams are well-supported and motivated to perform at their best by mitigating the fear that can come with change. In doing so, businesses can create a workplace of tomorrow that is both productive and enjoyable for all.

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.

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The Crucial Role of Leaders in Shaping the Future of Work

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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.

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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.

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The Crucial Role of Leaders in Shaping the Future of Work

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Leading with Purpose: How Future Focused Leaders Inspire Action

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Leading with Purpose: How Future Focused Leaders Inspire Action

Leading teams is an art that requires a special set of skills and capabilities. To be an effective leader, you must have the ability to inspire your team to action and work towards a common goal. It’s not enough just to have knowledge or experience; you also need to cultivate strong leadership qualities in order to lead with purpose.

Creating Sustainable Change

Adopting a future focused leadership style has numerous benefits, such as inspiring team members to work towards a common goal and developing the skills needed for successful collaboration. It also encourages trust in the leader’s ability to create positive outcomes in both the short-term and long-term. Future focused leaders have an eye for details and are always looking for ways to improve their approach. They take into account the current environment, analyse available data, and use this information to craft a roadmap for the future. For example, 3M, a company known for innovation and radical thought, credits its future focused leadership for capturing new markets and driving growth. Leaders envision potential futures and create an environment that nurtures new ideas (Forbes).

Leadership is about more than just setting goals or delegating tasks; it’s about inspiring people to work together towards a common purpose. A leader must be able to motivate their team and show them the way forward. Leadership development programs can help equip leaders at all levels to build the skills needed to effectively lead their teams. These programs are designed to foster collaboration, develop problem-solving skills, and provide insight into how to create sustainable change.

Learn more about Leadership Excellence

Shared Vision

Leaders must also be able to create an environment where team members feel safe, supported and encouraged. This involves building trust and creating opportunities for team members to share their ideas and perspectives. Future focused leaders should strive to ensure that all voices are heard in order to foster collaboration and innovation.

By creating a high performance team, leaders can ensure that their vision is shared and executed with precision. Effective leaders have the potential to inspire positive change and empower teams to reach new heights of success. By setting clear goals, motivating employees and developing leadership capabilities, you can help create an environment where teams thrive. With the right approach, future focused leaders drive their teams towards greater achievements.

“Leadership is about inspiring others to take action. It’s about setting a vision and motivating people to work together towards achieving it. “

Inspiring Action

Leadership is about inspiring others to take action. It’s about setting a vision and motivating people to work together towards achieving it. For leaders who are focused on the future, this means having the ability to think strategically and anticipate potential challenges that may arise. They need to be able to develop their teams and empower them with the skills they need in order for everyone involved in an organisation or project to succeed. 

Future focused and developing leaders are vital to organisations that  want to succeed in a rapidly changing world. By looking towards the future and anticipating challenges, they can create plans that will allow them to stay ahead of their competition and ensure that their staff are able to work together efficiently. They also understand the importance of motivation and collaboration, which helps everyone involved in an organisation or project reach their potential.

Above all else, these leaders must be passionate about their mission, seeing the potential of what can be achieved and inspiring others to join them on the journey. To be an effective leader, you must constantly strive to develop their skills and understanding. By leading with a clear purpose and a focus on the future, leaders can achieve positive outcomes for all involved. By inspiring action, future-focused leaders can make a lasting impact.

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.

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How to Build a Future Focused Mindset

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How to Build a Future Focused Mindset

By aligning opportunities to each worker’s unique sense of purpose, employers can create an environment that encourages engagement and productivity.  This growth mindset is the future of leadership, and it begins with equipping leaders to see the potential in their team and foster a space for growth.

Learn more about Dare to Lead™

Leaders need to ask themselves: How can I create an environment where growth is encouraged? What kind of support systems can I implement so that my employees feel supported, valued, and empowered?

Teaching a growth mindset is an important step in fostering future-focused mindsets. This can be accomplished through providing regular feedback, setting achievable goals, and understanding the talents of each individual team member. By doing this, leaders can create a culture where growth is encouraged, and employees are more likely to stay motivated and engaged with their work.

Have a Clear Vision of Success

Having a clear vision of success is essential for future-focused leadership. Leaders need to be able to articulate their goals in order to create an environment that encourages growth. By having a strong sense of direction, senior leadership can set expectations and provide support that leads their team towards the desired outcome.

Leaders must also be willing to take risks in order to achieve success. They should be open to trying new things and exploring different paths, even if it may not lead to immediate results. By being open to experimentation and exploration, senior leaders can create an environment where innovation is encouraged and growth happens naturally.

Provide Skills Training

In understanding organisational goals, it is equally important to ensure that teams have the skills necessary to achieve them. Assessment and profiling tools provide valuable insights into the strengths of team members and help them in developing new skills or advancing existing ones. By providing continuous learning experiences, employers can ensure that their teams stay up-to-date with the latest trends and technologies, allowing them to stay future-focused.

Opportunities for the growth of developing leaders should also be aligned to their individual sense of purpose. By aligning leadership development program delivery with the goals and values of participants, you will see an increase in employee engagement and retention. In doing so, not only are you supporting individual career growth, but you help to develop the future of leadership within the organisation.

“Opportunities for the growth of developing leaders should also be aligned to their individual sense of purpose.”

Focus on Culture

Future-focused leadership doesn’t happen in a vacuum – it happens within the culture of an organisation. To foster future-focused mindsets, companies must prioritise workplace culture and create an environment that encourages collaboration and innovation. This can be done through regular team activities, open dialogue, and an open-minded approach to problem solving.

Leaders must also set a good example by being transparent with their team members. This helps to build trust and establishes a culture of mutual respect and accountability. By doing this, leaders can create a workplace where employees feel safe to take risks and share ideas without fear of punishment or retribution.

Creating a future-focused mindset requires leaders to have clear goals and objectives, provide continuous learning opportunities for employees, focus on workplace culture, and give recognition when team members succeed. By understanding the importance of these elements and implementing them into their organisations, senior leadership teams can create an environment that encourages growth and success in the long run. With this approach to leadership development in place within your organisation you will be well positioned to foster a strong sense of purpose among all stakeholders which is essential for achieving lasting success.

Contact Us about our Leadership Excellence program

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.

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How to Build a Future Focused Mindset

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Preparing for Change

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Preparing for Change

Leading change can be a daunting task. It requires leading teams through unfamiliar and often uncomfortable circumstances, while ensuring the desired outcome is achieved in an efficient manner. As such, it’s important that leaders are prepared for the change process that lies ahead. Here are five things leaders must do to prepare for leading change.

