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What Leaders are Doing to Combat the Great Resignation

The global pandemic and increased time spent working from home, has given us all the opportunity to reflect on the importance of developing a positive work-life balance. For many, this reflection has affected the way they think about their career and even question the value of work in their lives. Dubbed the Great Resignation in the US, COVID-19 has seen millions of people from all levels of the workforce make the decision to leave their jobs. Experts believe that this trend will begin to affect Australian businesses as recently reported on the ABC, Buckle Up, The Great Resignation is heading Australia’s way.Even as more and more organisations return to the office, there is a hesitancy from many individuals to do so. This is leading to them seeking reduced responsibilities or exiting from the workforce altogether.

 

How can organisations retain top talent?

 

Communication is Key

The necessity of adapting to remote operations has shown employees that flexible working conditions are not only possible but sustainable over the long term. Accommodating for more remote operations comes with its own set of challenges for leaders of such teams. A development training program that focuses on leading virtual teams can address the specific challenges of communication, the use of technology and team well being that affect them can be a great asset. 

The success of virtual teams hinges upon their ability to communicate effectively over a variety of mediums where an instenaious reply is not guaranteed. This means that information and ideas must be presented with careful clarity in order to avoid misunderstandings. Establishing a communication plan that includes providing regular feedback on performance, is integral to ensuring that all team members understand their role and how they are contributing to achieving objectives. 

 

Embrace New Technology

The ability for remote teams to exist is thanks in large part to the advancement of technology over the past century. Where office spaces were, and often remain, necessary in order for employees to have access to computers and tools required to get work done, it would be difficult to find a home today that doesn’t have at least one working computer. The prevalence of modern technology has meant that businesses are no longer limited to hiring exclusively local talent. Similarly, high potential employees are able to seek opportunities with companies with interstate or international offices without having to relocate.

Virtual leadership development has seen a significant increase over the past two years. Many companies prefer to have their training programs delivered this way as it is less disruptive to daily operations. The accessibility of online training programs also makes it possible for a greater number of participants to be included. Companies who actively provide opportunities for remote employees to develop and progress in their careers are far more likely to retain those high performing individuals who will go on to drive the business forward. 

 

There has been a great culture change in attitudes towards the importance of mental health in recent years. This has certainly been particularly prevalent since the beginning of the pandemic. Today’s workforce places a higher value on job satisfaction over job security than has previously been seen. The onus is on employers to provide fulfilling and flexible workplace environments in order to entice employees and garner loyalty.

 

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.

What Leaders are Doing to Combat the Great Resignation

Personal Values

The Importance of Understanding your Personal Values

For many individuals today, fulfillment in their work is a driving factor in their decision to take on a leadership role. The same is true of those in existing leadership positions. We often hear directors and hiring managers discuss a person being the ‘right fit’ for a role. What we hear discussed less often, is whether or not a role is the right fit for the individual. You may have the talent and capability to perform well in a leadership role however, when the company’s values do not align with your own, it can be difficult to engage with not only the work, but also your team.

Understanding your Personal Values

Getting clear about what your personal values are can help to provide guidance in what it is that you are looking for in a company that you want to work with. Our values indicate what is most important to us and what motivates us to achieve greatness. A personal values assessment helps to identify our most strongly held beliefs. This understanding will give you a greater insight into whether or not you would feel satisfied working for a particular company. When their values do not align with yours, you may face resistance in attempting to implement strategies. While the company you work for defines policies and certain rules, it is your own values and priorities that determine your personal leadership strategy and how it will be achieved. 

Better Working Relationships

People who share the same values as those they work with are much more successful in achieving results compared to those with conflicting values. Having shared values doesn’t necessarily mean that you will share the same opinions as others, but it does mean that you share similar goals and intentions. Discovering your team and personal leadership values helps to build more effective working relationships. Sharing connected values enables individuals to more easily relate to one another, communicate ideas more effectively, and overcome difficulties much faster.

More Committed Employees

When an individual’s personal values are aligned with those of the company, their motivation and engagement with the work increases. They know that their contributions are important to the overall success of the organisation, and so are more dedicated to performing at their highest potential. Senior leadership assessment can be a useful part of the hiring process to determine how an individual will support the company’s vision and values. The alignment of individual and company values leads to greater success for both parties because their priorities are each focused on achieving the same end result. 

 

Better Decision Making

Our values are what contribute most to the decisions we make. Developing leadership excellence teaches us that it is important to draw on our personal experiences and beliefs in order to lead more effectively. A clear understanding of our values allows us to make better decisions in the face of uncertainty. When faced with difficult choices, asking ourselves which option most aligns with our values and what we are striving to achieve can be a guide towards the choice with the greatest chance at success.

Leadership assessment tools are integral when training for leadership excellence. They afford us the opportunity to reflect on the things that matter most to us and how they affect the way we lead. For individuals, understanding your personal values lets you know that the decisions you make are in service of your goals. Organisations also need to have an understanding of the personal values of their employees to ensure that overall growth and success can occur. 

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.

 

The Importance of Understanding your Personal Values

team development

5 Reasons to Consider Executive Coaching

The business landscape of today has seen a significant shift in focus towards company values and workplace culture. In order to be seen as an employer of choice for current and potential employees, leaders must take up the challenge to create such environments. High potential talent are striving to build their careers with organisations and leaders who center people development in their business growth. Senior leadership training can play an integral role in developing the traits that skilled employees are looking for.

 

Improve Interpersonal Relationships

Workplace culture is defined by the people within them. The culture is only as strong or impactful as the personal connections between individuals. It is particularly affected by the relationship between leaders and their direct reports. Leaders who engage in executive leadership coaching often discover that their self-awareness, emotional intelligence, and emotional literacy improve alongside the tactical skills they set out to achieve. These ‘soft-skills’ are some of the most important for building strong interpersonal relationships. 

 

Leading Change

These connections become increasingly important during times of change or transition. The benefits of executive coaching allow leaders to develop more effective change-management capabilities. When faced with uncertainty, employees require support, communication, and consistency. Meeting those needs through implementing coaching skills has many trickle-down benefits as executives, leadership teams, and their direct reports build stronger roadmaps through change that not only preserve, but enhance performance.

 

Gain a Competitive Advantage

Establishing a coaching culture within your organisation creates space for growth and innovation that attracts clients and employees alike. Supported development of high potential employees is desirable for individuals building their careers, while reducing turnover and retaining top talent. 

 

Improve Goal Orientation

Individuals often seek an executive coaching program to help them better define and achieve their career goals. The coach’s role is to assist the individual in identifying what is preventing them from reaching those goals. Strategies are then created to work towards overcoming obstacles and filling any skills gaps that may be contributing to their stagnation. In building these skills, participants can considerably reduce the time taken to achieve success.

 

Become a more Effective Leader

Effective leadership is the result of strong working relationships and the ability to inspire and influence behaviour. Developing leadership excellence helps leaders to connect teams to their vision, that then translates into successful action and performance. For this to occur, long-term goals must be clearly defined and regularly communicated. Consistent focus on the larger objectives mitigates delineation, allowing for continual progress to be made.

 

The most successful organisations utilise coaching for leadership excellence to motivate high performance at every level. Personal connections, as well as a connectedness to business strategy, creates an environment that allows innovation and people to flourish. Top performers are retained who will go on to lead future high potential talent, and propel the business forward.

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.

5 Reasons to Consider Executive Coaching

Leadership Excellence

The Importance of Leadership Excellence for Performance

The consistently changing market, customer, and technology landscapes of today’s business environment has demonstrated a shift away from traditional hierarchical leadership structures. Emerging organisations have a different business paradigm, meaning that to remain competitive, existing organisations can no longer rely on the leadership of an individual or small executive team to meet the challenge. The talents, skills, energy, and ideas of the entire organisation must be harnessed to see continued success. 

Why you need leadership excellence

Effective leadership is integral to any successful organisation. Leading high performance teams requires the skillful application of influence and inspiration of others to transform potential into reality. In developing leadership excellence leaders understand how to wield their influence in order to inspire enthusiasm and passion for projects that lead to more engaged and productive teams. When organisations have effective leadership practices in place, an organisational culture develops that is open in its communication. Everyone understands the vision and objectives of the business, and has the opportunity to share ideas on how they can be achieved or improved. People feel a part of the conversation and that they are an important part of building the success of the organisation.

When these conversations are constructive, they have a valuable and positive impact. Effective leaders are able to bring out the best in their teams by encouraging personal investment. Offering high performance training to individuals at every level of the organisation not only demonstrates your investment in their development, it invites them to do the same. As individuals enhance their own capabilities, tailored development programs can ensure that you instill in them a clarity around the values and vision needed to achieve organisational goals. 

 

Using leadership excellence to drive performance

High performance team leaders understand the importance of providing space for teams to reach their full potential. Individuals who have held decision making positions within high performance teams will be better equipped to take on greater responsibility as the needs of the organisation evolve. Training and experience in high pressure environments ensures that future leaders have the skills needed to keep up with the rapidly changing business landscape. 

Developing emerging leaders through high performance training not only increases the longevity of your organisation’s leadership, it also improves individual’s performance in their current positions. The best high performing teams are frequently shown to have had resources invested in their development. The return organisations receive on this investment occurs repeatedly as individuals progress in their careers and development. 

 

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.