Understand Team Dynamics

Senior leaders must have an understanding of the dynamics at play within their teams before leading a change process. This means being aware of the strengths, weaknesses, and attitudes of team members and how they interact with each other, as well as their commitment and motivation to help meet objectives. It also means learning about their communication styles, which can help in the effective communication of the change process.

Download the HBDI® Sample Profile

Identifying Potential Challenges and Solutions

Leaders should identify potential challenges that may arise during the change process and develop strategies to address them. This could involve creating a plan of action, developing contingencies in case certain scenarios occur, or preparing team members to respond appropriately when they encounter these issues. Leaders can also look into executive coaching and other leadership development opportunities to help their teams become better prepared for the change process.

“Senior leaders must have an understanding of the dynamics at play within their teams before leading a change process.”

Communicate Regularly and Effectively

Leaders must maintain clear and effective communication with their teams throughout the change process. This includes keeping team members informed of any updates or changes to the plan, setting expectations for performance, providing feedback on how well the team is meeting their goals, and making sure everyone understands why the change is taking place. Leaders should also be open to listening to team members’ feedback and ideas.

Display Resilient Leadership

Adaptive leaders should be resilient in the face of potential challenges and setbacks during the change process. This means maintaining a positive attitude, setting an example for their team to follow, and continuing to push forward even when things become difficult. Resilient leadership helps teams stay focused on the end goal and remain motivated to meet it.

Stay Flexible as Plans Evolve

Plans can change at any point during the change process. Leaders should be prepared to adjust their plans and strategies based on the circumstances they are facing, while ensuring that team members remain informed of these changes. This helps keep teams focused on objectives and ensures they don’t lose sight of the end goal despite unforeseen events or roadblocks.

Leaders can make their change process successful by taking the time to prepare themselves and their teams for what lies ahead. By understanding team dynamics, identifying potential challenges and solutions, communicating regularly and effectively, engaging in leadership development programs, and staying flexible as plans evolve, leaders will be better equipped to handle any changes that come their way.

Learn more about our Assessment & Profiling Tools

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.

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The Need for Authenticity in Resilient Leadership

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The Need for Authenticity in Resilient Leadership

In an ever-changing and increasingly complex world, resilient leadership is essential to help organisations succeed in the long term. Authenticity is critical for resilient leadership because it involves being honest with oneself and one’s team members about strengths, weaknesses, goals and values. It also requires a high level of self-awareness so that leaders can accurately assess their own abilities and limitations as well as those of their team members. By being genuine in all aspects of leading, resilient leaders will create trust among their teams which will ultimately lead to better decision making and more successful outcomes.

What is Authentic Leadership?

Authentic leadership is a style of leadership that is focused on creating an atmosphere of honesty and openness. It is based on the idea that leaders should be genuine and transparent in all their decisions, behaviours and actions. Authentic leaders strive to create an environment of trust and understanding within their teams by being open about their capabilities, values and goals.

When we lead from a place of authenticity, it is much easier to make decisions that are aligned with our purpose. The trust this creates demonstrates to your team that you are committed to helping your team achieve success. This allows your team to be more receptive to feedback and input which can lead to better decision making.

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The Need for Authenticity in Resilient Leadership

Resilient leadership requires us to be our most authentic selves if we are to effectively face and overcome challenges. Having a clear understanding of oneself and values can provide a guide to leaders navigating through periods of uncertainty.  Executive coaching is a critical tool for developing executive resilience and the strength to remain true to oneself under pressure.

“Leadership development coaching is a great way for leadership teams to increase self-awareness and gain insight into how their values relate to particular situations they are facing.”

Leadership development coaching can help leaders uncover their core values, so they have an internal compass in times of difficulty. Senior leadership training gives leaders the skills, support and tools needed to stay true to their core principles while also recognising that there may be times when certain decisions must be made to ensure the best possible outcome. Coaching offers a safe space for leaders to reflect on their own thoughts and feelings, so they can better understand how their values relate to particular situations they are facing.

A key tool to achieving resilience in organisations is for leadership teams to be aware of their own strengths and weaknesses. Authenticity allows leaders to use their assets productively and make decisions from a place of clarity and integrity. By fostering an environment that encourages self-reflection, leadership teams can recognise how they are responding in different scenarios, manage conflicts with empathy and stay focused on the company’s long-term goals.

Leadership development coaching is a great way for leadership teams to increase self-awareness and gain insight into how their values relate to particular situations they are facing. With this knowledge in hand, leadership teams will be able to make decisions from a place of clarity and integrity while staying focused on achieving success in both short term goals and long term objectives.

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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.

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The Future of Leadership

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The Future of Leadership

The future of leadership is here, and it’s unlike anything we’ve seen before. With the world rushing towards a digital transformation of every industry, executives are being thrust into a new era of technological advances that require sharpened focus on different areas than ever before. The skill sets needed to lead effectively have shifted along with the landscape – no longer can leaders rely solely on traditional tactics and management styles if they want their businesses to stay competitive in this quickly-evolving climate. This blog post will explore the characteristics, mindsets, and approaches needed by today’s boardroom decision makers in order to remain successful for years to come.

Rapid Pace of Change

The pace of change is one of the primary challenges for today’s leaders. As technology advances, customer tastes and demands shift almost overnight, markets become globalised, and new competitors enter the arena more quickly than ever before. To remain resilient in this climate, executives need to be agile and able to adjust their strategies with speed. A resilient leadership training program can be beneficial for executives and their organisations, as it enables them to develop the skills and strategies needed to remain successful in spite of rapid change. Such a program should focus on identifying and responding quickly to changes in the marketplace, staying ahead of trends or other disruptions, and fostering collaboration between team members.

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Sense of Purpose

In order to create an organisational culture that encourages open communication and innovation, senior leadership must show a sense of purpose. This means investing in employee growth and development, clearly articulating the organisational mission, and providing meaningful rewards for employees who contribute to organisational success. A leadership training program should include components that are designed to cultivate this sense of purpose, such as mentorship opportunities and skill-building seminars.

“To become more agile, executives should focus on developing their decision-making skills and leadership presence, as well as the ability to identify and assess risks.”

Agility and Adaptability

The ability to respond quickly to changes in the marketplace is essential for modern leaders. This means leaders must be proactive, flexible, and able to adjust their strategies at a moment’s notice. To become more agile, executives should focus on developing their decision-making skills and leadership presence, as well as the ability to identify and assess risks. Leadership training programs can help executives hone these abilities by providing them with simulations, case studies, and other exercises that allow them to practise responding quickly to various scenarios.

Innovation through Collaboration

Modern leaders must understand how to get the most out of their teams through collaboration. This means creating an environment where everyone is valued, empowered to contribute, and encouraged to take risks in order to drive innovation. A leadership training program should help to foster this type of collaborative spirit, such as team-building activities and workshops designed to promote open communication.

The future of leadership requires executives to develop a wide range of skills and abilities. With the right leadership training program in place, they can feel confident that they have the tools needed to navigate any situation that arises – no matter how quickly it changes!

As we move into this new era of leadership, organisations must prioritise leadership development and ensure their executives are equipped with the skills to lead effectively. Investing in leadership skills training is essential for organisations to remain competitive in this quickly-evolving climate and will enable them to develop the strategies needed to stay successful for years to come.

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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.

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Are you Ready for AI?

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Are you Ready for AI?

As technology advances, corporate leaders must prepare for the impact of Artificial Intelligence (AI) on their business. AI can streamline operations and automate tedious processes – leading to improved efficiency and productivity in the workplace. But embracing this game-changing tech comes with challenges too: from retraining existing staff for an automated future, to understanding when and how AI should be used in each situation. With so much disruption within reach, it can be difficult to know where to start – Are you Ready for AI?

Data Analysis

When considering AI, it’s also critical to understand the data that will be used to power the automation. Businesses should ensure they have access to quality data and are aware of any legal or ethical issues related to its collection and use. Data analysis techniques can help uncover insights from existing datasets and reveal patterns which may otherwise go unnoticed – helping businesses make better decisions and drive more effective outcomes.

AI can be incredibly useful in mitigating the impact of bias in data analysis and decision making. Though will still be affected by the biases inherent in their creation, the effect is far less and can help reduce the risk of errors and misjudgements. However data driven decisions still need to be interpreted through a human lens. Resilient leadership requires decision making driven by data, emotional intelligence, critical thinking, organisational expertise and values based judgement.

Learn more about our Leadership Excellence Program

Human Centred Leaders

As automation technology increases, leadership roles must become more human-centred in order to successfully transition into an automated future. Leadership skills such as empathy, resilience and creative problem-solving will become increasingly important. Leaders must also be prepared to manage the difficulties posed by rapid change, including potential resistance from employees who may be worried about job security.

It will be important  to carefully plan out how the transition will happen, and determine who will support any new AI initiatives. A clear strategy should be in place to ensure that everyone involved is on board with the changes. This may involve providing leadership development training for key personnel of teams whose roles will be impacted the most.

“A successful organisational culture for AI should nurture creativity, curiosity and collaboration.“

Organisational Culture

Leadership teams need to consider the organisational culture they are creating in order to make sure employees feel supported through the transition and empowered to take advantage of AI. This could include introducing processes that allow for collaboration between humans and machines, or providing extra training and support for those affected by automation.  A successful organisational culture for AI should nurture creativity, curiosity and collaboration.

Leadership development and training programs should also be tailored to focus on the skills required for successful AI implementation and management. This could include developing strategies for effective stakeholder engagement, assessing risk and developing governance models.

Are You Ready for AI?

No matter the size or scale of your business, AI can be incredibly powerful. But before you jump on board, it’s important to ensure that you have the necessary resources and skills in place to succeed. Leadership training programs are a great way to help equip leadership teams with the knowledge and confidence they need to lead the transition into automation. By understanding data analysis techniques, human centred leadership principles and how to cultivate an organisational culture that embraces AI, businesses can make sure they are truly ready for the future of automation.

By taking the time to plan ahead, businesses can ensure a smooth transition that will enable them to take full advantage of the potential of AI. So are you ready for AI?  Start planning now, and get ahead of the game!

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.

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Building a Resilient and High Performance Culture

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Building a Resilient and High Performance Culture

Creating high performing teams and resilient leadership is essential for any organisation looking to succeed. But it can be difficult to achieve without the right strategies in place. A high-performance culture requires strong, engaged leaders who are equipped with the skills and knowledge necessary to create an environment of collaboration, trust, accountability, and respect. It also needs a team that is willing to take risks, try new things, and celebrate successes along the way.

Empower Teams

Empowered teams are more likely to take ownership of their work and strive for success, as they are given autonomy and allowed to contribute at every level.  For senior leadership teams, it is important to provide them with the necessary training and resources to feel confident in their roles. This might include senior leadership training, mentorship programs or strategic planning workshops.

Companies should rethink how they structure and manage teams, as well as how these teams interact with each other, in order to cultivate organisational resilience and enable flexibility. Support systems must be put into place so that employees can engage in constructive conversations and give real-time feedback that can easily be incorporated into business strategies for seamless adaptation to whatever challenges the future may bring.

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Support for Employee Wellbeing

Employee wellbeing is an essential factor in creating positive workplace cultures for high performing teams. Without it, employees can become easily overwhelmed and demoralised, leading to decreased motivation and job satisfaction. This is why systems of support for teams must be holistic.

Leadership development programs that exclude physical, mental and emotional health can leave employees feeling unsupported or at risk of burnout. Companies should focus on providing programs that prioritise well-being as much as performance.  This might include team activities that encourage collaboration and creativity, or physical activities that help employees maintain a healthy balance between work, rest and leisure.

“Companies should focus on providing programs that prioritise well-being as much as performance. “

Open-mindedness

A high performance culture requires creativity, collaboration, and curiosity. All of which are underpinned by having an open mind and being receptive to new and varied ideas.  In order to foster an environment of creative thinking, leaders need to cultivate a culture that embraces freedom of expression and encourages employees to take risks.

Leaders must also actively seek out diverse perspectives in order to stimulate innovation and creativity. This includes developing leadership teams from all backgrounds and levels of seniority so that no single perspective dominates decision-making processes.

Creating a high-performance culture is an ongoing process that requires the commitment of everyone in the organisation. It starts with developing leaders who are equipped to foster collaboration, trust and respect across teams. Leaders must also support employee well-being by providing holistic programs that prioritise performance as much as physical, mental and emotional health. Open-mindedness should be encouraged in leadership development so that diverse perspectives can be embraced in order to stimulate innovation and creativity within the workplace. By following these key principles you will create a resilient and high performing team capable of achieving great results for your organisation.

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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.

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Why Resilient Leaders Succeed

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Why Resilient Leaders Succeed

To achieve meaningful success in today’s ever-changing business environment, it is essential that leaders have the resilience necessary to succeed. Resilient leaders are able to adapt quickly, stay focused in times of change, and look at challenges from new perspectives; qualities which will help them remain competitive and successful in their field no matter the circumstances. 