 

The Importance of Leadership Excellence for Performance

High Performance

3 Steps to Building High Performance

A strong relationship between leaders and their team can make a significant impact on productivity and performance. There can be little doubt that great leaders produce better business outcomes. When it comes to leading high performance teams, actively seeking opportunities for improvement is what ensures and maintains their success. 

 

Understand your Leadership Style

Effective leadership stems from a great self-awareness that means leaders are able to continuously improve business relationships and push for exceptional results. Whether we are conscious of it or not, we all have preferences in the ways in which we lead others. Becoming cognisant of what our preferences are, and how this forms our personal leadership style, allows us to implement business strategies that are more effective. When we know ourselves better, we are able to leverage leadership excellence to drive performance.

 

 Advocate for Innovation

Developing high performance in teams can be as simple as challenging them to think more innovatively. The success of many high performance teams is often due to their ability to come up with new ideas and creatively solve problems. Leaders of such teams are willing to experiment and take risks in order to reach higher levels of achievement.  Building effective teams along with real leadership is one of the most important drivers of organisational success. A strong capability to innovate in service of their goals enables teams to outperform expectations by delivering exceptional results.

 

Engage Learning with Experience

Performance training programs are continually proven to be more effective when the lessons are then applied on the job. Too often, we will engage in shorter workshops or seminars but fail to incorporate the lessons in practice. Effective leaders develop their leadership in action; discovering strategies that drive performance, and learning from mistakes. In order to inspire lasting changes in the performance of others, leaders need to make a deliberate effort to display changes in their own behaviour.

 

The success and growth of any business is largely dependent on the implementation of strategy by leaders and the performance of their teams. Great executive leaders understand the necessity of leadership development training for building high performance at all levels of their organisation. Developing our leadership style and implementing our learning to push for innovation leads to stronger, more outstanding performance. 

 

 

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.

3 Steps to Building High Performance

Spheres of Influence Explained

Spheres of Influence Explained

A person’s ability to influence the beliefs and behaviors of others is fundamental to the success of their leadership. There are countless factors that contribute to the specific areas in which we wield any influence. We will each naturally have certain areas in which our influence will be stronger than others. The Spheres of Influence demonstrate this at three core levels – Control (at the centre), Influence, and Concern. The further from the centre we get, the less precisely we are able to affect other people and systems.

 

Sphere of Control

The Sphere of Control is the smallest of the three and contains everything that we can have a direct impact upon. Often as leaders, we are put in a position that seemingly affords us a great amount of control over the people and environment around us. This is simply untrue. Each of us can only control and be responsible for one thing –  ourselves. The Sphere of Control contains only what we think, what we say, and what we do. In training for leadership excellence, we develop the ability to recognise that which falls within our control with more certainty and greater clarity. When we learn to take control over only that which we can, we become more effective leaders.

 

Sphere of Influence

Next is the Sphere of Influence. It contains all that we are able to affect but not directly control, including the actions of some people and systems you operate with. Effective leaders are careful to build influence with trusted colleagues and direct reports in order to successfully implement their vision. Developing leadership excellence allows leaders to understand the importance of the relationships they have with their team for their collective success. It is about using your position of authority to inspire passion and drive in others to achieve shared objectives and goals.

 

Sphere of Concern

Finally, the Sphere of Concern is the largest and contains everything that you might be concerned about yet cannot control or influence. This includes individuals in other departments or teams, systems we cannot affect, or even the weather. It does little good for us to spend time and energy focusing on these things, particularly when we do not possess the ability to alter them. Effective leaders will, of course, need to be mindful of how external factors impact their performance, but their focus will be on the work they are doing and the actions they are taking. 

 

An important component of leadership excellence is our ability to identify which elements in our lives belong to each of the Spheres of Influence. The leadership excellence program discusses this framework to help participants balance their focus on each sphere and develop more effective leadership. Current and aspiring leaders who undergo this type of executive leadership training will have a stronger impact on the performance of their team. Great leaders understand the importance of focusing their efforts and resources on the things they can directly Control and Influence will lead to greater long term success.

 

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.

 

Spheres of Influence Explained

build leadership excellence

5 Reasons for Building Leadership Excellence

Great leaders empower and inspire us to perform at our best. Effective leadership allows space for direct reports to flourish and make valuable contributions towards both their personal and organisational goals. Senior leadership training provides the opportunity for leaders to develop and leverage their ability to influence the behaviour of others that improves performance. 

 

Increase Productivity

Leaders who regularly practise leadership excellence understand the value of encouraging self-sufficiency in their teams. Their primary  role is one of motivation rather than instruction. Teams are able to drive their own success with the support of their leader. Effective leaders inspire passion and pride within their team to increase productivity and achieve results. A leadership excellence program helps participants to create a framework that allows teams to be independently motivated and high performing.

 

Better Decision Making

Training for leadership excellence builds higher levels of emotional intelligence. This gives leaders a greater perspective when it comes to decision making. Developing our emotional intelligence is advantageous to mitigating risks or potential negative consequences of our decisions. Understanding how our emotions affect our choices allows us to gain insight into the driving forces behind the behaviour and decisions of others. As leaders, we must support others in recognising their own unconscious emotional biases to allow space for more informed decision making.

 

Retain High Performers

An investment in leadership development training significantly reduces the likelihood of losing your top performers to other opportunities. Identifying high potential talent and nurturing their development can ensure future, long-term success. Programs that focus on refining and implementing business strategies help participants connect and commit to the goals of the company. Providing leadership training to high potential employees supports career pathways,  succession planning, and increases retention.

 

Builds Confidence

Confidence is an important pillar of effective leadership. Leaders must have the confidence in their own knowledge and capabilities, as well as that of their team members, in order to drive success.  Both established and aspiring leaders experience self-doubt from time to time. Unfamiliar challenges and changing business landscapes can create uncertainty. The benefits of leadership excellence provide us with the groundwork for figuring out how to overcome these challenges. We may not have the exact answer to a problem, but we are able to rely on our ability to source the solution and lead teams effectively. 

 


Implement Effective Leadership

One of the benefits of leadership excellence is developing the capability to uncover your personal leadership style. There are a number of different leadership styles, each with unique benefits and disadvantages. Understanding your personal ‘life-story’ and how to use it as a tool for leadership, builds a connection between you and your team. Leveraging this connection can help you to hone a leadership style that your team will best respond to.

 

 

 

Building leadership excellence creates more effective leaders and higher performing teams. Strong leaders are able to connect their personal experiences to their leadership style and inspire confidence and motivation in others. Their role is to support and develop the skills of their team members to foster an environment that values growth that leads to increased performance.

 

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.

 

5 Reasons for Building Leadership Excellence

lifestyle inventory assessment

Getting the Most from Leadership Assessments

Before embarking on a leadership development journey, you need to understand what the changes you want to make are and why it is important to make them. We can not get to ‘point B’ if we do not know where we are at ‘point A.’ Completing a leadership assessment survey provides us with clarity about our current capabilities. We can identify areas for improvement and create a pathway to help us achieve our goals. Reviewing our competencies will allow us to track our progress in real time and make ongoing, valuable change that make us better leaders.

 

As an Individual

A leadership assessment can reveal insightful nuances about an individual person’s behaviour and way of thinking. When developing leadership excellence it can be helpful to understand these nuances so that training programs can be tailored to suit the individual’s thinking preferences and so, be more effective. Leadership assessment tools like the HBDI® and Everything DiSC® look at leadership through a personality based lens. The decisions we make are intrinsically biased by the ways in which we prefer to operate. Knowing what our unconscious biases are allows us to mitigate their impact, or leverage them at times they can be most effective. Knowing which traits we avoid is also useful in providing us with a place to start our learning. Effective training programs will be able to frame these limitations in ways within the scope of the individual’s preferred leadership and learning style. This makes the skills they are still developing more accessible when approached from a place of familiarity.

 

As a Team

The importance of leadership assessment at an individual level should extend to benefit the teams being led. There is a great value in assessing the leadership capabilities of an entire team. It is of course important that the members of a team get along and work well together. But there is also a risk that a lack of diverse perspectives will lead to stagnating performance. The benefits of leadership assessment for teams is that it discloses areas where there are gaps in skills and ways of thinking. Understanding each other’s thinking preferences makes us better communicators and effective problem solvers.  Building balanced, well-rounded teams provides more opportunities for collective growth.

 

Showing Up

It is not enough to simply fill out a survey about your skills and be done with it. You have either chosen, or have been asked, to complete a leadership assessment because you want to know yourself better. This includes accepting the areas in which you lack strength, and being willing to put in the effort to improve those skills. The best leadership assessment tools can, and should, surprise you in some way. Recalling why it is important for you to undertake this assessment holds you more accountable to yourself, your team, and helps you ‘show up’ in your leadership as someone open to opportunities for growth.

 

Assessing leadership excellence creates a space for individuals and teams to deepen their understanding of themselves and how they show up to face challenges. It allows us to form stronger relationships and improve performance through harnessing the differences in where our strengths lay.

 

 

 

 

 

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.

 

Getting the Most from Leadership Assessments

individual values assessment

5 Benefits of Leadership Self-Assessment

Conducting a leadership assessment can give you an objective idea of your capabilities and talents as a business leader. Having a strong understanding of your competencies allows you to capitalise on your strengths and mitigate the impact of potential skills gaps. The benefits of leadership self-assessments reach far beyond the individual to improve interpersonal relationships and organisational performance. 