Resilience is the ability to respond effectively and positively to an unpredictable environment. Resilient leaders understand that when faced with a difficult situation, it’s important to take action in order to move forward. They are able to recognize potential risks, assess opportunities and develop strategies for how to handle them. Additionally, resilient leaders trust their decisions and are comfortable with taking calculated risks. They understand that failure is an inevitable part of success, and they use it as a learning opportunity to grow and improve.

Self-Leadership

One area in which resilient leaders often excel is that of self-leadership. Self-leadership involves developing the skills to lead and influence yourself and your own behaviour. This includes developing a strong sense of self-awareness and understanding, setting realistic goals for yourself, developing an optimistic perspective, and maintaining high standards of integrity. The ability to control oneself is critical for leaders who wish to remain accountable—both to themselves and their team—and to keep the momentum going. It is important for developing leaders to take the time to reflect and review their accomplishments, as well as develop strategies for self-improvement.

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Effectively Navigate Uncertainty

ParagraphResilient leadership also involves the ability to effectively navigate uncertainty. Leaders must be able to confront and assess risks head-on, as well as anticipate potential challenges and develop strategies for dealing with them. This includes staying connected to their team and understanding their current needs and expectations in order to make sound decisions. It is also important for leaders to communicate their strategy to the team in order to maintain motivation and momentum. A leadership development program will embed skills and strategies to help senior leaders effectively navigate the uncertainty of leadership.

“A leader’s ability to be emotionally intelligent and empathetic will go a long way in fostering trust and respect within the team.”

Creating an Environment of Support

Resilient leadership is about creating a supportive environment where team members can thrive and reach their fullest potential. A leader’s ability to be emotionally intelligent and empathetic will go a long way in fostering trust and respect within the team, which are essential for high performance teams. As a leader, it is important to create an environment of collaboration and recognize the contributions of each team member. Resilience is about being able to accept feedback and use it as an opportunity for growth.

Through understanding the importance of resilient leadership and having the correct strategies in place, executives can remain competitive in their industry, create a culture of support and achieve success. Leadership team training can help equip executives with the leadership skills they need to become resilient leaders and enable them to effectively respond to challenges. With resilience comes greater leadership capability, increased confidence, and successful outcomes for their organisation.

Contact Us Today

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.

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Leadership Trends to Expect in 2023

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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.

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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.

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Relationship Building (the Foundation of a High Performing Team)

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Relationship Building (the Foundation of a High Performing Team)

Relationship building is an essential part of creating a high performing team. It is the foundation that successful teams are built upon, as it allows for better communication, understanding and collaboration to occur within the team. Relationship building involves getting to know each other on a more personal level, spending time together outside of work, and working together to solve problems. Working on activities such as team building exercises, group outings and social gatherings are all great ways to help build relationships between team members. Establishing clear lines of communication between team members will also go a long way in fostering strong relationships within the team.

Develop Emotional Intelligence

Building strong relationships are integral to high performing teams, and emotional intelligence is the key factor in this regard. Emotional intelligence is an important tool for understanding, managing, and evaluating emotions of oneself and others. It helps to build trust among team members by recognizing emotions, reacting appropriately to them, and showing empathy and self awareness.

Having high emotional intelligence can help create a positive work environment, foster meaningful conversations, and bring out the best in team members. It encourages an open dialogue which allows opinions to be heard without judgement and creates an atmosphere of mutual respect. This can lead to more creative thinking, collaboration, and innovation as team members are more comfortable sharing ideas and giving constructive feedback. High performing teams are able to communicate more effectively and respond quickly to changing external environments, making them well equipped to overcome unexpected challenges.

Learn more about our High Performance Teams program

Highlight Collective Achievements

It is important to recognize the importance of individual team members as well as collective accomplishments. Celebrating each other’s successes and recognizing hard work will lead to a more collaborative atmosphere with increased motivation and engagement. It can also help build good relationships between team members, fostering greater trust and understanding. Acknowledging the efforts of team members is an easy way for senior leadership to show appreciation and build camaraderie within a team.

When senior leaders provide their teams with shared objectives and targets, it encourages collaboration and fosters a sense of unity among the group. With collective goal setting, all members have ownership in the goals and can work together to achieve them, which leads to greater engagement and motivation. Celebrating collective achievements can create a sense of pride within the team, as well as increased commitment to working together towards future goals.

“Celebrating collective achievements can create a sense of pride within the team, as well as increased commitment to working together towards future goals.”

Provide  Clear and Meaningful Feedback

High performing teams must also have effective feedback channels in place. Clear and meaningful feedback is essential for team members to understand what they are doing right, as well as areas of improvement. This can help build trust within the team, as it helps them to become more confident in their abilities. Regular constructive feedback from senior leaders can help team members stay motivated, engaged and on track to achieving the set goals.

When teams are set up for success, adaptive leadership is needed to help them achieve goals. Leaders should be adaptive and responsive to the needs of their team, encouraging them to take initiative while providing guidance. Adaptive leadership focuses on providing the right amount of structure while allowing for creativity and exploration in problem solving. It involves creating an environment where team members are empowered to make decisions, supported by strong relationships and open communication.

Managing Conflict

A critical skill needed for leadership excellence in high performing teams is understanding how to effectively manage conflict. Conflict within any relationship can arise from different perspectives, values, or goals and it can be highly disruptive to team performance if not managed appropriately. It’s essential for team leaders to use their emotional intelligence to recognize and manage conflicts in order to ensure a productive work environment.

Leaders should be prepared to address conflicts as soon as they surface, encouraging team members to work together and find solutions. Team leaders can create a safe environment for these conversations by listening to all perspectives without judgement, helping the team reach an agreement that works for everyone.

Effective leadership is essential for high performing teams. By recognizing individual and collective accomplishments, providing clear and meaningful feedback, setting shared objectives, managing conflicts appropriately, and encouraging continuous learning among team members; leaders can foster an environment of trust that leads to collaboration and innovation. With these leadership skills in place, a team will be well-equipped to handle unexpected challenges while achieving success together.

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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.

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Identifying Burnout and the Importance of Prevention to Maintain Performance

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Identifying Burnout and the Importance of Prevention to Maintain Performance

The harsh reality is that burnout can be hard to spot because it usually creeps up on us gradually. It’s easy to get so absorbed in our work and ambitions that we fail to realise we might be approaching a state of mental, physical, and emotional exhaustion. When left unchecked, burnout can have serious negative impacts on our wellness, quality of life, and overall productivity. It doesn’t only permeate the world of work; burnout can also creep into hobbies, relationships, and other activities that are important to us. This is why it’s so important to be conscious of our mental and physical health, and to take steps to relieve stress and prevent burnout.

Leadership Development Implications

For leaders, it’s imperative to set the tone within an organisation about what is acceptable in terms of stress and workloads. Senior leaders should role model healthy behaviours such as taking breaks, switching off from work outside of work hours, and managing unrealistic expectations. Leaders should also create an environment where employees feel comfortable communicating openly about how they are feeling without fear of judgement or reprisal. In today’s fast-paced and highly technological work environment, it’s easy to become overwhelmed and experience burnout, so having an organisational culture that prioritises employee wellbeing is essential for fostering productivity and morale.

Developing high performance teams can also contribute greatly to the prevention of individuals experiencing burnout. Teams that are highly cohesive, support each other’s development, and encourage open dialogue between members can help to reduce stress through the sharing of responsibility and workload. It creates a network of support for teams to rely on which can help to keep motivation and morale high as well as increase employee engagement. High performance teams also provide an organisational culture of learning, which can help to develop leadership skills and resources that can be used to combat burnout.

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Recognising the Signs of Burnout

Unfortunately, many of us don’t notice the signs of burnout until it’s too late. Often we believe that we are temporarily experiencing higher stress, lacking energy, or poorer performance. But this is not the same as burnout. Burnout exhibits itself as chronic exhaustion (lasting weeks or even months at a time), extreme irritability, and disengaging from things we are usually passionate about.

It’s important to retain a level of self-awareness by checking in with how you are feeling regularly, and if you find that your stress isn’t going away or getting better, then it might be time to take a step back and reevaluate. Creating high self awareness is essential as part of a leadership development strategy to prevent individuals from becoming overwhelmed and underperforming. Great leaders are able to recognise the signs of burnout and work with their teams to develop strategies for prevention. This will lead to increased morale, productivity and work life balance in the workplace.

“One important factor for developing self-care activities is that they are most effective when they put us in a mindset that opposes that which we are in when we’re at work.”

Finding Strategies for Prevention

The sooner burnout is identified, the easier it will be to manage. There are many techniques for preventing burnout such as taking regular breaks throughout the day, creating realistic goals and expectations for yourself, setting healthy boundaries between our work and personal lives, scheduling time for self-care activities such as exercise or other hobbies, staying connected with supportive people in your life, eating nutritious food, and seeking professional help where needed.

One important factor for developing self-care activities is that they are most effective when they put us in a mindset that opposes that which we are in when we’re at work. Some activity that allows us to redirect our focus and energy from the demands of the job. This can be different for everyone, but some examples might be going for walks in nature, cooking, or learning to play a musical instrument. When regularly prioritise rest, we show up at work more resilient and ready to face new challenges.

It is essential that individuals and organisations take steps to prevent burnout before it becomes a debilitating problem. By prioritising self awareness, creating healthy expectations for workloads, encouraging open dialogue between employees, and developing cohesive teams, organisations can create an environment where employees feel supported in their work and perform at their highest potential.

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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.

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4 Podcasts to Help you be a Better Leader in 2023

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4 Podcasts to Help You be a Better Leader in 2023

Leadership is an essential skill to have in the 21st century. But it can be difficult to stay on top of all the new trends and strategies that are emerging. Fortunately, there are a number of great podcasts out there dedicated to helping you become a better leader in 2023. From interviews with influential leaders to deep dives into management theories, these four podcasts will help you develop your leadership skills and understand how best to lead others. So if you’re looking for ways to improve your leadership ability this year, tune in and get inspired!

What makes a job “good” – and the case for investing in people – TED Business, Warren Valdmanis

Investing in teams is critical for business success and can help an organisation thrive. The value of investing in a team lies in the fact that it allows organisations to develop both their existing employees and attract new hires. By providing resources for employees to improve their skills, advance their careers, and better collaborate with each other, businesses can increase efficiency and productivity.

Social impact investor Warren Valdmanis shares his research on what makes a job “good”, correlates to productivity, and helps to build better companies. He outlines four critical factors that contribute significantly to employee satisfaction, retention, and improves performance. He emphasises how investing in people-first practices are essential elements of a successful team.

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What’s Happening at Work, Dare to Lead™ Podcast – Brené Brown with Adam Grant & Simon Sinek

The ability to observe and understand trends is a critical skill for any leader. In the workplace, understanding and leveraging trends can help leaders stay ahead of their competition and make better decisions. Leaders must be able to recognise patterns, identify emerging topics of interest and develop strategies to capitalise on them.

In the first part of Brené Brown’s conversation with renowned leadership development experts, Adam Grant and Simon Sinek, discuss the disconnection between the data being researched and what is being practised in organisations. Their thought provoking insights are invaluable for any leader striving to be ahead of the curve.

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Learn more about our Dare to Lead™ Program

Reaching for Authenticity – Let’s Take This Offline: The Podcast for Everyday Leaders, Kishshana Palmer with Aiko Bethea

Leadership is an essential part of our society, and authenticity plays an important role in effective leadership. To make a difference within teams and organisations, it’s important that we learn to show up as our full selves, with genuineness and vulnerability.

Aiko Bethea, Senior Director of the Daring Way™ and Dare to Lead™ communities of Brené Brown Education and Research Group joins Kishshana Palmer, speaker, trainer and coach with more than 20 years of experience, to discuss the risks of performative authenticity, perfectionism in the workplace and how to overcome them to help us bring our best thinking, quirks and excellence to the work we do.

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Reaching for Authenticity – Let’s Take This Offline: The Podcast for Everyday Leaders, Kishshana Palmer with Aiko Bethea

It would be remiss of us if we didn’t include this episode of the Zoë Routh Leadership Podcast, on which The Leadership Sphere’s own Phillip Ralph was a guest. Phillip and Zoë spoke about the unsolvable problems of leadership – a concept which refers to the challenges that leaders face, which no amount of knowledge or experience can or necessarily needs to solve.

In the episode, Phillip shares his thoughts on why it is so important that we encourage the development of leadership capabilities and empower people to take action where they are, regardless of formal titles. Get ready for an engrossing dialogue about the future of leadership with this episode!

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From understanding organisational health to investing in people-first practices and reaching for authenticity, these four podcasts have provided invaluable insights into how we can become better leaders. By listening to the experts who are on the cutting edge of leadership development, you will be able to stay ahead of the curve as a leader and create an environment that encourages growth within your team or organisation. With their help, you’ll be well prepared for whatever challenges come your way in 2023!

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If you want to learn more about human centred 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.

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4 Podcasts to Help you be a Better Leader in 2023

Leadership Styles: What Works Best for You and Your Team?

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Leadership Styles: What Works Best for You and Your Team?

When it comes to leading a team, there are a variety of different leadership styles that can be used. Understanding the pros and cons of each style can help you determine which one is the best fit for your particular needs and goals.