 

Increase Self-Awareness

Learning more about yourself and the way you lead has a direct impact on your leadership effectiveness. An honest assessment of your leadership capabilities will reveal ways you can build upon your strengths and help you to confront weaknesses. This is not only key for your personal development, it will also increase your team’s trust in you and boost your credibility. It can be difficult for direct reports to offer candid feedback to leaders, so increasing your own self-awareness will have a greater impact on developing and sustaining leadership excellence. 

 

Create Goals

No matter what stage of your career you are in, a leadership self-assessment can provide insight into your abilities as a leader. There are a variety of tools that will help you to understand your strengths and performance in different areas. In developing this understanding, you will also discover the areas in which you need to focus future learning to be able to take on new challenges. For those with aspirations of becoming senior leaders, this can provide clarity and specificity on the experience and leadership training required to reach their career goals.

 

Progress Tracking

A lifetime career in leadership means that you should regularly be reassessing your own leadership skills. As the business landscape changes, so too should our approach to leadership. It is beneficial to both you and your teams that you stay ahead of current strategies and teachings. Undertaking leadership assessments at different stages throughout your career ensures your development remains aligned with your goals, and may even open up new opportunities that weren’t previously possible.

 

Clarify Development Plans

Leadership assessment tools play a critical role in the progression of organisational success when utilised as part of a leadership development plan. Assessing leadership excellence across all levels of the organisation helps executives to identify gaps within the talent pool, as well as those with the potential for senior leadership development. Opportunities for development can be prioritised to have the greatest chance of success. Leadership assessment allows individuals to gain a better sense of the part they play in the success of the organisation, and how they might expand their scope in the future.

 

Improve Working Relationships

Gaining clarity on your own styles of leadership and performance makes it easier to recognise in others. You can meet them where they are to develop personal connections and trust. More effectively influence their behaviours by adapting your approach. Understanding your own ‘life story’ and how to use it as a touchstone for leadership allows you to form meaningful relationships with your team and improve overall performance.

 

While it is important for current and aspiring leaders to gain insights into their leadership capabilities to excel in their career, they should also be aware of their impact on team performance as well. The best tools for assessing leadership excellence will have benefits that stretch beyond the individual. Role-modelling a desire to improve both personally and professionally, leads to increased levels of trust and productivity throughout organisations.

 

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.

 

5 Benefits of Leadership Self-Assessment

Building Good Habits

The Importance of Building Good Habits

We often set ourselves aspirational goals when we are feeling highly motivated and energised, only to find later on that we do not possess the tools needed to reach those targets. This can lead to feelings of self-doubt, or perceived inadequacy in our own capabilities. In turn, we lose motivation to act in pursuit of our goals and we stop making progress. Reducing the scope of our goal setting however, is not the solution. After all, developing leadership excellence requires clear and ambitious goals. To achieve those goals, we need to give ourselves the advantage of having the right tools in place that allow us to succeed.

 

Turn Goals into Habits

An issue that often arises when setting goals is that we want – or even expect – that we will be able to achieve them in a short timeframe. Even when we understand that logically, lasting change takes time and effort to accomplish. The number one way you will reach your goals is to create habits around them and build them into regular actions. It is about transforming the idea of what we want to achieve into actionable behaviours that contribute to greater, long lasting changes. 

 

The formation of entirely new habits makes them inherently difficult to stay consistent with because we are not used to performing that behaviour. In order to affect change, the best course of action is to anchor the habit you want to create to a specific time, location, or both. Using this method, the time and location become a trigger for you to implement the new habit you are forming. The Actionable Habit Builder calls this the New Habit Formula:

When (trigger) happens, instead of (current behaviour), I will (new habit).

When building new habits, specificity is important for establishing a metric by which we can measure our progress. The Actionable Habit Builder is a useful tool for senior leadership training because it encourages us to create specific habits that lead to effective behavioural changes.

 

Amplify Motivation

Our motivation to complete tasks is one of the most unpredictable factors in reaching the formation of new habits, even ones we want to initiate. When we experience high levels of motivation, it is more likely that we will enthusiastically commit to immediate action. However, if we are constantly waiting to be in the ‘right’ frame of mind before we take action, we simply don’t; and our behaviours do not change. It becomes a question of how we overcome feeling demotivated in order to make positive changes.

 

One of the benefits of executive coaching is that it is an opportunity for participants to explore their goals with someone who understands their underlying motivations. Working with an executive coach reveals the deeper thought processes that go into decision making and habit formation. In coaching leadership excellence, you are given a deeper understanding of your strengths and weaknesses. The relationship you form with your coach allows them to identify key factors that may be getting in the way of consistent habit practices. They can then assist you in creating strategies that overcome those roadblocks. Through regular coaching sessions, you and your coach work together to implement those strategies and hold you to account. Forming new habits takes time and effort to succeed. There will be times when your self-motivation depletes. When this happens you need to understand why that is happening and what you can do to overcome it so that you are still able to make progress.

 

Making lasting changes in our behaviour can be a daunting and difficult undertaking without the right support in place. Habit building tools and executive coaching programs provide support by allowing us to dig into what it is we want to change and why it is important that we do so. They hold us accountable so that we can see for ourselves the progress we are making. Forming good habits has many positive benefits on our behaviours and when tied to larger goals, helps us take regular action to achieve them sooner.

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.

 

The Importance of Building Good Habits

Authority and Leadership

The Difference Between Authority and Leadership

The ability to successfully influence the behaviour of others is entirely dependent on the source. Influence via authority may at first appear to be an obvious example, the influence it yields may not have the desired outcome. Conversely, influence affected by inspirational and self-modeled leadership is far more likely to result in the desired action being taken. While there can be overlap of these two concepts, it is important to remember that they are not mutually inclusive. Confusing one for the other may have damaging effects on team performance.

 

Authority

In many workplaces, a person’s authority often stems from the title or position they hold within either their team or the organisation. This is often the case when there is a clear distinction between the person ‘in charge’ and the rest of the group. Managers and executives may use the power their title gives them to make and enforce decisions. While necessity sometimes calls for this, a manager who makes uncompromising demands of their team regularly may also find that performance diminishes or that there is high employee turnover.

 

Having authority over another group of people does not grant you dedication or respect from them on the basis of your title alone. Authority is merely the right to use the power your position allows you. It  can be a necessary tool in leadership and developing high performance. However, a reliance on authority over more influential leadership skills, will only alienate your team from their goals. Training for leadership excellence shows us how to overcome the mindset that authority is equal to leadership. 

 

Leadership

Where authority is bestowed upon a person in a certain position of a hierarchy, leadership is a characteristic that can be found in people regardless of their position. Those with strong leadership qualities are often able to motivate and inspire others simply by setting the example for them to follow. When this kind of person also happens to be a manager, the result is often high performance teams. A manager or executive who asks for the support of their subordinates to implement decisions will have a greater chance of meeting collective goals than those who order tasks to be completed.

Leading high performance teams requires some relinquishing of authority to ensure that achievements are reached through a collaborative process. Building and sustaining leadership excellence means that leaders understand how to have a more impactful influence on team behaviours because they take the care to engage on a more personal level. Important challenges are solved with peer consultation and individuals are empowered to put strategies into action. 

 

Finding a Balance

People often confuse the terms authority and leadership because we have historically considered authority as a defining trait of leadership. However, attempting to influence behaviour through authority alone can be met with resistance and changes take longer to accept. 

Gaining the respect and trust of colleagues is understood by great leaders to be a privilege. By forming a personal relationship with their teams, leaders earn the authority their position provides. High performance training programs aim to develop trusting relationships within teams that lead to increased productivity. Leaders who use their positional power to support, coach, and further develop their teams will gain followers who chose to be led. While it is true that authority is a necessary aspect of managing a team or running an organisation, it is not always the most important.

 

As a leader, how do you overcome the limitations of authority?

 

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.

 

The Difference Between Authority and Leadership

Dare to lead

Overcoming the 5 Dysfunctions of Teams

No matter how cohesive and successful a team may be, it is inevitable that they will face challenges that could potentially derail their productivity. When this happens in high performance teams (or indeed, any team), we need to look beyond the symptoms of low performance to find the true cause of this behavior. Based on the work of Patrick Lencioni, the 5 Dysfunctions of Teams explores the idea that to resolve surface level issues, you must first attend to lower level needs. Each dysfunction impacts on overall performance and must be overcome in order for teams to perform at their best. 

 

Dysfunction 1: Lack of Trust

The first dysfunction Lencioni identifies is a lack of trust amongst team members. When trust is minimal or absent, it is often because individually, we are afraid to appear vulnerable in front of others, and want to maintain an image of infallibility. This stops us both individually, and as a team, from asking for advice and developing collectively. We may even hesitate to provide positive feedback to others, or assist in areas outside of our own responsibilities.

Overcoming this fear of vulnerability, opens up opportunities to understand each other on a more personal level. Nobody is perfect. Being able to own up to that and admit to our weaknesses makes others around us more comfortable, and more likely to start doing the same. Learning about Rumbling with Vulnerability is a pillar of the Dare to Lead™ program, based on the work of Brene Brown. This section of the program aims to dispel many misconceptions people have about vulnerability. Typically thought of as a display of weakness, in Dare to Lead™, vulnerability becomes known as one of the fundamental tools for leaders to establish trusting relationships in their teams.