One popular approach is autocratic leadership, where the leader focuses on providing clear direction, often without consultation from the team. Autocratic leadership can be effective if you need to make fast decisions and take decisive action, but it can also lead to employees feeling undervalued and unengaged. Developing leaders should be conscious of this and ensure they balance authoritative instructions with valuing their team’s input

Why is it important to understand your approach to leadership?

No matter which leadership style you choose, it’s important to understand how it works and the potential impacts on your team. Different styles work in different situations and with different types of teams, so understanding their strengths and weaknesses can help you get the best results.

It’s also important to recognise that different people respond differently to different approaches, so it’s worth adjusting your style to account for individual needs and preferences. Doing so demonstrates a compassion in leadership that will help build trust, respect and motivation within your team. Understanding your leadership style helps you become a more effective leader, giving you the tools and resources to motivate, inspire and engage your team in the most successful way possible.

Learn more about our Assessment and Profiling Tools

How can you determine your leadership style?

Every successful leader will have a natural leadership style that works best for them, even if they aren’t aware of it. It’s important to be aware of your approach to leadership and understand how an alternative style may be effective. Consider your own strengths, weaknesses and goals when developing a leadership style that works for you and your team.

It may also help to observe the actions and behaviours of other leaders, both in person and online. Look out for examples of different leadership styles in action and think about which styles could be beneficial in your own situation. Executive coaching may be able to help you with this as a coach can often act as an objective observer and provide invaluable insights.

There are a number of factors that contribute to identifying the leadership qualities that will determine your style of leadership. An assessment and profiling tool can assist your coach in determining how your own values, beliefs, behaviours and attitudes affect your ability to lead a team. With this information, your coach may work with you to devise a leadership development program to help you leverage those strengths and hone those areas of weakness.

“Understanding what works for you, and more importantly, why it works, is an important step towards becoming a successful leader.”

Knowing what works best for your team

Compassionate leaders understand that no single leadership style works in all situations. What is effective in one situation may not be as successful in another, so it’s important to be flexible and adjust your approach depending on the team dynamics at play. A good leader will assess their team’s strengths, weaknesses and goals and modify their style accordingly.

Leadership development coaching can help you identify the best approach for your particular situation and develop the skills to lead with confidence. With this knowledge, you’ll be able to set a clear vision and direction that motivates and engages your team. Taking a human centred approach to leadership can help you get better results from your team, while also creating a positive workplace environment. By being mindful of how different leadership styles can affect outcomes, you’ll also be better equipped to adapt and adjust when the situation calls for it.

Through a combination of coaching and leadership development training, you can identify the styles that are best suited to your own objectives and team. Understanding what works for you, and more importantly, why it works, is an important step towards becoming a successful leader. A growth mindset will help you learn from your experiences and use them to shape the way you lead in the future. By being self aware, adaptive and open to growth opportunities, developing leaders will be better equipped to handle any leadership challenge that comes their way.

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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!

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Leadership Styles: What Works Best for You and Your Team?

3 Ways Coaching Can Help Leaders Connect With Their Teams

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3 Ways Coaching Can Help Leaders Connect With Their Teams

Connection between leaders and their team is of the utmost importance if any organisation wants to succeed. Strong relationships between a leader and their team enable more efficient decision-making, smoother communication, better productivity and higher morale. An effective leader should be capable of understanding their teammates and finding ways to bring out the best in them.

An executive leadership program and coaching can help them do this. Coaching can provide a platform for leaders to gain insight into their own behaviours and attitudes, as well as those of their team. It helps them become more self-aware and encourages honest communication that leads to a deeper understanding of the people they are leading. It is necessary for human centred leadership to be successful that leaders and their teams are able to connect in order to accomplish their goals.

Navigate Change

Coaching is a powerful tool for helping leaders navigate the complexities of change. It provides the space for senior leaders to explore their own assumptions and beliefs, to analyse and take stock of their team’s current situation, and to identify creative solutions and strategies for moving forward. By having an objective coach in their corner, leaders can gain greater clarity around the challenges they face and the opportunities that come with them. Coaches can help leaders become conscious of how their beliefs about change influences their leadership style, and create new behaviours that better serve their team.

People centric leaders who undertake executive coaching as part of their change management strategy can gain valuable insight into how their team is responding to the changes and identify areas of improvement. Executive coaches can also provide ongoing support while leaders are developing the skills and tools needed to effectively communicate the vision and objectives of change initiatives, while ensuring that all members of the team are on board with the direction it takes. Leaders who commit to executive leadership development  will strengthen their ability to lead through change and cultivate an organisational culture with resilient teams that are equipped to face future changes with confidence.

Learn more about Executive Coaching

Develop Team Collaboration

Effective leaders who invest in coaching for themselves and their teams create an open culture where collaboration is encouraged, creativity is rewarded and everyone is empowered to contribute. This approach to leadership development can help leaders recognize and appreciate differences in perspectives, instincts and approaches that are critical for successful team collaboration. This can form a vital aspect of strategy development and decision-making.

Coaching also gives team members the opportunity to share ideas openly, take risks, and develop a sense of ownership over their contributions. Executive leaders who commit to coaching will create an environment of mutual trust and respect where all members feel comfortable working together to achieve their shared goals. When the collective communication skills of the team are improved, decision-making becomes more efficient and creative solutions to problems can be identified.

“With an experienced and objective coach by their side, leaders can develop the skills and strategies needed to foster connection with their teams and lead them to success.”

Foster their Professional Development

Leaders who use coaching as part of their leadership strategy can help foster individual and collective professional growth. Coaching allows leaders to provide targeted feedback that encourages team members to take ownership over their own development, while creating a safe space for them to reflect on their current skills and practise new ones. An executive leadership program can also help leaders identify areas of growth for each team member and create development plans tailored to their unique needs.

By providing opportunities for learning and development, senior leaders who commit to coaching can create an environment where team members are empowered to reach their full potential. This, in turn, will fuel the success of both the team and the organisation as a whole. Leadership coaching benefits teams and executive leaders by fostering collaboration, navigating change, and providing a platform to develop the skills necessary for achieving success.

Overall, coaching is an invaluable tool for senior leaders who want to foster connection with their teams, navigate change, and help their team members develop professionally. By committing to senior leadership training as part of their leadership development strategy, leaders can create a productive environment where collaboration thrives and individual growth is supported. With an experienced and objective coach by their side, leaders can develop the skills and strategies needed to foster connection with their teams and lead them to success.

Book a Consultation

If you want to learn more about human centred 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.

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3 Ways Coaching Can Help Leaders Connect With Their Teams

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How to be a Better Leader: the Human Centred Approach

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How to be a Better Leader: the Human Centred Approach

The human centred approach to leadership focuses on connecting with and empowering people so that they can contribute their best when working together. It is based on mutual respect, openness and trust, emphasising interaction as an essential element of success. Leaders who use this approach recognize the importance of creating an environment that supports and encourages team members, while also holding them accountable.

Provide and Encourage Accountability

Accountability is an important part of creating high performance teams. It encourages people to work together collaboratively, as everyone is held accountable for the success of the entire group. When team members are accountable for their actions, they take ownership of the results and are more likely to deliver quality work. As a leader, you should be clear about expectations for your team and hold yourself accountable as well. Set deadlines for tasks, create feedback loops, and give regular updates on progress so that everyone keeps their commitment to the project. Engaging in leadership development training can improve your team’s ability to create a culture of accountability and help you develop the skills necessary to be an effective leader. It provides the leadership skill development needed for high performance teams to operate effectively and with autonomy.

Dr. Brené Brown’s research into daring leadership explores the notion that “Clear is Kind, Unclear is Unkind.” In human centred workplaces, it is necessary to provide clarity, structure and boundaries while still allowing for autonomy. In the Dare to Lead™ leadership training course, based on Brown’s research, teams learn to create safe environments where people can take risks and be vulnerable. Leaders are taught how to coach and facilitate meaningful conversations that foster a culture of trust, mutual respect and courage. This allows team members to grow their self-awareness and empathy, enabling them to develop a people first approach to the way they lead.

Learn more about the Dare to Lead™ Program

Aligned in Purpose

Aligning purpose is an essential part of the human centred approach to leadership. Having a clear and compelling purpose provides direction and meaning, allowing you to focus your efforts on achieving it. A shared sense of purpose reinforces collaboration and collective effort while increasing motivation and employee engagement. This can be achieved through communication: listening to and connecting with your team, understanding their needs, and expressing the importance of the mission. Communication skills are vital for engaging and inspiring people to join you in achieving the purpose. As a leader, you should also make sure that your team members feel like they can contribute to the success of the project. Allow them to express their own ideas and opinions, and recognize their efforts along the way. By encouraging creativity and ownership, you will create a strong sense of purpose for your team that is motivating and rewarding.

High performance teams that are aligned in their purpose have an edge in today’s business world. They can achieve success more quickly and efficiently, while providing a positive working environment. Leaders who take a human centred approach to leadership create these kinds of teams and foster lasting relationships with their team members, allowing them to reach their highest potential. By taking the time to understand people and provide effective guidance, you can become an effective leader with a clear sense of purpose that motivates and inspires.

“The world of business changes quickly, and leaders must adjust their strategies and approaches to ensure that the team remains on track for success.”

Be Flexible and Adaptable

Leadership is an ever-evolving process, so it is important to be flexible and adaptable. The world of business changes quickly, and leaders must adjust their strategies and approaches to ensure that the team remains on track for success. A human centred approach encourages leaders to listen to feedback, ask questions and make adjustments when necessary. By being flexible and adaptable, you can foster collaboration and collective effort while increasing motivation and employee engagement.

Flexibility in human centred development can also mean making the human needs of your team a priority. Creating psychological safety in the workplace is essential, so make sure to provide resources and support for team members when they need it. This includes providing high performance team training and building a culture of open communication where employees feel comfortable speaking up and taking risks without fear of repercussions. By creating psychological safety in the workplace, leaders can empower their teams to achieve great things together.

Being a better leader requires practice, patience and a willingness to learn. By taking the time to understand people and provide effective guidance, you can become an effective leader with a clear sense of purpose that motivates and inspires. With the human centred approach, you can create high performing teams that are successful in achieving their goals quickly and efficiently.

The best high performance team programs focus on developing and enhancing the human centred leadership skills needed to create successful, sustainable teams. By focusing on alignment of purpose, providing clear accountability, and fostering open dialogue through coaching and facilitation, team leaders can create a culture that allows their team members to reach their highest potential. With this approach, leaders can ensure that their people are engaged and inspired while they work together to achieve the mission.

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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!

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How to be a Better Leader: the Human Centred Approach

The Top Reasons to Implement Human Centred Leadership in Your Business

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The Top Reasons to Implement Human Centred Leadership in Your Business

Many people think that leaders are born, not made, but this is not the case. Leaders can be developed through training and practice. There are many different techniques that can help you become a better leader. One of the most important things to remember is that leadership is about serving others. When you put the needs of others before your own, you will be able to inspire them to follow your lead.

Build High Performance Teams

Building high performing teams is an essential part of implementing human centred leadership in any business. Teams that are highly effective and motivated can bring businesses to the next level, and when managed correctly, can produce great results that benefit both the team members and the organisation as a whole.

Human centred leadership encourages leaders to take the time to get to know their teams, understand their needs and goals, and create an environment that allows them to perform at their best. This can include providing high performance team development training to support their growth, providing flexible working arrangements to ensure their well-being, and offering leadership that is focused on people rather than tasks.

The result of having an effective team can be seen in improved productivity, better communication, higher quality work being produced, and a more positive general atmosphere in the workplace. Additionally, with human centred leadership teams are empowered to take initiative and think creatively which can help to solve difficult problems quickly and efficiently.

Learn more about our High Performance Team Program

Create a More Inclusive Workplace

We understand that a single work style cannot benefit everyone equally, whether they work in person, remotely, or hybrid. The challenge is to find a balance between each person’s work style and the organisation’s structure. Human centred leadership helps to create a more inclusive workplace by ensuring that the needs of all team members are respected, and that everyone is given equal consideration.

This form of leadership allows for diverse forms of communication and collaboration between employees, enabling them to get input from each other quickly and efficiently. Additionally, it helps to foster an environment of trust which makes it easier for team members to speak up and share their ideas.

Leading teams requires more than just technical skills; it requires the ability to understand people and create meaningful relationships with them. Human centred leadership training programs help to develop this understanding, allowing managers to better tap into the skills and knowledge of their team members, resulting in better problem solving and more effective decision making. By creating a workplace that is open to all opinions, businesses can develop a team that is collaborative, innovative, and highly successful.

Human centred leadership is an important skill set for any leader. By developing leadership skills that promote inclusivity, building high performing teams and creating a more inclusive workplace, managers can create a positive work environment that allows all team members to grow and reach their potential. This in turn leads to higher levels of productivity, better communication and more effective decision making for the business as a whole. Implementing human centred leadership can have a profound effect on the success of any business.

Book a Consultation

If you want to learn more about human centred 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!