 

Dysfunction 2: Fear of Conflict

Team performance is enhanced when there are diverse voices contributing to the conversation. While this provides an incredible opportunity to achieve better results, it can also cause hesitancy to share an opposing idea for fear of creating conflict. Controversial topics are ignored even if they have the potential to create success for the team.

A great first step to take in creating constructive conflict is to be intentional about how these conversations take place. Designating even one-hour a month is an opportunity for your team to be able to voice their opinions, safe in the knowledge that they will not be negatively received. A leadership excellence program can be useful in building group dialogue skills that help teams to have conversations that matter. These are conversations that allow teams to delve deeper into topics or issues that are important to them, and they are then able to come up with resolutions as a unified group. It is important too, that these conversations be held regularly for sustaining high performance.

 

Dysfunction 3: Lack of Commitment

Perceived inaction, avoiding difficult conversations, and ambiguous goal setting are just a few reasons why there may be a lack of commitment from team members. Without clearly defined goals, teams do not know what it is they are working towards and therefore, have no real investment in the work they are doing. The same is true when there is limited communication surrounding decision making and problem-solving. 

When decisions are made that impact your team, explaining the rationale that led to that decision will help them understand and accept new changes. Inviting your team to be part of the decision making process also gives them a personal incentive to successfully implement those changes. Understanding the ‘why’ is important for building commitment to the actions being taken. Giving your team a strong reason for, and belief in, the work being done leads to increased dedication and better performance.

 

Dysfunction 4: Avoidance of Accountability

The ability to hold oneself accountable is a skill that is closely tied to our willingness (or lack thereof) to be vulnerable and admit to our mistakes. We fear failure. Sustaining high performance in teams also requires that team members hold each other accountable as well. Often we avoid doing this for fear of causing conflict even when an error would be costly. This results in team leaders becoming the sole source of accountability for the whole team. This can quickly become an overwhelming task for one person, especially in large teams.

 

Owning up to mistakes shows that you are responsible for your own actions. True self-accountability goes beyond this when you make conscious and demonstrable changes in your behaviour, or work to correct specific errors. Holding others accountable does not have to be a combative exercise. Intent is important here. Criticism for its own sake is counterproductive to team effectiveness. Blame is not the same as accountability. Feedback should aim to support the recipient and help them to constructively improve future performance.

 

 

Dysfunction 5: Inattention to Results

When the vision of team success is overlooked in favour of individual achievement, collective progress stagnates. You may even lose valuable market competition, or results-oriented team members. While leading high performance teams usually means there are high levels of self-motivation to completing tasks, it is the leader’s role to ensure a clear team focus. As with the avoidance of accountability, leaders must ensure that each member of the team has a concrete understanding of how their individual role contributes to the team purpose and achievement of results. 

Measurable metrics will be a considerable aid in maintaining team focus. A useful practice in developing leadership excellence within teams creating habits for success. By setting simple goals, and rewarding the team as a whole for their success, fosters a greater connection amongst team members and continued desire to achieve results. 

 

Understanding the 5 Dysfunctions of Teams is important for leading high performance teams. The capability to diagnose workplace challenges and overcome them is an integral part of developing leadership excellence. Dysfunction prevents effectiveness in the pursuit of team success and cohesion. Delving into how each dysfunction contributes to challenges, helps teams to form better and long lasting solutions. 

 

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.

 

Overcoming the 5 Dysfunctions of Teams

Team Management Profile

Benefits of the Team Management Profile (TMP)

The key to organisational success lies in the ability of people to work effectively together. This only occurs when individuals understand their unique contribution and use these insights to implement change. The Team Management Profile is a research-based psychometric profiling tool for personal, team, and leadership development that delivers a framework to build high performing organisations. It gives individuals the self-knowledge and strategies required to improve their performance and work.

 

For the Individual

As a personal development tool, the Team Management Profile helps individuals discover their strengths as a contributing member of their team. When we do not enjoy the work we are doing, motivation is low and results in poor or average performance. The Profile asks individuals to reflect on their role and identify their preferences for certain tasks. They gain a holistic depiction of their individual approach to work. Often what is found is that people are taking on tasks that do not excite them, or provide a sense of accomplishment. When teams achieve a higher level of connection between their work preferences and job demands, it increases the team’s energy, enthusiasm, commitment and motivation, as people are undertaking work they enjoy.

Gaining an understanding of your personal Team Management Profile allows leaders to form a complete idea of their leadership style. This can be particularly useful for potential leaders and those looking to advance to more senior positions. As a detailed, work-focused feedback tool, the Profile provides insights into how an individual approaches work, and working with others. This allows them to develop strategies to improve working relationships, and harness their strengths to make progress in their career goals.

 

For the Team

From a team perspective, the Profile is even more invaluable. Once you have a map of the team’s collective strengths and areas for improvement, a team can easily strategise on maximising their strengths and minimising the gaps. Designed specifically for use in the workplace, the Team Management Profile provides a complete approach to building balanced, high performing teams. Understanding an individual’s strengths and approach to work, helps leaders to diversify their teams and ensure that there are as few development gaps as possible. Teams that understand each other’s approach to work are better collaborators, better communicators, and better at engaging with conflict resolution. Collectively, this allows for enhanced team productivity. 

Where gaps do occur, the Team Management Profile assesses the likely impact of the least represented roles in the team. From this, an action plan can be created that might involve re-delegating tasks, outsourcing the skills needed, or implementing training programs. By linking the learning back to a concrete training and development plan, the Profile provides a proven framework and model to navigate change. 

 

The TMP is about learning, not assessment. The Profile can be used throughout organisations to improve performance and achieve better business outcomes. The Profile provides a common language and framework for individuals, teams, and organisations to recognise their strengths in the workplace, enabling positive, lasting change. Constructive, work-focused information helps individuals understand why they work the way they do, and how they can develop strategies to improve how they work with others. The Profile and related materials provide insights about your work preferences in relation to leadership style, team building, interpersonal skills, and communication.

 

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.

 

Benefits of the Team Management Profile (TMP)

human synergistics

The Tools of Human Synergistics

Increasingly, the idea of the workplace ‘culture’ has become an important part of what makes an organisation attractive to both employees and customers. At its core, the workplace culture is the shared behavioural norms and expectations that influence the way individuals approach their work and how they interact with one another. Many organisations will espouse some philosophy of what their ideal culture looks like. The way their people act however, may not fall in line with those ideas. This is the difference between the ideal and the lived, or current cultures. Determining your organisation’s ratio can help you to identify key areas to improve overall performance at the individual, group, and organisational level.

 

Individuals

Effective individuals are aware of how their own thinking influences their outlook, their response to others, and the impact of their behaviour on those around them. The Life Styles Inventory™ enables individuals to discover new ways of thinking and behaving to improve their interpersonal relationships. By identifying how their actions are supporting or detracting from being able to provide quality performance, participants learn to better cope with stress and change. 

 

Leaders can take this even further as they shape the culture by role modelling behaviours that influence the ways that others operate in their work and interactions. The Leadership/Impact® and Management/Impact™ surveys measure leadership effectiveness and can help to identify the relationship between how you lead and the impact it has on the behaviours and performance of others. By assessing a leader’s actual impact, specific leadership strategies can be devised to meet that of their desired impact. 

 

Groups and Teams

Through highlighting factors that both help and hinder performances teams are empowered to change the way they operate and behave. The Group Styles Inventory™ provides a valid and reliable measure of how people in groups interact and work together to solve problems. Participants are given a safe opportunity to talk about their behaviour and have in depth conversations to identify their impact on group performance. Engaging in conversations that matter, teams are able to improve individual ability to work collaboratively. 

 

Organisations

Organisational performance is directly impacted by the organisational culture. As with leadership, the impact of organisational culture is a dual measurement of the Organisational Culture Inventory and the Organisational Effectiveness Inventory. Both of these instruments work together to provide a complete picture of the behaviours and factors that drive the culture. They monitor and manage culture over time and continually identify targets for change to enhance strategy implementation. This is important because of the ways culture influences how the business strategy is executed and how effectively it adapts to operational changes.

 

Managing a high performance culture is one of the most important tasks of any senior executive, regardless of the size of the organisation or industry you are in. A partnership with The Leadership Sphere enables you to develop leadership capability in a way that creates value through leadership effectiveness. We can help individuals, groups, and organisations to understand the value of constructive thinking and behaviour to make them more effective.

 

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.

The Tools of Human Synergistics

everything disc

The DiSC Profiles

The Everything DiSC® profile personality assessment provides insights and strategies for improving working relationships, resulting in a collaborative workforce with an elevated organisational culture. Dominance, Influence, Steadiness, Conscientiousness. These are the four personality profiles of the Everything DiSC personality testing suite. Each distinctive profile is designed to help participants better understand themselves and others.

 

(D) ominance

People who fall into the Dominance personality profile tend to be confident and outspoken. They place an emphasis on accomplishing bottom line results and ‘seeing the big picture.’ Though people in this quadrant can be viewed as demanding or assertive, they will often be willing to face challenges and take action. Being competitive in nature, they are able to leverage their creative thinking to overcome opposition. As leaders, they are pioneering, resolute, and focused on achieving results. 

 

(i) nfluence

Influential personality types are able to shape their environment and persuade others though their enthusiasm, optimism, and trusting natures. They prioritise relationships and collaboration as motivators to reach team goals. i style leaders engage their teams by generating excitement and enthusiasm for projects. They will often take on the role of coach or counsellor due to this ability. The perception that they are charming and supportive people aids their proficiency in influencing others in their leadership.

 

(S) teadiness

The person who falls within the Steadiness quadrant may have difficulty in adapting to sudden changes, though they value collaboration and consensus driven problem solving. They aim to cultivate harmony and stability while striving for team accomplishments. Leaders with the Steadiness personality profile do not seek recognition for personal achievements. Instead, their humility drives them to favour cooperation. They will be supportive of others and use their influence to help them reach their fullest potential. 

 

(C) onscientiousness

Conscientious leaders largely value quality, expertise, and competency in themselves and their teams. They can be extremely detail-oriented and may find it difficult to delegate tasks. Despite this, they are disciplined in providing high-quality results through careful analysis and planning. Their conscientiousness drives a curiosity to attain new skills and knowledge. Critical thinking plays a significant role in their ability to provide objective feedback and in challenging the status quo to achieve better results.

 


Each
Everything DiSC profile is designed to help participants better understand themselves and others. Gain insights on why we behave and perform the way we do, that is based on over 40 years of research. Leverage these insights to improve communication and organisational skills in all areas of the business. From engaging each individual to building more effective relationships, teaching managers successful leadership skills to tackling workplace conflict, there is an Everything DiSC profile to deliver strategies and insights.

 

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.

 

The DiSC Profiles

actionable conversations

Actionable Conversations™ Explained

Actionable Conversations™ are an innovative training platform that connects individuals to organisational objectives and enhances team culture. Engaging in meaningful conversations establishes better relationships and leads to lasting, measurable change. This is achieved through the powerful combination of authentic conversation, technology, and insight-driven data. It is a three stage process that happens on the job, around the real issues your people are currently working through. Investing just one hour a month develops: stronger leaders, individual skills, and enhances team culture.

 

Three Levels of Actionable Conversations™

SUSTAIN

Sustained, social learning helps to reinforce key principles in ways that contextualise them within the bounds of day-to-day responsibilities. It is supportive of real-world application that takes learning out of the ‘classroom.’ This enables participants to understand the practical effectiveness of what they are learning and how it applies to what they do. By putting lessons into immediate practice, their retention for the material is heightened and becomes ingrained in an ongoing routine.

 

SCALE

You are able to cascade key concepts by leveraging live sessions and engaging in better conversations that improve your relationship with your teams. It reinforces learning through teaching. Were it possible for every individual employee to attend development training, many of us would surely jump at the opportunity. However, this is not practical in today’s fast-paced working environment. To truly make changes sustainable throughout an organisation, it is up to those who do attend to pass on the knowledge to the entire team. Not only does this reinforce the learning for themselves, but they are able to build it into the culture and onboarding programs so that current and future employees also experience the benefits.

 

SYSTEM-WIDE

It is a cost effective way to get all stakeholders across key information while quickly and easily translating organisational objectives into relevant actions at an individual level. As we’ve already discussed, lasting change only occurs when each individual is engaged and committed to putting those changes into action. Success in this is determined by each person’s willingness to engage in discussions that lead to meaningful problem solving. These conversations must seek to provide tangible and actionable steps that can be followed, measured, and reviewed when necessary.

 

Actionable Conversations™ are a way for teams to connect with each other to address concerns and concepts that help them to engage in meaningful problem solving and create lasting change. It is a platform that improves workplace effectiveness by building better relationships and measurable behaviour change.

 

 

 

 

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.

 

Actionable Conversations™ Explained

leading excellence

Striving for Excellence

Organisations who achieve regular success have leaders who understand the importance of constant growth. They know that to reach their goals, they must rely on their direct reports to bring their purpose and vision into fruition. To do this, they establish strong personal relationships with their team and support them in their development. 

 

Purpose Clarity

Great leaders know that success begins with defining the purpose of the work you do. Understanding why it matters, and more specifically, why it matters to you. Leadership development programs help participants to understand themselves better both personally and professionally. Through the use of leadership assessment tools, their sense of purpose can make itself known. To achieve leadership excellence, you must be passionate about your purpose and able to communicate it with your team in ways that will inspire others in working towards the same purpose. 

 

Embrace Vulnerability

The scope of what leadership looks like has had a significant shift from being purely authoritative to now requiring the development of personal relationships. The research of Brenè Brown places vulnerability at the centre of daring leadership. The Dare to Lead™ Program, based on her work, encourages participants to embrace vulnerability in order to form stronger personal connections with others. When we lead with authenticity, we foster a culture of trust that results in better communication, collaboration, and success.

 

Empowering Leadership

Training for leadership excellence teaches participants to lead others through empowering them to reach higher levels of performance. Empowered employees have greater autonomy in their day-to-day tasks and have more creative problem-solving skills. In organisations where empowerment is common, company loyalty is also higher. This creates a sense of community where individuals are more willing to volunteer for additional assignments and assist one another. Both of which contribute greatly to improving overall performance. 

 

Ongoing Improvement 

Even the highest performing teams and organisations understand the benefits of reviewing their best results. Developing leadership excellence is an ongoing endeavour. There is value in revisiting past success in order to determine what worked well and how it might further be improved in the future. Providing access to leadership training programs ensures that you and your team are knowledgeable of the most recent trends in your field. This gives you a competitive edge and allows you to remain at the forefront of your industry. 

 

In the pursuit of leadership excellence it is important to first define your purpose and share your passion with your team. A leader’s success is often measured by the performance of their team, so empowering them to perform at their best will have significant benefits for you both. Leadership excellence is a continually moving target that requires you to have an invested interest in your own development and the growth of your team’s capabilities. 

In what ways to strive for excellence in your leadership?

 

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.

 

Striving for Excellence

what is excellence in leadership

The Positive Impacts of Leadership Excellence

There are many benefits to developing leadership excellence for both individuals and teams. In building a deeper understanding of your personal leadership values, you establish stronger relationships with your team. The importance of these relationships is fundamental to creating meaningful change across all levels of your organisation. 

Coach, Grow, Develop Others

The benefits of leadership excellence extend far beyond only those in executive or management positions. Great leaders know that success comes from the combined efforts of everyone in the team. It is therefore the responsibility of leaders to facilitate the growth and development of others. In training for leadership excellence, leaders learn to take on the role of coach. As a coach, you provide support to those on their own development journey by helping them to implement their learning into their day-to-day responsibilities. By serving your team’s development, you also ensure your collective success.

 

Values Driven Leadership

There is no singular practice of leadership that applies to all situations. We often need to adapt our behaviour as the situation calls. What is important to remember when faced with a difficult decision to make, is to act in accordance with your values. Executive leadership development  helps participants to explore their values and narrow down those they feel are most important to practice in their role as a leader. Exhibiting behaviour that aligns with your identified values shows your team that you are dedicated to your commitments. You position yourself as trustworthy while establishing a culture of collaboration.

 

Create Meaningful Change

Leadership excellence is needed for creating meaningful change within your team and organisation. Through the development of leadership skills at the individual, team, and organisational level, executives can ensure their vision for success is a foundational component of daily practices. Interpersonal leadership skills are necessary for creating change. Leadership training programs teach us to communicate with clarity to inspire passion for the work. Those you share your vision with will become responsible for implementing it under your guidance. 

 

The positive impacts of training for leadership excellence flow from the individual level to ensure the growth of the team and organisation as a whole. Leadership development training provides a platform through which individuals and teams gain a greater understanding of their personal values. This contributes to the formation of deeper relationships and establishes a mutual trust. Trust is needed when creating change and coaching others. 

 

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.

 

The Positive Impacts of Leadership Excellence

hogan inventory

Leading the Self, Leading Teams

To truly exemplify what it means to have leadership excellence, you must understand what it is to be led as well as lead. It is the difference between demonstrating leadership and simply having authority. There are four key levels of focus that are discussed when developing leadership excellence. We will be looking into the first two below as they form the basis of this development from which the latter two progress – Leading Self, and Leading Teams.

 

Leading Self

Great leaders are those who lead themselves well before leading others. Leaders that know their own goals and are capable of clarifying the roles of their direct reports, earn the respect of those on their team. Leadership training programs can help participants to build the self-awareness and emotional intelligence that will allow them to develop a deeper understanding of themselves. The use of assessment tools in leadership excellence programs highlight the level of emotional intelligence participants have and identify methods of improving or harnessing it to develop a deeper level of self-awareness.

Demonstrating the ability to lead the self suggests to others that you are someone who can hold themselves accountable. Accountability is one of the most valuable traits that a self-aware leader can possess. Senior leadership training shows that you are willing to put the work into developing your own skills, and actively making improvements in areas you may lack knowledge of. 

 

Leading Teams

Training for leadership excellence at the team level is centred around developing group dialogue skills. Establishing a form of communication that uses dialogue specific to the team helps them to have conversations that lead to effective implementation of ideas and improve performance. It ensures that everyone comes from the same place of understanding when it comes to having crucial or difficult conversations. 