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The Top Reasons to Implement Human Centred Leadership in Your Business

human centred leadership

The Power of Human Centred Leadership

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The Power of Human Centred Leadership

Human centred leadership is a powerful tool for driving effective change in any organisation. It puts people at the centre of its focus, empowering them to take ownership and responsibility for their own actions. This creates an environment where staff can positively contribute to organisational culture and success. Through nurturing relationships with employees, human centred leadership enables businesses to create authentic, meaningful relationships with their people.

Leadership training is an important part of human centred leadership. It provides staff with the leadership skills and knowledge they need to effectively contribute to the organisation. Training programs should be tailored to meet the specific needs of the organisation and its employees.

Promotes Effective Change Management

Human centred leadership helps organisations to make effective changes. By understanding the needs of their employees and helping them to get involved in change initiatives, effective leaders can ensure that organisational changes are more successful. People centric leadership also encourages good communication between staff members and managers, meaning that meaningful conversations can take place about any proposed changes and concerns or issues can be aired.

This helps to build a high performance culture and makes change management processes smoother. Human centred leaders also recognise the importance of creating an environment where employees can take risks and be creative, which can drive innovation and progress. When senior executives operate with leadership styles that put the needs of the people first, employees feel valued and respected, which can lead to increased motivation and productivity.

Learn more about our Assessment and Profiling Tools

Develops Meaningful Workplaces

Organisations that adopt a people centric approach have workforces that feel empowered and valued. By taking the time to really understand and connect with their employees, they can create meaningful workplaces where everyone feels comfortable to bring their unique skills and experience. This helps to improve communication between all levels of the organisation, leading to a stronger sense of unity and collective responsibility.

One way to embed a people first mindset throughout your organisation is to provide leadership development training to all employees that focuses on the importance of building relationships, understanding people’s motivations and creating an environment where everyone feels empowered to achieve their goals. By engaging employees in these kinds of leadership training programs, organisations can create a powerful culture of collaboration and mutual respect that is essential for any successful business. Human centred leadership has the potential to unlock high performance and organisational success.

“Leadership development is an essential tool for driving change and success in human centred organisations.”

Increases Job Satisfaction

A human centred workplace that positions the needs and well being of its people above profit is more likely to have employees that report a higher level of job satisfaction. Understanding that they are cared for on both a personal and professional level, employees in these kinds of organisations feel appreciated and respected, leading to greater motivation and engagement.

It can be critical to the success of your organisation that high potential talent are placed in a leadership training program that provides them the opportunity to develop their leadership skills and further their growth. As employees are more likely to stay with an organisation that invests in them, this can lead to increased retention rates which has many positive implications for any business.

The strengths of leadership training programs for human centred organisations are many. Staff who receive leadership development feel more empowered and motivated to take ownership of their work. They are better able to contribute to the overall success of the organisation, and create a positive work environment. 

Leadership training programs help to build relationships between employees and management, creating a more open, trusting workplace culture. This can lead to increased innovation and creativity, as well as improved performance. Taking a human centred approach to leadership  can also result in higher job satisfaction and retention rates, as employees feel respected and valued for their contributions. Overall, leadership development is an essential tool for driving change and success in human centred organisations. With this kind of leadership style at the wheel, organisations have greater potential than ever to achieve success.

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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!

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The Power of Human Centred Leadership

leadership development

The Importance of Executive Coaching

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The Importance of Executive Coaching

In order to be an effective leader, it is important to have compassion. Compassion allows leaders to understand and connect with the people they are leading. When people feel understood and connected, they are more likely to trust their leader and be willing to follow them. Leaders with compassion are also better able to handle difficult situations and emotions. They are able to stay calm and handle problems in a constructive way. Compassion makes for a better leader and a more successful team.

One of the best ways to develop compassionate leadership is through executive coaching. Coaching can help leaders learn how to be more effective communicators and better problem-solvers. When leaders make the effort to become the best they can be, the teams they lead become more successful.

Develop Compassionate Leadership

The necessity of exhibiting compassion in leadership is important for developing leaders to understand. It is essential for maintaining morale within the workplace as well. It also allows for creativity to develop. When a senior leader demonstrates compassion, it builds trust and respect from those they lead.

Being able to connect with the person or people on a deeper level in turn allows for more effective communication and coaching conversations. It also allows for a leader to better understand what is going on with their team or direct reports. This helps to create a company culture where relationships are not built purely on hierarchical lines.

Executive coaching can help developing leaders learn how to be more compassionate in their interactions with employees. Coaching can help build the leadership skills needed to be able to read and understand the emotions of others, and respond in a way that is supportive and helpful. This can create a more positive and people centric work environment, where employees feel appreciated and supported.

Learn more about our Leadership Excellence Program

People First Growth Mindset

Effective leaders who are dedicated to achieving success for their team will have a growth mindset. They are more willing to learn and take on complex challenges, and will often take on a people first leadership style. When leaders focus on meeting the needs of their direct reports and supporting their growth, team performance greatly improves.

A coaching style of leadership is one that asks questions and provides guidance, rather than giving direct orders. The mental health and wellbeing of their team is a high priority for compassionate leaders. They understand that happy and healthy team members are more productive.

People first leaders know that everyone has different strengths and weaknesses, and they focus on helping their team members grow in their areas of development. They utilise their coaching skills to work through mistakes with their employees to find solutions, treating them as opportunities for leadership development and improve performance.

“The mental health and wellbeing of their team is a high priority for compassionate leaders. They understand that happy and healthy team members are more productive.”

Assist in Implementing Change

Implementing change can be difficult, but it is often necessary in order to improve an organisation or individual’s performance. Executive coaching can be a valuable tool in helping individuals or groups to implement change successfully. Coaching provides support and guidance, and helps to keep everyone on track. It also helps to ensure that the changes that are made are sustainable.

When senior executives and managers are equipped with the leadership skills required to take a human centred approach when leading through change, they are able to create a vision, communicate it effectively and motivate others to achieve it. This enables organisations to successfully navigate through difficult times and emerge stronger.

Leadership development is not only beneficial during times of change, but can also be helpful in maintaining a high level of performance over time. Organisations that want to achieve long-term success need to have a coaching culture in place. Coaching helps individuals and organisations to continuously learn and grow, which is essential for success in today’s rapidly changing world.

Leadership is a complex topic, and there are many different styles that can be effective. What is most important is that established and developing leaders understand the needs of their team and provide support in order for them to grow. Leadership development coaching helps individuals or groups to successfully implement change. Through compassionate leadership and a focus on putting people first, organisations can create a positive and productive work environment where employees feel supported and valued. This in turn helps to improve performance and long-term success.

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!

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The Importance of Executive Coaching