Being able to communicate effectively when having difficult conversations means the potential for conflict is reduced and your interaction will be much more constructive. The Dare to Lead™ Program is a type leadership development training that teaches us to lead with clarity. One of the key ideas, ‘Clear is Kind, Unclear is Unkind,’ reinforces the idea that honesty is the most important factor in managing conflict. 

 

Engaging in an executive training program can help you to understand the importance of being able to lead yourself as well as lead your team. Learning to lead the self demonstrates initiative and a willingness to become a high performing team member. It provides you with a strong foundation of leadership skills should you have the opportunity to lead a team of your own. Being a great leader depends on developing an intersectional skillset of effectively leading the self and leading teams. 

 

How often do you practice leading the self?

 

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.

Leading the Self, Leading Teams

leadership learning goals

The Importance of Role and Goal Alignment

Executives understand the impact of goal setting for achieving high performance. For those aiming to grow their business, it is imperative that the goals of the organisation are aligned with team and individual roles. In cases where a lack of alignment exists, there is often an increase in workplace stress and illness. This misalignment is a result of individual’s being unclear of what their responsibilities are in relation to overarching goals. The most successful organisations ensure that every individual has a clear understanding of how their work contributes to that success.

 

Alignment at all Levels

Having both long and short term goals helps individuals see how their efforts specifically contribute to organisational goals. It is critical that leaders contextualise the daily tasks of individuals within the larger picture of what the team, and organisation, are trying to achieve. Leadership development programs offer participants the opportunity to establish goals that relate directly to their roles. Clarifying the role and responsibilities of each contributor enhances collaboration while also establishing trust between leaders and their direct reports. 

 

Connecting to Your Goals

When goals are aligned across an organisation, it fosters an environment in which individuals will unite around a common task or idea. The sense of sharing a connection with others has been shown to lead to higher levels of motivation and performance. Training for leadership excellence  shows leaders how to implement methods of engaging teams and individuals with their vision. This provides people with the sense that their work has purpose and a meaningful impact within the organisation as a whole. 

 

Links Strategy and Performance

In developing leadership excellence, leaders should be aware of the importance of aligning strategy and performance. Setting clear goals that support corporate strategy allows executives, team leaders, and direct reports to easily assess how their performance is contributing to achieving goals and adjust tasks if necessary. Aligning goals throughout the organisation creates a shared accountability between individuals at every level. 

 

Measure Progress by Goal Setting

By setting goals that align with an individual’s role, they are given a metric by which their performance can be measured. Executive leadership training helps participants to formulate goals for themselves that they are encouraged to track their progress in. Goal setting instills a focus on reaching smaller milestones rather than creating a far off objective that might be achieved ‘someday’. Having specific targets allows you to see how far you have come and motivates you to continue working towards success.

 

Improves Quality of Feedback

By measuring progress against specific goals, you are able to relate the feedback you give to those goals. A person’s performance may be deviating from those goals. They would benefit from feedback that aims to refocus their attention on the ways in which their role contributes to achieving them. Senior leadership training coaches participants in providing feedback effectively by creating clarity for all employees. 

 

The importance of role and goal alignment should not be overlooked by leaders looking to develop high performing teams within their organisation. Engaging in a leadership excellence program assists participants in aligning goals within the context of their role. This reduces the likelihood of workplace stress caused by a lack of clarity and direction. 

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.

The Importance of Role and Goal Alignment

leadership excellence meaning

Measuring Leadership Excellence

Understanding leadership excellence is important for leaders at every stage of their development journey. It establishes a clear measurement of where they have started, how far they have come, and where they still hope to go. Such measurements can be calculated through the implementation of leadership assessment and development tools. Receiving these assessments regularly are a valuable part of any leadership development journey.

 

When assessing leadership excellence, the two facets most often associated with strong leaders are their character and influence. In particular, it is how a person’s character contributes to their influence that indicates their level of leadership excellence. 

 

Character

A person’s character is the driving factor behind their ability to influence and lead their team or organisation. Those with a strong character tend to be viewed by others as being trustworthy, responsible, and fair in their decision making. It is these skills that make them appealing and incite positive responses from other people.

 

It can be difficult to assess for a quantifiable measurement of these aspects of character, but it is possible to gauge these characteristics by interpreting how a person’s peers and employees perceive them. The 360º Feedback Report is designed around this model of assessment. Both the individual and a select group of those they work with are asked to complete a survey that, when compared, provides a complete picture of the leader’s character. 

 

Influence

Influence is one of the biggest measurements of leadership excellence. Being able to inspire and motivate others into reaching their fullest potential is a critical aspect of your role as a leader. By making use of leadership tools for individuals as well as groups, you begin to form a clearer impression of the impact that the individual’s leadership skills have on the performance of their team.

 

An individual’s ability to influence the behaviours of those around them stems from their existing interpersonal relationships. Having good character and establishing trust between yourself and others, allows you to build effective interpersonal relationships. The benefits of leadership assessment tools like the Trust Inside Assessments include in-depth measurements of a person’s ability to build trust at both the individual and team level. 

 

Character and influence are two of the defining aspects of leadership excellence. The higher a person’s character is perceived to be, the greater the amount of influence they are able to impart onto others. To gain a full understanding of an individual’s measurement of leadership excellence, the best leadership assessment tools should be administered at both the individual and group level. 

 

What characteristics are most important for you as a leader?

 

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.

 

Measuring Leadership Excellence

leadership excellence meaning

5 Ways to Develop Leadership Excellence

Developing leadership excellence should be a top priority for leaders at every level of an organisation. Making leadership assessment tools accessible provides current and future leaders with the opportunity to begin their development journey. Investing in the further education of your organisation’s leaders, ensures that you remain at the forefront of innovation within the industry.

 

Complete a Leadership Circle Profile™

Developing leadership excellence begins with identifying key areas and opportunities for improvement. Completing a Leadership Circle Profile™ provides a holistic measurement  of an individual’s competencies and, more importantly, why they are the way they are. This can have a greater impact than just completing a 360º Feedback Report that only evaluates competencies. Understanding the reasons behind your past behaviours is imperative to being able to take the necessary action to lift your leadership to a higher level. 

 

Integrate Learning

Forward-thinking organisations understand the critical importance of developing high potential talent, though are concerned about the challenge of maintaining day-to-day operations while training occurs. Actionable Habit Builder is a leadership development tool that allows participants to incorporate their training into everyday practices in a way that creates meaningful and noticeable change. It empowers individuals to take control of their learning by identifying the habits they want to build, and encourages regular reflection to track progress. By integrating your learning, you establish lasting habits that lead to continued success.

 

Build Team Alignment

Trust and clarity are the two most important factors in building team alignment. Identifying where the lack of alignment lies can help you to re-establish your team’s commitment to achieving goals. Though an unconventional tool for measuring leadership excellence, the Team Alignment Survey will reveal the specific areas that are blocking the team from communicating effectively and what needs to be done to remove those barriers. Collaborative teams are more efficient, will generate better ideas, and share in the responsibility of decision making.

 

Develop Your Emotional Intelligence

It is widely understood that to be successful in business requires intelligence and expertise in your industry. But to be a successful business leader requires much more than a practical knowledge of the products or services you offer. Long term success in performance also requires having a strong emotional intelligence, or EI. Emotional intelligence is a measurement of your own self awareness, empathy, and emotional regulation. All of which contribute to the way we form relationships with co-workers and clients. Developing a strong EI and relationships with your team will have a direct impact on improving your leadership excellence

 

Leadership Impact

Leadership excellence is often thought of in terms of the level of influence an executive has over the behaviours and resulting performance of others. Effective leadership assessment tools will be able to determine whether an individual’s influence is prescriptive or restrictive. Do they guide others towards goals, or do they create limitations? The Leadership Impact Survey is designed specifically for senior managers and CEOs to evaluate their current effectiveness against their desired impact. When developing leadership excellence, you can not ignore the significance of the influence you have on those around you. 

 

The best tools for assessing leadership excellence are those that provide valuable insight into an individual’s current behaviours. More importantly, discovering your subconscious or forgotten reasoning for certain actions establishes a starting point for reinforcing strengths, and unravelling weaknesses. For a complete understanding of your impact as a leader, it is helpful to assess your leadership at the individual, team, and organisational levels. 

 

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.

 

5 Ways to Develop Leadership Excellence

leadership coaching programs

How Executive Coaching Builds Leadership Excellence

Executive coaching can teach us ways to approach our daily life with balance and mindfulness. Developing leadership excellence provides the opportunity for leaders to build a high-level capacity for visionary thinking in addition to improving the practical skills needed for driving performance within their organisation. Receiving support in their development journey, creates a leadership team that values continual education and improvement to remain competitive. 

 

Skills Assessment

All leadership coaching must begin with an assessment of current strengths and developmental needs. To get a complete picture of what this looks like, participants will find great benefit in completing both introspective reflection as well as gaining insight from a 360º Feedback Report. Engaging with both styles of skills assessment significantly reduces biases – especially when conducted anonymously – while also demonstrating how your self-perception aligns with that of those around you.

 

Know the Leadership Skills Most Often Needed

Discovering your areas of improvement will be most effective if you are aware of the core skills leaders most often need. The best executive coaches will be knowledgeable of what these are and how you might work towards building them for yourself. Though it is important that you conduct your own research into these as well. Leadership has been studied for decades and the definition of leadership excellence has altered over time. There are some competencies that have remained consistent. To be an effective leader you need emotional intelligence, expertise, influence, and the right character. Each can be developed, but all will take dedication and hard work to grow into leadership excellence.

 

Develop Personal Understanding

One of the primary goals of an executive coaching program is to establish a strong understanding of yourself and your personal leadership style. There can be as many ways to lead successfully as there are leaders. Finding what works for you and your team is more important than fitting yourself into a preconceived model of what leadership ‘should’ look like. Coaching for leadership excellence aims to provide participants with a deeper understanding of themselves and how they may use their ‘life-story’ as a touchstone for leadership. It is how your developed personal capabilities fill gaps that make for effective leadership.

 

Unlock Leadership Potential

The phrase ‘executive coaching’ is not an indication of the seniority of its participants, rather it refers to the high level of leadership skills you are able to develop through engaging with the program. Providing senior leadership training to individuals looking to expand their capabilities unlocks previously untapped potential and creates cohesive leadership throughout your organisation. Leaders who feel more supported will have an increased engagement and overall performance within your organisation. 

 

The development of leadership skills through executive coaching programs helps to create meaningful, sustainable change at the individual and organisational level. Coaches guide participants to realising the full scope of their abilities through regular one-on-one sessions. Current and aspiring leaders benefit greatly from learning how to incorporate their own experiences into establishing a leadership style that engages and inspires those around them to reach their highest potential.

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

How Executive Coaching Builds Leadership Excellence

what is leadership excellence

The Advantages of Leadership Excellence

In developing leadership excellence we cultivate a workplace environment that encourages constant growth and improvement. Through leadership excellence programs, participants gain the confidence and capability to lead teams effectively. They are role models of behaviours that become standard practice and inspire others to perform beyond expectations. 

 

Leaves Room for Improvement

Often when we talk about leadership development, people confuse excellence with perfection. It is impossible to achieve perfection, attempting to do so limits creativity and results in more failures due to added pressure. Striving to achieve leadership excellence, allows space for mistakes to be made and performance to be improved with each iteration. Executive leadership training emphasises the importance of reducing workplace stress that frequently accompanies organisation with a totalitarian approach to achieving goals.

For teams to become consistently high performing, it is necessary to both develop and sustain leadership excellence. Sustainability means that there is always the goal of producing the best quality product or service, while also striving to be better in the future. Processes, technologies, and industries progress all the time. Believing that your organisation already has the ‘perfect’ version does not leave room for innovation or improvement. Ignoring the value of creativity will leave you stagnant and struggling to catch up to more open-minded companies. 

Executive coaching programs provide leaders with a means of developing innovative thinking that opens the doors for input from a diverse range of sources. Coaching for leadership excellence requires an established, trusting relationship between coach and client. The right coach will be able to challenge you to expand your capabilities and become more receptive to new ideas. 

 

Become a Role Model of Leadership Excellence

Leadership excellence programs aim to teach participants ways to coach, grow and develop the people they work with. The most effective way leaders can do this is to set the example of influence they are hoping to impart. It is the actions we perform that others will watch and critique. Your team will notice if you are not living your values. If you are expecting excellence, you must also become excellent. 

It is much easier to influence the behaviour of others and unlock their potential by being the model that you wish to see. Senior leadership training doesn’t only benefit participants, but everyone they work with from then on. What is learnt in such programs impacts the way you lead and develop others. Being the standard and role model of excellence, you not only realise your own potential but the potential of those around you as well. 

Learning how to harness and model leadership excellence can have a number of advantages on individuals at every level of the organisation. While it is important that our leaders provide a clear example of behaviours to be followed, they should also set the expectation that perfection is not the ultimate goal. Leaders who engage in executive coaching programs to develop their ability to influence their teams, will see an increase in overall performance throughout their organisation.

 

How do you demonstrate excellence in your workplace?

 

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.

 

The Advantages of Leadership Excellence

leadership learning objectives

How Leadership Excellence Benefits Others

In developing leadership excellence we cultivate a workplace environment that encourages constant growth and improvement. Through leadership excellence programs, participants gain the confidence and capability to lead teams effectively. They are role models of behaviours that become standard practice and inspire others to perform beyond expectations. 

 

Leaves Room for Improvement

Often when we talk about leadership development, people confuse excellence with perfection. It is impossible to achieve perfection, attempting to do so limits creativity and results in more failures due to added pressure. Striving to achieve leadership excellence, allows space for mistakes to be made and performance to be improved with each iteration. Executive leadership training emphasises the importance of reducing workplace stress that frequently accompanies organisation with a totalitarian approach to achieving goals.

 

For teams to become consistently high performing, it is necessary to both develop and sustain leadership excellence. Sustainability means that there is always the goal of producing the best quality product or service, while also striving to be better in the future. Processes, technologies, and industries progress all the time. Believing that your organisation already has the ‘perfect’ version does not leave room for innovation or improvement. Ignoring the value of creativity will leave you stagnant and struggling to catch up to more open-minded companies. 

 

Executive coaching programs provide leaders with a means of developing innovative thinking that opens the doors for input from a diverse range of sources. Coaching for leadership excellence requires an established, trusting relationship between coach and client. The right coach will be able to challenge you to expand your capabilities and become more receptive to new ideas. 

 

Become a Role Model of Leadership Excellence

Leadership excellence programs aim to teach participants ways to coach, grow and develop the people they work with. The most effective way leaders can do this is to set the example of influence they are hoping to impart. It is the actions we perform that others will watch and critique. Your team will notice if you are not living your values. If you are expecting excellence, you must also become excellent. 

 

 

It is much easier to influence the behaviour of others and unlock their potential by being the model that you wish to see. Senior leadership training doesn’t only benefit participants, but everyone they work with from then on. What is learnt in such programs impacts the way you lead and develop others. Being the standard and role model of excellence, you not only realise your own potential but the potential of those around you as well. 

 

Learning how to harness and model leadership excellence can have a number of advantages on individuals at every level of the organisation. While it is important that our leaders provide a clear example of behaviours to be followed, they should also set the expectation that perfection is not the ultimate goal. Leaders who engage in executive coaching programs to develop their ability to influence their teams, will see an increase in overall performance throughout their organisation.

 

How do you demonstrate excellence in your workplace?

 

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.

 

How Leadership Excellence Benefits Others

building a high performance culture

5 Ways Leaders Influence Performance

It is necessary to make use of leadership excellence to drive performance and success over the long term. Many high performance teams are capable of operating independently of direct leadership. Though to truly reach their highest potential, there must be a guiding presence who can assist them in accomplishing greater feats. It is the responsibility of team leaders to inspire and motivate others to outperform expectations by delivering critical business imperatives. 

 

Encourage Collaboration

A defining characteristic of the best high performance teams is their ability to work collaboratively in service of common goals. Leaders who foster an environment that encourages and relies on collaborative processes, will see consistently successful results in the work their team produces. High performance training programs help teams to establish stronger trusting relationships and to provide clarification on team purpose. This establishes a basis on which strategies and processes can be built. 

 

Avoid Shortcuts

As companies grow, most executive leaders look for ways to streamline processes without sacrificing quality or performance. Efficiency in productivity can be extremely beneficial, though it can sometimes lead to the creation of shortcuts that do little for maintaining high performance. To combat this phenomenon, leaders must establish clear expectations that can not easily be misunderstood. Leading high performance teams requires exceptional communication so that each individual understands where they are heading and how to get there. 

 

Be Exceptional Decision Makers

The self-sufficiency of high performance teams is often seen as one of their many beneficial qualities. The role of leaders of high performance teams is that of guide, ensuring that their path to success remains clear. Often this means that they are there to provide answers and make decisions when the team is unable to do so. In developing leadership excellence, individuals are taught to recognise and solve important challenges. Being able to make the right choices for their team is a key marker of the best high performance team leaders.

 

Show Commitment

Leaders who do not openly display their commitment to their teams, should not expect others to commit to them or their vision. If you are not willing to dedicate your own efforts towards achieving the very goals that you set out, how can you expect your team to do the same? High performance team leaders provide much needed support to those they are asking to realise their vision. In doing so, they create a culture of belonging within their team. Establishing personal connections can have a positive impact on the team’s emotional well-being, productivity, and performance.

 

Nurture Growth

One of the best, and most direct, ways for leaders to improve performance is to actively advocate for the growth of their team’s skills. Developing high performance teams fosters a sense of loyalty that employees often will reciprocate by making a greater effort in their performance. The quality of work is much higher in teams who share a mutual appreciation with their leaders, than in teams led through fear or intimidation. 

 

The influence of positive leadership actions can not be understated. Inspiring leaders who understand the complexities of their team and how they operate as a unit will be able to see a greater increase in performance and productivity. By demonstrating their commitment to the growth of their team and being clear communicators, they foster a culture of collaboration and success. 

 

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.

 

5 Ways Leaders Influence Performance

skills for excellence

Defining Leadership Excellence

It is easy to recognise leadership excellence when we see it, but when asked to define what that looks like many people struggle to identify specific characteristics. The truth is that leadership excellence looks different to everyone. However there are two key areas which, if intentionally cultivated, help to bring us closer to defining leadership excellence. Training programs that focus on these two aspects of excellence should form the basis of your executive leadership development.

 

Practical Excellence

There is no escaping the necessity for leaders to see to the practical day-to-day operations of running a team or organisation. Ensuring that tasks are completed on time and are of high quality is an important aspect of successful leadership. Demanding excellence from your team is not enough to guarantee that their resulting work will meet high performance standards. It is the role of a great leader to set, and then help them to achieve goals for your team that will push them beyond their perceived limitations. 

To do this, you must be clear with your team about what these goals are and why they are important. Providing them with motivation to reach their goals will result in more success and stronger performance overall. Developing leadership excellence in a practical manner does require that your team has access to the resources they need to achieve the goals you set out for them. This demonstrates to them your own dedication reaching those same goals with excellent results. 

 

Interpersonal Excellence

Establishing strong interpersonal relationships with the individuals you work with is pivotal to building a high performing team. Developing senior leaders must understand this and strive to create these connections early in the formation of their teams. 

 

Leadership development programs like Dare to Lead™, teach participants how to form these deeper connections within their workplace in order to build trusting and honest relationships. Gaining a personal understanding of the individuals on your team can have lasting mutual benefits. Learning the personal values and goals of your team allows you to offer support and opportunities for them to develop their skills while they are contributing to a greater vision.

 

Training for leadership excellence should include a focus on both practical and interpersonal excellence. Individuals who have strong personal connections with their leaders are far more likely to be motivated to perform at a higher standard and aim to reach their goals. Executive leadership programs that teach participants to establish and sustain trusting relationships are the foundation to developing leadership excellence. 

 

What is the most important aspect of leadership excellence for you?

 

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.

 

Defining Leadership Excellence

effective leadership outcomes

Building Effective Leaders

The process of  identifying those capable of taking on senior leadership positions is an ever evolving challenge for most organisations. Potential candidates whether they be internal or external, must be assessed on both their existing skills as leaders, and their ability to develop the necessary competencies for more senior roles in the future

One tactic for building effective leaders has been to engage prospective candidates in simulation-based learning. It allows individuals to develop the specific skills needed while giving them practical experience in applying them. From here, the challenge becomes how do we assess the outcomes of this learning? How does this feedback contribute to the creation of a focused, development plan?

 

Assessing Potential Leaders

When developing high potential leaders, simulation-based learning can be used by senior executives to get an idea of the candidate’s strengths and provide them with opportunities to improve. The feedback that candidates receive is integral to their development as future leaders. Leadership assessment tools such as the Hogan 360º Report help in building a leadership profile for candidates that outlines the competencies in which they are skilled as well as those that they are developing. Executives who hope to support the career goals of their employees can also use these assessments to build focused development plans for those individuals. This may include leadership training programs or providing them with an executive coach who will work closely with them to achieve their goals.

 

Developing Potential Leaders

Whether one, the other, or a combination of both, the candidate should also be accessing leadership assessment and development tools regularly in order to keep track of their progress and success. By building regular assessments into their development plan, potential leaders are able monitor their growth using measurable data. When the time comes that they are being considered for an elevated position within the company, executives can look at the various assessments that have been made through their development and determine whether they have achieved the necessary competencies for the role.

 

Assessment is a vital component of leadership development, though it is not one that many individuals regularly take advantage of. Building effective leaders can only begin once a profile of the competencies has been completed. Leadership assessment tools should be prioritised as a primary resource for executives and potential talent for ensuring that individuals are receiving the training that will have the greatest benefit for them and the organisation as a whole. Leaders who develop a tangible awareness of their abilities become more effective in leading their teams because they understand their limitations. This establishes a culture where the most important thing is not to have all the answers, but to collaborate in order to find the solution.

 

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.

Building Effective Leaders

leadership assessment tools

7 Reasons to Consider a Leadership Assessment

Leadership strategies and methodologies  get much attention particularly during times of uncertainty and change. It can be difficult to determine where individual and organisational leadership capabilities rank amongst industry peers, or what is the best method to understand this. That is why a leadership assessment tool can be a useful way to evaluate your current performance and help understand what leadership development activities will be most suitable for your organisation. The benefits of using leadership assessment tools extend far beyond the individual level. The feedback you gain from such assessments can impact on the development of high performing teams and with the culture of your organisation.

 

Establish Leadership Profiles

One of the benefits of leadership profiling is that it allows you to form a complete picture of an individual’s capabilities as well as their potential for development. Effective leaders are aware of both their strengths and actively seek to improve in areas they may not be as successful. Establishing leadership profiles allows executives access to a resource that informs them about those high potential employees who are just beginning their development.

 

Develop High Potential Employees

When we are looking to fill leadership positions internally, the most obvious choice may not be the right one. Using a data based approach, we are able to assess potential leaders in order to determine the best fit. Completing leadership assessment tools for individuals gives current leaders an unbiased look into the capabilities of high potential employees. Even those who may not be right for leadership roles just yet, may have development plans created in order to support their advancement and career goals.

 

Filling Skills Gaps

Before embarking on a development program, participants and executives should be aware of what gaps exist within their skillset or organisation. Leadership assessment tools provide insight into exactly this. An executive coaching survey will outline an individual’s particular strengths as well as areas for improvement. Completing a leadership assessment prior to any training programs allows both the individual and the organisation to reap the highest benefits.

 

Remain Competitive with Industry Standards

For those who have been in positions of executive leadership for several years, it can be easy to believe that you don’t need as much feedback as you did earlier in your career. This is simply not true in industries that are constantly innovating and expanding. The best leadership assessment tools will help you to understand how your skills match up against the current industry standards. You may be surprised to discover that there are some competencies you need to build upon so that you and your organisation can stay ahead of the competition. 

 

Track Development Progress

Many leadership assessment and development tools are used simply to track an individual’s development processes. The Hogan 360º Report can be re-done at regular intervals to get an external perspective. Actionable Habit Builder is a fantastic tool for self-reflective assessment of progress towards specific goals. No matter how it is done, individuals looking to develop their leadership skills should utilise assessment tools to track their progress in a tangible way. This demonstrates a commitment to the role and the organisation that executives will look at when considering prospective leaders.

 

Motivate Performance

Continually assessing a team or individual’s skills development allows them to not only track their progress, but the improvements in their overall performance as well. Being able to look back on past performance instils a sense of accomplishment that motivates further improvement. By assessing performance as goals are achieved, you can look for methods that worked well and identify ones that hindered success. In doing so, you have a ready made benchmark from which to set new goals and further optimise performance.

 

Improve Company Culture

Leaders who participate in assessments set an example of commitment to growth within an organisation. A willingness to have your own leadership assessed demonstrates what is expected and supported across all levels. It promotes a culture of growth, education, and development. Organisations with a culture that places value in these areas foster a positive workplace environment where morale and performance flourish. Leadership assessments encourage frequent communication that establishes deeper levels of trust between leaders and their teams. 

The development of those who participate in a leadership training program is predominantly determined by their own willingness to grow. Undertaking a leadership assessment prior to a training course helps to set the basis of their learning. The best tools for leadership development will reveal both the strengths and shortcomings of potential leaders, giving them a measurable starting point from which they can begin their leadership journey. Building an organisational culture of growth and development can have a significant and positive impact on performance both now and in the future.

 

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.

7 Reasons to Consider a Leadership Assessment

executive coaching

Developing a Coaching Culture

When it comes to coaching in support of professional development, a coaching culture is one that takes what has been taught in development programs and continues to prioritise learning outside of a formal setting.  In building a coaching culture, it is important to remember the impact that emotion and mental health play in performance. Leaders who coach, as opposed to manage, their team will see a greater improvement in performance and success. 

 

Coaching vs. Managing

Many management styles of leadership tend to focus on task delegation and optimising work practices in order to achieve as much as possible. While this is great for the bottom line, it is not always so great for our employees. The pressure to reach certain targets can often lead to poorer performance and unsatisfactory results. When individuals fail to meet expectations, a manager may reassign them to another project, leaving the cause of the issue unresolved. 

 

A coach will instead take the time to work through mistakes with individuals to give them a better understanding of what has gone wrong. This allows them the opportunity to develop the skills needed to perform their task correctly while remedying their mistake. It addresses the issue directly without punishing the individual. One of the positive effects of executive coaching on culture is that it establishes an environment that builds high performers by allowing them to gain valuable experience. 

 

Coaching to Lead

When leaders develop a coaching strategy, team performance improves due to increased engagement and personal relationships. Using leadership and coaching tools for cultural change is the most effective way to increase team performance. Leadership coaching uses a combination of formal feedback reporting and honest communication to establish trusting relationships between leaders and their teams. By developing their own coaching skills, leaders establish a precedent of continual development and education. 

 

Executive coaching helps leaders understand their strengths and work towards achieving their personal and professional goals. By employing these same techniques in their leadership practices, a culture of coaching naturally develops. To make skills development a sustainable component of an organisation, establishing leaders as coach rather than manager is necessary. When leaders become educators, the autonomy and productivity of teams improves. 

 

 

Establishing a coaching culture can have a significant impact on how your organisation approaches skills development. It shifts the role of leaders from being directive and task oriented, to being much more of a mentorship. Teaching your leaders how coach skills build teams that are more independent and collaborative. Coaching reduces the fear of failure and builds confidence in individuals that allows them to take more risks and become more innovative. 

 

What coaching strategies do you employ to promote skills development?

 

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.

 

Developing a Coaching Culture